HRES 22203 | Human Resource Management - Henderson Printing Case Study

Running head: HRES 22203
HRES 22203
Name of the Student:
Name of the University:
Author note:

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Executive Summary
The paper is based on two case studies that were dealing with Human Resource
management. An important factor helps in the right working of an organization. From the
case study, it will be evident that there are various working that is taking place in the
organization and division of task is an important factor that helps to determine the task better.

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Table of Contents
Introduction................................................................................................................................3
Reward Strategy.........................................................................................................................3
Compensation analysis-Current reward Strategy.......................................................................4
Compensation analysis-New reward Strategy...........................................................................4
Compensation mix and related measures of success..................................................................5
Goals for reward and compensation system...............................................................................6
Legislative Act...........................................................................................................................6
Conclusion..................................................................................................................................6
Table 1: Job Position and Job Factors........................................................................................8
b. Job position based on hierarchy.............................................................................................9
2. Design of useful merit system..............................................................................................11
A. Pay equity............................................................................................................................11
B. Performance measures.........................................................................................................12
Reference list............................................................................................................................14

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Henderson Printing Case Study
Introduction
Henderson printing is a small medium-sized that has been dealing with various kinds
of printing, George Henderson as the owner of the organization. In case of any issues that are
being faced by the employees, they reach out to George. It becomes difficult for him to
handle every situation. According to DeCenzo, Robbins & Verhulst (2016), it becomes
difficult for George to work meeting all the necessity of the organization ensuring that the
customers are being provided with the best services. However, from the paper, it will be
evident the ways the Henderson family has been handling the job that will be beneficial for
the employees as well as the employers in stabilizing the revenue of the organization
(Berman, Bowman, West & Van Wart, 2019). The paper will help provide ways that keep the
employees motivated and Henderson’s benevolent attitude that has been developing a healthy
working environment.
Reward Strategy
The organization has been entirely run by Henderson and his family. There is no specific
reward that is being provided for employees working efficiently by the organization;
however, changes are there in the pay scale of the employees depending on the working and
the ways they have been affecting the working of the organization. According to Armstrong
& Taylor (2020), every organization must develop rewards and strategies that will help in the
development of the working of the employees. However, Henderson has no specific way of
rewarding. Whenever he feels that the employees are working well he increases the pay scale
of the employee. Hence, there is no definite pay rate of an employee and salary varies from
one person to another. Some of the time he feels that the employees must be provided with
Christmas profits, which will be an indication of efficient working as well as act as a

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recognition and reward for the employees (Bailey, Mankin, Kelliher & Garavan, 2018).
Another feature that acts as a reward is the benevolent behavior of Henderson. He is very
well mannered and ensures that the employee works efficiently in the workplace providing
them with employee satisfaction.
Compensation analysis-Current reward Strategy
Henderson may consider that the rewards that are being provided by him to the
employees are a reward; however, it has a bad impact on the working and efficiency of the
employees. As discussed by Chelladurai & Kerwin (2018), the HRM of an organization helps
in the development and tracking of the activities that are being performed in an organization.
The absence of the financial manager or human resource manager leads to greater issues that
are often not being identified by the owners of the organization. The employees put their
100% efficiency and working hard regularly may be overlooked by Henderson while
incrementing of the salary. It can lead to demotivation of the employees. Moreover, the
gesture of sudden increment in the pay scale of particular employees is a sign of biased
environment in the workplace (Barrena-Martínez, López-Fernández & Romero-Fernández,
2019). Hence, the presence of HRM is an important factor that will help to provide the right
increment of the task that is being performed by the employees. The ways Henderson handles
rewards have a great impact on the employees as the reward is not being provided to
everyone but a few of the employees that may lead to a negative impact on other employees.
Compensation analysis-New reward Strategy
When Mrs. Henderson will be taking up the organization, she must ensure that the
benevolent nature that Mr. Henderson had prevailed in the organization that will ensure that
she is approachable and discussion of the issues that are being faced by the employees can be
easily discussed (Chelladurai & Kerwin, 2018). Development of a free and healthy workplace

