Reward Managment Essay Example | Topics and Well Written Essays - 3000 words

Reward Managment - Essay Example In case these requirements are satisfied, the company will be considered for tender negotiations that will be held after five years. The report considers the council expectations as the immediate business goals to be met and looks at means to drive the organization to achieve the goals. The company will need to re-look the processes and increase the focus on teamwork. The issues that are likely to hinder the ability of the company to gear up to these requirements lie in the tall hierarchical structure that operates at the plant and the remuneration structure both of which are unsuited to team effort. In addition, the workforce is associated with UNISON, a union with a large membership that has the capability to affect the ‘no service disruption’ expectation of the council in case of a conflict. The report further recommends ways to manage the changed method of working to reach the business goals. The report explores the various incentive schemes that may be considered an d chooses the appropriate options. It recommends a review of the existing pay structure and introduction of an incentive structure that recognizes team as well as individual output. Contents Executive summary 1 Introduction 3 Critical analysis and evaluation 5 Decision to rationalize operations 5 Remuneration structure 5 Organisation structure 5 Recommendations 6 Develop a reward strategy 6 Current pay structure 6 Incentives 7 Union and workforce perception management 8 Expected flashpoints with Unison 8 Bibliography 10 Introduction Refusenicks PLC is in the business of waste disposal and recycling that has a contract with Fellshore County Council. The Council has recently taken the decision to rationalize operations by shutting down 4 out of 6 waste disposal plants and selling the land for buildings and refurbishing two plants with sophisticated machinery. Refusenick must cater to the requirements of the council in order to be considered for tender negotiations to be held after 5 y ears. The requirements to be satisfied are: efficient disposal of waste appropriate management of environment and pollution no service disruption be a model employer These requirements lay the ground for arriving at business goals and consequently the design of business processes to reach them. The workforce that supports these requirements is headed by a Works Manager assisted by the Deputy Works Manager. They are in turn supported by two shift superintendents and deputy superintendents and 12 supervisors to oversee the work done by 75 operatives in a shift. The Works Manager also has a maintenance team that operates over the weekend. Waste processing was earlier conducted in 6 plants which is now curtailed to 2 with more automated processing. The earlier system operated on a 9-hour shift over a 5-day work week. The current system operates on three 8-hour shifts over a 5-day work week. The current financial remuneration components are: Base pay Unsocial hour allowance for the Works Manager and Deputy Works Manager Shift allowance from the level of Shift Superintendent and below Bonus is paid only at the level of the operative The salary ranges are below: Level Min Max Bonus Allowance Min Total p.a. Max Total p.a Works Manager 22512 24000 Â   1200 23712 25200 Deputy Works Manager 20295 21654 Â   1200 21495 22854 Shift Superintendent 17922 19656 Â   10% 19714.2 21621.6 Dy. Shift Superintendent 15675 17460 Â   10% 17242.5 19206 Supervisor 14363 15372 Â   10% 15799.3 16909.2 Operative 13550