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1. Remuneration refers to the total pay and benefits that are offered to an employee in exchange for their labor. In the organization the objective of remuneration system are related to the objective of the whole organization. (1) To attract sufficient suitable employees; (2) To motivate employees to improve their performance, or deal with poor performers; (3) To reducing costs. When establish the objective of remuneration system, we should notice three point:(1) In the organization we can use excellence payment system and the level employer enjoy employee work hard for motivation staff.(2) For attract and retain excellence staff to finish the objective of the organization, the organization should have some competitiveness compare with other organization. (3) The remuneration system should reflect fair (include inside and outside) for avoid staff come dissatisfied.In the organization they also exist many constraints in remuneration system. An organizations approach to remuneration will be influenced by a variety of external and internal constraints.(1) The organizations finances. When the organization prepare implement some plan, if they dont have enough money it will influence the plan implement. The organizations finance will also influence the remuneration system. If the finance situation is bad, the remuneration may be easily and simple(2) Labor market supply and demand. If the market supply is shortage and the demand is increase. The remuneration system will more effectively and good for the employees to attract them.(3) Government pays regulations. If the governments increase the minimum salary standards, it will influence the organization remuneration system, the organization will increase the salary. 2. Pay systems fall into two main categories: Basic rate systems and Performance relation system.(1) Basic rate systems are that the pay does not vary in relation to achievements or performance.Basic rate systems feature: - Easiest to operate, and apply to many workers in the UK. The worker receives a fixed rate per hour, week or month. Under basic rate systems a worker is paid in relation to a given period of time - an hourly rate, weekly wage or annual salary. -This rate is the established rate for all workers in one category, but there are often incremental scales which allow for progression, perhaps as additional experience and skills are obtained. Advantages:- They are relatively simple and cheap to administer and allow labor costs to be forecast with accuracy. - They lead to stability in pay and are easily understood by the workforce, who will be able to more readily predict and check their pay. - There may be fewer disputes and individual grievances than under systems linking pay to performance or results.Disadvantage:- Basic rate systems do not by definition provide direct incentives to improve productivity or performance. Nevertheless employers may prefer to operate simple basic rate systems and improve the design of jobs, so that the job provides the necessary interest, motivation and satisfaction. - Basic systems may be criticized by individual workers, who wish to see their own abilities specifically rewarded. - Basic rate systems can also lead to a rigid, hierarchical system of spot-rates or pay ranges. (2) Performance related pay (PRP) describes a payment system where the amounts being paid to an employee depend on specified outcomes being achieved. A PRP scheme is designed to motivate employees to work in a purposeful and directed fashion in accordance with personal and organizational objectives.Performance related pay feature: - Performance related pay is generally used to link progression through a pay band to an assessment of an individuals work performance during a particular reference period, often a year. Alternatively, the reward may be an additional sum of money paid in the form of a bonus. - Assessments usually relate to an individuals achievements against agreed objectives relating to output and quality of work but may also include an element of evaluation of personal characteristics, such as adaptability, initiative and so on Advantages:- It may provide a felt fair system of rewarding people according to their contribution. - Higher performance within the organization may result. - It provides a tangible means of recognizing achievements. - People understand the performance imperatives of the organization and the link between extra pay and extra performance is clear. Disadvantage:- Performance related pay can prove difficult because measurements of individual performance may be broad and lack objectivity and may be inconsistent. - Individual PRP systems may be unsupportive of team working. - All line managers would need to be appropriately trained to run the scheme effectively, which would be costly and time-consuming. (3)Suggestions:I think the performance related pay is very suit for the AG Bell ltd.- AG Bell ltd is a private sector company specializing in 24/7 call centre services. The performance related pays is a payment system where the amounts being paid to an employee depend on specified outcomes being achieved, it can encourage staff work more effective and it will have a good performance.- It fit the aim of the AG Bell ltd “where people are valued as a key resource and developed to meet business needs.