Remuneration
In the case study, Bob surveyed the salaries of other firms to know their salary structure which attract the candidates to enter the company. The main purpose of estimated the salary of the other firms is to provide the right amount of salary to the employees. This estimation helps the Bob to analyse the market salary structure to divide the salary of employees and other benefits that are necessary for employee to get. Bob can use this data as a strategy; he can provide the best salary to the employees as compare to the other firms so that they are more attracted towards the organisation (Brewster, 2017). It has been seen that the fair reward and remuneration system is implemented in an appropriate manner in the organisation on the basis of using salary survey. Nowadays, employees are more conscious about their salary and incentive structure as per their responsibilities and jobs. For making the remuneration plan, it is required to survey the salary data so that the company can provide the appropriate remuneration to new employees. Salary is a factor which helps the company to analyse the competitive position in the market. Bob use the different methods to analyse the salary of the other firms. Salary survey helps the company to get the brief look on the internal and external environment (Hubbard, Rice and Galvin, 2014).
The statement is correct that the remuneration is not only to reward his new staff members but also helps to sustain them. In order to achieve these objectives, Bob has to prepare the perfect salary and incentive plan for the employees so they can attract towards the organisation and sustain them for time. Incentive and salary plan helps to improve the performance and productivity of the employee (Ibec, 2018). Beside this, face to face meeting is also essential to aware the employees regarding their responsibilities and project. After providing the whole information to the employees regarding the project; they will attract towards the organisation to join and to stay for the long time. After joining of employees, Bob will explain the opportunities which encourage the employee to sustain for long time. Additionally, Bob has to explain the demand of designer garden on the future basis. He has to aware the employees by making the practical plan of their increasing demand of designer garden. Increasing demand helps encourage the employee to work with the organisation for long time. The method of explaining the information helps the Bob to retain his employee for long time.
The company can provide the extra benefits to the employees and their family such as children education, medical facilities and many more. The facilities play the roles as an appreciation after succeeded in developing Designer Gardens. These facilities encourage the employees to perform well their responsibilities. Besides this, Bob can organise the events and parties for the celebration of their success in the Designer Gardens business. The company can provide the flexible schedule to the Landscape Aristech so that they have more time to spend time with their families and themselves. Events and parties motivate the employees to more focus on the work (AHRI, 2018). These parties will be well organised so that the employees can enjoy that moments and more focused to achieved the success in the future. The company can also organise the parties for their families so that the employees can maintain the work life balance. The company can provide the trip facilities for their employees after the success of Designer Gardens business. They can also plan the family trips for them so that they can maintain their personal life with the work life (Bailey Mankin, Kelliher & Garavan, 2018).
Non-Financial Benefit
Incentive plan of the company is prepared to encourage the employee to perform well in the workplace. With the help of performance indicator, effective incentive plan is prepared by the organisation. Incentives are also used by the company to appreciate the employees for their work. Effective incentives plan improves the productivity of the employees by appreciating them for their work (Parmenter, 2015).
Quality and quantity are the main performance indicator which helps to make the effective plan. Incentive plan is prepared on the basis of quality; quality method is classified into different ranks such as excellent, good and fair. The incentive is distributed as per the quality rank of employees. Quantity is another method which helps the company in distributing the incentives to employees. Higher quantity performer gets the high incentive as compared to the other employees (Bai, and Sarkis, 2014).
An allowance is a sum of money that is paid regularly to employees to meet need or expenses. Bob also has to provide the allowances to the Retail Assistance for their conveyance. Bob appoint the two retail assistant as per the full time and part time jobs. The retail assistants have the more responsibilities and commitments towards the organisation. The company has to provide the allowances which make the work easier for them.
Conveyance Allowances is also called transportation allowances. This type of allowance offered to employees of a company to compensate for their travel from residence to and from the respective workplace locations. These allowances provided to employees for their comfort and it cannot be taxable as per the Income Tax Act. Bob has to provide this allowance to retail assistants so they can easily manage their time with the other work. Especially for the part time retail assistants, this allowance makes more comfortable their jobs and responsibilities. Retail assistants require more ability to perform well their functions and responsibilities (Uduma, et al., 2017). Transport allowance makes their work easy and stress free due to which they can more concentrate on their jobs.
