HRM Report: Remuneration, Training, and Performance Management

This report provides a detailed analysis of Human Resource Management (HRM) practices within an organization, focusing on remuneration strategies, training needs analysis, and performance management. The report begins with an examination of remuneration, including salary surveys, non-monetary benefits, and allowance structures designed to attract and retain employees. It then delves into training, covering training needs analysis, the development of effective training plans, and the evaluation of training programs. The report also explores performance management, including performance plans, monitoring of performance, performance evaluations, and succession planning. Each section provides insights and recommendations for optimizing HRM practices to enhance employee satisfaction, improve performance, and achieve organizational goals. The report emphasizes the importance of aligning HRM strategies with the needs of both the employees and the business.

Human Resource Management

HUMAN RESOURCE MANAGEMENT 1
Contents
Question 1: Remuneration.........................................................................................................2
Non-monetary benefits...........................................................................................................3
Allowances.................................................................................................................................4
Question 2: Induction, Training Needs Analysis and Training..................................................5
A. Training Need Analysis...................................................................................................5
B. Training Plan......................................................................................................................6
C. Evaluation of training.......................................................................................................7
Question 3: Performance Management......................................................................................8
A. Performance Plan.............................................................................................................8
B. Monitor Performance.......................................................................................................9
C. Evaluation of performance...............................................................................................10
D. Succession Plan...............................................................................................................11
References................................................................................................................................12

HUMAN RESOURCE MANAGEMENT 2
Question 1: Remuneration
A.
Bob surveyed the salaries of the other companies to know about the salary structure that
provide to the employees. The main purpose of this survey is to attract the employees towards
the organisation by preparing an appropriate salary structure. The estimation helps the Bob to
analyse the market trend so that he can prepare the salary structure and other benefits that are
necessary for employees. Bob can use this method as a strategy to attract the more candidates
towards the organisation by providing the better salary to employees as compare to other
firms in the market (Ibec, 2018). It has been seen that the fair reward and remuneration plan
is also prepared by the estimation of salary. The reward and remuneration plan is
implemented in an appropriate manner in the organisation but it is depend on the survey of
salary. In the today’s world, it has been seen that the employees are more conscious about
their responsibilities and salary. The salary structure analyse the competitive position of the
company in the market. Bob analyse the internal and external environment of the company to
prepare the salary structure (Collings, Wood, and Szamosi, 2018).
B.
The statement is used is correct because remuneration is not beneficial to appoint the new
staff but also helps in sustain them for long time. To achieve these objectives, Bob has to
explain the opportunities to the employee after their joining so that they can stay more time in
the organisation. It has been seen that the employees getting motivated to get the further
opportunities (Hill, Jones, and Schilling, 2014). Bob also has to prepare the perfect salary and
incentive plan so that the employee stays long time with the company. After the joining, Bob
has the responsibility to explain the whole information regarding the incentive and further

HUMAN RESOURCE MANAGEMENT 3
opportunities so that the employee enjoy the work and stay long time with the employees.
Employee’s satisfaction is the key factor which helps the Bob in retaining the employees for
long time. Salary and incentive are included in the key factors of employee satisfaction
(Bratton, and Gold, 2017). In addition, Bob has to explain the demand of designer garden to
the employees as per the future basis. Bob has to encourage the employee by preparing the
practical chart of the increasing demand and makes their trust strong towards the
organisation. Bob has to provide the information of further opportunities in the designer
garden business to achieve the high success in the company (Brewster, Chung, and Sparrow,
2016).
C.
Non-monetary benefits
Family facilities
Bob has to provide the extra benefits after achieving the success in the business of designer
garden business. It has been seen that the people work in the organisation for themselves and
their family. The company has to provide the family facilities so that the family as well as
Landscape Aristech enjoy the moments and motivated to achieve the further success in the
future. The company has the responsibility to take care of the employees’ health but if they
can provide the medical facilities to families then it will be appreciated by the employees and
encourage them to stay with the company for long time. Events and parties are the other
facilities which the company can provide to the employers as a motivation (Albrecht, Bakker,
Gruman, Macey, and Saks, 2015). The company has to organise the events and parties for the
families of employees so that they can also spend their time with their families. After the
success of business, the company can plan the holiday trip for employees with their families
so that their work life is balanced with their personal life (Schwartz, et al., 2018). These