- Use the performance related pay can help A G Bell ltd to provide a direct incentive for employees to achieve defined work targets and the contribution an employee makes is recognized with a tangible reward.3. a The defining feature of non-analytical job schemes is that whole jobs are compared with each other without any attempt to break down and analyze jobs under their various demands or components. Non-analytical systems can be subdivided into three different techniques: Whole job ranking; Paired comparison and Job classification.Analytical evaluation schemes are schemes where jobs are broken down into components (known as factors) and scores for each component of the job are awarded with a final total giving an overall rank order.Analytical job systems can be subdivided into three different techniques: Points rating or points factor schemes; Factor Comparison and Tailor Made.The analytical where jobs are broken down into there are components and non-analytical schemes, where the jobs are viewed as a whole. The use of an analytical scheme offers a better defense of a claim is made to an employment tribunal for equal pay for work of equal value. After that, analytical schemes offer greater objectivity in assessment as the jobs are broken down in details, while non-analytical schemes are less objective than analytical schemes, but are often simpler and cheaper to introduce.b Non-discriminatory job evaluation scheme is an analytical job evaluation system. The factor job evaluation schemes include: skill; responsibility; effort; responsibility for people; knowledge; emotional demands; initiative. Therefore excluding a factor that is important for a job will result in it being undervalued in relation to other jobs, and the job evaluation scheme itself would therefore be discriminatory. All factors should be non-discriminatory and factor weightings that may reflect outdated concepts of male or female job roles should be avoided.This system has many advantages to employer:(1) Afterthe labordisputewillhaveto provide their owneffectivedefense,however, Non-discriminatoryjob evaluationscheme does notprovidesufficient evidenceto show thatthe fairness ofjob evaluation, analyticaljob evaluationprogramtohelp developa strong externalcompetitivepay in order to arrive at competitive rate of pay.(2) It can avoid the employer received complaint. Then, the analytical system can less the work and improve the performance. (3)It can keep the sense of trust from the employees, because of the system make the employer treat all staff fairly and allocated the job based on their ability.This system has many advantages to employees:(1) Non-discriminatoryjob evaluationschememay lead toa fairdecision-makingand rarely paydiscrimination,analyticaljob evaluationprogramat leastlooksvery objective,but also to the staffthatmanagers arepaidsalariesbased on objectiveandmakedecisions(2) The employees can enjoy their legal right in the organization. They will become have rich confidence and treat their job positive. It can improve the performance of their job. (3) Disabled workers and workers with criminal have more opportunity to work and show their ability. 4. Single status culture is topayall employeesto provide a unifiedpayment systemandconditions of employment. In the single status culture organization for all Employeeshavean expectationthatis all employeeswill betreatedthe same way,will not considertheirjobsas well asthe nature oftheircontract. Principal employee services and benefits to offer to employees at AG Bells ltd is to all employeesa fairpension,sick pay, medical insurance training opportunity and paid vacation. The AG Bells ltd also can consideredto provide a certaininterest ratecar loan(or unitcommutercars)local health clubmembershipdiscounts andmealsubsidies and all staff has right to choice one type of benefits. Offering these services and benefits are very good for management:(1) Single status culture is salaries and benefitsfor the companyto increasethe overallcompetitivenessof the enterprise. Make the AG Bells ltd developed fast.(2) Single status culture also can help organization increaseemployeeloyalty.(3) Single status cultureis a reasonabletax avoidance schemes. AG Bells ltd can inward investment grants offered by the Government.(4) It can improve productivity by the more flexible use of employees and simplified payroll administration and contracts management, thereby reducing costs.以下为赠送的简历模板不需要的下载后可以编辑删除，谢谢！性别：女民族：现居地：广东省出生年份：198*9政治面貌：党员身高：164 cm教育经历2006-092008-07广州医学院所学专业：护理学类获得学历：大专工作/实习经历2008-072009-07广州市第一人民医院单位规模：1000人以上 单位性质：国营 助理护士工作地点：广州市盘福路 下属人数：1 工作内容：在护士长和护师的指导下工作，主要负责病人的基础护理和付治疗，协助医生护士抢救，完成病人的输液和指导病人正确服药及心理健康宣教，根据医嘱完成病人的输血工作，病人进行化疗时要负责心电监护仪的操作。人自我评价我是一个充满自信心且具有高度责任感的女孩,经过1年多的临床工作，强烈认识到爱心、耐心和高度责任感对护理工作的重要性!在血液内科一年的锻炼，让我学会了很多血液科及大内科的知识，临床护理和急救更加磨练了我的意志，极大地提高了我的操作能力和水平。自信这一年的工作让我实现了从护理实习生到内科护士的飞跃，有信心接受一份全职护士工作。当然一年的时间不可能完全达到专业护士的要求，在以后的工作中我会更加努力，为护理工作尽职尽责！专长描述1.能熟练进行各项护理操作,应变能力强,能在实际操作中不断地学习，因而能很快融入到新的工作中； 2.擅长对常见血液病、多发病进行观察和护理； 3.熟练掌握呼吸机和心电监护仪等急救设备的操作，对急救的基本程序和技术要求，以及危重病人的护理、病情监测的技术重难点基本掌握； 4.对病人的心理护理的基本技巧有一定地认知。 目前就读于广州医学院护理学专业一年级。暂未命名意向职位：护士期望薪资：2000-3000工作地点：广东省语言能力英语读写：(良好)听说：(良好)相关技能计算机(良好)兴趣爱好看书、听音乐、滑旱冰、张卢良性别：男邮箱：qqjianli_l90民族：汉族婚姻状况：未婚体重：74 kg出生年份：QQ：123456现居地：上海身高：174 cm教育经历2010-092013-07人民大学所学专业：网络工程获得学历：本科工作/实习经历2013-08现在XX公司网络工程师相关技能网络工程相关(精通)自我评价积极乐观，观察能力强，能够理智思考问题;个性开朗，适应新环境能力强，工作认真负责，敢于迎接挑战，敢于承担责任，具有良好人际关系。求职意向意向职位：网络工程师期望薪资：7500工作地点：上海语言能力英语读写：(熟练)听说：(熟练)兴趣爱好爱好看球、滑冰扫一扫，手机查看本简历
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