1: Remuneration

A. Bob surveyed the salaries of the other companies to know about the salary structure that provide to the employees. The main purpose of this survey is to attract the employees towards the organisation by preparing an appropriate salary structure. The estimation helps the Bob to analyse the market trend so that he can prepare the salary structure and other benefits that are necessary for employees. Bob can use this method as a strategy to attract the more candidates towards the organisation by providing the better salary to employees as compare to other firms in the market (Ibec, 2018). It has been seen that the fair reward and remuneration plan is also prepared by the estimation of salary. The reward and remuneration plan is implemented in an appropriate manner in the organisation but it is depend on the survey of salary. In the today’s world, it has been seen that the employees are more conscious about their responsibilities and salary. The salary structure analyse the competitive position of the company in the market. Bob analyse the internal and external environment of the company to prepare the salary structure (Collings, Wood, and Szamosi, 2018).

B. The statement is used is correct because remuneration is not beneficial to appoint the new staff but also helps in sustain them for long time. To achieve these objectives, Bob has to explain the opportunities to the employee after their joining so that they can stay more time in the organisation. It has been seen that the employees getting motivated to get the further opportunities (Hill, Jones, and Schilling, 2014). Bob also has to prepare the perfect salary and incentive plan so that the employee stays long time with the company.  After the joining, Bob has the responsibility to explain the whole information regarding the incentive and further opportunities so that the employee enjoy the work and stay long time with the employees. Employee’s satisfaction is the key factor which helps the Bob in retaining the employees for long time. Salary and incentive are included in the key factors of employee satisfaction (Bratton, and Gold, 2017). In addition, Bob has to explain the demand of designer garden to the employees as per the future basis. Bob has to encourage the employee by preparing the practical chart of the increasing demand and makes their trust strong towards the organisation. Bob has to provide the information of further opportunities in the designer garden business to achieve the high success in the company (Brewster, Chung, and Sparrow, 2016).

Bob has to provide the extra benefits after achieving the success in the business of designer garden business. It has been seen that the people work in the organisation for themselves and their family. The company has to provide the family facilities so that the family as well as Landscape Aristech enjoy the moments and motivated to achieve the further success in the future. The company has the responsibility to take care of the employees’ health but if they can provide the medical facilities to families then it will be appreciated by the employees and encourage them to stay with the company for long time. Events and parties are the other facilities which the company can provide to the employers as a motivation (Albrecht, Bakker, Gruman, Macey, and Saks, 2015). The company has to organise the events and parties for the families of employees so that they can also spend their time with their families. After the success of business, the company can plan the holiday trip for employees with their families so that their work life is balanced with their personal life (Schwartz, et al., 2018). These facilities encourage the employees to out the more efforts towards their jobs and achieve the further success.

a. Purpose and Importance of Using Salary Surveys

D. It has been seen that it is essential to develop an efficient plan to clear understand the behaviour standard of every employee. Incentive plan encourage the employee to perform well in their performance and increase the productivity. Performance indicators are necessary to prepare the effective incentive plan to encourage the employee to enhance their performance. In order to provide the right incentive, it is required to make the effective plan by the use of performance indicator. Quality is one of the methods from which the incentives of employees are based. It classifies into two or three parts such as excellent, good and fair. On the high quality performance, the employee gets the high incentive and same it depend on the rank of quality performance of an employee. Merit pay is another method which helps to distribute the incentive with the appropriate plan. This method states that the additional pay is given to high deserving employees (Chan, 2015).

Allowances are the sum of money and facilities which is provided to the employees to meet their needs and expenses. Bob recruit the part time and full time retail assistant to achieve the main objective of the company. Bob has to provide the extra facilities so that their work would be easy for them and they invest their more time on their jobs. The more common allowance that the Bob has to provide is Transport allowance.

Transport allowance is offered to the employees to provide them transportation facilities from their residence to workplace locations. These allowances are not considered as a taxable amount; these are provided to provide the comfort to employees. The transportation facilities reduce the half stress of the employees from which employee can more focused towards their work. Retail assistant of the company has many responsibilities towards the organisation; it is required that they stay healthy and stress free. The time will manage with the help of the transportation facilities especially for part time retail assistant (Navarro, Col, and Phillips, 2018).

