人力资源管理实务 2.doc

1. In Human resources management, organizational remuneration system has three goals and three constraints. Any remuneration system with the goal must be related to an organizations overall goals. Such as :In order to improve the quality of the work ,for the control labor cost ,and in order to increase output . The same as A G Bell Ltd.There are three main objectives:The A G Bell Ltd needs doctrine is that the success of the organization can be measured by the method of payment to employees and employers appreciate the measurement method to motivate staff. The A G Bell Ltd in order to attract or retain good employees who complete the organizations objectives, an organization relative to other organizations, they must pay must be competitive.we must reflect a fair pay system, including internal equity and external equity, employees of the organization in order to avoid dissatisfaction, affect the organizations efficiency.Any remuneration system all could be affected by the following factors restriction Affected by corporate profitability and corporate financial .Direct impact on the profitability of the company and determine the companys financial strength, but even the best employees will not pay a high, on the contrary, if a companys financial strength is very strong, then the employees salary should also be ideal.Bound by the law. Pay remuneration bound by law there are two of a bill so: fair pay bill and the minimum wage bill. They provided for the organization to pay salaries to employees the minimum standards for the protection of the interests of employees, but the organization is a limit.Limited by the external and internal skills employees can be acquired ,such as: Trade union agreement .2. Basic Rate system: Basic rate systems are the easiest to operate,and are widely used throughout. the worker receives a fixed rate per hour, week or month. When the organization adopt the basic rate systems a worker is paid in relation to a given period of time - an hourly rate, weekly wage or annual salary. Generally this rate is the established rate for all workers in one category, but there are often incremental scales which allow for progression, perhaps as additional experience and skills are obtained. In A G Bell Ltd: Basic rate systems the advantages that :There may be fewer disputes and individual grievances than under systems linking pay to performance or results.They lead to stability in pay and are easily understood by the workforce, who will be able to more readily predict and check their pay They are relatively simple and cheap to administer and allow labor costs to be forecast with accuracy Disadvantages in A G Bell Ltd are:Basic rate systems may be criticized by individual workers, who wish to see their own abilities specifically rewarded Basic rate systems can also lead to a rigid, hierarchical system of spot-rates or pay ranges. Basic rate systems do not by definition provide direct incentives to improve productivity or performance. the job provides the necessary interest, motivation and satisfaction . Performance related system: Performance related pay is generally used to link progression through a pay band to an assessment of an individuals work performance during a particular reference period, often a year. Advantages of Performance related pay:people understand the performance imperatives of the organization the link between extra pay and extra performance is clear. it provides a tangible means of recognizing achievements it may provide a felt fair system of rewarding people according to their contribution higher performance within the organization may result An employees pay may be self financingDisadvantages of Performance related pay: Performance related pay can prove difficult because measurements of individual performance may be broad and lack objectivity and may be inconsistent Many performance pay schemes pay quite small sums in terms of performance pay progression or annual bonus. While any such scheme may encourage workers to focus on organizational objectives, they are unlikely to provide a great deal of individual motivation and may even demotivate. as noted, such schemes also usually involve only an annual assessment and payout, which may weaken any incentive effect . I deem that the most suitable system for the A G Bell Ltd is Performance related system. In the case study, the A G Bell has the flat organization structure facilitates a supportive, enabling culture; people are values as a key resource. So the Basic rate systems do not offer incentives for improved performance. Some employees will feel dissatisfied at colleagues who are apparently working less hard and being less productive, receiving the same amount of pay as employee who are expending much more effort and achieving greater productively. According to the performance related system, employee will feel fair of rewarding people according to their contribution. So, the performance related system is suitable.3. (a) Non-analytical job evaluation defining feature of non-analytical evaluation schemes is that whole jobs are compared with each other without any attempt to break down and analyze jobs under their various demands or components.Non-analytical job evaluation method to compare all the jobs that will be organized in order to discharge the order for all positions or grades, job level the more forward position in the rearward position than in wage rates more attractive. Analytical job evaluation is that we discussed the fact that an organizations decisions about its pay structures, and the amount it pays its staff, depend on many factors, some of which are under the control of the organization, and some of which are not. For example: the Fixed-point method; elements of design-point methodThe differences of non-analytical and analytical:Non-analytical job evaluation when practice, it is more simple to operate and easier to graspAnalytical job evaluation have more Strong objectivity, when faced with complex problems can be very good to defend himselfNon-analytical job evaluation is more subjective than analytical (b) Non-discriminatory working conditions and job evaluation scheme must be an analytical job evaluation scheme. Factors will affect the choice of whether this discriminatory job evaluation program, to confirm the existence of discrimination in respect of each factor the size of the weight is also very important.Non-discriminatory job evaluation scheme working conditions and benefits for employers: if there have the labor disputes, after being elected would be to provide an effective defense of their own, but the non-analytical job evaluation line mentioned hook program can not be enough evidence to prove the fairness of job evaluation. Analytical job evaluation program to help develop a strong external competitive pay levels, to gain a competitive pay rate.In place at A G Bell Ltd, the benefits to employees have: It may pay more equitable decision-making and there is little discrimination. In the A G Bell Ltd, the staff including a variety of disadvantaged groups and Black Minority Ethnic workers, disabled workers and workers with criminal records, they can get lots of benefits and be protected from this kind of system. The benefits to employer : in the labor disputes have to provide their own effective after the defense; However Non-analytical job evaluation cant provide enough evidence to show that the evaluation on the work of justice. Analytical job evaluation is the competitive external compensation levels, so as to achieve a competitive salary rate.This analytical job evaluation program at least looks very objective, but also to managers to employees is based on objective circumstances that do pay out of salary decisions, rather than according to their subjective intentions.4. Single status culture that the companys starting point is good. All company employees have an expectation that all employees are treated the same remuneration system, do not consider their jobs, their ability to work, their personal qualities or the nature of their contract. This method in A G Bell Ltd reflected.This method brings benefits to the employees:Employees will feel a fair, just, be they a very good working atmosphere. In A G Bell Ltd, Provide repast subsidies for the staff and has company car.It is regardless of the staff are disadvantaged groups or Black Minority Ethnic workers, disabled workers or workers with criminal records, the organization will treat them in the same remuneration system. Persons work ethic will be greatly improved, not easily lead to disputes between employees.In the A G