La Trobe University: MGT5ARP Remuneration and Performance Portfolio

This portfolio, created by Prakash Dsouza for the MGT5ARP course at La Trobe University, examines remuneration and performance management within the context of O'Meara Electronics. It begins with a personal profile and resume, highlighting relevant skills and experience. The core of the portfolio is divided into two parts: Part A focuses on designing a remuneration system, exploring its components like job evaluation, pay levels, and practices such as Management by Objectives and 360-degree feedback. Part B delves into performance management systems, outlining practices like setting performance goals, implementing rewards and incentives, and conducting performance appraisals. The portfolio provides recommendations based on case study analysis and references relevant academic sources. The project aims to analyze the provided case study to suggest improvements in the remuneration and performance management systems and practices used by the company.

REMUNERATION AND PERFORMANCE

Table of Contents
Welcome Page.................................................................................................................................4
Part A...............................................................................................................................................6
Practices that would support the model...........................................................................................6
Part B...............................................................................................................................................7
Practices that would support the model...........................................................................................8
Recommendations............................................................................................................................9
References......................................................................................................................................10

Name: Prakash Cydrick Dsouza
Welcome Page
Hi, I have designed this portfolio for job as a consultant at the other companies in the same
sector. My name is ABC and I am making his portfolio in order to display the skills that will
ensure that I am fit for this job. This portfolio also represents all the skills that I have acquired
over time in order to ensure that I am effective at this job. I have worked as a management
consultant in the company of O’Meara Electronics for 4 years and I have gained appropriate
experience regarding the systems of finance in the context of an organisation.
I have faced a host of issues in the span of work and I have effectively used my organisational
and quick problem-solving skills in order to overcome all the issues that have been faced in the
context of the organisation.

Curriculum Vitae:
Prakash Cydrick Dsouza
61 delta drive
Craigieburn 3064
M: 0434096871
E: [e-mail]
OBJECTIVES:
I have a two years of experience in the department of customer service through which I
have gained relevant knowledge about presenting my skills and dedication in my field. I
have an excellent skills which I want to showcase in my professional life. Currently I am
looking forward to enhance my communication skill to serve the purpose my employers.
VISA STATUS: Student visa
Personal Information:
Date of birth:
Email Id:
Contact number:
Specialization:
 High quality communication with the customers
 Ability to handle the queries of the customers and solve their problems
EDUCATIONAL QUALIFICATIONS:
Qualification Institution Year of Passing
10th High school Mangalore, India 2010
Pre University Pompei Pre University
College, Mangalore, India
2012
Bachelors in Mechanical
Engineering
St Joseph Engineering
College, Mangalore, India
2016
Masters of Project
management
Latrobe University,
Melbourne, Australia
Pursuing

CERTIFICATIONS
 IELTS: Overall band score 6.5
 Responsible service of alcohol (RSA)
 Police check
KEY SKILLS
 Interpersonal skills
I have extensive experience in customer service, which has helped me to develop
strong interpersonal skills. I get along well with others and always conduct myself
with utmost professionalism
 Communication skills
I am a confident communicator, having developed strong verbal communication
skills in my customer-facing roles. I am able to clearly provide information and
interact with customers in a friendly manner.
 Ability to work in teams:
I have worked in team environments for over 2years.
 Multi-tasking
It’s always good to have the ability to multi-task. As I was working for a sanitary
ware showroom I used to manage customers, carry out billings, stock material and
also do cleaning and maintenance.
Employment history:
1)September 2017- Present
Crown Casino, Melbourne
Casual Food and beverage attendant
AHM Management group
Melbourne, Australia
2) Runner for Australian GP
Atlantic group
Melbourne Australia

PROGRAM PROFICIENCY:
MS Office (Word, Excel, PowerPoint, Outlook), Solid Edge, CNC turning and milling,
AutoCAD,
References:
2)Andrew Moussi
Director AHM management group
M:0478148912

Part A
Remuneration Model
A proper remuneration model consists of various essential characteristics such as time,
efficiency, and the achievement of targets and the consistency of the employee.
In the case of a remuneration system an appropriate system would essentially derive the number
of hours worked by the employee and the standard efficiency in order to derive the base pay.
Then the remuneration system would look into the achievement of targets and allow for the
incorporation of added incentives in layer one when the targets are achieved by an employee.
The layer 1 remuneration may be provided in monetary terms of in kind. The remuneration
system also has a layer 2 remuneration scale which pays the employee again in monetary or in
terms of kind on the basis of the efficiency which has been achieved by the employee.