As per the case study, the retail assistant needs development and understanding in their work so that they can give advice to the consumer on the various insect and diseases. As per the principles of training need analysis, the selected skill training model is applied to the context of training. Bob has to provide the information to the retail assistant related to their various insects and diseases so that they can provide the right information to the consumers. Bob has to provide the information in training period so that the training for the retail assistant should be effective (Holloway, Arcus, & Orsborn, 2018).

In the case study, the landscape architect is appointed as an employee without any experience of the work. Bob provide the training to these employees but it is required to give them training for the specific things which is effective. As per the TNA principle, the TNA should examine requirements for training tasks that address team and collective training. Bob has to analyse the requirements of the employees and after that he has to give the training to employees for the effective success (Erb, 2015).

b. Achieving Fair Reward and Employee Retention with Remuneration

As per the case study, retail assistant requires the knowledge to understand the various insects which harms the plants. Training helps them to learn the new things and know about the different insects. For the new employees, training is necessary to understand their responsibilities towards the organisation (Wise step, 2016). Retail assistant will able to provide the effective advice to the consumers after understanding the various insects and their diseases. Training is necessary for the new employees and it is beneficial for the organisation as well (Santos, & Costa, 2016).  

The effective training plan is required for the effective results. Bob has to develop the training plan to train the retail assistant so that they can perform well in their responsibilities. Bob has to implement this training after the joining of new employees for 2 or 3 months. The training should be on-job training because it would be cost effective for the company. The Training plan consist the steps such as given below:

Before train the employee it is required to analyse the needs of an employee.

After that the company has to organise the training program in which they explain the roles and responsibility of an employee. The main objective of training is to provide the whole information to employees but the trainer has to focus on the needs of an employee.

The training time should be flexible but also have the limits. The time period of training will be less because at the certain period of time the employee will get bored and not interested in listening. That is why the on-job training is right plan for training.

As the training period is on-job training period, then the employee learn the things practically. They get the chance to handle the customer but after the 1-2 hour of daily class. The practical class helps the employees to understand the responsibility more effectively.

In the evening, the trainee gives the demo class in which they can tell them that how to communicate with the customer. This period helps to develop the personality of retail assistant. Thus, On-job training is more effective to train the retail assistant for their job.

With the theoretical and practical classes, the personality of the retail assistant is developed and they can perform their job very well. The method is cost effective because with the training period, the assistant will perform their job (Webb, 2018).

Bob has to evaluate the training to enhance the performance of the company. In the training period, the company provide the training to the employees as well as workers. It is necessary to evaluate the training to analyse that it is proper or not. Training is providing by the company to improve the performance of employees but if they are not participated or the training is not appropriate then the efforts put by the company is wasted (Wyzowl, 2018). There are other points which is mentioned and justified that the evaluation of training is necessary for the company:

It is necessary to analyse the reaction of employees because they have negative reaction then the training is ineffective. If the trainers felt that the training is inappropriate and the wastage of time than the training provide by the company is full wastage of cost. The cost imposed by the company in training is also getting wasted (DiClemente, Crouch, Norwood, Delahanty, & Welsh, 2015).

c. Recommendation of a Non-Financial Benefit

Knowledge acquisition is the main purpose of training. If employees are not gaining new knowledge than it is like that training is ineffective. Bob has to evaluate the training on the regular basis so that the knowledge used by the trainee is useful (Thackwray, 2014).

D.

(i) It has been seen that the health and safety is necessary during the training period to protect the employees. There are many risk arise in the workplace as per the training especially at the time of artificial training. Artificial training is the training period in which the employees are trained by using the artificial machines (Moyo, Zungu, Kgalamono, & Mwila, 2015). It is required to protect the employees from the accidents which can be possible by health and safety. Thus, it can be said that the health and safety is part of training and induction program.

