muneration and increasingly incorporates broader, performance-related items such as bonuses and employee share option schemes. http://www.leavingcert.net/ These have been implemented alongside the new Team Working and Management structures and are based on Payment for Performance (PFP) on an individual basis, and Bonus related schemes for achieving operational performance. Pay bands and application of the same is an element of the reward scheme that the HR function carries out. This is a broad based application, easy to maintain and implement, but unfortunately as experienced from a personal viewpoint it has been implemented poorly with little or no communication between Pay Departments, the HR function and the employee.Industrial RelationsThe process of collective bargaining based on employees' terms & conditions, resolving disputes that may arise, and adhering to the whole range of laws governing the relationship between employers and employees in the workplace. In reality the first line manager deals with any grievance or dispute that may occur locally and the HR department is only called upon for advice or when the dispute escalates. The Collective Agreements are through multi-union negotiations and may include Pay, Hours of work, Bonus payments, Sick Pay scheme and Holidays. There is also the Works Rules, application of, updating of and any changes of legislation affecting works rules to consider.Much of this is on an annual basis with most carried out at national level with minimal amounts at local level. CHALLENGESSkills and KnowledgeThe increase in voluntary and early retirements has had an effect on the organisation that relates to age, experience and knowledge. The reduction of people has mainly been achieved from those that can afford to take early retirement, those with minimal or no mortgages, have a level of savings and a lifestyle that could be led with minimal supplementation. Thus the late 40’s and early 5...
