Quiz-1

Course: HRM-380

Name: Nahidul Jaman Pranto

ID: 1512336030
Section: 03
Fall 2020
 Answer to the question no: 1
employee relations are worried about overseeing and keeping up the employment relationship,
which includes taking care of the compensation work deal, managing work practices, terms and
states of business, issues emerging from work, giving workers with a voice and speaking with
employees. Basically employee relationships are essentially about the compensation work deal
the understanding was made between two parties which is employers and employees whereby
the formal undertaking done by the letter and mentioned about the pay for the job. On a very
basic level, employers willing to want employees will do work what employers told them
without being excessively expensive. Employees want a state their work is so sorted out and
including their terms and states in terms of how much they are rewarded They need great
working conditions, job security of employment , a solid and safe workplace and the degree to
raise and resolve complaints.

The reason behind the employee relations is to accommodate viable and predictable techniques
for rule-production, consistency in managing representative relations issues, decency, forms that
can influence and improve worker conduct or instruments to determine contrasts.

Frame work for analyzing employment relationships:

High pay with low commitment – where the pay structure is so high but commitment of work
is low as like ex: Bodyguards or stockbrokers.

High pay high commitment- where the pay structure is high as well as commitment is also high
ex: IT engineer of Microsoft Corporation.

Low pay low commitment: where there is low pay as well as low commitment as like examples:
consultant and workers as commodity.

Low pay high commitment- where the low pay with high commitment examples; restaurant
chef, chemist.

Pay model frame:

Compensation objectives: system of compensation are designed and organized in any industry
the basic objectives are,

Efficiency: basic objectives are improving employee performance, increasing their quality, held
the customers. Maintain the workers cost.
Equity: equity is the major to remuneration framework. Its offering reasonable treatment to all
the representatives and offering a reasonable day pay for a reasonable day work. Equity is stand
for the fair treatment for all workers.

Compliance:

Compliance is adjusting in different state of salary regulation with legislation process. But in
these objectives some laws and regulation need to be changed so that compensation policy will
be according to in this law.

Pay techniques:
Pay Techniques make up the compensation framework in the association. Strategy attaches the
four fundamental strategies to pay destination internal alignment is ordinarily settled however a
succession of methods that begins with investigation of the work done and the individuals
expected to do it.

The pay techniques delineate connections among employments and aptitudes or skills inside an
association. It depends on the general significance of the work in accomplishing the
association's destinations. The decency objective in the compensation model influences worker
perspectives and practices just as the association's administrative consistence. The arrangement
of methods is to characterize the pertinent labor markets in which the business contends, lead
studies of other managers' compensation, and utilize that data related to the association's
approach choices to create a pay structure.

Answer to the question no: 2

The four policies are internal alignment, external competitiveness, employee contributors,
management.

Internal alignment: refers to the correlations among occupations or aptitude levels inside a
solitary association. Employments and relationship building abilities' are analyzed regarding
their relative commitments to the association's business destinations.

External competitiveness: refers to the connections outer to the association, its examination
with rivals. A few employers may set their compensation levels higher than their opposition,
planning to pull in the best candidates.

Employee contributors: the relative accentuation put on execution. This is viewed as when
bosses need to separate compensation among representatives in a similar activity or with similar
aptitudes dependent on contrasts in execution or rank based on the seniority.
Management: Management ensures that the right person gets the right compensation with
achieving target with the correct manner.

While it is conceivable to structure a framework that depends on inside arrangement, outer

seriousness, and worker commitments, the framework won't accomplish its goal except if it is
appropriately overseen.

In my judgment about these four policies I would refer management policies because in internal
alignment Pay connections inside the association influence each of the three remuneration
destinations.

To stick with organization

Look forward more responsibility

To be more adaptable by putting resources into extra preparing

Motivating representatives to pick expanded preparing and more prominent duty in managing
clients, inward compensation connections in a roundabout way influence the abilities of the
workforce and henceforth the effectiveness of the whole association.

In external competitiveness, few employers may set their compensation levels higher than their
opposition, wanting to draw in the best candidates. External competitiveness influences both
proficiency and reasonableness, and it must do as such in a manner that agrees to important
enactment.

In employee contributors, compensation likewise influences decency in that workers need to

comprehend the reason for making a decision about execution so as to accept that their
compensation is reasonable. Employee contributor’s policies may some employee gets
demotivated about the policy because of the pay system or structure gets based on the seniority.

But management, policy drive with fair ways while it is conceivable to plan a framework that
depends on inside arrangement, outer intensity, and representative commitments, the framework
won't accomplish its target except if it is appropriately overseen. Management policy
understands that conveying how the compensation framework functions are work and doing its
ethical ways. Management policy is achieving the target to the correct way doing the right thing
with honesty management always treated fair treatment with all employees who achieving the
target with ethical ways.
 Answer to the question no: 4
The conversation between advertisers of best practice and best fit methodologies has started
across the board discussion in the human resource management. The arrangement of HR policies
acquainted lead with high inspiration and better representative duty.

Best fit HRM procedure brings about accomplishing upper hand. The best-fit model underscores
that HR procedures and organizational techniques must be adjusted. As it were, it is critical to
ensure the HR procedures are reasonable in various conditions alongside the way of life and
operational procedure too. The administration should think of vital changes from exercise
realized by what may be appropriate and significant so as to fit the association generally
speaking. It seems to be seen that culture, structure, innovation, conduct and procedure of work
sign are treated as the models in the investigation of the business needs of the association.

Best practice defenders express a pack of HR Policies which incorporate reward framework.
Which implies that it mull over those packs of HR practice that can be applied in the vast
majority of the hierarchical setting to build execution that assists produce with better result. The
best-practice model depends on the possibility of predominance of the authoritative performance.
Significant HR rehearses which are work security, particular employing, self-guided groups, high
pay dependent upon execution, preparing, decrease of status differentials and sharing data.

To put everything in circumstances, the two models offer associations incredible assets for
forming Human resource management. There won't be any total decisions on which approach
works best, yet best-fit models works better in by and large, as it has a colossal intrigue to the
HR professionals because of the way that it positions them as the primary level key accomplices
during the time spent administration dynamic.