Proposal Plan Essay

The purpose for the establishment Riordan Manufacturing is to stay put in a dynamic, self-motivated and energetic business enterprise environment. Riordan Manufacturing is a successful business looking to come about overall presentation and place the company for potential expansion. In entrap for this to follow through, a total rewards program needs to be created. The incentives and allowance plan, must connect with the intents of the organization. A solid rewards program allow for attain motivating in the spurt place. As the text states, the nonions that rewards argon doer to motivate employees assuming that the rewards be distributed fairly. Rewards bumpm to be part of numerous different perspectives in motive. (Shani & Chandler, 2009, p. 8)The most important part argon the employees in this organization, and sadly the motivation is non up to par. Employees who lack motivation, insinuates that employees are not receiving proper rewards. Instead of management focusi ng on unaccompanied cardinal specific part of a department, they should rather work together towards a solid vision for the business. Presently, there is room for opportunity, to actually analyze the man Resource Management clay and see what are the problems which are tip employees to show lack of motivation. (Riordan Manufacturing, p.2) Through various research, employees and outside sources, especially piece Capital Consulting firms, believe that financial fee is lower than market value. Employees are also not comprehending how recompense intertwines with job performance. 2003 to 2004 surveys show that employees think that pay connects to seniority. (Chen & Hsieh, 2006, p.13)Adding to standard compensation, individual rewards are not well connected to performance. For example, departments analogous IT and R&D focus the sales force and rarely see no return. The lack of proper positioning for financial compensation and work performance is causing confusion and affecting the motivational problems. Riordan Manufacturing needs to avow that employees views need to be considered. Hence why the distance in collar between the employees and the business needs to be fixed.Alterations to financial compensation brush aside be expensive. The consultant from Human Capital Consulting the reward and compensation strategy needs to be fully reformed. The total cost of the reward corpse alterations are about $175,000. Since the business has been dealing with sales declining an investment of that bearing would put the organization at a high risk. (Gross, 1994, p.1). Even though it has to deal with that expense the organization has the chance to compete better in the market and lessen the risk of losing employees to other businesses due to financial compensation formats. This problem can be resolved if the management team at Riordan Manufacturing lodge ins into consideration the cause of external competition. Key objectives to consider are to get through certain that the pay is enough to attract and sustain employees. If employees do not see that their pay is competitive compared to what other organizations are giving for the homogeneous type of work, then that might cause for the employee to leave.Even though employee motivation and financial compensation are viewed as big problems for Riordan, the business cap dexterity to form attraction and have a bun in the oven occupational group enhancement has been weakening. The problems can be caused by the lack of Human Resource Management in the business strategic human capital management, with a failure by leading to form a successful culture that aids the business objectives. As the business sets itself straight and alters its strategy, it go out be vital to effectively rail in employees and make certain that they are set for the challenges that come their way. Sadly, motivation issues are harming the business and may affect the strategic changes. Examples of the weak culture and employe e maturation are seen in the Research & Development and IT parts of the organization. Each division contributes to the success of the business but receives rarely any recognition, whether it is pay or just an overall recognition.Riordan Manufacturing has the chance to brace the culture and form a complete employee development system that supports the enterprises vision and goals for the future. To add to this the business has the ability to explore other areas aside from the financial compensation to augment employee motivation and job satisfaction. Executing a passage development system volition not be enough for long-term enhancements. Management at Riordan Manufacturing will need to center on building situations that practice career development. (Mason, 2000, pg. 22)Employees at Riordan Manufacturing have different interests. These interest can include financial compensation, career enhancement or development, strong and effective communication and of course support from the management team. Employees have the right to be rewarded fairly and be adjudge for their efforts and hard work to the organization. To add to this, employees have the right to be include in the organizations culture instead of being part of teams that are divided up. This usually leads to a lack of direction. Employees crave cooperation, a challenging functional environment and dedication. Thats why effective end state goals would be to make certain that employee motivation is being measured effectively. Also, form career development plans and spot out important achievements within the business.Not only employee motivation should be worked on, but also set up a comprehensive rewards system. The reward system will give employees the chance to take charge of their reward as well as form a spot to market benefits that pertain to Riordan Manufacturing employees. An internal web application should be created by HR. (Donavan, 2005, pg12) The system will center on benefits administratio n, cross-function team goal management, and incentive rewards tracking systems. Employees will have the option of reviewing their benefits and make alterations on their time. Also, managers will be able to appraise the improvement and donations made by cross-functional teams. Sales statistics will also be part of the reward system to keep track of sales performance.Riordan Manufacturing needs to restructure its employee compensation program. This means, that the organization needs to first acknowledge that employee motivation is low. From there, increase it, by honour employees for a job well done. Acknowledging them in front of their employees, and even bonuses will be nice. Flexible schedule is so important. Basically, re-evaluating everything to make certain that employees are feeling valued.ReferencesChen, H.M., Hsieh, Y.H. (2006). Key Trends of the Total Reward System in the twenty-first Century. Retrieved January 5, 2013 from, http//cbr.sagepub.com/cgi/reprint/38/6/64 Donavan , D. (2005). Dont choke up bosses from extra perks. Employee Benefits p9-9, 1/4p, 1c. Retrieved from EBSCOhost Database. 18382022 Gross, S.E., Paul, B.N. (1994). Missing links?. Across the Board Vol. 31 Issue 2. Retrieved January 15, 2013 from, EBSCOhost Database. 9411170727 Mason, J. (2000). Getting Paid For Giving Advice. Financial Planning Vol. 30 Issue 6. Retrieved January 11, 2013 from EBSCOhost Database. 3182580 Riordan Manufacturing. Retrieved January 3, 2013, from http//riordan-manufacturing.ciiio.com/Shani, A.B. R., Chandler, D., & Coget, J. (2009). Behavior In Organizations An Experiential Approach (9th ed.). Retrieved from The University of Phoenix eBook disposition database.