In the case study, it has been seen that the retail assistants have to know about the insects that harm the plant. Retail assistant has the responsibility to provide the advice to the customer so that the customer gets the maximum satisfaction. The training need analysis principles states that the training should be focused on those skills which is required. As per the case study, Bob has to provide the training to the retail assistant to increase their knowledge about their responsibility and provide the effective advice to the customer. Bob has to take care about the training programs and their activities for the effective result (Thackwray, 2014).
Landscape architects are appointed with or without any experience of the work. It is required that the Landscape architect has to know about their responsibility towards the organisation. Bob has to provide the training to the Landscape architects so that they can give their best in their performance. As the Landscape architects, they have no experience of their work but have different skills (Schaefer, Asteroth, & Ludwig, 2015). As per the TNA principle, the trainer has to examine the requirements and then address the team. Bob has to provide the training as per the responsibility of the Landscape architects but mainly they have to focus on the skills which is required in the job (Galport, & Azzam, 2017).
Facilities
The training plan is prepared by the company to provide the effective training. Bob has to develop the training plan so that they can achieve the objective by train the employees effectively. Bob has to implement that training plan after the appointing the new employees. The training plan develop by the Bob should be on-job training because it would be cost effective for the company (Schwartz, et al., 2018). The training plan includes the steps which is important to follow by the Bob for the effective planning:
Analysis should be done before preparing the plan to improve the performance of employee and the plan is given below:
The company has to organise the training program as per the required roles and responsibility of the employees. The main purpose of organising the training program is to explain the roles and responsibility to the employee and focus on their weakness (Ferreira, da Silva Abbad, & Mourão, 2014).
The time period of training will be on-shift training so that the employees can learn the things practically. Bob can organise the training program with the 2-3 classes because it is required to have the knowledge about the insects so that they can provide the information to customer (Gardner, Diesen, Hogg, & Huerta, 2016).
In one class, it can provide the training which develops the communication skill of employees which helps them to communicate with the customer. The other class is organised to provide the information related to insects and their responsibility towards the organisation. And in the third class, trainee showed explains the whole process of job as a demo by communicating with the customer and provide them advice.
There are many reasons due to which the evaluation of training is required. Bob has to take care of the training period by evaluating the training. The points are discussed below which states that the evaluation of training is necessary for the company:
Training evaluation is necessary for the company to evaluate the learning outcomes. The main purpose of training is to provide the information to the employees. It is necessary to evaluate the employees learn the new things or not.
It is necessary to evaluate the training to identify the strength and weakness of the training. There are many gaps which are required to develop the effective training program. By evaluating the weakness, Bob can improve it and provide them the training so that the employees perform their well.
(i) It is observed that the health and safety is a part of training period to protect the employees. In the practical training period or on-job training period, the employees are start working on the machines which is not used by them earlier then it has the chance of accidents. In the case of accidents, the health and safety helps to cure the people from the bug injuries. It is necessary for the trainee to keep the safety tools with them to protect the employees in the case of emergency. Thus, it can be said that the health and safety is major part of training.
Incentive Plan
(ii) PCBU stands for Person Conducting a Business or Undertaking which is used to define all types of modern working arrangements and it is used in the businesses (Santos, & Costa, 2016). Workers, home occupies, and volunteer associations are not PCBU under the HSWA.
Duty holder defines the person who has the responsibility to take care of the member under the health and safety work. The holder is responsible for their responsibility under the WHS to eliminate the risk (Paredes-Chi, & Castillo-Burguete, 2018).
(iii) The main purpose of Health and Safety Work Act is to protect the people from the accidents. It helps to protect the workers and other against the harm to their health. It helps the staff members to remind their health and safety under HSWA (Worksafe, 2018).
As per the case, it has been seen that the retail assistant has the responsibility to provide the right advice to the customer. Useful advice helps the customer but sometimes employees are not able to provide the information which affects the company. It is essential to maintain the performance the assistant on the regular basis so that quality of services is provided to customer. Performance plan is developed to maintain the performance of the retail assistant. The performance plan consist the steps which is required to follow to maintain the performance of the assistant (Heathfield, 2018). The points are given below:
Before maintain the performance, it is required to analyse the obstacles which is faced by the assistant in their jobs.
