Performance Management And Rewards

Performance Management and Rewards
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Performance Management and Rewards – Individual Assignment (10 marks)
A major US electronics manufacturing services (EMS) company recently had to implement a corporate-wide business transformation process throughout the organization including overseas subsidiaries. This organizational development initiative is to enable the organization to transform its current capabilities in order to be more competitive in the industry. As companies move upstream with technology, they have also initiated various outsourcing activities to EMS companies. Besides mass production, EMS companies undertake services in design work (Original Design Manufacturer) and technical support activities especially after-sales on behalf of their clients’ products. In order to perform such higher value added activities, there needs to be change in the structure including the setup of a design center to cater to producing more creative design works for their clients.
Singapore, being an Asia regional headquarters, was responsible for ensuring that the efforts were successfully implemented in all the Asian sites. The internal Organizational Development (OD) teams were activated for this massive business transformation project. With the business transformation exercise, reorganization of the various functions took place whereby new positions with specialized competencies were required as a result. New positions of Design Engineer, Technical Support Engineer were added to the typical jobs in an EMS company. Design and Service Centers were added as new departments to provide better focus on these specialist competencies to complement the company’s business. Design Engineer helped their customers to build new design as a Original Design manufacturer and customers will buy the design and plan for mass production by them, thus extending a suite of services to be provided by the EMS company, To provide value-added services like Technical Support, the Technical Support Engineer seeks to provide responsive problem solving and troubleshooting to help end users with their technical issues for electronic products like walkie talkies. Besides these new positions, the company also wanted to focus more aggressively on acquiring new business by setting up a new department consisting of Business Development Managers and Directors who were titled Business Unit Managers (BUMs). These BUMs were responsible to actively seek new clientele for mass production businesses as well as partial development businesses in design and value-added services of technical support services. With this reorganization and creation of new positions, the management felt that there should be some follow-up actions from Human Resource Department in order to maintain internal equity within the organization through the salary structure.
By adopting the Pay Model, explain the whole process of ensuring the internal pay structure is aligned fairly and efficiently within an organization across different functions.
Support your answer with explanation on one appropriate job evaluation method for: a) at least one management position like Operations Manager, b) either one specialist position like Design Engineer/Technical Support Engineer or one sales position like Business Unit Manager(BUM) and
c) one administrative position like Assistant Manager, Purchasing.
The whole process of design of the internal pay structure should encompass the following considerations:
• The strategic perspectives, objectives and the design of the internal reward management structure.
• Vision and mission of the organization should be stated as business strategy is derived from it.
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• Rationale of the business and reward strategy
• Demonstrate the techniques linking job analysis (job descriptions and person specifications) to eventual job evaluation method.
• Illustrate only one appropriate job evaluation method and provide reasons for the choice of the method.
• Examine at least three positions – 1) Operations Manager, 2) either Design Engineer/Technical Support Engineer or BUMs and 3) Assistant Manager, Purchasing within the organization structure.
• Determine the final job structure(s) as appropriate according to your assessment.
• The end structure showing evidence of your understanding of job analysis-job description-job evaluation process.
• Sample Job Descriptions of Operations Manager, Design Engineer/Technical Support Engineer, BUM, and Assistant Manager, Purchasing are provided for your reference.
• The intent of this individual assignment is to assess the student’s competency in applying the holistic approach to the creation of an internal pay structure within a company. The specific technicalities of the specialist jobs will not be seriously scrutinized.
• The whole process should be documented with a maximum of 2,500 words using single line spacing in Times New Roman, font 12. Appendices are to be excluded from the word count.
• Although the weightage of this individual assignment is 10%, it will be marked over a 50-mark scheme