Essays on A working outline for Riordan Manufacturing and Riordan Generic Benchmarking Essay

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A working outline for Riordan Manufacturing and Riordan Generic Benchmarking Elements of an effective employee relations manger He or she should be able to examine the driving goals that that hinder effective human resource management. He or she should be able to have a strategic perspective that will evaluate the issue that touch on organizational effectiveness (Moreni, 2009). He or she should be able to determine which organizational behavior is good for the proper management. He or she should be able to identify factors that can be related to effective policy development with regards to proper management of employees.

1) Introduction to the problem 2) Different approaches that are used in bench marking 3) Correcting the unexpected 4) Xerox – The continuous evaluation of the immediate environment. 5) Offshore outsourcing- Use of the best strategies for this application. 6) The thoughts and practices that are applied by most of the leaders in this business. Compensation strategy is very different from motivational practice with regard to an organization strategy. Compensation practices only give the workers a sign of being insured in case things go wrong (Moreni, 2009).

As in any business venture, this might not be certain. On the other hand, Motivational practices take place when the manger give incentives to the workers that helps them the assurance that they are doing a good job and are in a good working relationship with the manger. This can be in form of incentives. The ethics of the compensation and reward strategy should be planned in a well thought out manner. The criteria that this people receive this compensations should be well thought out and planned (Moreni, 2009).

It should be practices that take place in the open to avoid ant inconvenience. The past history of the employment is a key factor when carrying out this kind of practice. The manger should be able to determine inappropriate compensation where the person is paid for what he did not do and there usually many cases of this kind. He should have a clear record to facilitate appropriate compensation. With regards to reward, there should be proper criteria for receiving the rewards and this is through the differentiation of the different categories of rewards.

The manger should be well equipped with the method the employee can receive the reward. References Moreni, K. (2009). BenchMark for Orgainzational planning. New York: Springer.

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