Steel Co Human Resource Report Essay -- Steel Co Human Resource Case S

Table of ContentsBackground1Aim1Objectives1Limitations/Scope1Evaluation of make Co Performance and Reward System2Performance and Reward management Tools3Pay Structure5Performance and Reward for diametrical groups6Conclusion7Recommendations7References8BackgroundThe company Steel Co, which has been established for around 30 years, has been in a steady drop during the current recession and although a Divisional Director has been employed by the owner the fortunes of the company have not improved. The staff is unhappy, unproductive and unimpressed by the humans Resource carcass that currently exists in the company. The pay structure that currently exists within the organisation has been much debated among employees who feel it is unsatisfactory. The Business Adviser entrust research Performance and Reward management tools in entrap to help the company develop a more suitable Performance and Reward system to use. A variety of sources go away be used in order to evaluate the system and tools against other organisational frameworks. The pay structure within the company will also be looked at in order to identify any possible changes that could be made.AimThe aim of this report is to evaluate current Human Resource Practices within Steel Co and identify weaknesses that the current model possesses. Performance and Reward management tools available will be evaluated in order to make recommendations on how the Management tools could compliment the system that Steel Co currently employs.ObjectivesTo achieve the aim of this report there argon 4 Objectives which are considered1.Evaluate the Performance and Reward model that the company currently uses in order to identify weaknesses and areas whe... ...ng conditions as well as overall organisational performance. Due to creation intrinsic rather than extrinsic the company does not incur a high cost and thus would be able to retain and motivate employees further.References flora Citedhttp//www.businessballs.com/balanc ed_scorecard.htmhttp//www.tatasteeleurope.com/en/careers/general_vacancies/benefits/http//www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Goal-Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1%202011.pdfhttp//www.cimaglobal.com/Documents/ImportedDocuments/Tech_rept_Effective_Performance_Mgt_with_Balanced_Scd_July_2005.pdfhttp//www.allenword.com/360feedbackform-final.pdfhttp//www.cipd.co.uk/hr-resources/factsheets/pay-structures.aspxlink_3http//www.benefitsandcompensationresources.com/wp-content/uploads/2009/08/why-a-family-job-approach.pdf