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Motivating and Rewarding Employees and Cessation of Employment | HRM

   

Added on  2020-03-07

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Motivating and Rewarding Employees and Cessation of Employment1

Table of ContentsLO 3: Understand how to reward employees in order to motivate and reward them...................................33.1 Asses the link between motivational theory and reward....................................................................33.2 Evaluate the process of job evaluation and other factors determining pay.........................................43.3 Asses the effectiveness of reward systems in different contexts........................................................53.4 Examine the methods organizations use to monitor employee performance......................................6LO 4: Know the mechanisms for the cessation of employment...................................................................84.1 Identify the reasons for cessation of employment with an organization.............................................84.2 Describe the employment exit procedures used by two organizations...............................................84.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements..................................................................................................................................................................9References.................................................................................................................................................112

LO 3: Understand how to reward employees in order to motivate and reward them3.1 Asses the link between motivational theory and rewardMotivation is the approach through which the behavior of the labor force in Supermart Plc is encouraged by filling their objectives and needs. The motivational models put importance on the original procedure of motivation at the working place (Davidson, 2012). Motivation is the only aim for any certain behavior of a person. It is the optimistic influence of anything that encourages the person to do something. Motivation is quite significant at the working place. It also benefitted the workers in order to labor efficiently in the company. It is imperative to motivate workers as this motivation supports the workers to accomplish their certain objectives at the working place. The motivational theories used in Supermart Plc are Maslow’s motivational theory and Herzberg motivational theory (Björnsson et al., 2015). These theories signify that the workers can only be motivated through fulfilling their goals and needs and also by attaining job satisfaction. The motivational theory and reward are interdependent and interlinked with one another. Without reward, there is no use of motivational theories in the working place. In additions this, without motivational theories the reward can’t be able to use as an approach for motivating purpose. Giving rewards to the workers of the company helps them to be more productive and also raise their job performance as well.There are mainly two types of rewards which are provided by Supermart Plc to their employees, those two rewards are shown in the following:Financial Rewards- Financial rewards are those rewards that are considered as the monetary incentives which workers earn due to their excellent performances in their respective field. All financial rewards are tangible in nature (Gorman, 2007). Tangible rewards are also considered asan extrinsic motivation. There are various kinds of financial rewards which the company provides to their employees. Increment in wages and bonuses are the two kinds of financial rewards provided to their employees.Non-Financial rewards- Non-financial rewards are the rewards from which employees are benefitted and get more job satisfaction, but not increase financial well-being. It consists of 3

achievement, promotion, praise, job cards, demanded work assignment and also impressive job title (Long, 2012). The management of Supermart Plc uses appraisals, engagement in decisions making process and also self-rating in order to motivate their labor force to gain improved and excellent outcome.The management of Supermart Plc uses both motivational theories to motivate their employees, as Herzberg theory of motivation helps in providing more job increment to the employees. Whereas, with the help of Maslow’s motivational theory employees gets chance of self-achievement which in return motivates them to be more productive. 3.2 Evaluate the process of job evaluation and other factors determining payFor the purpose of defining the value and position of the job within the company, Supermart Plc uses job evaluation process that helps to know and determine the actual worth of jobs. Analysis of the value of jobs helps the company to create the hierarchy system within the firm (O'Neil, Drillings and O'Neil, 2012). Job evaluation is the procedure of identifying the responsibilities and roles linked with the job and ranking them based on their value. Ratings can be marked by the range as well as prominence of roles related to the job. The process of job evaluation has been segmented according to the job activities:Procedure of Job evaluationJob Enquiry- This is the method of conducting appropriate information of the job and indentifying them for determining the responsibilities and roles related to it (O'Neil, Drillings and O'Neil, 2012). It is utilized for determining as well as analyzing the job contents and the events associated with the job specification which is require achieving during doing that job.Job Ranking- Job rating is simply the dimension of the job accountabilities and rating them based on their value (Aguinis and Lengnick-Hall, 2012). It is the step that includes distribution of the possessions to the activities associated with the job. Resources distribution to the job actions supports the company for determining the pay ratio of that specific job.Other factors determining pay4

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