(ii) PCBU means a Person Conducting a Business or Undertaking. It is a broad concept which is used to describe all types of modern working arrangements which is commonly used in the businesses (Worksafe, 2018). It has been seen that the under the HSWA the volunteer associations (incorporate and unincorporated), home occupiers, and workers are not PCBU.

Duty holder refers to a person who has the responsibility of health and safety under the WHS Act. The holder has the responsibility to ensure the health and safety of employees by eliminating or reducing the risk (Lundgren, & McMakin, 2018).

(iii) The Health and Safety at Work Act is based on the Australian work health and safety law. It main purpose is to provide the highest level of protection to the workers and other person against the harm to their health. The purpose of HSWA helps the staff members to remind their health and safety (Tetrick, Perrewé, & Griffin, 2017).

It has been seen that the retail assistant has the responsibility to take care of customer needs. It is required to satisfy the consumer needs and attract the large number of consumers towards the organisation because consumers are the main drivers of the market. To satisfy the customer, it is required to enhance the quality of delivery which is done by making the performance plan (Shields, et al., 2015). The performance plan included many steps such as:

The first step of performance plan is to identify the issue which becomes an obstacle in the performance of a retail assistant.

The second step is to involve the assistant and explain them the issues. It is the responsibility of manager to explain them issues and changes which is required.

The third step of performance plan is to set the clear target of customer handling. To set the clear target, the assistant have clear pictures that he has to do with the high quality.

The company has to provide the training to the assistants so that they can easily achieve the target which is set by the manager.

The last step of performance plan is to review the performance of assistant on the regular basis so that the quality of delivery services is high.

d. Implementing an Incentive Pay Plan

These are the steps that the managers should involve in the performance plan. It helps the manager in achieving the objective of the company by attracting the large number of customer (Cardy, & Leonard, 2014). 

There are many ways to monitor the performance of retail assistants which helps the shop manager.

In this case study, the responsibility of a retail assistant is to handle the customer by providing them advice on plants and their care. The shop manager can evaluate the performance of a retail assistant by analysing their behaviour with the customer. It can also take the feedback from the customer on the basis of retail assistant services. The manager has to keep their eyes on the work of retail assistant on the regular basis. The retail assistant has to welcome the customer with his charming personality. Analysis of confidence is also helps the shop manager to monitor the performance of the retail assistant (Pulakos, Hanson, Arad, & Moye, 2015).

The shop manager can analyse the work of the retail assistant on the regular basis. The responsibility of the assistant is managing the customer or supports the company. The manager can evaluate the performance of an assistant by customer satisfaction of consumers. The company can also evaluate the performance by number of attending calls, and customer in a day. Behaviour of a manager with the customer is also analysed by the company on the regular basis (Mone, & London, 2018).

It has been seen that the performance of an employee is fluctuated which is directly affected by the performance of the company. Evaluation of performance of employees helps the Bob to analyse the strength and weakness of the employees. Bob can train the employees to improve their weaknesses which improve the performance of the employee.  It has many methods to evaluate the many methods of an employee. Peer review is the best method which helps the Bob to evaluate the performance of retail assistant. In this method, senior management takes the feedback from colleagues on some specific aspects from each other. The feedback form is classified into three forms such as excellence, good and fair. The other method of evaluating the performance is quantitative method. In this method, the performance of employee is depending on the quantity deliver by an employee and it is based upon statistics which uses to track productivity (People Streme, 2018).

A great success plan is helps the business to achieve the objective. It is require developing the succession plan to achieve the objective of the company (Half, 2018).  Employees are the main asset of the company and to achieve the objective it is required to make the effective plan to appoint the high potential employees. The succession plan consist some steps:

The first step is to make the list of each management position, and the qualification of their position.

The second step is to identify the vacant position and requirements to fill those positions.

The third step is to identify those positions that are required to fulfil always and separated them.

2: Induction, Training Needs Analysis, and Training

The fourth step is to promote the employees from their positions to the higher position but analysing their knowledge with that position.

The last step is to implement the best recruitment and hiring process by identifying the whole information related to the vacant position (Hall-Ellis, 2015).

References:

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M. (2015) Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Bratton, J. and Gold, J. (2017) Human resource management: theory and practice. Palgrave.