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wherein the employees can communicate well is a benefit that helps in developing the
efficiency of the employees.
Compensation mix and related measures of success
According to Bratton & Gold (2017), the compensation mix is a way of salary
handling that helps the HRM to make a decision based on which they pay the employees. The
compensation pay is being affected with various kinds of pay scale that has an impact on the
working of the employees. The base pay is the payment that is being provided to the
employees based on which the organization decides the basic pay of the employees. It is
based on the hourly pay. Depending on the time that the employee spends in the workplace
they are being paid. The basic pay must be equal for every employee. The base pay of an
employee is the pay wherein there will be no deduction and it is the strict nature of payment
that is not taken into account of any other payment like benefits or any other allowance.
As Brewster & Hegewisch (2017), mentioned that the indirect pay is the pay wherein
the employees are being paid for the remunerations that include pensions, health insurance,
and benefits of any kind. It is the pay wherein the pay is extra that is being added to the basic
wage or pay and regular incentives. It a right that every employee must be paid for their
safety and security of the employees.
Incentives are the extra pay that is being provided to the employees for their extra
effort or the efficiency of the employees. Depending on the working hour of the employees as
described by Parthiban and Krishnan (2017), the organization provides employees with extra
payment on the extra hours that the employees have worked. This pay is being provided to
the employees who put more effort into the task that is being provided to the employees.
Brewster & Hegewisch (2017) mentioned that for the time the employees or quality

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production of the employees the organization decides the incentive that must be provided to
the employees.
Goals for reward and compensation system
The goals play an important role in the development of the working process of the
organization making the production efficiency. The organization must take up some initiates
to develop goals that will help in the working process more efficient. As Stewart and Brown
(2019) mentioned that, the goals will help in the development of the working process of the
employees in the organization. To develop compensation pay, several initiatives have to be
taken up by the organization. As it has been observed from the case that the organization
hardly pays any importance to the pay scale of the employee's several initiates have to be
taken up by the organization. Firstly, there must be an HRM department with skilled
employees who have knowledge of the laws that must be implemented in the organization to
meet the objectives. Secondly, the organization must develop policies and procedure that will
help the employees to understand the rules of appraisal in the organization (Barrena-
Martínez, López-Fernández & Romero-Fernández, 2017). Thirdly, the organization must
develop a periodical appraisal that will help in the management of the revenue of the
organization. Finally, the employees must be provided with rewards that must be biased.
Legislative Act
In the words of Sparrow, Brewster, and Chung (2016), there is no legislative act that
is being followed by the organization. However, from various research, it can be said that the
organization has been following the labor act. Wherein the employees are being paid
randomly according to the work performed by the employees.

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Conclusion
The human resource management ensures that their employees who are being selected in the
organization are capable of working in the organization efficiently bringing in changes in the
revenue generation of the organization. Hence, the organization must develop finance as well
as HRM department that will work for the employees making it easier for the managers to
work efficiently in the organization. Henderson printing has not been following various legal
rights that the employees must-have. Hence, it is the right of the organization to provide the
employees with their rights that will help in the development of the working of the
employees. The organization must firstly, use the right method of payment that will keep the
employees motivated towards their work. It must ensure that the employees are being paid for
the ethical work that they perform.

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Eastern Provincial University Case Study
Table 1: Job Position and Job Factors
Job Position will be graded on each of the Job Factors through point systems using the
attached Job Factor, Degree Rating and Point Chart.
Job
Facto
rs
Job
Positi
on
Skill Effo
rt
Phys
ical
Effo
rt
Educ
ation
Exper
ience
Men
tal
Skill
Impo
rtanc
e
Physic
al
Valu
es
70% 60% 80% 80% 68% 55% 75% 70% 56% 60%
Desc
riptio
n
In the
organi
zation
,
variou
s
factor
s that
have
an
impac
t on
the
worki
Some
factors
help in
the
determ
ination
of the
job
positio
ning
like
the
qualifi
cation
Skill
s
help
in the
right
work
ing
and
devel
op
the
effici
ency
of
The
more
the
effor
t is
bein
g
provi
ded
the
more
there
will
be
It is
an
impo
rtant
facto
r.
How
ever,
it is
not
man
dator
y in
ever
One
of the
most
cruci
al
factor
s that
help
in the
right
work
ng of
the
empl
It is
necess
ary to
develo
p
experi
ence
as it
will
help in
the
determ
ination
of the
This
is an
imp
orta
nt
facto
r.
How
ever,
it
may
not
be
ever
Some
things
are
impor
tant
that
will
help
in the
right
delive
ry of
the
work.
The
environ
ment
where
one is
workin
g is
necessa
ry that
will
help in
the
determi
nation

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ng of
the
emplo
yee.
This
helps
in the
choosi
ng of
the
job
that is
being
deman
ded
by the
emplo
yee.
or
experi
ence
that
the
emplo
yee
has
gather
ed in
their
past.
the
work
that
is
being
perfo
rmed
.
Henc
e, it
is
one
of
the
impo
rtant
facto
rs
that
will
enha
nce
work
ing.
the
prod
uctiv
e
outc
ome
of
the
task.
y
spher
e of
work
ing.
oyees
.
task
that is
being
perfor
med
by the
emplo
yee.
y
time
usef
ul.
of the
workin
g.
Table 1: Job position and Job factors