The second step of the manager is to involve the employees in the discussion and explain them the issues. The manager also has to inform the employees for the changes which is required to deliver the quality of services.
The next step of the manager is plays the important play in the performance plan and that is setting target which is required to meet by the employees. The number of consumers problems handle is set as a target for the retail assistant. Setting target is a clear picture of responsibility which is requires for the assistant to do the work (Van Dooren, Bouckaert, & Halligan, 2015).
The manager has the responsibility to achieve the target but it is the responsibility of a manager to evaluate the performance of assistant. So, that the employees deliver the high quality of services to customers. The last step of performance plan is to evaluate the performance of retail assistant on the regular basis to improve the performance of the employee (Kearney, 2018).
These are the steps that the manager should involve at the time of improving the performance of a retail assistant. The plan made by the manager to improve the performance of employees is considered as the performance plan but these steps should follow by the company (Arnaboldi, Lapsley, & Steccolini, 2015).
The manager has to monitor the performance of the employees of the company so that they can perform well in their duties. It has been seen that the shop manager has many ways to monitor the performance of a retail assistant and these are given below:
Allowance
The manager can monitor the performance of retail assistant by maintaining the daily report of the employee. The manager has the responsibility to maintain the records of the employees of their daily routine work. The number of customer handle and attract by the assistant is measure by the manager and he can also maintain the daily register so that the performance of the assistant is maintain on the regular basis (Collings, Wood, & Szamosi, 2018).
The manager monitors the performance of a retail assistant as per their quality and quantity. Quantity with the high quality helps is considered the best performer. The manager can measure the performance of retail assistant as per the number of consumers handle. With the high quantity; it is the responsibility of a retail assistant to provide the services with the high quality. With the customer feedback, the manager can monitor the quality of services deliver by the retail assistant so that the manager can easily monitor the performance of retail assistant. The manager can monitor the performance of a retail assistant as per the quantity and quality of services (Cardy, & Leonard, 2014).
The main aim of the company is to deliver the quality of services to the customer. The company puts their efforts to deliver the services but if the employees are not able to perform well then it becomes an obstacle. To reduce this obstacle, the company has to evaluate the performance of the employee. In this case, the performance has to evaluate by the retail assistant (DeNisi, & Smith, 2014). Evaluation of the performance helps the Bob to identify the strength and weakness of retail assistant then the manager can work on it. There are many methods which the manager can use to evaluate the performance of retail assistant and these methods are given below:
The manager can evaluate the performance of a retail assistant as per the feedback of the customers. Retail assistant has the responsibility to handle the customer and provide them right advice about the plants. The right advice by the employee means to achieve the high market share in the market as per the customer satisfaction. Higher customer satisfaction means the best quality of services and vice-versa.
The manager can evaluate the performance of a retail assistant by measuring the daily performance and time utilisation. The wastage of time of retail assistant is also evaluated by the manager because the time is major part in the business of design garden. The performance of retail assistant should be measured on the basis of time work by the manager. The manger has to maintain the records of time to evaluate the performance of a manager. The productivity is the key factor of time; more time consuming by the employees would be high productivity and less time consuming means less productivity.
Success plan is prepared by the company to achieve the objective. The plan helps the manager to more focus on those areas which helps the company in achieving the objective easily. It has been seen that the employees are the main asset of the company which increases the revenue. The effective employees are the right solution to achieve the objective of the company. The succession plan of the company is based on the effective recruitment of the employee. Hiring the effective employees and improve the performance of employees are the methods which is used by the company to achieve the success. The plan consist the many steps and these are discuss as given below:
Conveyance and Transport Allowances
The first step of the company is to analyse the position of manager and their qualification which is required.
After this step, the manager has to identify the vacant position in the organisation and he also to take care about those position which is require to be always fulfil.
As per the vacant position, the manager has to follow the right procedure for the effective result.
The success plan of the company should be depend on the employees and their performance.
References
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