Reward Management Essay
Reward Management in Human Resource: The Advantages of a Reward System in the Workplaces.
In any successful organization, there must be a key role for the human resources department. This role can make the change in the organization. In fact, the core function of management is the decision-making process. By which adapting any kind of managing people styles requires an excelled staff who able to conduct the rules, strategies and lead the group to succeed. This mission seems to be complicated task in giant organizations. Not only does the mission difficult, but also it needs a strategic planning by the human resources specialists within the organization. However, one important approach for human resources is the reward management, which means generating a strategy and policy that reward and incentivize employees in accordance to their performance and productivity. The reward policies have followed the progression in HRM, and among every important practice for the human resources the rewards play an essential role to increase the performance (Stredwick cited in Hussain, B& et al. 2011). However, the general notion of the reward system is important in its self. Still, this essay will shade the light on the merits that can be gained by implementing a reward scheme in workplaces. Therefore, to make these merits attainable, the scheme should be fair, equal and based on transparent assessment.
At first, one of the aims for any successful reward system is to identify the excelled staff members and make them an example or a pattern for the rest of the employees. According to Thorpe and Homan (2000), “the mangers when they implement performance pay related scheme are aiming to change the people behavior at work by motivating their work performance”. Consequently, competition and productivity are subject to increase between the workers and a new competitive environment appears in the workplace. In return, the organization will gain beneficial results that could lead to
In any successful organization, there must be a key role for the human resources department. This role can make the change in the organization. In fact, the core function of management is the decision-making process. By which adapting any kind of managing people styles requires an excelled staff who able to conduct the rules, strategies and lead the group to succeed. This mission seems to be complicated task in giant organizations. Not only does the mission difficult, but also it needs a strategic planning by the human resources specialists within the organization. However, one important approach for human resources is the reward management, which means generating a strategy and policy that reward and incentivize employees in accordance to their performance and productivity. The reward policies have followed the progression in HRM, and among every important practice for the human resources the rewards play an essential role to increase the performance (Stredwick cited in Hussain, B& et al. 2011). However, the general notion of the reward system is important in its self. Still, this essay will shade the light on the merits that can be gained by implementing a reward scheme in workplaces. Therefore, to make these merits attainable, the scheme should be fair, equal and based on transparent assessment.
At first, one of the aims for any successful reward system is to identify the excelled staff members and make them an example or a pattern for the rest of the employees. According to Thorpe and Homan (2000), “the mangers when they implement performance pay related scheme are aiming to change the people behavior at work by motivating their work performance”. Consequently, competition and productivity are subject to increase between the workers and a new competitive environment appears in the workplace. In return, the organization will gain beneficial results that could lead to