Effectiveness of Performance and Reward Management System in River Island Fashion Retailer

This dissertation explores the effectiveness of performance and reward management system in River Island fashion retailer. It discusses the benefits of implementing a reward and performance management system and assesses its impact on employee performance. The study is based on secondary sources of data and provides recommendations for better implementation of performance and reward management systems.

Research
Dissertation

Abstract
The current study is based on the topic of the analysing and identifying the effectiveness of
performance and reward management system for improving the productivity of employees for
which a study is lead out on the River Island fashion retailer. Further the main purpose of
current study is to discuss the benefits of implementing a reward and performance management
system along with access the effectiveness of reward and performance management systems on
employee performance. Beside this, the research methodology that has been used within current
study is based on secondary sources of data as it is easier and more efficient to collect and
analysis information based on secondary data. Along with this, due the covid-19 collection of the
primary data is not feasible and suitable as it neds more travelling and also consume more time
and resources. Further, the current study is also providing effective analysis of facts based on
thematic review along with the recommendation about the strategies or ways for better
implementation of performance and reward management systems. The findings of the study
include that effective reward practices also assist company in retaining as well as motivating
their workers that contributes in developing organizational performance. An effective reward
system needs to be linked with the performance development system in which manager of
company pay their employees as per their performance at working area.

Table of Contents
Abstract............................................................................................................................................2
Title of the Project...........................................................................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1. Overview of the Research...............................................................................................1
1.2. Background of the Research............................................................................................2
1.3. The rationale of the Research..........................................................................................3
1.4. Research Aim..................................................................................................................4
1.5. Research Objectives........................................................................................................4
1.6. Research Questions.........................................................................................................5
1.7. Research Methodology....................................................................................................5
1.8. Project Outline Structure.................................................................................................6
1.9. Conclusion.......................................................................................................................8
Chapter 2: Literature Review...........................................................................................................9
2.1. The Effectiveness of a reward and performance management system on employee
performance within River Island............................................................................................9
2.2. The factors River Island focuses on while measuring the performance of its employees.
..............................................................................................................................................12
2.3. The benefits of implementing a reward and performance management system for River
Island and its employees.......................................................................................................14
2.4. The strategies or ways for better implementation of performance and reward management
system...................................................................................................................................18
Chapter 3: Research Methodology.................................................................................................22
Chapter 4: Data Analysis and Findings.........................................................................................30
Chapter 5: Conclusion and Recommendation................................................................................39
5.1. Conclusion.....................................................................................................................39
5.2. Recommendation...........................................................................................................41
Chapter 6: Reflection.....................................................................................................................43
References......................................................................................................................................46

