For more than 15 years you have been a human resources manager at a regional health centre that employs a combination of unionized and non-unionized workers

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For more than 15 years you have been a human resources manager at a regional health centre that employs a combination of unionized and non-unionized workers. Your company is home to more than 300 employees, ranging from doctors and to nurses, to caretakers, clerks and administrators. 

 

The hospital has been affected deeply by government cutbacks in funding and rising costs of carrying out core business, leading to a reduction in employee morale and a rise in burnout-related stress leave and employee attrition. The result is a skills shortage and an inability to recruit employees when compared to competitor firms. You have already rationalized your approach to demonstrating the need for a new total rewards system, and built on that work. You have also prepared a communication to the stakeholder group outlining your intentions. Your team has adopted a new job evaluation process aligned to your new rewards system and has shared the individual assessment framework with the employee team.

 

Your final step in this intricate process is the implementation of your plan. You will outline the steps that you will take to put all of the tools and plans into practice, including fully integrating key projects from past assignments in the course. You will also highlight a number of elements of your plan including the metrics that you will use to evaluate your system, the frequency of evaluation and how success will be measured.

Note that a total rewards system is not a piece of software. You are not implementing new technology. Please refer to the definition from our course material. Make sure to fully apply the course concepts to the case. Personalize your plan. Make sure to add case details and take into account the case context when formulating your plan. 

 

For Preparation: 

1. submit a  word executive summary of the goals of your new total rewards system, explaining what it is to achieve.
2. submit an additional  word written rationale that outlines the critical path of how you will roll-out your plan. Include benchmarks, timelines, action items and who will be responsible for each step.
3. submit a set of  metrics that your team will use to ensure that the chosen system is achieving the goals that you set out to realize. Explain how each metric links directly to a goal of your plan.
4. The assignment details should be captured in pages in a format as described, with information that presents the key considerations of implementing your planned total rewards system.

 

After reading the above paragraph which is about the Im a manager for about 15 years in a health center that employs unionized and non unionized workers. Wit 300 employees ranging from doctors to nurses. 

 

And for preparation I need to answer this. 

 

 

 

Question. What is the executive summary of goals of your new total reward system, explaining what is to achieve. 

 

Ans. 

 

?? I what recently happened at the hospital that been affected by the government cutbacks in funding in rising cost. It is become difficult to hire another employee because of this it also reduce the skilles worker in the hospital .

 

?? After the hospital has designed and implemented a systematic performance appraisal system and provide an adequate feedback to employees it will lead to corporate reward appraisal 

 

REWARD SYSTEM: 

 

?? Job effort and performance - the effort and the performance would be expected to increase when they felt that rewards  were contingent upon good performance in this reward system it serves a motivational function. 

 

?? Attendance and Retention- In this reward system you have been shown to influence the employees decision to come to work or to remain with the organization. As the hospital suffers from the skilled worker it is important to implement this reward system cause it will gave them the benefit of doubt with their employee to have a loyalty in the hospital. 

 

 

 

?? Employee Commitment to the organization- Its been proven that this kind of reward system in no small wat influence employee commitment to the organization primarily to the exchange process. 

 

Having a commitment of one or more employees in the organization will lead to a better outcome. Problems may resolve if it happens 

 

 

 

Question 2. What is the rationale that outlines the critical path of how will roll out your plan. Include Benchmarks, timelines,  action items and who will be responsible for each step. 

 

 Ans. 

 

??The critical path method is a technique that's usee by project managers to create a project schedule and estimate the total duration of a plan. 

 

?BENCHMARKS 

 

?? Organization are expanding their view of well being- In an organization wellness and well being budget of the employees it is designed to promote physical health for the employees in the organization. 

 

?? Relying on Numerous External Vendors to Meet Employee Needs- Each organization suite of total rewards offering grows to meet the needs and expectations of an increasingly diverse workforce just like the hospital who have reduce employees. 

 

?? Organization Centralize Total Rewards and Employee Experience- Boardening of organization perspectives of employees health and wellness. And the growing number of the skilled employee to work in the organization 

 

?TIMELINES 

 

?? A goal or incentives -from 1 to 2 quarter of the year to be given with the employee

 

??A source of satisfaction- A couple of months if we will meet our targets in providing reward system 

 

??instrument for gaining other desired outcomes - basically it is process to achieved it.

 

??standard comparison for determining relative standing or worth - 2 to 6 months is is possible to achieve it. 

 

?ACTION ITEMS 

 

?? Variable Pay- 

 

??Bonuses- 

 

??Profit sharing- 

 

Responsible for each step are the Hr personnel that will handle the project plan even the other department such accounting and finance can help from this. 

 

Step-by-step explanation

Question no. 3 What 8 -10 metrics will your team will use to ensure that the chosen system is achieving the goals that you set out to realize. 

 

Explain how each metric links directly to a goal of your plan 

 

 

 

Ans. 

 

The properly truck, evaluate and analyze  an employee performance it is a crucial to implement key performance metrics. 

 

1-10 metrics

 

 1. Work quality - quality over quantity sounds like a cliche but quality trumps quantity in achieving the reward system it will help them achieve it. If they work with quality 

 

 2. Time management - unreasonable deadlines can encourage lackluster performance and corner cutting reasonable employee workloads can improve quality of work. The hospital needs it if they implement the good time management it will reduce employees from resigning. 

 

 3. Employee Efficiency - An effective employee in an organization is a good fruit for an employee making sure not to waste every single time to perform his task well 

 

4.Training - The willingness to participate in new training programs is a critical performance metric 

 

5.Team work-is a key performance metric in todays modern organization 

 

6.New Initiatives -The willingness of an employee to be creative 

 

7.Effectiveness- is an employee performance metric focus on assesing the employees ability to slove work.

 

8.Innovation-It is a crucial to mention how innovative the organization workforce 

 

9. Individual Goals- Employee goals speak for themselves whether or not employee meets their individual work goals 

 

10. Motivation - the willingness of employees to be motivated enough in his task. Will help the organization as  well 

 

 

 

Question 4. The assignment details should be captured with information that presents the key consideration of implementing your planned total rewards system. 

 

 

 

Ans. 

 

??Assessing the current compensation and benefits strategies that you give to your employer 

 

?? Asking for input during planning and development in giving reward system 

 

?? Use your teams Ideas and feedback to drive the design 

 

?? Integrate and monitor the total rewards system 

 

?? Evaluate and measure the effectiveness of the strategy 

 

 

 

? in recent years it has given a way a total rewards system which encompasses not only compensation and benefits but also personal and professional growth opportunities in motivating the working environment. 

 

 

 

? company size naturally introducing a total reward system in a small to medium size company will require fewer logistics