Human Resource Report: Remuneration, Training and Performance Aspects

This report provides a comprehensive analysis of key human resource (HR) management aspects. Part 1 focuses on remuneration, exploring salary surveys, designing remuneration plans, and offering non-financial benefits like flexible working hours and health insurance. It also discusses incentive pay strategies and allowance options. Part 2 delves into induction, training needs analysis, and training methods, including on-the-job training and evaluation techniques. The report emphasizes the importance of health and safety training. The report provides practical insights and recommendations for optimizing HR practices, offering valuable information for students and professionals in the field. The report is contributed by a student and available on Desklib, a platform providing AI-based study tools.

Human Resource

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Table of Contents
Part 1: Remuneration.............................................................................................................................2
Answer to question 1.........................................................................................................................2
Answer to question 2.........................................................................................................................2
Answer to question 3.........................................................................................................................3
Answer to question 4.........................................................................................................................3
Answer to question 5.........................................................................................................................4
Part 2: Induction, Training Needs Analysis and Training......................................................................5
Answer to question a.........................................................................................................................5
Answer to question b.........................................................................................................................5
Answer to question c.........................................................................................................................6
Answer to question d.........................................................................................................................6
Part C: Performance Management.........................................................................................................7
References...........................................................................................................................................11

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Part 1: Remuneration
Answer to question 1
Bob has created the estimated salary data of different brands for several positions. The main
purpose for salary surveys is to find out the median or average compensation that is paid to
the employees. The salary surveys help in determining the wage level according to the
position available (Robbins, 2017). It also supports in knowing the wage trend that is going
in the market by checking the salary that is offered by different company. It also helps in
identifying the compensation structure that cones the basis pay, bonus and other benefits
plan. The salary surveys might help Bob in many ways as it will allow him to design the best
remuneration plan so that a fair reward plan is created. Additionally, it is true that salary
surveys have become immensely important as it identifies the elements of managerial
dimension (Houldsworth & Brewster, 2016). Salary survey allows having a brief look on
salary as well as other perquisites benefits (Freund, Everett, Griffiths, Hudon, Naccarella &
Laurant, 2015). It also helps in designing a fair compensation system by gathering the
information according to the industry standards. Thus, the data analysed will be helpful for
Bob at time of hiring new employees.
Answer to question 2
Bob need to take certain steps to achieve these objectives this can be done by spreading
awareness about the benefits of using gardening architecture. Once people are aware about
its advantage the demand will automatically increase and it will boost up the profit margin
(Freund, Everett, Griffiths, Hudon, Naccarella & Laurant, 2015). Bob after hiring the
employees should also have a one-on-one interaction so that basis of remuneration is
provided to new staff (Tayoun, et. al, 2016). Remuneration is not only used to offer fair
reward to new staff members but also used to retain them. The further opportunities and

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benefits that will be gained by the employees should be showcased by Bob so that
determination to work gets boosted (Robbins, 2017). Once the staffs have joined the
business, Bob should explain them with the incentive plan and about the extra benefits that
they might gain (Tayoun, et. al, 2016). This will enhance the productivity and will help Bob
to achieve the goals. Apart from that, explaining the role of all the staff at the initial stage is
important otherwise it can cause hindrance at the later stage. Bob should explain the future
goals that will increase in upcoming years (Hr-survey, 2015). This will help employees to
retain for a longer run.
Answer to question 3
Other non-financial benefits that could be offered to employees are offering those flexible
working hours and development plan. If flexible working hours are offered it will add up
flexibility and will widen up the interest for working at the workplace. As every employee
wish to work in a flexible area thus shifts need to offer according to the employee
convenience (Perez, et.al, 2016). This will enhance the overall productivity. Some work
from home benefits should be offered so that employees can work as per according to their
convenience. Non-financial benefits are used to improve the performance as they boost up
the productivity. Fixed number of paid leaves should be offered so that retention rate also
gets improved (Dhaliwal, Li, Tsang & Yang, 2014). Non-financial benefits are adjusting
holidays, flexibility in the working hours, offering work from home and other allowances.
Professional growth is closely connected with the employee’s productivity (Fulmer &
Ployhart, 2014). The other non-financial offering is easy at the work place and some other
benefits.

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Answer to question 4
Bob should use incentive pay so that they can motivate the shop manager to achieve the
objectives. Some of the key performance area could be offering incentive by setting up a
particular target. This will boost up the overall performance as employees might work harder
to get incentives (Selviaridis & Wynstra, 2015). Additionally, the quality parameter could
also be used to set up the incentive pay this will allow employees to work efficiently. Key
performance indicator is basically set up upon three parameters that are upon individual
based, department based or office based goals. The incentive pay can also be based on the
satisfaction from the clients by checking that number the customers that are satisfied with
the employees (Doran, Kontopantelis, Reeves, Sutton & Ryan, 2014). This will helps in
improving the overall productivity d brand image of employees. The performance of
employees can be analysed and then incentive can be offered after a fixed line. Thus it can
be said that incentive programs are a formal scheme that is used to promote or encourage
specific actions during a defined period of time. Incentive programs are particularly used in
business management to motivate employees and in sales to attract and retain customers.
Answer to question 5
Allowance can be said as extra benefits that are offered to the employees apart from the
salary. The amount of something that is permitted for setting up set of regulations and also
boosts up the motivation of employee. It is regularly paid to the employees at a fixed time
interval (Linnerooth-Bayer & Mechler, 2015). Thus, Bob can offer issuance allowance to the
employees. Offering health insurance to the employees will be beneficial as it will boost up
the productivity of employees. Bob should offer health insurance by offering medical cost
for expensive treatments. Bob should offer health insurance as it is a add on the basic salary
which could be used in emergency condition. Offering such opportunities to the employees
will give reason to work for a longer time with the organisation. Health insurance also

