Compensation and Benefits Case Study: Reynolds Plastic Products

This case study analyzes the compensation and benefits practices of Reynolds Plastic Products, examining their compliance with Alberta's legal requirements, evaluating incentive compensation, and assessing employee benefits plans. It explores the appropriateness of current practices, identifies potential issues related to employee engagement, recruitment, and retention, and proposes alternative strategies to improve staffing outcomes and human resource management. The study considers the expectancy model and provides recommendations for future actions, including the implementation of profit-sharing and clear communication strategies. References to relevant literature, including Schwind (2016), Steiner & Steiner (1994), Baker, Gibbs, & Holmstrom (1993), Comm & Mathaisel (2003), and Slotine & Weiping (1988), are also included.

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Compensation case study

Table of Contents
1.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)..................................................2
Evaluate the incentive compensation practices that are being used by Reynolds Plastic
Products...................................................................................................................................2
Describe what is appropriate or inappropriate about their current practices.......................2
Explain why you have determined this (e.g. what are the issues here?)..............................2
Discuss possible alternative practices that might be considered to improvestaffing
outcomes (e.g. effects on engagement, recruitment, retention, etc.)....................................3
Present your recommended strategy or solution(s) (e.g. what should they donext or
instead?)...............................................................................................................................3
Evaluate the employee benefits plan that is being considered by Reynolds Plastic Products.
.................................................................................................................................................4
Describe what is appropriate or inappropriate about their plans.........................................4
Expectancy model is a inclusive model that shows the submission of all human resource
purpose.................................................................................................................................4
Discuss possible alternative practices that might be considered to improve human
resources management outcomes (e.g. effects on engagement, recruitment, retention,
etc.).......................................................................................................................................4
Present your recommended strategy or solution(s) (e.g. what should they do or do next?).
..............................................................................................................................................4
References...............................................................................................................................5

1.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).
Businesses require making sure that they assemble their lawful errands. Officially,
permitted necessities must be met even when selling products of Reynolds as apparently
blameless as candles and plastic. The dangerous goods, the business were evermore
disqualified from promotion them except a observance agenda was put in rest. Too much
administration intrusion! Too much red ribbon! Too many rules! These are well-known
cries from minute industry owners, who features an growing figure of lawful obligations in
every feature of their businesses
Evaluate the incentive compensation practices that are being used by Reynolds Plastic
Products.
Describe what is appropriate or inappropriate about their current practices.
Reynolds envelop l, Hefty trash baggage, slider bags, plus disposable plates, and in
2014, we additional Alcan foil, Canada’s pinnacle foil product. Our objective is to
continue to receive consumer faith and recommend new products and product
enhancement that make successively a household easier.
Explain why you have determined this (e.g. what are the issues here?)
The use of high performance plastics in dynamic load-bearing application has helped
revolutionize virtually all mechanical products. Consumers new product designs are
continually pushing the limit of high performance plastic products. Advances industrial
consistently exceeds consumers expectation with new innovative solutions which allow
consumers to design a bearing that fits their application rather than having to design a

device around a standard metal or rolling element bearing. We provide quick turn
prototypes;
Discuss possible alternative practices that might be considered to improvestaffing outcomes (e.g.
effects on engagement, recruitment, retention, etc.).
Permanently workers spend a huge division of their daytime in addition to the majority of
their lives in the place of work; in addition to how they suffer, concerning their work is
significant to them. In a current Gallup investigation, 63 percent of American employees
are not busy in their workplace, at the same time as another 24 percent are "actively
disengaged." disconnected employees are more probable to appear for other opportunities,
or else worse, draw down the efficiency of the rest of your group
Successively a tech trade or an IT department necessitates a delicate stability. Stakeholders
have prospect, employees have requirements, as well as of course, clientele have their
personal set of necessities. Effectual privileged and entrepreneurs appreciate that employee
appointment can be a spirited edge and so as to building, an engagement policy should be a
top main concern.
Present your recommended strategy or solution(s) (e.g. what should they donext or instead?).
This editorial column produces out of existing investigate on successful conversations,
together with conferences with associates and representatives of five well-known compacts.
It as well stems from my knowledge supervising foundation consultants and from the many
discussions plus associations with advisors and clients in the amalgamated affirm as well as
out of the country. These know ledges lead company to recommend a earnings of
expounding the reasons of organization asking. When clearness regarding reason subsist, in
cooperation parties are supplementary probable to handle the appointment procedure
acceptably.( Slotine, & Weiping, 1988)

Evaluate the employee benefits plan that is being considered by Reynolds Plastic
Products.
Describe what is appropriate or inappropriate about their plans.
Inspiration can be definite as goal-directed behaviour. It is a person’s force to take action
because that individual want to do so
Expectancy model is a inclusive model that shows the submission of all human resource
purpose
Discuss possible alternative practices that might be considered to improve human resources
management outcomes (e.g. effects on engagement, recruitment, retention, etc.).
Human Resources Development Canada (HRDC) occasionally conducts
investigations in major metropolitan labour marketplace
Professional supply this service for their customers
Canada Human Resource Centres also accumulate information intended for
allocation to employers(Comm, & Mathaisel 2003)
Employer as well as professional associations may survey member firms
Some human resource departments accomplish their have possession of wage and
salary surveys due to the difficulty of varying comparability encountered with by
means of available survey
Present your recommended strategy or solution(s) (e.g. what should they do or do next?).
Manufacture inducement Plans permit groups of employees to take delivery of bonuses for
above predetermined levels of production
Profit-Sharing strategy divides company profits with the employees. Can generate logic of
trust plus common destiny among personnel and organization, though, it is often hard for
employees to perceive how their efforts create a distinction. Mainly effective in
organizations with unlock, two-way announcement and participative organization that
fosters a pleasing work surroundings

References
Incident 9-1 (Reynolds Plastic Products), pp. 455-456 in Schwind (2016).
Steiner, G. A., & Steiner, J. (1994). Business, government and society (p. 185). New York.
Baker, G., Gibbs, M., & Holmstrom, B. (1993). Hierarchies and compensation: A case
study. European Economic Review, 37(2-3), 366-378.
Comm, C. L., & Mathaisel, D. F. (2003). A case study of the implications of faculty
workload and compensation for improving academic quality. International Journal of
Educational Management, 17(5), 200-210.
Slotine, J. J., & Weiping, L. (1988). Adaptive manipulator control: A case study. IEEE
transactions on automatic control, 33(11), 995-1003.