a. In the given case, Bob has surveyed the estimated salary that other firms are giving to employees. The main objective behind using this salary survey is to know the average salary of employees that they are offering. In this way, salary survey helps in knowing the other established firms salary structure as estimation. This is useful because it assist in knowing the trends that are going on in the market. Based on the salary survey, it can divide the salary of employees and various other benefits that are necessary for employee to get. It can also assist the employee in providing the best salary to its employee based on their performance and growth (Pearl Mayer, 2017). A fair reward and remuneration system can be implemented by using salary survey. In today’s business environment, it becomes essential to do the salary survey so that best remuneration plan can be made for the newly employed employees. Salary survey allows the company to get a brief look on the salary structure that is going on in the market (Mayhew, 2018). It helps in getting the competitive position that includes short as well as long-term incentives. There are various methods and research can be used by Bob to do the salary survey.
b. It is true that remuneration is necessary to fairly reward the employees in organization and to sustain them for long time. In order to achieve these objectives, it is first necessary to create awareness among the employees about its project. After getting the idea of project, persons will keen to join the organization and work on continuous basis. Besides this, face-to-face meeting is also essential for the Bob to assist the employees regarding the remuneration and basis of providing remuneration. In meeting, Bob can also discuss the further opportunities that are available for them when they will join their organization. When employees join the organization, they also keen to know about the incentives of organization that will improve their performance and productivity in the organization. Therefore, explanation of incentives besides salary is also essential to achieve these two objectives by Bob. Additionally, business of designer garden is also not proven well that can prove to be hindrance in front of Bob. Therefore, it is also necessary by the Bob to explain the increasing demand of gardener business that can increase in upcoming years. It will help the Bob to retain its employee for long time.
c. Flexible working hours and development plans will be provided as the non-financial benefit if the landscape architect will succeed in the business. As today’s working environment is changing frequently that requires the employer to change various things accordingly (Yousaf, Latif, Aslam & Saddiqui, 2014). Every employee in today’s time wishes for the flexible working pattern so that it can maintain the level of productivity. BY doing this arrangement, employees can work from home also or can change their shifts in order to meet their needs. This non-financial benefit will help the Bob to increase the employee engagement, increment in efficiency as well as will improve the retention rates. This non-financial benefit will help the employees to give their more output to the organization. There are times when employees have some urgent work and their require holidays. In this case, flexible working hours will help the employees to adjust their holidays to some other day. Besides this, professional development plan is also non-financial benefit that company can provide to the employees for their best performance. Professional development is closely linked with the employee’s productivity (Marchington, Wilkinson, Donnelly & Kynighou, 2016). As workers always, want to feel sense of purpose in connection with the organization. Employees always want clear path including training opportunities, promotions, and some other ways. In this way, helping the employees in learning new skills and more responsibility will assist the employees in improving the satisfaction of job as well as staff retention. It will also help the organization in reducing the rate of absenteeism.
d. It is essential to build an effective and efficient incentive plan that clearly communicates the behaviour standard to every employee. Performance indicators are necessary to establish as it helps in improving the performance as well as encourage the ownership culture. In order to provide the right incentive to the employees, it is necessary to use right performance indicators. Merit pay is one of the best performance indicators that can be used for giving the additional pay to the highly performing and deserving employees. It will help in communicating the company goals in better way. It will also tell the employees where they stand based on their results (Healthfield, 2018). Besides achieving the target, quality is also one such technique to provide the incentives to employees. Besides setting the target, it can also measure the performance of employees by their quality work. In this way, both the performance indicators can help the company in providing incentives other than their basic pay (Gupta, 2014).
e. Allowances play an important role in the organization. Allowances are extra benefits are paid to the employees besides salary. It helps in boosting the morale of employees in the organization. Bob can provide “accommodation” as an allowance to the retail assistant (Goldratt & Cox, 2016). It is true that various employees come from miles away in search of employment. Due to this, they face the issue of accommodation, as the city might be new for them (Paul, 2015). At this point, either accommodation will be more attractive to provide the house rent allowance by providing them money or by paying rent directly to the owner of the house. It can also provide the accommodation to the employees near by the operation. This will help in attracting the pool of talented employee in the organization. Accommodation allowance can prove to be the beneficial for the organization as it adds the several benefits in the organization as well help in motivating the employees.
a. Training plays an essential role in the organization. For this, it is necessary to analysis the need for training in organization. Through need analysis, organization can find out the gap in skills of employees (Frost, 2018). In the given case study, Bob is required to provide the necessary information to its retail assistant so that proper information can be delivered to the customers. On the job training can prove to be great for the Bob because by taking this training, employees can more take the depth analysis of the working. By taking various training, it can assist the employees to use systems in an effective manner. Bob in the given case study is required to build a bridge between the data and design that will be available for the user. Training will help in meeting the employee’s requirement as well as needs. It will also help the employees in learning new things that will help the organization. Through training session, employees can advise the customers in a best possible way. Training can be provided through various ways. Bob can take the individual session as well as group session depending on the circumstances. Whenever changes occur in the organization, training is needed (Miner, 2015). This will help in boosting the morale of employees that in turn increase the productivity. Training need analysis will prove to be cost effective approach for the organization.