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(Source: Created by the researcher)
b. Job position based on hierarchy
From the job description that has been provided in the case, job positioning has been
carried on. In the job, positioning there has been various aspects that have been taken into
account. Qualification is one of the most important aspects that has helped in the distinction
of the positions in an organization. According to Stewart and Brown (2019), the positioning
takes place with the help of experience the person is having and qualifications. Various
qualifications or skills help in the development of the experience of work that has to be
performed by the employees. For instance, with the degree of management people are being
trained to develop management level jobs that will help in the improvement of the working
process of a person. Hence, in the following area, the positioning has been performed based
on the idea of qualification and experience that the people have gathered in their past.
Draftsperson II: The job that is being allocated to the employees is difficult and is delegated
by the supervisors (Wang et al., 2017). The computer that has been added to the Draftsperson
II is more complex than any other employee is. They have to perform a task that is based on
engineering and architecture.
Draftsperson I: Herein the person has to perform their task with the help of scratch and
notes that are being provided to them with the help of verbal communication or written notes
(Mor & Mosheiov, 2018). They are being provided with computers wherein they have to
develop the assignment that will be delegated to the supervisor. The daily work that they have
to perform reviews the work, complete assignment and supervise.
Medical laboratory technologist II: As described earlier, there are specific degrees that have
to be completed that will enable a person to work and help the person develop skills in a
particular field. The Medical laboratory technologist must have laboratory qualifications that

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will help them to work in a laboratory (Xie & Cooke, 2019). The main function that is being
performed by them is to take care of the laboratory and enable people to work successfully in
the organization. They perform tasks that are being more complex and handle different issues
that are not being handled by another department of the organization.
Medical laboratory technologist I: The main task that is being performed in the laboratory is
being looked after the Medical laboratory technologist I. the person diagnose the urine, stool
or blood (Pei et al., 2019). The main task is being performed by the Medical laboratory
technologist II, who ensures the Medical laboratory technologist I performed the task is
worthy or not.
Executive assistant: Numerous tasks in being performed by executive assistance. The
executive assistance looks after the entire clerical task that is being performed in an
organization. It is the duty of the executive assistance to provide training to the employees
along with handling the financial aspect of the employees (Menges, Tussing, Wihler & Grant,
2017). Apart from that, any type of tasks like typing, shorthand or material handing is being
performed by the executive assistant.
Administrative assistant: The main task that is being performed by an Administrative
assistant is to look after the work that is being carried on in papers (Weber, 2016). The
Administrative assistant also performs graphs and charts that will have information about the
data that is being collected from various sources within the organization.
Groundworker II: The Groundworker II performs all the activities that are being performed
by the worker of the organization. The main task that is being performed by Groundworker II
is to look after the ground and garden of the organization.
The ground worker I: Groundworker I ensure that the cleanliness and safety of the
organisation is being maintained with the management of the hygiene of the organisation.

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2. Design of useful merit system
A. Pay equity
According to Marchington, Kynighou, Wilkinson & Donnelly (2016) equal pay is the
right of the employees. Every employee must be paid according to the task that they perform.
The employees are being appointed based on the qualification and experience. Hence, people
who have equal experience and qualification must be provided with the same pay scale. The
organisation must develop rules that will. Hence, the organisation must develop policies that
will help in the determination of the salary that will be provided to the employees. The
organisation also can develop schemes that will help in the hiring of employees based on
their qualification or experience based on which they will be determining the pay scale of the
employees.
According to Fiszman & Mosheiov (2018), the organisation must develop plans and
procedures that help in the meeting of the pay of the employees. For instance, there must be
an open discussion with the employees about their pay and incentives. This will lead to
clarity among the employees and maintain a healthy working environment. The motivation of
the employees will be maintained that will help in achieving job satisfaction. Hence, the
organisation will be satisfying the pay equity of the employees.
B. Performance measures
The performance of an employee is being measured depending on various factors that
will bring changes in the working of the organisation (Chao et al., 2017). The work that is
being provided to the employee must be appropriate and must meet the requirement of the
customers that will help in the productivity of the organisation. The efficiency of the
employees will help to meet the needs of the organisation helping the organisation to increase
their revenue of the organisation.

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The performance measure is the numerical determination of the result that will be
obtained after the analysing of the performance of the employees in the organisation. It has an
impact on the working of the organisation bringing changes in the revenue of the
organisation. With the delivery of efficient working of the employees, there will be
development in the organisational revenue (Frodeman, 2019). It can be said as the prediction
that will allow the organisation meet the demand of the customers developing the
performance indicator of the organisation bringing in changes in the motivational factor of
the organisation.

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