Business & Human Resource - Reward Management Assignment

Assessment rationale

Part 1 tests the ability to critically evaluate and synthesise relevant reward concepts. An integrated approach to problem solving is expected, with a solid basis and justification for actions using appropriate theory. This assessment enables all students to pull on the range of topic areas covered in this module. All students are expected to show a minimum level of critical evaluation and understanding. However, the assignment also will stretch students who research deeply and demonstrate excellent abilities to evaluate and assimilate issues. The report format emphasises a business style appropriate for students in the workplace.

Part 1

Please complete a 3000 (+/- 10%) word report in total [excluding references and assumptions (if any)] based on the Refusenicks PLC Case Study. Please ensure your report includes appropriate references to theory to the Harvard convention throughout your report.

Your work should be in a clear report format.


Case Study

You are the Assistant HR Manager of Refusenicks PLC, a waste disposal and recycling company. You have been awarded the contract for managing the waste and disposal service for the Fellshire County Council. Previously the Council had six wasted disposal plants each employing 80 ± 100 operatives on a standard 8:00 am ± 5:00 pm day. Each plant averages a throughput of 4 million tons of waste per year.

Last year, four of the plants were sold for building land. The remaining two plants were demolished and replaced by state-of-the-art automated and computerised plants. These operate three shifts, five days a week; 6:00am to 2:00pm, 2:00pm to 10:00pm and 10:00pm to 6:00pm, with operatives working on a rotating shift basis. Maintenance is carried out at weekends to avoid any plant stoppages.

The organisational structure of each of the plants is now thus:

A Works Manager (£22,512 - £24,000, plus unsocial hour¶s allowance of £1,200pa)

A Deputy Works Manager (£20,295 - £21,654, plus the same allowance)

Two Shift Superintendents (£17,922 - £19,656, plus a 10% shift allowance)

Two Deputy SS¶s (£15,675 - £17,460, plus the same shift allowance)

Twelve Supervisors (£14,364 - £15,372)450

Operatives (75 per shift) paid £13,550pa, plus £540 bonus, plus the 10% shift allowance. The bonus is paid at 5% for disposing of the waste plus 3% for meeting core standards.

Virtually all the operatives are in UNISON, which you must continue to recognise as part of the contract.

Local Government Conditions of Service still apply, including a contributory Final Salary pension and 24 days holiday plus 11 extra bank holidays.

The council is controlled by a Liberal Democrat / Green Party coalition. The tender will be negotiated in five years time but will be resumed provided you meet requirements on the central issues:

a) Waste is disposed of efficiently with no disruption to service

b) The environment is properly protected and pollution minimised

c) The workforce is treated well and Refusenick has been a model employer in all respects.

The Director of HR has asked you to review and critically evaluated the existing reward provision and identify necessary reforms to reward practices.

Please draft a response (report format) to the Director of HR indicating your views on the reforms needed, the possible obstacles you may face and how to overcome them and an action plan for implementation.

I have attached the marking criteria.

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