Steel Co Human Resource Report Essay examples

3657 Words 15 Pages
Table of Contents

Background 1
Aim 1
Objectives 1
Limitations/Scope 1
Evaluation of Steel Co Performance and Reward System 2
Performance and Reward management Tools 3
Pay Structure 5
Performance and Reward for different groups 6
Conclusion 7
Recommendations 7
References 8

The company Steel Co, which has been established for around 30 years, has been in a steady decline during the current recession and although a Divisional Director has been employed by the owner the fortunes of the company have not improved. The staff is unhappy, unproductive and unimpressed by the Human Resource system that currently exists in the company. The pay structure that currently exists within the organisation has been much debated
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could use to improve their management and reward system.
3. Evaluate how different performance and reward strategies might be appropriate for different groups of the organisations.
4. Make recommendations to the Divisional Director and owner based on the conclusions of facts that have been drawn.
The research that will be conducted will be cut short by time constraints set by the submission date. Therefore not all Performance and Reward Management tools available will be evaluated. The author’s limited linguistic skills will also hamper the report.

Evaluation of Steel Co Performance and Reward System
Performance and Reward systems in organisations are deployed in order to measure and reward staff for performances. Due to the economic recession and difficult trading period the owner of the company has imposed a pay freeze during the last 3 years. The overall terms and conditions for employees is less than admirable compared to other similar companies such as Tata Steel, as can be seen through there being “no occupational sick pay scheme” within the company. Tata Steel employs an “Employee Assistance Programme” (Tata Steel website, 2015), as can be seen on the website (, which supports staff throughout the year on a number of issues. Employees feel that “in general the firm is a poor employer.” This is reflected in high level of absenteeism which may be contributed to the poor atmosphere within the

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