Human Resource Management: Remuneration, Training and Performance

This report addresses key aspects of Human Resource Management (HRM) through a case study analysis. It begins by examining remuneration strategies, including salary surveys, incentive plans, and non-financial benefits, to attract and retain employees. The report then delves into training needs analysis, the development of training plans, and the evaluation of training effectiveness, particularly focusing on retail assistants and landscape architects. Health and safety considerations, including PCBU and the Health and Safety Work Act, are also addressed. Finally, the report explores performance management strategies, including performance plans, obstacle analysis, and employee involvement to ensure quality service delivery and address performance issues. The assignment provides a comprehensive overview of HRM practices and strategies in a business context.

Human Resource Management

HUMAN RESOURCE MANAGEMENT 1
Question 1: Remuneration
A.
In the case study, Bob surveyed the salaries of other firms to know their salary
structure which attract the candidates to enter the company. The main purpose of estimated
the salary of the other firms is to provide the right amount of salary to the employees. This
estimation helps the Bob to analyse the market salary structure to divide the salary of
employees and other benefits that are necessary for employee to get. Bob can use this data as
a strategy; he can provide the best salary to the employees as compare to the other firms so
that they are more attracted towards the organisation (Brewster, 2017). It has been seen that
the fair reward and remuneration system is implemented in an appropriate manner in the
organisation on the basis of using salary survey. Nowadays, employees are more conscious
about their salary and incentive structure as per their responsibilities and jobs. For making the
remuneration plan, it is required to survey the salary data so that the company can provide the
appropriate remuneration to new employees. Salary is a factor which helps the company to
analyse the competitive position in the market. Bob use the different methods to analyse the
salary of the other firms. Salary survey helps the company to get the brief look on the internal
and external environment (Hubbard, Rice and Galvin, 2014).
B.
The statement is correct that the remuneration is not only to reward his new staff
members but also helps to sustain them. In order to achieve these objectives, Bob has to
prepare the perfect salary and incentive plan for the employees so they can attract towards the
organisation and sustain them for time. Incentive and salary plan helps to improve the
performance and productivity of the employee (Ibec, 2018). Beside this, face to face meeting

HUMAN RESOURCE MANAGEMENT 2
is also essential to aware the employees regarding their responsibilities and project. After
providing the whole information to the employees regarding the project; they will attract
towards the organisation to join and to stay for the long time. After joining of employees,
Bob will explain the opportunities which encourage the employee to sustain for long time.
Additionally, Bob has to explain the demand of designer garden on the future basis. He has to
aware the employees by making the practical plan of their increasing demand of designer
garden. Increasing demand helps encourage the employee to work with the organisation for
long time. The method of explaining the information helps the Bob to retain his employee for
long time.
C.
Non-Financial benefit
Facilities
The company can provide the extra benefits to the employees and their family such as
children education, medical facilities and many more. The facilities play the roles as an
appreciation after succeeded in developing Designer Gardens. These facilities encourage the
employees to perform well their responsibilities. Besides this, Bob can organise the events
and parties for the celebration of their success in the Designer Gardens business. The
company can provide the flexible schedule to the Landscape Aristech so that they have more
time to spend time with their families and themselves. Events and parties motivate the
employees to more focus on the work (AHRI, 2018). These parties will be well organised so
that the employees can enjoy that moments and more focused to achieved the success in the
future. The company can also organise the parties for their families so that the employees can
maintain the work life balance. The company can provide the trip facilities for their
employees after the success of Designer Gardens business. They can also plan the family

HUMAN RESOURCE MANAGEMENT 3
trips for them so that they can maintain their personal life with the work life (Bailey Mankin,
Kelliher & Garavan, 2018).
D.
Incentive plan of the company is prepared to encourage the employee to perform well
in the workplace. With the help of performance indicator, effective incentive plan is prepared
by the organisation. Incentives are also used by the company to appreciate the employees for
their work. Effective incentives plan improves the productivity of the employees by
appreciating them for their work (Parmenter, 2015).
Quality and quantity are the main performance indicator which helps to make the
effective plan. Incentive plan is prepared on the basis of quality; quality method is classified
into different ranks such as excellent, good and fair. The incentive is distributed as per the
quality rank of employees. Quantity is another method which helps the company in
distributing the incentives to employees. Higher quantity performer gets the high incentive as
compared to the other employees (Bai, and Sarkis, 2014).
E.
Allowance
An allowance is a sum of money that is paid regularly to employees to meet need or
expenses. Bob also has to provide the allowances to the Retail Assistance for their
conveyance. Bob appoint the two retail assistant as per the full time and part time jobs. The
retail assistants have the more responsibilities and commitments towards the organisation.
The company has to provide the allowances which make the work easier for them.
Conveyance and Transport Allowances

