The case study of mercury couriers and how there are issues in the way MC operates its management of performance, feedback and future development are at the core of this case study analysis. Firstly, the discussion will be on how base pay system and structure have to be fair to employees. Secondly, the work will discuss the management of non-monetary rewards, indirect and variables pay elements which are an absolute necessity for organization. For the case study, some of the best practices possibly are advised based on their current strengths and weaknesses. A best fit strategic alignment based on competitive structure, organizational structure, management, work culture and the HRM system is presented. An outline of the best fit options along with addressing issues of motivation is presented.
The market in which Mercury Couriers operates is a capital city. As a mid-sized firm, MC would have to meet competitors in the market as well and hence it is necessary for it to retain talents by training them better than letting them go. The cost-defender competitive structure might work in the short run, but is not a sustainable one.Industrial relations regulation and its sad state are reflected in the way Cobb that was ready to dismiss the compliant without much ado when it was raised.To meet key performance requirements and success factors, it is critical that the organization rethink its management culture. A management that believes in not developing their resources does not give them much incentive to perform or the show loyalty by staying with the organization.