Steel Co Human Resource Report Essay -- Steel Co Human Resource Case S

Table of Contents background knowledge1Aim1Objectives1Limitations/Scope1Evaluation of poise Co Performance and repay System2Performance and return management Tools3Pay Structure5Performance and observe for different groups6Conclusion7Recommendations7References8BackgroundThe guild trade name Co, which has been established for around 30 years, has been in a steady decline during the current recession and although a Divisional coach has been employed by the owner the fortunes of the keep company have not improved. The ply is unhappy, unproductive and unimpressed by the compassionate Resource governing body that shortly exists in the company. The pay structure that currently exists within the organisation has been overmuch debated among employees who feel it is unsatisfactory. The Business Adviser will research Performance and Reward management tools in order to help the company develop a more suitable Performance and Reward system to use. A sorting of sources will be used i n order to evaluate the system and tools against other organisational frameworks. The pay structure within the company will to a fault be looked at in order to identify any thinkable changes that could be made.AimThe aim of this report is to evaluate current Human Resource Practices within Steel Co and identify weaknesses that the current pretending possesses. Performance and Reward management tools available will be evaluated in order to make recommendations on how the Management tools could compliment the system that Steel Co currently employs.ObjectivesTo achieve the aim of this report there be 4 Objectives which are considered1.Evaluate the Performance and Reward model that the company currently uses in order to identify weaknesses and areas whe... ...ng conditions as well as overall organisational performance. Due to being intrinsic rather than extrinsic the company does not incur a high cost and thus would be able to retain and motivate employees further.ReferencesWorks Ci tedhttp//www.businessballs.com/balanced_scorecard.htmhttp//www.tatasteeleurope.com/en/careers/general_vacancies/benefits/http//www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Goal-Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1%202011.pdfhttp//www.cimaglobal.com/Documents/ImportedDocuments/Tech_rept_Effective_Performance_Mgt_with_Balanced_Scd_July_2005.pdfhttp//www.allenword.com/360feedbackform-final.pdfhttp//www.cipd.co.uk/hr-resources/factsheets/pay-structures.aspxlink_3http//www.benefitsandcompensationresources.com/wp-content/uploads/2009/08/why-a-family-job-approach.pdf