A Research Study On Reward Management

This chapter covers the background and rationale, statement of the opportunity, purpose, research questions, nature of the study, definition of key terms, the significance of the study, assumptions, and limitations. It also covers the scope, worldview and theoretical foundation depicting the logical path of the research study.

In response to the question set, I will go into detail of the study, consisting of the background, main hypotheses, as well the aims, procedure and results gathered from the study; explaining the four research methods chosen to investigate,

The background and significance of this study are properly presented in the introduction. The research question is presented at the end of the

The intent of this assignment is to develop a user-friendly tool that may be applied in the workplace to document Compensation processes and to guide a practitioner in completing the critical steps of each process. The purpose of this assignment is to assist in describing each component of a compensation management system, to develop a practitioner's guide for several of the key compensation management tasks covered in HR511 Total Rewards.

In this chapter the results obtained from the analysis of data collected (previous chapter) are discussed in relation to the aims and objectives of the study. The study attempts to answer the following research questions:

Creating and implementing new and improved rewards systems at work has been a tool of success for many organizations. Corporations use these rewards to boost employee morale and to allow their employees “me time”. Throughout the course of this paper, I will determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. Next, I will explain how innovative benefits could be tied to specific jobs. Thirdly, I will critique the effectiveness of equity-based rewards systems versus those with more creative approaches. Then, I will discuss the key elements of integrating innovation into a traditional total rewards program. Finally, I will recommend a

The key components to developing effective Reward Strategy is to ensure that there are clearly defined goals to meet business objectives, that the reward programme meets the needs of both the organisation and its employees, and to ensure that this is then supported by effective HR policies. In order to ensure these criteria are met there are a number of factors which influence how reward strategy is developed which include both internal factors within the organisation itself, as well as external factors outside the organisation.

A motivated workforce can be a significant success when employees are motivated to work at a higher levels of productivity. Also this means the whole organization is more effective at reaching it’s goals. Rewards can be a positive outcome when it comes to boosting your organizations self-confidence and higher employee satisfaction. Having a reward system can always be a good outcomes because this shows how much your workers are willing to work to achieving a goal in order to receive something in return. This not only gets things done but brings out another side of your organizations as a whole.

A reward system in the human service organization is a great idea. Having a reward system can help boost morale and give employees something to look forward too and work harder to strive to get the reward that is being offered. When deciding to have a reward systems there are many things that need to be considered.

This chapter includes the methodology and research design of the study. The chapter is organized in the following sections: (a) research design and design appropriateness;

This chapter discusses the methods used in the study. It consists of research design, data and data source, data collection and data analysis.

Overview: This section explains the research philosophy, the literature survey for this research, data collection technique, data analysis approach and the overall process of the research. It started by gather the general insights that were relevant to the research; derived the information into a research topic; brief explanation about how the research was conducted, how the data was collected through experiment, how the data was analysed and concluded.

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

This chapter discusses the background, objectives, significance of the study, scope and limitations, data gathering process and the research design and methodology.

As cited in Zhou, Zhang & Montoro-Sa ́nchez (2011) reward management is a key function in HRM systems in modern enterprises, playing an important role in attracting, retaining and motivating employees (Milkovich and Newman, 2004). Furthermore, Schuler and Jackson (as cited in Esteves & Caetano, 2010) state that the focal point of success of companies today is centered on the effective use of human resources.