HUMAN RESOURCE MANAGEMENT 4
facilities encourage the employees to out the more efforts towards their jobs and achieve the
further success.
D.
It has been seen that it is essential to develop an efficient plan to clear understand the
behaviour standard of every employee. Incentive plan encourage the employee to perform
well in their performance and increase the productivity. Performance indicators are necessary
to prepare the effective incentive plan to encourage the employee to enhance their
performance. In order to provide the right incentive, it is required to make the effective plan
by the use of performance indicator. Quality is one of the methods from which the incentives
of employees are based. It classifies into two or three parts such as excellent, good and fair.
On the high quality performance, the employee gets the high incentive and same it depend on
the rank of quality performance of an employee. Merit pay is another method which helps to
distribute the incentive with the appropriate plan. This method states that the additional pay is
given to high deserving employees (Chan, 2015).
E.
Allowances
Allowances are the sum of money and facilities which is provided to the employees to meet
their needs and expenses. Bob recruit the part time and full time retail assistant to achieve the
main objective of the company. Bob has to provide the extra facilities so that their work
would be easy for them and they invest their more time on their jobs. The more common
allowance that the Bob has to provide is Transport allowance.
Transport allowance is offered to the employees to provide them transportation facilities from
their residence to workplace locations. These allowances are not considered as a taxable

HUMAN RESOURCE MANAGEMENT 5
amount; these are provided to provide the comfort to employees. The transportation facilities
reduce the half stress of the employees from which employee can more focused towards their
work. Retail assistant of the company has many responsibilities towards the organisation; it is
required that they stay healthy and stress free. The time will manage with the help of the
transportation facilities especially for part time retail assistant (Navarro, Col, and Phillips,
2018).
Question 2: Induction, Training Needs Analysis and Training
A. Training Need Analysis
As per the case study, the retail assistant needs development and understanding in their work
so that they can give advice to the consumer on the various insect and diseases. As per the
principles of training need analysis, the selected skill training model is applied to the context
of training. Bob has to provide the information to the retail assistant related to their various
insects and diseases so that they can provide the right information to the consumers. Bob has
to provide the information in training period so that the training for the retail assistant should
be effective (Holloway, Arcus, & Orsborn, 2018).
In the case study, the landscape architect is appointed as an employee without any experience
of the work. Bob provide the training to these employees but it is required to give them
training for the specific things which is effective. As per the TNA principle, the TNA should
examine requirements for training tasks that address team and collective training. Bob has to
analyse the requirements of the employees and after that he has to give the training to
employees for the effective success (Erb, 2015).
As per the case study, retail assistant requires the knowledge to understand the various insects
which harms the plants. Training helps them to learn the new things and know about the

HUMAN RESOURCE MANAGEMENT 6
different insects. For the new employees, training is necessary to understand their
responsibilities towards the organisation (Wise step, 2016). Retail assistant will able to
provide the effective advice to the consumers after understanding the various insects and their
diseases. Training is necessary for the new employees and it is beneficial for the organisation
as well (Santos, & Costa, 2016).
B. Training Plan
The effective training plan is required for the effective results. Bob has to develop the
training plan to train the retail assistant so that they can perform well in their responsibilities.
Bob has to implement this training after the joining of new employees for 2 or 3 months. The
training should be on-job training because it would be cost effective for the company. The
Training plan consist the steps such as given below:
Before train the employee it is required to analyse the needs of an employee.
After that the company has to organise the training program in which they explain the roles
and responsibility of an employee. The main objective of training is to provide the whole
information to employees but the trainer has to focus on the needs of an employee.
The training time should be flexible but also have the limits. The time period of training will
be less because at the certain period of time the employee will get bored and not interested in
listening. That is why the on-job training is right plan for training.
As the training period is on-job training period, then the employee learn the things
practically. They get the chance to handle the customer but after the 1-2 hour of daily class.
The practical class helps the employees to understand the responsibility more effectively.

HUMAN RESOURCE MANAGEMENT 7
In the evening, the trainee gives the demo class in which they can tell them that how to
communicate with the customer. This period helps to develop the personality of retail
assistant. Thus, On-job training is more effective to train the retail assistant for their job.
With the theoretical and practical classes, the personality of the retail assistant is developed
and they can perform their job very well. The method is cost effective because with the
training period, the assistant will perform their job (Webb, 2018).
C. Evaluation of training
Bob has to evaluate the training to enhance the performance of the company. In the training
period, the company provide the training to the employees as well as workers. It is necessary
to evaluate the training to analyse that it is proper or not. Training is providing by the
company to improve the performance of employees but if they are not participated or the
training is not appropriate then the efforts put by the company is wasted (Wyzowl, 2018).
There are other points which is mentioned and justified that the evaluation of training is
necessary for the company:
Measure participation reaction
It is necessary to analyse the reaction of employees because they have negative reaction then
the training is ineffective. If the trainers felt that the training is inappropriate and the wastage
of time than the training provide by the company is full wastage of cost. The cost imposed by
the company in training is also getting wasted (DiClemente, Crouch, Norwood, Delahanty, &
Welsh, 2015).
Measure learning and knowledge acquired