HUMAN RESOURCE MANAGEMENT 4
Conveyance Allowances is also called transportation allowances. This type of
allowance offered to employees of a company to compensate for their travel from residence
to and from the respective workplace locations. These allowances provided to employees
for their comfort and it cannot be taxable as per the Income Tax Act. Bob has to provide this
allowance to retail assistants so they can easily manage their time with the other work.
Especially for the part time retail assistants, this allowance makes more comfortable their
jobs and responsibilities. Retail assistants require more ability to perform well their functions
and responsibilities (Uduma, et al., 2017). Transport allowance makes their work easy and
stress free due to which they can more concentrate on their jobs.
Question 2: Induction, Training Needs Analysis and Training
A.
In the case study, it has been seen that the retail assistants have to know about the
insects that harm the plant. Retail assistant has the responsibility to provide the advice to the
customer so that the customer gets the maximum satisfaction. The training need analysis
principles states that the training should be focused on those skills which is required. As per
the case study, Bob has to provide the training to the retail assistant to increase their
knowledge about their responsibility and provide the effective advice to the customer. Bob
has to take care about the training programs and their activities for the effective result
(Thackwray, 2014).
Landscape architects are appointed with or without any experience of the work. It is required
that the Landscape architect has to know about their responsibility towards the organisation.
Bob has to provide the training to the Landscape architects so that they can give their best in
their performance. As the Landscape architects, they have no experience of their work but
have different skills (Schaefer, Asteroth, & Ludwig, 2015). As per the TNA principle, the

HUMAN RESOURCE MANAGEMENT 5
trainer has to examine the requirements and then address the team. Bob has to provide the
training as per the responsibility of the Landscape architects but mainly they have to focus on
the skills which is required in the job (Galport, & Azzam, 2017).
B.
The training plan is prepared by the company to provide the effective training. Bob
has to develop the training plan so that they can achieve the objective by train the employees
effectively. Bob has to implement that training plan after the appointing the new employees.
The training plan develop by the Bob should be on-job training because it would be cost
effective for the company (Schwartz, et al., 2018). The training plan includes the steps which
is important to follow by the Bob for the effective planning:
Analysis should be done before preparing the plan to improve the performance of employee
and the plan is given below:
The company has to organise the training program as per the required roles and responsibility
of the employees. The main purpose of organising the training program is to explain the roles
and responsibility to the employee and focus on their weakness (Ferreira, da Silva Abbad, &
Mourão, 2014).
The time period of training will be on-shift training so that the employees can learn the things
practically. Bob can organise the training program with the 2-3 classes because it is required
to have the knowledge about the insects so that they can provide the information to customer
(Gardner, Diesen, Hogg, & Huerta, 2016).
In one class, it can provide the training which develops the communication skill of employees
which helps them to communicate with the customer. The other class is organised to provide
the information related to insects and their responsibility towards the organisation. And in the

HUMAN RESOURCE MANAGEMENT 6
third class, trainee showed explains the whole process of job as a demo by communicating
with the customer and provide them advice.
C.
There are many reasons due to which the evaluation of training is required. Bob has to
take care of the training period by evaluating the training. The points are discussed below
which states that the evaluation of training is necessary for the company:
Measure the learning
Training evaluation is necessary for the company to evaluate the learning outcomes.
The main purpose of training is to provide the information to the employees. It is necessary to
evaluate the employees learn the new things or not.
Strength and weakness
It is necessary to evaluate the training to identify the strength and weakness of the
training. There are many gaps which are required to develop the effective training program.
By evaluating the weakness, Bob can improve it and provide them the training so that the
employees perform their well.
D.
(i) It is observed that the health and safety is a part of training period to protect the
employees. In the practical training period or on-job training period, the employees are start
working on the machines which is not used by them earlier then it has the chance of
accidents. In the case of accidents, the health and safety helps to cure the people from the bug
injuries. It is necessary for the trainee to keep the safety tools with them to protect the

HUMAN RESOURCE MANAGEMENT 7
employees in the case of emergency. Thus, it can be said that the health and safety is major
part of training.
(ii) PCBU stands for Person Conducting a Business or Undertaking which is used to
define all types of modern working arrangements and it is used in the businesses (Santos, &
Costa, 2016). Workers, home occupies, and volunteer associations are not PCBU under the
HSWA.
Duty holder defines the person who has the responsibility to take care of the member under
the health and safety work. The holder is responsible for their responsibility under the WHS
to eliminate the risk (Paredes-Chi, & Castillo-Burguete, 2018).
(iii) The main purpose of Health and Safety Work Act is to protect the people from
the accidents. It helps to protect the workers and other against the harm to their health. It
helps the staff members to remind their health and safety under HSWA (Worksafe, 2018).
Question 3: Performance Management
A.
As per the case, it has been seen that the retail assistant has the responsibility to
provide the right advice to the customer. Useful advice helps the customer but sometimes
employees are not able to provide the information which affects the company. It is essential
to maintain the performance the assistant on the regular basis so that quality of services is
provided to customer. Performance plan is developed to maintain the performance of the
retail assistant. The performance plan consist the steps which is required to follow to
maintain the performance of the assistant (Heathfield, 2018). The points are given below:
Before maintain the performance, it is required to analyse the obstacles which is faced by the
assistant in their jobs.