Brewster, C., Chung, C. and Sparrow, P. (2016) Globalizing human resource management. Routledge.

Cardy, R., & Leonard, B. (2014). Performance Management: Concepts, Skills and Exercises: Concepts, Skills and Exercises. Routledge.

Chan, V. (2015) Implications of key performance indicator issues in Ontario universities explored. Journal of Higher Education Policy and Management, 37(1), pp.41-51.

Collings, D.G., Wood, G.T. and Szamosi, L.T. (2018) Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

DiClemente, C. C., Crouch, T. B., Norwood, A. E., Delahanty, J., & Welsh, C. (2015). Evaluating training of screening, brief intervention, and referral to treatment (SBIRT) for substance use: Reliability of the MD3 SBIRT Coding Scale. Psychology of Addictive Behaviors, 29(1), 218.

Erb, R. A. (2015). The impact of reorganization of staff using the core competencies as a framework for staff training and development. The Serials Librarian, 68(1-4), 92-105.

Hall-Ellis, S. D. (2015). Succession planning and staff development–a winning combination. The Bottom Line, 28(3), 95-98.

Hill, C.W., Jones, G.R. and Schilling, M.A. (2014) Strategic management: theory: an integrated approach. Cengage Learning.

Holloway, K., Arcus, K., & Orsborn, G. (2018). Training needs analysis–The essential first step for continuing professional development design. Nurse education in practice, 28, 7-12.

Ibec. (2018). Remuneration and reward. Retrieved from:  https://www.technology-ireland.ie/Sectors/HRG/HRGuide.nsf/vPages/remuneration-and-reward?OpenDocument  

Lundgren, R. E., & McMakin, A. H. (2018). Risk communication: A handbook for communicating environmental, safety, and health risks. John Wiley & Sons.

Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.

Moyo, D., Zungu, M., Kgalamono, S., & Mwila, C. D. (2015). Review of occupational health and safety organization in expanding economies: the case of Southern Africa. Annals of global health, 81(4), 495-502.

Navarro, G., Col, R. and Phillips, C.J. (2018) Effects of space allowance and simulated sea transport motion on behavioural and physiological responses of sheep. Applied Animal Behaviour Science, 208, pp.40-48.

People Streme. (2018). Introduction to Performance Management. Retrieved from: https://www.peoplestreme.com/what-is-performance-management

Pulakos, E. D., Hanson, R. M., Arad, S., & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology, 8(1), 51-76.

Santos, P.J.D.L. &  Costa, R.S., (2016). Workers with disabilities in sheltered employment centres: a training needs analysis. International Journal of Inclusive Education, 20(7), 756-769.

Schwartz, S., Adair, K., Rehder, K., Bae, J., Shanafelt, T. and Sexton, J. (2018) 1271: The Relationship Between Work-life Balance Behaviors And Teamwork, Safety, And Burnout Climates. Critical Care Medicine, 46(1), p.619.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P.,  & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.

Half, R. (2018). What Is Succession Planning? Your Steps to Success. Retrieved from: https://www.roberthalf.com/blog/management-tips/7-steps-to-building-a-succession-plan-for-success

Tetrick, L. E., Perrewé, P. L., & Griffin, M. (2017). Employee work-related health, stress, and safety. In Handbook of employee selection (pp. 530-553). Routledge.

Thackwray, B. (2014). The effective evaluation of training and development in higher Education. Routledge.

Webb, S. P. (2018). Staff training and development. In Management Skills for the Information Manager (pp. 50-63). Routledge.

Wise step. (2016). Different training methods and techniques. Retrieved from: https://content.wisestep.com/different-methods-techniques-training-employees/

Worksafe. (2018). Health and Safety Training: Employee Induction: In-depth ?. Retrieved from: https://worksafe.govt.nz/managing-health-and-safety/getting-started/understanding-the-law/primary-duty-of-care/who-or-what-is-a-pcbu/

Wyzowl. (2018). 6 Popular Employee Training Methods (With Examples). Retrieved from: https://www.wyzowl.com/employee-training-methods/