Riordan Generic Benchmarking

Riordan Generic Benchmarking

University of Phoenix

Our learning team will look at elements of an good employee relations program. In many businesses the employee motivation mover plays a significant part in the success of daily operations. To understand what makes employees work effective and to keep morale high, we researched central Human Capital Development course concepts, and benchmarked several companies to bear its methods.

First, create a c areer schooling planning model that incorporates attention to key development success factors. Then evaluate compensation and motivation practices as they relates to organisational strategy. Finally, the material will discuss the impact of ethics on the determination of compensation and rewards systems. Collectively each topic plays a key role on establishing the environment that would be associated of a successful business with high turnover rates and enlarge sales production. Riordan manufacturing is looking to secure a new circumspection structure to fit these aspects for each of the three demographics within the organization.

Employee Relations Program

According to Gilberg (2010), the key elements of an effective employee relations program include:

communications, which are effective at all levels of the organization;

compensation, which is motivational, fair and competitive;

employment policies and practices, which are clear, consistent and current;

supervisors and managers, which are technical in managing human resources;

effective employee cream and layoff systems;

employee involvement programs and a system of checks and balances.

These elements are used to assist the employer in educate and give the new employees the security he or she need, which he or she will have good attitudes and help the participation be in which he or she need to be.

Selective recruiting is not being used to its full strength at Riordan. If incorporated, it could help in finding employees with the best attitudes...

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