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Human Resource Management Practices

   

Added on  2021-06-18

16 Pages5131 Words38 Views
1 Human Resource ManagementName:Institution:Course:Tutor:Date:

2 Human Resource Management1. Reward refers to the returns for good and evil received from an individual. In accordance to organizational perspective, reward refers to the amount an organization is ready to pay to an employee to accomplish the objectives that are either tangible such as salary appraisal or intangible such as job promotion (Irshal & Afridi 2011, p.320). Reward strategy refers to the payment design for the good by the organization to an employee, to motivate for further improvement (Haider et al 2015, p.346). Human resource management refers to the planned approach of managing people for improved performance. Human resource practices such recruitment and firing, compensation and benefits, training and developments, rewards and motivation, and employees support and services (Shrama & Shrama 2015, p.118). Reward strategy is related and is part of the human resource practices that entails of sourcing for employees, the motivation of the new employees and rewards that eventually affect the performance of the organization.Efficient management of reward strategy has numerous beneficial effects on the performance. For example: Instill the sense of ownership among the employee. The sense of ownership helps in facilitating a long-term relationship with the employee with the organization and makes employees feel valued as their efforts get noticed and appreciated through a proper reward system.Human resource department main work is to source and retains the available workforce. With a better reward strategy, the turnover rate of an organization tends to reduce as the existing employees lack enough reason for looking for another opportunity with better pay (Fatima et

3 Human Resource Managemental.2015, p.423). With high employee retention, the workforce skills of an organization get retained hence providing a better opportunity in competing with the competitors. Secondly, efficient reward strategy enhance employee’s interest on the financial performance of the organization, as the motivated employee knows that a positive financial reflection on the organization will lead to a positive financial gain of the best employee or all employees(Dagne,Beyene & Berhana 2015,p.238). The expectancy of financial gain enhances the efforts of the human capital of the organization, making the human resource department easy time and no reason for sourcing for more productive workers.Thirdly, reward strategy affects the rate of job offer acceptance of the company. In organizations that have reduced reward strategies such as low salary and lack of bonuses on the breakthroughs, job offer acceptance rate is always meager as many employees see small benefits on offer(Ishrad 2011). While organizations with robust reward strategies such as performance bonuses and right salary scale, job offer acceptance rate are always high as employees relate the presented opportunity comes with enough and desirable benefits that will improve their living standards.2. Overseas assignments by companies are always considered as a promotion opportunity, since there is always an expected increase in income. However, the salary increment does not always reflect the hardships being faced by such expatriates in international countries most so thehostile ones(Fechter $& Walsh 2010,p.1203). Therefore, as the Human Resource Director, proper reward packages should always be identified and evaluated according to the task, region or areas of posting, exchange rate, housing cost, family benefits, cost of living and many others.

4 Human Resource ManagementIn determining the expatriate package, I will use two basic models: the basic home model and the foreign country basic model, to determine the amount and benefits the expatriate is supposed to receive while working in the home country as compared to the foreign country(Tan 2016,p.58). The basic needs allowances always difference in countries and therefore these two models will help in determining the basic salary, the benefit that the expatriate is supposed to receive in Dubai. Salary-A lot of people work to gain salary that is capable of maintains their needs. Expatriation always brings about salary increment to employees and the amount is always determined by the foreign country salary rate(Haider et al 2015,p.346). Dubai salary and pay scale depend on the negotiation and qualifications since UAE Federal Labor Law has no provisions for wages. Therefore the rating for salary increment for our expatriate employee will be upon the company rating scale. The salary will also be calculated with Dubai taxes taken into account but will not be more than $ 40,300 per month.House allowance-The housing allowance must be an amount that will guarantee our expatriate a good and safe house in Dubai. Within the house allowance, there will be the inclusion of basic utilities and domestic help. Other allowances such as medical, education among others will be calculated depending on the number of the expatriate household and whether the expatriate is capable of taking the family to Dubai or living the family back home. All the packages will depend on the Dubai’s taxation plan so as the expatriate is not left with a minimal amount of money to make the life harder while executing duties in Dubai.

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