Rewarding Employees Through Compensation and the Role Job Analysis and Hr Planning Has on the Organisations Performance with Strategic Human Resource Management and Remedies

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REWARDING EMPLOYEES THROUGH COMPENSATION AND THE ROLE JOB ANALYSIS AND HR PLANNING HAS ON THE ORGANISATIONS PERFORMANCE
WITH STRATEGIC HUMAN RESOURCE MANAGEMENT AND REMEDIES

CONTENTS PAGE

1. INTRODUCTION 4

2. ASSIGNMENT ONE 6 2.1 Methods of Awarding Employees 6 2.2 Advantages’ of Merit Issues
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The writer emphasises that although both job analysis and HR planning are important, job analysis should be performed first because it is a foundation for HR planning

HR policies that have an impact on job analysis are discussed and how they are used to align desired performance and actual performance. Strategic HRM models are briefly discussed to elaborate how organisation can achieved their desired performance.

In both discussions, the writer has made a stand and has used theories, models and examples to support the reasoning.

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2. ASSIGNMENT ONE 2.1 Methods of Awarding Employees
In order to understand whether merit issues are a good or bad method adapted by management to its employees, the meaning of merit pay should be understood. According to Dessler (2008) merit pay is an additional award on to an employee’s base salary for the employees’ performance and contribution towards the organisation goals and achievements.

Figure 2: The Expectancy Theory of Motivation and Performance (with Added Factors to Recognise the Full ‘Performance Equation’)
Source: Boxall and Purcell (2003) P155 as adapted from Watson (1986:119)

Example 1: As reported by Borland & Martin (2009) GPs in the UK earn almost on average of £ 380 000 a year on bonuses. These bonuses are earned through points by treating patients with certain conditions.

According to Aguinis

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