Critical Evaluation of Individual Performance Related Pay

Hrm3007

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Critical evaluation of extent to which individual performance related pay can be stimulated
for higher level of performance from employees...................................................................3
Circumstances IPRP tends for motivating employees along with its reason and in which
circumstances it does not tend to work so well along with reason.........................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Performance related pay refers to managing payment which is linked with salary
progression with assessment of individual performance. this is generally measured against pre-
agreed objectives. Individual performance related pay are generally implemented by different
organization due to different reasons like retention of top performers, strengthen the relationship
and respect to Superior performance. These are some of the reason due to which individual
performance related pay are implemented with organization. This is a salary which is paid to an
individual or team according to their performance. Performance related pay system can motivate
employee to create high productivity for the organization. Human Resource Management should
make a such policy practices and processes which can provide enough information and benefit to
employee according to their performance. There is a critical evaluation of extent which
individual performance related pay can have a higher level of performance from their employees.
This discussion also consider about the circumstances in which IPRP tends to motivate their
employees along with reason. There is also discussion about in which circumstances, it does not
tends to work so well and their reason (Collings, 2018).
MAIN BODY
Critical evaluation of extent to which individual performance related pay can be stimulated for
higher level of performance from employees
Individual performance related pay can influence and motivate employees at their
workplace. This is one of the strategy which can lead to create a high effectiveness with an
organization. This individual performance related pay encourage every employee to enhance
their performance for increasing their salary. Every employee like to increase their salary amount
for staying and leaving their quality of life. Individual performance related pay strategy has high
benefit with an organization and also helpful to enhance the productivity of the organization
effectively. This lead to achieve the organizational goal ineffective time limit (Abualoush, 2018).
This strategy also enhance the working performance of employee and push the limit which make
them competitive in nature. This also improves employees professional development along with
enhancing organizational productivity.
Human Resource Department of any organization are the people who has been hired as
an employee for a company to select and assess new candidate and to recruit them for different