HND人力资源管理实务

Introduction: this report is all about the A G Bell ltd. First, it introduces the key objective and constraint of this organization. Then, it talks about the remuneration system and the difference between non-analytical job evaluation schemes and analytical job evaluation schemes. Last, it explains the term non-discriminatory job evaluation scheme and single status culture.

Remuneration is a term that refers to the total pay and benefits that are offered to an employee in exchange for their labors. Most people believe that one objective of any remuneration system for employees would be fairness and equity.

There are 3 key objectives of an organization’s remuneration system.

First, employees need to know that they are being treated fairly in accordance with what other people are being paid in the organization. Than, they are being paid a fair rate in relation to what other people are being paid in similar occupation and circumstance. Furthermore, employees need to know that they are being treated fairly in accordance with their legal entitlements.

After that, some acts place legal obligations upon employers to ensure that their remuneration policies, procedures and structures are fair. There are many constraints in remuneration system. First, the objectives of the organization will effect the organization.

Then the organization’s finance will also influence the remuneration system. If the finance situation is bad, the remuneration may be easily and simple. Last, labor market supply and demand is the constraint of remuneration system. If the market supply is shortage and the demand is increase. The remuneration system will more effectively and good for the employees to attract them.

Pay systems fall into two main categories. The basic rate systems are that the pay does not vary in relation to achievements or performance. An employee is paid a fixed amount per hour, per week or per annum. This is sometimes referred to as a ‘time rate system’, because payment is based upon the amount of time the employee has spent at work. In many organizations, the basic rate is established for all workers in one category, but there are often incremental scales, which allow for pay progression. Progression through the incremental scale is often on the basic of length of service, and provides a reward to employees for loyalty and experience. For A G Bell ltd, there are many obvious advantages if they use the basic pay system. First, the basic pay is very simple and cheap to administer because pay does not vary significantly from week to week or even year to year. A G Bell ltd has many staff, so this system will reduce the cost of administer. Then, because of this stability, basic rate payment systems allow labors costs to be forecasted with accuracy. This is very good for the A G Bell ltd because that they will to expand, and this will easily for they make the planning. However, there are various disadvantages to this approach that G Bell ltd uses this system. Basic rate schemes do not offer incentives for improved performance- the pay system rewards time spent at work, rather than individual effort or performance. Some employees may feel dissatisfied at colleagues who are apparently working less hard and being less productive, receiving the same amount of pay as employees who are expanding much more effort and achieving greater