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reduces financial losses that could be used to rescues the liabilities at time of difficult
situation (Linnerooth-Bayer & Mechler, 2015). Offering insurance minimizes the financial
losses of the employees and act as a safeguard for the employees. Health saving account also
lowers the health care cost.

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Part 2: Induction, Training Needs Analysis and Training
Answer to question a
Training needs analysis about the new staff and their knowledge. Training is a crucial part
for every organisation and important part of training is analysis. Training need analysis so
that gap could be identified between employee understanding and the training those need to
be offered. The main purpose of evaluating a training program is to gain knowledge about
whether it has achieved or failed its objectives. Training can be said as a process to acquire
the skills so that concepts could be understood (Singh & Jayachandran, 2018). The
important part of training is analysis and it is a system development process. The
development is successful if the loopholes faced by the employees are resolved (Slideshare,
2015). Analysis helps in finding out the support that will be needed by employees. So that
training helps in meeting up the employee needs and requirement. In case of Bob, the role of
training analysis is to build a bridge between available design and the data that is available
for the user. Training can be offered in a way; it can be a one-on-one session or combined
group training (Singh & Jayachandran, 2018). Training is especially needed when some new
policies are designed or implemented so that all the employees understand about it and
productivity increases (Schwaighofer, Fischer & Bühner, 2015). Training need analysis
fulfils the business needs and builds up cost effective approach.
Answer to question b
If I need to offer training to my Retail Assistants, it would be detail description about how
the processes in an organisation work. The work flow need to be explained and then job role
is explained to themselves (Schwaighofer, Fischer & Bühner, 2015). The duty of retail
assistance is to report to the shop managers by explaining them their work role. Training can
be offered either on or off job training, but in my case I would suggest on job training. On

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job training help employees to work and learn. While setting up evaluation, creating
assessments that can provide relevant information about how well the learners learn, how
much of it will be implemented etc. could be seemingly abstruse. Another aspect that often
hinders evaluation is the fact that training managers and L&D often think of it as an
afterthought rather than thinking of it as a part of the learning development itself. Hence, the
evaluative model often fails to measure the actual results. This will help in gaining
experience. On job training is an effective way of development for employees (Bustami,
Ramli, Muhammad & Adzhar, 2015). It is a hand on method for teaching the skills and
knowledge that are required for practising the job role of retail assistant. On job training help
employees to learn from the environment so that they can practise their learnt knowledge
and skills learnt during the course (Marchington, 2016). It makes use of tools that are
available so that job can be carried effectively. Training supports the employees so that they
can adjust at the job environment and develop skills according to the condition (Kristensen,
Teoh & Baker, 2015).
Answer to question c
It is import mat for Bob to evaluate the training that he has offered to the new staff.
Evaluation of training leads to control that helps in deciding whether the training was worth
it or some more improvements are needed (Marchington, 2016). Training evaluation is
important because it monitors all the training function and assists the importance of training.
It helps in deep analysing about some selective measures. Evaluation is used to compare the
improvement that is seen in a participant so that standard goal could be achieved. Bob
should undertaking evaluation of training so that feedback of training could be figured out or
some improvement if needed can be taken (Kristensen, Teoh & Baker, 2015). The major
objectives of training evaluation are to validate the development and justify that the cost
incurred in training is worth it or not. It also helps in improving the design so that training

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programs can be enhanced. In short training evaluation is all about finding how effective the
training it was(Economictimes, 2015). It helps in understanding whether the objects have
been reached, what skills or behaviour changes have been imparted, how the performance
has better and most importantly how it affects the administrative goals, turn-around and in
gaining a competitive edge.
Answer to question d
It is observed that the staffs that are working with Bob have to undergo various activities
such as heavy weight lifting or have to work with some sharp bladed tools (Okeowo, 2015).
These tools can harmful and thus it requires that health and safety measures should be
undertaken. There are various situations in which staffs get hurt while working thus it is
recommended that Bon should be concerned about the health and safety responsibilities
(Dudley, et. al, 2015). This could be done by including health and safety measures as the
part of training.
(a) Health and Safety must be part of Induction and training for all staff members as it is
the duty to make sure that workplace is safe. There are chances and it is observed
that new staffs are at greater risk of injuries as they are unaware about how to use
tools and equipment’s (Okeowo, 2015). Thus for this reason health and safety
training is important and it should be kept at higher priority. Work health and safety
related training reduces the risk of incidents and also keep the workplace
environment safe and secure (Pearson & Smart, 2017).
(b) PCBU is a person that has a primary duty to offer care and ensure that health and
safety measures of workers are taken care. PCBU also checks that the work that is
done by the staff members’ and not carry any risk in terms of their health and safety.
The duty they cover is basically to eliminate the risk of health and safety so that all

