Riordan Generic Benchmarking

Riordan Generic Benchmarking

Team B

MMPBL530 / Human Capital Development

University of Phoenix

February 6, 2011

Introduction

Riordan Manufacturing is facing a decline in morale and work ethics. Declining sales and uneven profits over the years have forced the company to change its sales processes, but also prompted them to adopt a customer-relationship system. Riordan’s Human Resource reward and compensation policy program needs to be revised to deal with the existing issues. Human Resource professionals over the world know that their toughest job is recruiting and retaining skill level employees for their companies. With unemployment at its current rate, expanding businesses search for qualified workers. Compensation plans and benefit plans are two compensation packages companies are using to invest in its employees. To assist Riordan Manufacturing in changing its sales process, Team B has chosen the following companies to use as a benchmark: McDonalds, Wal-Mart, Best Buy, AT&T, Mesa Airlines, Freedom Aviation, Google, MySpace, John Deere and Country Coach Corporation. Team B will then analyze each company by providing key concepts such as designing the elements of an effective employee relations program, create a career development planning model that will incorporate attention to key development success factors, evaluate compensation and motivation practices as they relate to organizational strategy, and discuss the impact of ethics on the determination of compensation and rewards systems.

Course Concepts

The presented companies demonstrated the effectiveness of using the course concept, and how their companies adjusted and applied the necessary changes. The following section compares the course concepts to the practices of AT& T, Best Buy, Country Coach Corporation, Freedom Aviation, Google, McDonald’s, John Deere, Mesa Airlines, MySpace, and Wal-Mart.

Total Rewards System through Compensation and Benefits

The above companies present in...