Case Study on HRM Practices: Reynolds Plastic Products, Alberta

This case study examines the Human Resource Management practices at Reynolds Plastic Products in Alberta, focusing on compensation and benefits. The analysis identifies legal contraventions in the current pay practices, proposing solutions such as job analysis, evaluation, and pay surveys to meet legal requirements. It evaluates the incentive compensation system, highlighting the drawbacks of a lottery approach and suggesting alternative practices like incentives tied to sales performance and new account acquisition. The study also assesses the employee benefits plan, recommending improvements such as including health, travel, and communication allowances, along with strategic planning and leadership strategies for improved employee engagement, retention, and overall HRM outcomes. The document provides alternative practices like proper training solutions, developing the 360-degree feedback policy, improving performance management system and assessment solutions.

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“HUMAN RESOURCE MANAGEMENT”
(A Case study on Reynolds Plastic Products)
TABLE OF CONTENTS
Part-1- Compensation........................................................................................................................2
Part-2-Benefits...................................................................................................................................3
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PART-1- COMPENSATION
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).
The pay package for the workers of Reynolds Plastic Products is less than the
minimum prevailing pay package. It has been observed that there is 15 % low of the
prevailing rate which has to be increased. This contravenes the wage policy system in
Alberta. Thus, the workers may go for legal practices against the firm or they may
leave the organisation for dissatisfaction.
Thus to mitigate this human rights issue, there should be a thorough analysis of pay
scale of the employees are needed. Also the proper job analysis, job evaluation process,
pricing jobs in a rational manner, pay surveys has to be done for the purpose of
determine the exact pay package for those employees.
b) Evaluate the incentive compensation practices that are being used by Reynolds
Plastic Products.
i. Describe what is appropriate or inappropriate about their current practices.
The incentive system should be properly evaluated depending upon the job type or
working hours of the employees. In Reynolds Plastic Products' of Alberta, there is the incentive
system depending upon the lottery approach.
Another is, for sales persons they are awarded incentives depending on their service period with
customers.
ii. Explain why you have determined this (e.g. what are the issues here?)
Thus the lottery approach is totally against the human rights as there is always a drawbacks as the
effective worker may miss the opportunity and non-efficient worker may get privilege.
Sales person should be encouraged the incentive accordingly to every new account they add for
company’s benefits.
The employees who are working for hourly basis, they may be only given incentive system
payment so that they are motivated to increase the sales and also the quality of sales would be
affected in this process.
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iii. Discuss possible alternative practices that might be considered to improve staffing
outcomes (e.g. effects on engagement, recruitment, retention, etc.).
It is very much important for Reynolds Plastic Products' of Alberta that there should be a proper
HR planning and policy to be implemented in view of the recruitment, employee retention process
and their engagement with job and work culture etc.
The company can establish an effective induction process at the joining time of the employee so
that anyone can have the belief to work within the firm.
The effective recruitment system is thus needed to be adopted by the firm for the purpose of
evaluation of the outcomes of the decisions.
iv. Present your recommended strategy or solution(s) (e.g. what should they do next or
instead?).
Reynolds Plastic Products thus may revise their HR policy and for this purpose the HR consultant
should review the previous polices and depending on the proper training and development strategy
the present scenario can be improved.
PART-2-BENEFITS
Evaluate the employee benefits plan that is being considered by Reynolds Plastic
Products.
a) Describe what is appropriate or inappropriate about their plans.
As per the modest plan offered by Reynolds Plastic Products, the employees are getting
benefitted as per the premium concerned which is also different for different status of the
employee, such as single bachelor and family man.
This is very much appropriate of this plan that there are different plans are presented foe
different status. But it is also being considered that there may be some single employee
who may have additional knowledge or efficient to work further more than the expectation.
Those employees should be motivated more by providing them the prize system within a
specified time of job done.
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b) Explain why you have determined this (e.g. what are the issues here?)
The issues are simply related to the HR policy. The HR department should include the
Health policies of the employees, the amusement policy as well as the overall benefits of
the employees.
The Health policies for the employees of Reynolds Plastic Products are not mentioned
separately. Thus, this policy should include the general medicines benefits along with the
accidental benefits.
There should be some travel allowance and communication allowance policies are needed
to include the overall employee benefits.
c) Discuss possible alternative practices that might be considered to improve human
resources management outcomes (e.g. effects on engagement, recruitment,
retention, etc.).
The alternative practices that can be adopted to improve the human resource plan for the
employee’s benefits.
Some of the recommended practices are:
1. Implementing the proper training solutions.
2. Developing the 360 degree feedback policy.
3. Improving performance management system.
4. The proper assessment solution in case to help in identifying the strengths and other
areas of opportunity for the development of the employees
5. The improvement in incentive plan on the basis of type of job done.
6. Improving the strategic planning regarding the talents, knowledge, skills as well as the
abilities depending on the performance.
d) Present your recommended strategy or solution(s) (e.g. what should they do or do
next?).
The recommended strategies or the solutions are listed as follows:
1. Proper leadership strategy: The success or the failure of the organisation depends
on the proper selection of leader for the organisation. The HR Professional should
be effective be enough so that all the employee policy including the wage policy
can be mitigated the objectives to the organisation as per the Human rights law and
practices.
2. Strategic planning: The human resource management planning strategy has the
important role in case of defining and implementing the strategical plans which is
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used to retain the capital talent of the organisation, as for example the employees of
the firms. A survey regarding various policies, benefits or career development can
be conducted for determining the satisfaction in the work environment and nature
of job done with the wages provided to those employees of the organisation.
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