b. In order to make the training programme effective, Bob has to take the responsibility of designing effective training by taking several steps. Whenever new employees join the organization, it is essential to train them for better productivity. On-the-job training would be effective because by taking this training, employees learn on the workplace and understand more. Training plan consist of the series of step (Healthfield, 2018). Firstly, it is necessary to analysis the need of training. After analysing the need of training, it is necessary to organize the training program where responsibilities are given to the employees. The basic objective of training program is to providing the information to employees. Therefore, it is necessary for the trainer to focus more on the need of employees. The time of training should not be too long because after some time, employees become bored. For the successful training program, on the job training is more feasible. By taking this training, employees can learn the various things at the workplace. It can also assist the employees regarding the use of equipment practically. Employees will also come to know how to deal with customers. Training develops the various skills in the person that can be used in different situations. This training program will help the retail assistant in developing their skills. In this way, on-the-job training will be more effective for the employees (Chiappa, 2012). By learning the practical and theoretical aspect of training, employees will know how to perform the job well. Apart from several benefits, this training will be cost effective for the organization.
c. After providing the training to employees, evaluation is essential to know the results of training programme. Evaluation is essential because it will help the Bob to know how much the training was effective (Zaineb, 2011). Based on results, Bob can decide whether it is all right or still some improvements are required. Evaluation of training will monitor all the aspects of training as well as its importance. Through evaluation, Bob can also differentiate between the set goals and desired outcome. If there is gap in the actual outcome, then according to it Bob can decide the certain measures (Sitzmann & Weinhardt, 2018). The cost that is incurred in the training programme can also be justifies using the results of programme. If the results are positive then cost was worth it that was incurred by the Bob. In addition, it can also evaluate the changes in behaviour and skills of employees by taking the training. In short, it can be stated that, evaluation of training programme will help in knowing the effective of its.
d. From the case, it is founded that the employees who are working with Bob have to lift the heavy weights as well as with some of the bladed tools which can be harmful. All these harmful impacts in the organization require Bob to adopt health and safety measures in the organization. Various situations can occur in the organization that is concerned matter for the Bob.
a. Performance plan is made for discussing and making the specific goals for individual as well as organization. These goals will be used in the appraisal of employees. With the help of performance plan, Bob can set the target that will assist in the further evaluation. It also enables the manager to communicate various things with the staff in a better way. Bob can use the series of step for the performance plan of retail assistant. In the first step, it will identify the issue that becomes the hindrance in the retail assistant performance. In the next step, Bob can involve the retail assistants by explaining them the issue, as manager is responsible for explaining the issue (The Economic Times, 2018). Further, Bob can set the targets for assistants in handling the customers. It is also required by Bob to properly clarify the targets to retail assistant. For this, training is essential for the assistants so that this will become easy for them to understand the target. At last, Bob should review the performance in order to identify the deficiency and take suitable actions for that. All these steps will help the Bob to achieve the objectives in a best possible manner (Lucas, 2016).
b. With the help of deciding the target of retail assistant, it is easy to identify their performance. It will provide the performance standard to shop manager based on which their performance can be checked. By comparing the estimated target with output, Shop manager will come to know the deficiency in the target of retail assistants. Suggestions can also be given which will help in increasing the morale of employees. Besides this, there should also be timely evaluation of employees performance so that it will not lead to heavy loss. When any employees is doing wrong, shop manager can assist in the middle of the work by evaluating their performance (Salehan & Kim, 2016). Shop manager can also evaluate the performance of retail assistant by checking the reviews of customers. This method is best that can be adopted by shop manager in monitoring the performance of retail assistant.
c. There are various ways by which performance can be evaluated. Firstly, evaluation of performance by checking output. By evaluating the performance through output, negative as well as positive output can come to know. Besides this, 360-degree appraisal can also be used for evaluating the performance. In this method, all person’s feedback as well as client’s feedback is taken for the employees of the organization. In this way, all the superiors, subordinates, and peers, customers rate an employee as well as clients. Basically, a questionnaire is prepared for some of the aspects such as leadership qualities, teamwork, motivation level, goal adaptability. The feedback method will help the employee to know how other people perceive their work (Shepherd, 2016). In addition to this, personal evaluation is also essential to make the activity more effective. Through this process, employees are also given the chance to actively participate in the process of evaluation. Due to self-evaluation, managers know the individual performance in a better way.
In addition to this, the company for evaluating the retail assistant performance can also adopt quantitative evaluation method. In this, it can use the various standards to know the employees performance (Root, 2018). The process of quantitative evaluation starts with the setting the company standard against which data of employees will be measured. Some of the standards that can be used for retail assistant are time standard, ROI, productivity, income standards. The data received from these standards can be helpful in evaluating the goals of company. It can also become the basis of rewards and promotions for employees.
d. Succession plan is essential in achieving the goals of the organization in better way. Therefore, it is required by companies to develop the best succession plan for smooth functioning of the organization (Shanley, 2018). It is analysing the job as well as people in the organization. It is basically a process through which the growing new creators are identified who can easily supplement the old staff when they leave the organization or resign form the job. It is the only way through which effect of lost talent is reduced in the organization. Therefore, roadmap succession planning can also be used the shop manager because it takes the employees as an important asset. With the help of succession planning, companies can also identify the better future leaders for the organization. Therefore, it identifies the changes that can occur when employee retire, resign, fired out or die. Through succession planning, shop manager can prepare for the contingencies by providing the training to potential employees. For making the successful succession planning for the shop manager position, it can follow certain steps. The first step begins with making the list of all the management position as well as their qualification. In the second step, company should identify the vacant positions.
In the third step, it is also necessary to know the requirement of filling those vacant positions. The next step is to identify the potential employees who can move to the higher position but it should be analysed by checking their qualification and knowledge for the higher position. After getting the list of potential employees, the last step is to start the hiring process for that position.
References
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