Remuneration model
Created By: Author
Practices that would support the model
Management by Objectives
Management by objectives helps in effectively assessing the basis of the targets and the
performance standards of the employees. According to Noe et al. (2017), this system ensures that
the employees in the organization get effectively paid as it effectively judges the efficiency of
the employees and can shed light on the factor of whether or not the employees are effective at
the task which is given at hand. It also assesses the rewards system appropriately in order to
effectively ensure that the workers get what they work for appropriately.
Job description
Job evaluation
Job hierarchy
Pay Survey
Pricing jobs Pay grades
Pay levels

Free organisational environment
Transparent organizational environments help in ensuring that processes like these can
effectively and efficiently be undertaken in the case. It can also be understood hat in this case the
free environment ensures the transparency and keep the faith of the workers on the remuneration
system in the context of the organisation. This ensures the proper flow of processes in the
organisation.
360-degree feedbacks
The 360-degree feedback would help in supporting the remuneration model. This would
comprise of the feedback from all the employees, supervisors and managers of the organisation.
The feedback regarding an employee would help in identifying their strengths and weaknesses
which would further lead to recognising the training or appraisals that can be provided to them.
The pay scale would also be affected by these feedbacks as the employees getting good
feedbacks from time-to-time from the managers, leaders and supervisors would be provided with
a hike in their pay or increased benefit package. According to Hosain (2016), the
recommendations would also be provided in the feedback form so that the managers can take
necessary steps that are required for the up-gradation of the employees.
Benefit package
Benefit package would be provided to the employees to increase their retention and job
gratification. The goal of this package would be to ensure that the employee is covered in the
areas of health, reimbursement and other factors that are necessary for an employee. This
package would help the organisation in preserving potential employees of the organisation. The
benefits that would be provided to the employees would bind them not to walk away from the
organisation.
Part B
Performance Management System
Performance management is pivotal to the growth of the organisation. The performance model
would comprise of the tools that would be assessment tools which would consist of the review

process. The training would be designed so that proper feedback and performance can be
tracked. The feedback procedure would be reviewed from time to time by the managers and
reviews would be provided. The evaluation of the performance would be done based on 360-
degree feedback and the assessment tools would also provide the necessary steps that are
required. These would be noted periodically so that the appraisal processes and the procedure
can be performed easily. The employees would be motivated by providing incentives and
rewards. These would lead to greater employee retention and productivity.
Practices that would support the model
Performance goals
The performance goals would be set by the leaders and the manager of the organisation that
would relate to the objective of the organisation. The employees that work in the organisation
would be provided the target according to the work that is expected from them. This would assist
in creating clear goals and objectives for the employees which would help in increasing
employee productivity. As stated by Sommet and Elliot (2016), the performance management
system would also help in creating transparency for the employees and they would be able to see
the extent to which they have achieved their goals. This would lead to better productivity of the
employees as productivity has been seen to be magnified if the goals are stated.
Rewards and incentives
The rewards and incentives would be placed by the organisational heads and supervisors of the
department. These rewards would increase the urge of the employees working as the employees
are seen to be motivated due to the monetary gains they would receive. The employees that
would complete the work target within the mentioned time would be provided with monetary
rewards. These would also help in tracking the employees that are capable of increasing the
potential of the organisation. The organisation would also be assisted in keeping track of
potential employees. According to Richter et al. (2015), the arousal for a stimulus of the work is
created in the employees due to the rewards and incentives. The rewards and incentives would
also improve job gratification of the employees and the psychological satisfaction would be met.
It has also been seen that eagerness and passion of the employees towards completing work is
increased due to the incentives that are provided to them as a result of the work.

Performance Appraisals
The performance management system and performance appraisals are interlinked to each other.
The performance management system would assist in providing appraisals for the employees.
The performance management system would measure the performances and effectiveness of the
employees and a periodic note of it would be kept by the managers. These tracks of the feedback
and assessment tool incorporated in the performance management system would help the
managers to decide the appraisals easily. The employees would also be able to see if they are
eligible for the appraisals and the effort that they need to put in for the appraisals. This would
lead to greater productivity and clear goal setting by the employees.
Recommendations
● The senior manager of the O’Morea Electronics Corporation said to me that I have
notable advanced electronic skills which can help me to get to greater positions in the
organisations.
● A colleague of mine told me that the organisation should increase my wage as I was not
paid according to the hours I worked.
● Several of my teammates have addressed the supervisors that I am a versatile learner and
I acquire the new skills and technology learning very fast.