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the practises associated with can be stopped. PCBU is a person that is conducting a
business or undertaking all the risk factors (Kristensen, Teoh & Baker, 2015). It is
the duty of PCBU to assure that health sand safe work place environment is created.
(c) Bob during the training should ensure all the staff members about their rights related
to health and safety obligations under the HWSA 2015. According to HSWA all the
workmates have number of rights that they should be aware about the rights so that
they can stop and work for a healthy and safe environment (Marchington, 2016). Bob
should tell them to be aware of HSWA as it says that employees should work in an
environment where the heath and safety measures are totally controllable. It supports
the decision in an organisation by contributing to health and safety decision
(Kristensen, Teoh & Baker, 2015). It allows employees to take reasonable care of
their health and ensure that actions are taken in an appropriate way. The Health &
Safety Legislation places plays an important role as it ensures that standards are
maintained. These duties extend beyond the producing company and its employees.
Part C: Performance Management
Bob asks advice on processes the Shop Manager could use for the three Retail Assistants.
a) Performance plan for employees is used to identify the deficiencies and find the
opportunity so that success could be achieved. Thus, bob should first determine the
performance plan in every situation (Msg, 2015). Then managers should prevent the
conjunction my maintain biasness. Performance plan can be set by setting the target that
will also help in meeting the business objective (Houldsworth & Brewster, 2016).
Performance management plan is a process that enables the manager to communicate so

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easily with the staff. In general, performance management plan supports in building
effective communication with higher degree of clarity. Performance manager believes in
improving the assistance so that employee’s succession could be noted. It helps in
understanding the long term goals and current challenges so that active role could be
identified (Guan & Frenkel, 2018). Performance improvement plan can be used to
increase employee mobility. Bob should track the performance plan by understanding
the actions so that performance expectations are met.
b) The retail assistance performance can be monitored by planning the employee’s job tasks
in advance. It allows employees to get the overall idea of the performance standard so
that employee performance can be evaluated. The suggestions could be offered so that
positive work flow is maintained (Guan & Frenkel, 2018). Apart from that, employees
should be monitored according to the performance and then should be rewarded so that
level of performance is enhanced (Chen, Eberly, Chiang, Farh & Cheng, 2014). The
performance can be monitored by checking the feedback of employees from the clients.
If the feedback is positive then performance can be easily identified. Performance plan is
a medium through which evaluation is done easily (Chen, Eberly, Chiang, Farh &
Cheng, 2014). Performance can be monitored by offering feedback so that specific goals
can be achieved. The response and can be calculated by taking surveys so that
effectiveness is improved. Annual performance appraisals are used to measure the
performance. Exit interviews also help in understanding what difficulties are faced by
the employees. Career development opportunities help staff to develop their potential
through setting goals for growth and then increase the challenging job responsibilities
and cross-training to develop the necessary skills (Anitha, 2014).
c) Retail assistance performance can be evaluated by taking the review from the peer. Peer
review is a process in which feedback is taken from other staffs so that performance can

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be evaluated. Self-evaluation is also important as it is an activity that makes appraisals
more efficient (Ishizaka & Pereira, 2016). The other evaluation method is 360 degree
feedback in this all the employees and clients involved in the business are asked about
the business goal. Employee evaluation can be conducted by routinely monitoring the
performance by conducting the performance (Pulakos, Hanson, Arad & Moye, 2015).
Evaluation can be done in a specific way by checking that employees are able to meet
the deadlines. Creating standard goals and checking the performance according to the
standard is important. Employee performance can be evaluated by checking quality of
work. Feedback is one other way that is used to improve the performance (Mone &
London, 2018).
Succession plan for shop managers can be created by analysing the future by lining the
business plan with the process. This helps in identifying the goals of all the employees so
that organisational objectives could be achieved. The succession plan can be defined by
analysing the jobs and people. Succession planning is a procedure for distinguishing and
growing new pioneers who can supplant old pioneers when they leave, resign or pass on
(Managementhelp, 2015)
d) . Succession planning helps in arranging expands the accessibility of experienced and
skilled workers that are set up to accept these jobs as they wind up accessible. Taken
barely, "substitution arranging" for key jobs is the core of progression arranging (Guan
& Frenkel, 2018). Effective progression or ability pool the executives worries about
building a progression of feeder bunches all over the whole initiative pipeline or
progression. Conversely, substitution arranging is centred barely around distinguishing
explicit back-up possibility for given senior administration positions (Posthuma, Charles
Campion & Campion, 2018). Thought ought to be given to the maintenance of key
representatives, and the outcomes that the flight of key workers may have on the
business. Succession planning is an essential constituent and is key to delivery of Public
Service renewal (Houldsworth & Brewster, 2016). Effective succession planning and