HUMAN RESOURCE MANAGEMENT 8
Knowledge acquisition is the main purpose of training. If employees are not gaining new
knowledge than it is like that training is ineffective. Bob has to evaluate the training on the
regular basis so that the knowledge used by the trainee is useful (Thackwray, 2014).
D.
(i) It has been seen that the health and safety is necessary during the training period to protect
the employees. There are many risk arise in the workplace as per the training especially at the
time of artificial training. Artificial training is the training period in which the employees are
trained by using the artificial machines (Moyo, Zungu, Kgalamono, & Mwila, 2015). It is
required to protect the employees from the accidents which can be possible by health and
safety. Thus, it can be said that the health and safety is part of training and induction
program.
(ii) PCBU means a Person Conducting a Business or Undertaking. It is a broad concept which
is used to describe all types of modern working arrangements which is commonly used in the
businesses (Worksafe, 2018). It has been seen that the under the HSWA the volunteer
associations (incorporate and unincorporated), home occupiers, and workers are not PCBU.
Duty holder refers to a person who has the responsibility of health and safety under the WHS
Act. The holder has the responsibility to ensure the health and safety of employees by
eliminating or reducing the risk (Lundgren, & McMakin, 2018).
(iii) The Health and Safety at Work Act is based on the Australian work health and safety
law. It main purpose is to provide the highest level of protection to the workers and other
person against the harm to their health. The purpose of HSWA helps the staff members to
remind their health and safety (Tetrick, Perrewé, & Griffin, 2017).

HUMAN RESOURCE MANAGEMENT 9
Question 3: Performance Management
A. Performance Plan
It has been seen that the retail assistant has the responsibility to take care of customer needs.
It is required to satisfy the consumer needs and attract the large number of consumers
towards the organisation because consumers are the main drivers of the market. To satisfy the
customer, it is required to enhance the quality of delivery which is done by making the
performance plan (Shields, et al., 2015). The performance plan included many steps such as:
The first step of performance plan is to identify the issue which becomes an obstacle in the
performance of a retail assistant.
The second step is to involve the assistant and explain them the issues. It is the responsibility
of manager to explain them issues and changes which is required.
The third step of performance plan is to set the clear target of customer handling. To set the
clear target, the assistant have clear pictures that he has to do with the high quality.
The company has to provide the training to the assistants so that they can easily achieve the
target which is set by the manager.
The last step of performance plan is to review the performance of assistant on the regular
basis so that the quality of delivery services is high.
These are the steps that the managers should involve in the performance plan. It helps the
manager in achieving the objective of the company by attracting the large number of
customer (Cardy, & Leonard, 2014).

HUMAN RESOURCE MANAGEMENT 10
B. Monitor Performance
There are many ways to monitor the performance of retail assistants which helps the shop
manager.
Watch employees work
In this case study, the responsibility of a retail assistant is to handle the customer by
providing them advice on plants and their care. The shop manager can evaluate the
performance of a retail assistant by analysing their behaviour with the customer. It can also
take the feedback from the customer on the basis of retail assistant services. The manager has
to keep their eyes on the work of retail assistant on the regular basis. The retail assistant has
to welcome the customer with his charming personality. Analysis of confidence is also helps
the shop manager to monitor the performance of the retail assistant (Pulakos, Hanson, Arad,
& Moye, 2015).
Review work on regular basis
The shop manager can analyse the work of the retail assistant on the regular basis. The
responsibility of the assistant is managing the customer or supports the company. The
manager can evaluate the performance of an assistant by customer satisfaction of consumers.
The company can also evaluate the performance by number of attending calls, and customer
in a day. Behaviour of a manager with the customer is also analysed by the company on the
regular basis (Mone, & London, 2018).
C. Evaluation of performance
It has been seen that the performance of an employee is fluctuated which is directly affected
by the performance of the company. Evaluation of performance of employees helps the Bob

HUMAN RESOURCE MANAGEMENT 11
to analyse the strength and weakness of the employees. Bob can train the employees to
improve their weaknesses which improve the performance of the employee. It has many
methods to evaluate the many methods of an employee. Peer review is the best method which
helps the Bob to evaluate the performance of retail assistant. In this method, senior
management takes the feedback from colleagues on some specific aspects from each other.
The feedback form is classified into three forms such as excellence, good and fair. The other
method of evaluating the performance is quantitative method. In this method, the
performance of employee is depending on the quantity deliver by an employee and it is based
upon statistics which uses to track productivity (People Streme, 2018).
D. Succession Plan
A great success plan is helps the business to achieve the objective. It is require developing the
succession plan to achieve the objective of the company (Half, 2018). Employees are the
main asset of the company and to achieve the objective it is required to make the effective
plan to appoint the high potential employees. The succession plan consist some steps:
The first step is to make the list of each management position, and the qualification of their
position.
The second step is to identify the vacant position and requirements to fill those positions.
The third step is to identify those positions that are required to fulfil always and separated
them.
The fourth step is to promote the employees from their positions to the higher position but
analysing their knowledge with that position.
The last step is to implement the best recruitment and hiring process by identifying the whole
information related to the vacant position (Hall-Ellis, 2015).