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4.1 Reward Strategy Framework Proposed

Total reward strategy framework suggested by CIPD are proposed here as it are one of the
most complete frame work and holds characteristics approached such as holistic, best fit,
integrative, strategic, people-centred, customized, distinctive and evolutionary.

4.2 Solution to Challenge and Weakness of Current Reward System

Maxis had been provide a reward system that been covered partially on financial and non-
financial reward. Maxis reward its human resources generously with based pay and variable
pay. However, it lack of benefits and share ownership for its human resources based on CIPD
framework, that make its total remuneration appear to be weak. Hence, causing Maxis unable
to retain its human resources in the organization. On top of that, financial reward such as
based pay and variable pay easily being copy the competitor and make Maxis to have a
normal reward system like other company do.

Benefits proposed here would be cover medical support such as panel doctors, dental,
psychology session, life insurance and medical insurance. Panel doctors, dental, life and
medical insurance appear to be a common package offer by most big organization. Panel
doctors and medical insurance proposed here would be different as it offer more complete
package which include the employee spouse and his/her children. Such benefits able to
reduce human resource burden over his/her family and create more loyalty on the human
resources. Psychology session would be good for those who are facing huge pressure and
stress in the work. Hence, psychology session can be offer per department or individual basis.

Share ownership indeed will increase the organization expenses significantly. However, it’s
not deniable that it does offer a mind set to human resources that how much the organization
did entrusted him/her. Thus, it will create enormous loyalty and motivation in human
resources. As it involved significant cost to the organization, concerned share ownership will
only be given on particular individual. This may base on its importance to company or top
management level.

In non financial reward, Maxis do offered a great package of non-financial reward by


offering work related and soft skill trainings, opportunity to further self enhance, career
opportunity and quality of work life. However, this non-financial reward package lack of
recognition. Recognition here referring to recognition from top management on human
resource effort whether is departmental recognition or individual recognition. This
recognition given will enhance motivation level among the human resources and improve
work quality. However, top management should also aware and prevent emerge of certain
situation of most important department in the organization. There is no such most important
department in an organization as every department play its roles and served its purpose.

Career opportunity currently practice by Maxis can also be improved. Instead of worry of
human resources leaving the company and lack of quality work force in the company, Maxis
can insert mentor-mentoring culture in the organization. Each human resources in Maxis will
have a close work relation with their subordinate. Meaning this will enhance the learning
curve and experience transfer from senior to junior. Such practice also allows a subordinate
well understand their superior job scope and able to replace them if concerned human
resources had left the company.

4.3 Implementation

In order to implement new components of reward system and formed a new and effective
total reward system, there are several steps involved. There are initiation, human resource and
market survey, outsourcing, reward introduction, monitoring and feedback, summarizing and
implementation.

4.3.1 Initiation

A meeting involved key person such as top management and finance are required to discuss
in detail on the new reward package. An estimation budget and available resources from the
organization are also required to be discussed and confirm prior the following step of the
implementation. Idea and input from top management on their department is important to
give human resource department better understanding on current situation, behaviour and
expectation of human resources.

4.3.2 Human resource and market survey

A survey will take place to study more detail on the human resource in the organization and
current market offered reward package. Information received here will then be the guideline
for human resource department to form a solid package such to total insurance coverage,
percentage of share giving, form of recognition and others.

4.3.3 Outsourcing

Once the packaged had been formed and identify, outsourcing will be implement to search
for suitable supplier. Supplier such as insurance provider, panels’ doctors, psychologist and
others will be listed out and short listed to seek for the best and most suitable quotation given
and based on budget given.

4.3.4 Reward introduction

Reward introduced to the human resources is a one way journey and not removable as it will
greatly reduce the motivation among them. However, reward introduced departmental and
individual practice can be introduced first and monitor the effectiveness. Such reward is able
to be removed if concerned action is not effective enough to show any improvement.

Reward may introduced by memo or announcement made by human resources to every


department officially. During the introduction, organization concerned on human resources
will be strongly introduce as concerned and recognition from top management to human
resource. This will alert every single human resource in the organization and create
motivation and loyalty.

4.3.5 Monitoring and feedback


Human resource department will monitor over new reward components for effectiveness. The
effectiveness can be measure by performance of human resource, human resource turnover
rate and input from top management over their own department.

Human resource will also seek for feedback from human resources on implemented new
reward component and quality of outsource services.

4.3.6 Summarize and analyse the effectiveness

From the monitoring and feedback received, human resource department will summarized
and analyze the effectiveness of the new reward component implementation. A meeting will
be call involved all top management and result of the analysis will be share. In the meeting,
decision to continue of discontinue the reward will be decided (only limited to departmental
and individual reward only).

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