Management Reward (Human Resources): CRITERIA FOR REWARD STRATEGY

Order Description Management Reward (Human Resources): CRITERIA FOR REWARD STRATEGY QUESTION: In today's business climate, rewards and recognition have become more important than ever (Nelson, 2014), critically evaluate this statement in the light of how it is impacting the overall management of reward and employee expectations of an organisation from a Strategic Point of view. Make reference to relevant commentaries and concepts. Your bibliography does not count towards your word limit. - No more than 800 words. • Different resources MUST be used: Books, Journals Articles, Online resources and Audio-visual Tools • one or two “Quotes” must be used • Harvard Referencing • No need for introduction or any definition. • Please look for the PowerPoint Lectures to know which theories you need to use or apply in term of rewards and recognition You MUST support your writing with 2 or 3 examples of organizations or companies CRITERIA FOR REWARD STRATEGY: You need to discuss the criteria of reward Strategies and what do you need to recognize of those people. https://www.slideshare.net/aloqaili/employee-rewards-issues I’ve attached a copy for DIY case study. The student work in the above link. - This is a really good example for DIY Stores (student work) and show what and how theories should be use and implement, but as I said no need for an introduction or definition. - You cannot use DIY Stores as an example (case study), you need to find something similar to implement the theories, because DIY has been used in my Seminar. You need to use 2 examples to apply and distribute the theories on it. - Equity (Reward Management Policies) page 5 the paragraph bellow is something must be use in this report. You need to rephrase it (page 4) Intrinsic Rewards Vs Extrinsic Rewards Motivation is an important principle, to enhance people’s behaviour and monitor the direction they take within their jobs. There are two different types of motivation: (1) Extrinsic motivation, which means what, is done for people to motivate them, this includes pensions, promotion and pay increases. The other type is (2) intrinsic motivation, which is based on the quality of the work. This means that when staff do their job, they can feel that the work is challenging and that they are developing skills and capabilities. This kind of motivation is powerful and useful, because it is effective long term, and works for what it is planned for. This doesn’t mean that extrinsic motivation is bad and intrinsic motivation is good. - Look for page 9 with 8: they use Volvo Group (UK) as an example for using Competency related pay and before they used performance related pay. (you can use Volvo Group as an example in my essay and rephrase this example with what in page 8 & 9) - Page 9: Intangible reward (non-financial rewards) includes benefits such as career opportunities, experience, training and development. - Page 10: Performance Appraisal • Everything above has an underline MUST be mentioned in this essay. • Very important reference must be used https://www.cipd.co.uk/ • Reward Management Strategic Report Supplement attach file: - Page 9: best practice approach, ‘alignment’ or ‘best fit’ approach Example: Lincoln Electric in this link https://www.ukessays.com/essays/management/best-practice-and-best-fit-approach-in-hrm-management- essay.php