Total Rewards Assignment Human Resources Management (HRM) Please include calculation tables to support analysis and proposal.These are the complete questions:You are required to:1. In line with the SHRM Body of Competency and Knowledge for the functional area of Total Rewards, provide a detailed proposal on what you will do as an HRBP in suggesting a re-designed Compensation and Benefits system/scheme of Big Boxes Sdn Bhd to assist with the operator headcount ramp up requirement. Detail out what research you will use, what referencing of external competitor data or industry data or geographic data or overall positional data.2. In line with the SHRM Body of Competency and Knowledge for the functional area of Total Rewards, provide a detailed proposal as the HRBP on what your Rewards & Recognition strategy will be to help curb the creeping attrition.3. In line with the SHRM Body of Competency and Knowledge for the functional area #5 of Total Rewards and #2 of Talent Acquisition; provide your proposal as the HRBP on key elements to help cater for the large number of vacancies, improved catchment and conversion strategies plus suggested ideas and concepts for new recruits to move towards OJT.* Where information is missing you should ad lib and be creative; as long as all items are backed up with supportive assumptions and rationale.This is the case brief:Executive Master of Human Resources ManagementAssignment 5 – Total RewardsINDIVIDUAL ASSIGNMENT – total assignment words approximately 830 words per question (plus appendix).Brief:Situational background*:You are appointed as the new HRBP to Big Boxes Sdn Bhd (BBSB), a leading manufacturer and distributor of cutting edge packaging material. BBSB has been in operations for over 15 years with a total workforce of 2,730 persons ranging from Operators, Technicians, Supervisors, ATM, Manager and Top Management. A mixed cultural workforce with locals and foreigners. The workforce is made up of 85% Operators, of which 65% are foreign workers from Nepal, Vietnam and Indonesia.The Covid-19 pandemic has brought about significant challenges for the business, and these can be arranged as:1. Significant growth and customer demand pressure on the business – BBSB client orders have doubled since October 2020.2. The 2-year orders forecast highlight another 50% growth year on year.3. The Operator attrition rate is creeping to 23%, which was previously at 9% only.4. Current Vacant positions are 268 to be immediately filled.• 220 of these vacancies are for operators (please note that all new employees require a minimum of 3-days orientation training plus 21 Days technical training and 6 months OJT onboarding.)5. The government has restricted: no new foreign workers can be recruited until further notice.6. The last four (4) weeks of recruitment activity has the following spread:6a. Operator applications received 1280;6b. 1036 confirmed offers to start work and do Covid-19 tests6c. 227 attended on-site for test and start work – (each test costs rm180)6d. 21 Started Technical Training.7. All companies within the sector increased recruitment activity to similar levels.8. Ideally suited person to positions: female with good eyesight and aged between 21 – 35.9. Each 21-day production cycle with 40 operator vacancies has an opportunity cost of lost revenue equal to rm750,000The current operator compensation structure is:• Basic pay: rm1,200• Shift Allowance: rm120 pm• Night Shift All: rm 12 per shift• Makeup Allowance: rm 150 pm• Attendance Bonus: rm 160 pm• Microscope Allowance: rm 50 pm• Shift Meal Allowance: rm3 / shift• 13 Month contractual bonus• Transportation to and from work provided.• Annual Leave: Continue to order Get a quote Post navigation Hello Tutors, Lessons 1 & 2 The Nature of Culture Identify a contemporary U.S. subculture group and report on the ways in which the group varies f

Total Rewards Assignment Human Resources Management (HRM) Please include calculation tables to support analysis and proposal.These are the complete questions:You are required to:1. In line with the SHRM Body of Competency and Knowledge for the functional area of Total Rewards, provide a detailed proposal on what you will do as an HRBP in suggesting a re-designed Compensation and Benefits system/scheme of Big Boxes Sdn Bhd to assist with the operator headcount ramp up requirement. Detail out what research you will use, what referencing of external competitor data or industry data or geographic data or overall positional data.2. In line with the SHRM Body of Competency and Knowledge for the functional area of Total Rewards, provide a detailed proposal as the HRBP on what your Rewards & Recognition strategy will be to help curb the creeping attrition.3. In line with the SHRM Body of Competency and Knowledge for the functional area #5 of Total Rewards and #2 of Talent Acquisition; provide your proposal as the HRBP on key elements to help cater for the large number of vacancies, improved catchment and conversion strategies plus suggested ideas and concepts for new recruits to move towards OJT.* Where information is missing you should ad lib and be creative; as long as all items are backed up with supportive assumptions and rationale.This is the case brief:Executive Master of Human Resources ManagementAssignment 5 – Total RewardsINDIVIDUAL ASSIGNMENT – total assignment words approximately 830 words per question (plus appendix).Brief:Situational background*:You are appointed as the new HRBP to Big Boxes Sdn Bhd (BBSB), a leading manufacturer and distributor of cutting edge packaging material. BBSB has been in operations for over 15 years with a total workforce of 2,730 persons ranging from Operators, Technicians, Supervisors, ATM, Manager and Top Management. A mixed cultural workforce with locals and foreigners. The workforce is made up of 85% Operators, of which 65% are foreign workers from Nepal, Vietnam and Indonesia.The Covid-19 pandemic has brought about significant challenges for the business, and these can be arranged as:1. Significant growth and customer demand pressure on the business – BBSB client orders have doubled since October 2020.2. The 2-year orders forecast highlight another 50% growth year on year.3. The Operator attrition rate is creeping to 23%, which was previously at 9% only.4. Current Vacant positions are 268 to be immediately filled.• 220 of these vacancies are for operators (please note that all new employees require a minimum of 3-days orientation training plus 21 Days technical training and 6 months OJT onboarding.)5. The government has restricted: no new foreign workers can be recruited until further notice.6. The last four (4) weeks of recruitment activity has the following spread:6a. Operator applications received 1280;6b. 1036 confirmed offers to start work and do Covid-19 tests6c. 227 attended on-site for test and start work – (each test costs rm180)6d. 21 Started Technical Training.7. All companies within the sector increased recruitment activity to similar levels.8. Ideally suited person to positions: female with good eyesight and aged between 21 – 35.9. Each 21-day production cycle with 40 operator vacancies has an opportunity cost of lost revenue equal to rm750,000The current operator compensation structure is:• Basic pay: rm1,200• Shift Allowance: rm120 pm• Night Shift All: rm 12 per shift• Makeup Allowance: rm 150 pm• Attendance Bonus: rm 160 pm• Microscope Allowance: rm 50 pm• Shift Meal Allowance: rm3 / shift• 13 Month contractual bonus• Transportation to and from work provided.• Annual Leave: Continue to order Get a quote Post navigation Hello Tutors, Lessons 1 & 2 The Nature of Culture Identify a contemporary U.S. subculture group and report on the ways in which the group varies f

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