Compensation Case Study Analysis

The assignment content discusses the compensation and employee benefits plan of Reynolds Plastic Products, a business that uses high-performance plastics in dynamic load-bearing applications. The main points include: identifying legal requirements that are being contravened by Reynolds' current pay practices, evaluating their incentive compensation practices, discussing alternative practices to improve staffing outcomes, and presenting recommended strategies for improving human resources management outcomes.

Compensation Case study

Table of Contents
1.a) In what way(s) are Reynolds Plastic Products' current pay practices contravening any legal requirements
in Alberta? For each contravention that you identify, please propose how Reynolds Plastic Products can meet
its legal requirement(s).......................................................................................................................... 3
Evaluate the incentive compensation practices that are being used by Reynolds Plastic Products...................3
Describe what is appropriate or inappropriate about their current practices...................................3
Explain why you have determined this (e.g. what are the issues here?).........................................3
Discuss possible alternative practices that might be considered to improvestaffing outcomes (e.g.
effects on engagement, recruitment, retention, etc.).......................................................................4
Present your recommended strategy or solution(s) (e.g. what should they donext or instead?).....4
Evaluate the employee benefits plan that is being considered by Reynolds Plastic Products..........................5
Describe what is appropriate or inappropriate about their plans.....................................................5
Discuss possible alternative practices that might be considered to improve human resources
management outcomes (e.g. effects on engagement, recruitment, retention, etc.).........................5
Employer as well as professional associations may survey member firms.....................................5
Some human resource departments accomplish their have possession of wage and salary
surveys due to the difficulty of varying comparability encountered with by means of available
survey.......................................................................................................................................... 5
Present your recommended strategy or solution(s) (e.g. what should they do or do next?)............5
References............................................................................................................................................ 6

1.a) In what way(s) are Reynolds Plastic Products' current pay practices contravening
any legal requirements in Alberta? For each contravention that you identify, please
propose how Reynolds Plastic Products can meet its legal requirement(s).
Businesses require making sure that they assemble their lawful errands. Officially,
permitted necessities must be met even when selling products of Reynolds as apparently
blameless as candles and plastic. The dangerous goods, the business were evermore
disqualified from promotion them except a observance agenda was put in rest. Too much
administration intrusion! Too much red ribbon! Too many rules! These are well-known
cries from minute industry owners, who features an growing figure of lawful obligations in
every feature of their businesses
Evaluate the incentive compensation practices that are being used by Reynolds Plastic
Products.
Describe what is appropriate or inappropriate about their current practices.
Reynolds envelop l, Hefty trash baggage, slider bags, plus disposable plates, and in
2014, we additional Alcan foil, Canada’s pinnacle foil product. Our objective is to
continue to receive consumer faith and recommend new products and product
enhancement that make successively a household easier.
Explain why you have determined this (e.g. what are the issues here?)
The use of high performance plastics in dynamic load-bearing application has helped
revolutionize virtually all mechanical products. Consumers new product designs are
continually pushing the limit of high performance plastic products. Advances industrial
consistently exceeds consumers expectation with new innovative solutions which allow
consumers to design a bearing that fits their application rather than having to design a

device around a standard metal or rolling element bearing. We provide quick turn
prototypes;
Discuss possible alternative practices that might be considered to improvestaffing outcomes (e.g.
effects on engagement, recruitment, retention, etc.).
Full-time employees spend a large part of their day and the majority of their lives in the
workplace, and how they feel about their work is important to them. In a recent Gallup
survey, 63 percent of American workers are not engaged in their work, while another 24
percent are "actively disengaged." Disengaged workers are more likely to look for other
opportunities, or worse, drag down the productivity of the rest of your team
Running a tech business or an IT department requires a delicate balance. Stakeholders have
expectations, employees have needs, and of course, customers have their own set of
requirements. Effective leaders and entrepreneurs understand that employee engagement
can be a competitive edge and that building an engagement strategy should be a top
priority.
Present your recommended strategy or solution(s) (e.g. what should they donext or instead?).
This editorial column grows out of existing research on successful consulting, together with
interviews with associates and officers of five well-known firms. It also stems from my
experience supervising beginning consultants and from the many conversations plus
associations with consultants and clients in the amalgamated States as well as abroad. These
experiences lead company to propose a earnings of expounding the purposes of
organization consulting. When clarity regarding purpose exists, in cooperation parties are
supplementary likely to handle the appointment process acceptably.( Slotine, & Weiping,
1988)

Evaluate the employee benefits plan that is being considered by Reynolds Plastic
Products.
Describe what is appropriate or inappropriate about their plans.
Inspiration can be definite as goal-directed behaviour. It is a person’s force to take action
because that individual want to do so
Expectancy model is a inclusive model that shows the submission of all human resource
purpose
Discuss possible alternative practices that might be considered to improve human resources
management outcomes (e.g. effects on engagement, recruitment, retention, etc.).
Human Resources Development Canada (HRDC) occasionally conducts
investigations in major metropolitan labour marketplace
Professional supply this service for their customers
Canada Human Resource Centres also accumulate information intended for
allocation to employers(Comm, & Mathaisel 2003)
Employer as well as professional associations may survey member firms
Some human resource departments accomplish their have possession of wage and
salary surveys due to the difficulty of varying comparability encountered with by
means of available survey
Present your recommended strategy or solution(s) (e.g. what should they do or do next?).
Manufacture inducement Plans permit groups of employees to take delivery of bonuses for
above predetermined levels of production
Profit-Sharing strategy divides company profits with the employees. Can generate logic of
trust plus common destiny among personnel and organization, though, it is often hard for
employees to perceive how their efforts create a distinction. Mainly effective in
organizations with unlock, two-way announcement and participative organization that
fosters a pleasing work surroundings

References
Incident 9-1 (Reynolds Plastic Products), pp. 455-456 in Schwind (2016).
Steiner, G. A., & Steiner, J. (1994). Business, government and society (p. 185). New York.
Baker, G., Gibbs, M., & Holmstrom, B. (1993). Hierarchies and compensation: A case
study. European Economic Review, 37(2-3), 366-378.
Comm, C. L., & Mathaisel, D. F. (2003). A case study of the implications of faculty
workload and compensation for improving academic quality. International Journal of
Educational Management, 17(5), 200-210.
Slotine, J. J., & Weiping, L. (1988). Adaptive manipulator control: A case study. IEEE
transactions on automatic control, 33(11), 995-1003