Role of reward strategy in human resource planning

Human resource planning

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Propose leadership development for members of management team...................................1
1.2 Role of reward strategy for managers to retain and develop talent at the all levels..............4
1.3 Measure the success of proposals..........................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

LIST OF FIGURES
Figure 1: Kolb’s experiential learning cycle...................................................................................3
Figure 2: Increasing engagement of employees..............................................................................4
Figure 3: Link between reward strategy and learning & development strategy..............................4
Figure 4: Employee retention drivers..............................................................................................6
Figure 5: Kirkpatrick’s model.........................................................................................................6
Figure 6: People performance model...............................................................................................7

INTRODUCTION
In the modern arena, human resource planning is essential for companies in identifying
current and future human resource needs in a significant manner. As per the present case
concerns, Elite Travel Solution (ETS) was taken which operates in north and south east area of
the UK. The main aim of organization is to enhance customer experience and education in the
modern world. The proposal describes about leadership development and its role in talent
retention and development at all level within enterprise. Furthermore, study provides details
about use of reward strategy for managers in order to retain employees for long time period with
the firm. At the end, report explores the ways through which success of the entire proposal can
be measured.
TASK 1
1.1 Propose leadership development for members of management team
Enterprises are using traditional leadership strategies including trait leadership, behaviour
and situation leadership and their main purpose was creating stress on supervisory control over
employees. However, limited motivational plan, contradicts employee empowerment and
restricted communication are the major limitations attached with the use of traditional leadership
styles (Buller and McEvoy, 2012). On the other hand, companies used contemporary leadership
styles including transactional, and transformational for the purpose of executing different
activities such as team-building, motivation and collaboration with employees in the proficient
manner.
From the given case scenario, it is clear that senior manager of ETS emphasizes on staff
development activity. However, lack of leadership training, rapidly changing marketplace and
current economic environment are creating challenges for organization to retain their talented
employees with the firm (Decenzo and Robbins, 2015). In addition, it is found that there is a
wide variation between rewards strategies followed in larger and smaller stores within enterprise.
After reviewing the case, it can be said that transactional leadership style would be beneficial for
Elite Travel Solution in order to solve lack of leadership issues effectively. This type of
leadership is concerned with maintaining the normal flow of organization operations. In this
approach, managers are focused on providing incentives to their employees to motivate them to
perform at their best (Adams and Rau, 2011). By exchanging rewards for performance and
1