Evaluating Form and Functionality †Free Samples to Students

Question: Discuss about the Evaluating Form and Functionality. Answer: Introduction: The case study mentions the issue of remuneration and performance management. Bronwyn being a loyal employee in an organization named JKL Corporation discovers that her base pay was equal to her colleague who has lesser experience than her. Bronwyns manager, Wayne had told that her output was lesser than that of her colleagues due to which her pay was less. However, she wanted a rise in her pay and also wanted a 10 years guarantee of employment at JKL Corporation. On the contrary, the company aimed at keeping the labor costs as minimum as possible. The department in which Brown used to work had been underperforming since a long time due to which the management had decided to restructure the department (that is the finance department) within the coming few years. This change might results in the redundancy of Browns job role. The restructuring of any department has always been a tedious task due to the changes that occur in the job profiles and the organizational structure (Cummings Worley, 2014). The changes are often not accepted by the human resources of an organization and leads to grievances and conflicts. Therefore, there is a requirement of a proper HR management strategy so that the conflicts within an organization can be avoided without affecting the efficiency of the organization (Robichaud Cooren, 2013). In the case of JKL Corporation, restructuring finance department had become necessary because it was adding up to the costs of the company by underperforming. Factors to be considered while restructuring JKLs finance department: There are several factors that are to be taken into consideration before restructuring an organization. Firstly, the skills, abilities, knowledge and performance of the employees must be evaluated in order to identify the employees who are an asset to the company and those who have become a liability of the company (Rogers Wolf, 2017) Secondly, the employees who turn out to be a liability for the company must be provided constant feedback on their performance. Thirdly, proper communication must be maintained with the underperforming employees and their viewpoints must be heard (Katzenbach Smith, 2015). Another way of managing the underperforming employees is calling meetings with the organizational employees to discuss the issues. Efficient utilization of Balanced scorecard method can be used to provide evidence of poor performance to the underperforming employees and asking them on how they would improve their performance (Blacklidge et al., 2015). In the case of Bronwyn, Milkovic h Pay shall be used in order to manage the underperforming employees. This shall include internal alignment policies, competitiveness policies, contribution policies and management policies. The internal alignment policy shall use the techniques of work analysis, description and evaluation that would show the efficiency of the employees in terms of performance quality and usefulness to the organization (Abraham, 2017). The competitiveness policy shall involve the techniques of market definition and service policy lines according to which the pay structure shall be revised. The contribution policy shall determine the pay for performance that is the incentives and the rewards and recognitions that the employees shall get. The management policy shall involve the techniques of evaluating the performance of the employees that is whether they are cost-effective to the organization or not. Bronwyn shall not be given any hike in her salary because she has remained unproductive for the organization and has been underperforming since a long time (Park Sturman, 2016). Internal alignment and external competitiveness are the most important pay model policies that shall be considered. The internal alignment shall help in knowing the ways the job role and the skills are related to each other and the ways in which they are important in achieving the objectives of the organisation (Jung Yoon, 2015). External competitiveness shall be very important in knowing the payments made by the competitors for the similar job roles. The external competitiveness shall help in knowing the methods of payment and the other payment details such as incentives basic pay et cetera used by the competitive organisations. Therefore, the external competitiveness shall help in determining the pay system within the organisation. The external competitiveness shall be used to determine the amount of skills required to accomplish a task and the payments that must be made to the employees to keep them motivated. Internal alignment refers to comparing the job and skill levels within an organisation. The skills and abilities of the employees within an organisation shall be compared with each other. Therefore, the skills and abilities of the employees within JKL Corporation shall be compared and evaluated to decide which employees shall be given up a pay hike and which job roles shall be made redundant. Since the finance department has been underperforming since a long time therefore, it would be suitable to evaluate the performance of the employees working in the finance department and retaining only those who have been performing well while making the other job roles redundant. This shall involve making the job of Bronwyn redundant for which she shall be shown her balanced scorecard that would clearly indicate her poor performance and the reason of her termination (Marasi Bennett, 2016). Association factors additionally have vital influence of the deciding remuneration in inward arrangement. In the first place, system of any pay strategy must have an arrangement with associations objectives and mission to ensure that any remuneration that given to labourers is paid back when the specialists satisfies objectives and mission of association they work for. Innovation is the utilization and information of instruments, strategies, artworks, frameworks or techniques for association keeping in mind the end goal to tackle an issue. At that point, human capital alludes to the supply of skills, information and identity qualities exemplified in the capacity to perform work to deliver financial value. Further the HR arrangements are the instruments that manage risks by remaining fully informed regarding current patterns in work principles and enactment (Anuar, Ismail Abdin, 2014). The arrangements must be expressed in legitimate way to guarantee that organizations vision and the human asset helping the organization to accomplish it or work towards it are at all levels profited and in the meantime not digressed from their principle objective. Only those employees shall have of 'vocation advance's to guarantee that representative can give the best efficiency towards association. At long last when all association factors have been resolved, the association shall ascertain the cost to beyond any doubt that is past the monetary allowance to remain in operation of the organization. In inside structure is alludes exhibit of pay rates for various work or aptitudes inside a solitary association. Conclusion: The quantity of levels, the differentials in pay between the levels, and the criteria used to decide those distinctions portray the structure (Daft, 2015). Bronwyn shall be explained the reason for the redundancy of her post and shall be given a lump sum amount for being a loyal employee for twenty long years but she shall be informed that the company would no longer bear her costs. The company shall restructure its pay structure and shall ensure that the employees are paid adequate wages and salaries that shall be kept higher than the competitors in order to retain talented and skilled employees and reduce the rate of turnover. More number of employees shall be hired in the departments that help the company in improving its profits while the finance department shall be kept small with limited number of employees who have been performing well in the past. The underperforming employees shall be terminated and the company shall provide proper explanation and justification for their ter mination. The company shall also pay a lump sum amount to those terminated employees who have been a part of JKL Corporation for more than ten years in order to reduce their grievances. References: Abraham, M. (2017). Pay Formalization Revisited: Considering the Effects of Manager Gender and Discretion on Closing the Gender Wage Gap.Academy of Management Journal,60(1), 29-54. Anuar, A., Ismail, A., Abdin, F. (2014). Administrators role in performance pay system as a determinant of job satisfaction.Sains Humanika,2(2). Blacklidge, L., Ellinger, P., Peterson, P., Stanton, J., Vogle, D. (2015). Restructuring for the Competitive Edge.Laboratory Medicine,27(5), 309-312. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Daft, R. L. (2015).Organization theory and design. Cengage learning. Jung, H. S., Yoon, H. H. (2015). 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