HUMAN RESOURCE MANAGEMENT 8
The second step of the manager is to involve the employees in the discussion and explain
them the issues. The manager also has to inform the employees for the changes which is
required to deliver the quality of services.
The next step of the manager is plays the important play in the performance plan and that is
setting target which is required to meet by the employees. The number of consumers
problems handle is set as a target for the retail assistant. Setting target is a clear picture of
responsibility which is requires for the assistant to do the work (Van Dooren, Bouckaert, &
Halligan, 2015).
The manager has the responsibility to achieve the target but it is the responsibility of a
manager to evaluate the performance of assistant. So, that the employees deliver the high
quality of services to customers. The last step of performance plan is to evaluate the
performance of retail assistant on the regular basis to improve the performance of the
employee (Kearney, 2018).
These are the steps that the manager should involve at the time of improving the performance
of a retail assistant. The plan made by the manager to improve the performance of employees
is considered as the performance plan but these steps should follow by the company
(Arnaboldi, Lapsley, & Steccolini, 2015).
B.
The manager has to monitor the performance of the employees of the company so that
they can perform well in their duties. It has been seen that the shop manager has many ways
to monitor the performance of a retail assistant and these are given below:
Daily work report

HUMAN RESOURCE MANAGEMENT 9
The manager can monitor the performance of retail assistant by maintaining the daily
report of the employee. The manager has the responsibility to maintain the records of the
employees of their daily routine work. The number of customer handle and attract by the
assistant is measure by the manager and he can also maintain the daily register so that the
performance of the assistant is maintain on the regular basis (Collings, Wood, & Szamosi,
2018).
Quantity management
The manager monitors the performance of a retail assistant as per their quality and
quantity. Quantity with the high quality helps is considered the best performer. The manager
can measure the performance of retail assistant as per the number of consumers handle. With
the high quantity; it is the responsibility of a retail assistant to provide the services with the
high quality. With the customer feedback, the manager can monitor the quality of services
deliver by the retail assistant so that the manager can easily monitor the performance of retail
assistant. The manager can monitor the performance of a retail assistant as per the quantity
and quality of services (Cardy, & Leonard, 2014).
C.
The main aim of the company is to deliver the quality of services to the customer. The
company puts their efforts to deliver the services but if the employees are not able to perform
well then it becomes an obstacle. To reduce this obstacle, the company has to evaluate the
performance of the employee. In this case, the performance has to evaluate by the retail
assistant (DeNisi, & Smith, 2014). Evaluation of the performance helps the Bob to identify
the strength and weakness of retail assistant then the manager can work on it. There are many
methods which the manager can use to evaluate the performance of retail assistant and these
methods are given below:

HUMAN RESOURCE MANAGEMENT 10
Customer feedback
The manager can evaluate the performance of a retail assistant as per the feedback of
the customers. Retail assistant has the responsibility to handle the customer and provide them
right advice about the plants. The right advice by the employee means to achieve the high
market share in the market as per the customer satisfaction. Higher customer satisfaction
means the best quality of services and vice-versa.
Review
The manager can evaluate the performance of a retail assistant by measuring the daily
performance and time utilisation. The wastage of time of retail assistant is also evaluated by
the manager because the time is major part in the business of design garden. The performance
of retail assistant should be measured on the basis of time work by the manager. The manger
has to maintain the records of time to evaluate the performance of a manager. The
productivity is the key factor of time; more time consuming by the employees would be high
productivity and less time consuming means less productivity.
D.
Success plan is prepared by the company to achieve the objective. The plan helps the
manager to more focus on those areas which helps the company in achieving the objective
easily. It has been seen that the employees are the main asset of the company which increases
the revenue. The effective employees are the right solution to achieve the objective of the
company. The succession plan of the company is based on the effective recruitment of the
employee. Hiring the effective employees and improve the performance of employees are the
methods which is used by the company to achieve the success. The plan consist the many
steps and these are discuss as given below:

HUMAN RESOURCE MANAGEMENT 11
The first step of the company is to analyse the position of manager and their qualification
which is required.
After this step, the manager has to identify the vacant position in the organisation and he also
to take care about those position which is require to be always fulfil.
As per the vacant position, the manager has to follow the right procedure for the effective
result.
The success plan of the company should be depend on the employees and their performance.