Title of the Project
REWARD AND PERFORMANCE MANAGEMENT SYSTEM IN RIVER ISLAND
FASHION RETAILER.
An Exploratory Study of the effectiveness of performance and reward management system
adopted by River Island for improving the productivity of employees.
Chapter 1: Introduction
1.1. Overview of the Research
The study was initiated to analyse the effectiveness of performance and reward
management systems for improving the productivity of the employees at the workplace,
therefore, in the increasingly competitive market, businesses are widely concern about increasing
the performance of the employees as the entire growth and development of the business is relay
over the progression operation of employees. The success and development of a business are
often analysed through the degree of its productivity (Why Is Performance Management
Important? (+ Tactical Tips), 2021). The reward system is defined as the most important aspect
which has a direct or indirect impact on the mission and vision of the business and provides
sensation to the employees that a reward system will provide benefit for employees and the
business as well in the terms of increasing the operational ability of the business. Reward system
has a direct impact on the businesses to attract and retain employees which creating value in
developing the encouragement to providing suitable performance that may result in the
development of the business (Halawi, McCarthy and Aronson, 2017). However, the business
needs to develop programs like reward systems like compensation, rewards, perks, incentives,
bonuses, appreciation, medical benefits and so on, that are effective in fulfilling the employee’s
requirements and motivate them to put their efforts. In addition to this, an effective reward
system helps the business to reduce the extra turnover ad expense of recruitment, selection,
training and so on, thus, rewards systems help the business in retaining employees at the
workplace (PERFORMANCE AND REWARD SYSTEMS IN ORGANIZATIONS, 2017). In this
present report, the analysis is relay over the study of River Island; therefore, it is a high street
fashion brand in London. The headquarter of the firm is in London, England, United Kingdom.
This is a well-recognised fashion, clothing, textile retail business that was founded in the year of
1948 by the suitable efforts of Bernard Lewis and Brothers. The company operates in several
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worldwide markets. It is a private fashion retains company, which deals in Women's, Men's and
Children's Clothing, Footwear, and Accessories. The company is concern about managing the
higher reputation within the market and for that, the business is relay on implementing suitable
rewards systems for the employees to retain them for longer operations of the business (Papadas
and et. Al., 2019). The study mainly contains the suitability of the performance and rewards
management system for developing the operational ability of employees at the workplace. The
study is important in developing suitable ideas and recognition concerning the aspect of rewards
schemes and creates benefit for River Island or the other similar businesses to get the
significance of rewards system in retention of employees at the workplace to generate more
profitability and development. The study is creating benefits for the researcher and the other
interested people concerning the rewards schemes that are effectively implementing by the
business to developing the operational ability of the business. The major reason for selecting the
specific area for study is that employee retention, performance and turnover are the major
concern of the business in today’s modern era and the study is effective in developing a range of
knowledge concerning implementing an effective rewards system that will create benefit for the
business in encouraging the employees to put their significant efforts in the growing operations
of the business. The study is contributing majorly to the growing operations of River Island and
the businesses deals in a similar segment. The study contributes to resolving the issue of higher
employee turnover and the retention of employees at the workplace.
1.2. Background of the Research
The study aims to evaluate the significance of performance and reward management
systems for improving the productivity of employees. Therefore, the main problem that this
study is going to address is the staff turnover rate in the organization. By knowing effective ways
of implementing performance management, companies like river Island fashion retailers can
manage the performance of employees and can retain them (Manu, 2016). Meanwhile, this can
however be analysed to be more dependent on the attitude and morale of the employees in form
of their level of job commitment. The lower of less productivity is termed as the issue which
thrives in many developing and developed countries around of world though it is not limited to
the developing societies only. It is mainly said that employees are the heart of the organisation
and without employees, nothing can be put in place in any business, thus, employees are the key
aspect that utilized the available sources within the business for the production of the goods and
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services in respect to fulfilling the desires of people within the market. Rewards systems termed
as the important aspect to the business as it has become essential in accessing the employee’s
performance (Effectiveness of Performance Management System for Employee Performance
Through Engagement. 2020). Over the past few decades, the other elements in compensation
have evolved to render employers with a broad scope of rewards and thus, it motivates the
employees at the workplace to put their significant efforts into the growing operations of the
business (Fiksel, 2015). The implementation of a rewards system is effective for the businesses
to develop the operational ability of the employees via motivating them to provide extra benefits
like incentives, bonuses, compensation, health care benefits, opportunity, and appraisal and so
on, that are creating value for the business and the employee to developing the performance of
the employees at the workplace. The study will contain suitable ideas about the concepts and
models related to performance management and reward systems in business to increase the
performance of the employees at the workplace to developing the operational ability of the
business. A suitable and in-depth analysis of the reward system will effectively be discussed in
the section of the literature review. However, the key focus of the study is to relay over
performance and rewards management system to developing the operational ability of the
business, thus, businesses and their management need to manage the performance of employees
and also providing them rewards and incentives to developing the operational ability of the
business. The section of introduction is effective in providing descriptive evaluation about the
chosen study area and the literature will further create value in developing the theoretical
framework to support the study. In addition to this, the suitable selection of methodology helps
in providing an appropriate structure to aid the work in the right manner (Ibrahim and et. Al.,
2017). The analysis section is supportive in descriptively evaluating the information and helps in
generating effective results. Furthermore, conclusion and recommendation are created to
providing an idea about the impact of rewards schemes over increasing the performance of
employees and suitable suggestions have been provided to making further improvement.
1.3. The rationale of the Research
The key rationale behind executing the analysis over the aspect of identifying the
effectiveness of performance and reward management system for improving the productivity of
employees, is that, it is the most concerning area of study, in today’s modern business
environment organisations are facing the issue of employee turnover, rewards system and so on,
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that has a direct and indirect impact over the operations and progression of the business. Another
intention of executing the analysis is the personal interest of the researcher as the investigator
wants to explore ideas and knowledge concerning the aspect of rewards system in increasing the
operational ability of the business (Prasetyo and et. Al., 2021). The study is significant in
developing individual skills and knowledge concerning the chosen subject as the study is
creating value for the businesses in determining the suitable reward systems that help the
business to grow via increasing the retention of the customers. The study is effective in
developing personal as well as professional knowledge as the personal skill will be creating
value in attaining suitable academic records to attaining higher growth and success. The
professional ability will help in aiding the study in the right manner to aid the study in the right
manner. the research into consideration has a wider scope as it can help students at the academic
level in knowing the importance of managing performance and the reward system to increase the
performance of employees at the workplace.
1.4. Research Aim
The main aim behind conducting this research is: “To identify the effectiveness of
performance and reward management system for improving the productivity of employees”. A
study on River Island fashion retailer.
1.5. Research Objectives
This is termed as the clear and concise statement which states the idea about the intention of
executing the research in the right manner. Therefore, this directly connects with the aim of the
study, as the suitable objectives that are connected with the specific study area are associated as
under:
 To access the Effectiveness are reward and performance management systems on
employee performance within River Island?
 To identify factors River Island focuses on while measuring the performance of its
employees.
 To discuss the benefits of implementing a reward and performance management system
for River Island and its employees.
 To recommend strategies or ways for better implementation of performance and reward
management systems.
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1.6. Research Questions
This is the most area of study, which mainly provides suitable assistance to the investigation
via presenting the research issue in question form. However, this section of research is widely
connected with the aim and objectives of the research and the suitable assessment of the
questions which are relay over the specified subject are defined as under:
 What is some effectiveness of reward and performance management system for
improving employees’ performance?
 Which factors need to be considered by River Island retailers while measuring
employees’ performance?
 What benefits does River Island can take by implementing reward and performance
management?
 Which strategies should be used by River Island for performance and reward
management?
1.7. Research Methodology
This is defined as the most effective and important tool to gather valuable and reliable
information to assist the investigation and the right manner. Therefore, research methodology is
a specific process or tool which is implemented to identify, choose, process and evaluate data
concerning a specified subject area. In an investigation work, the section of methodology allows
the reader and researcher to critically analyse the study’s overall validity and reliability
(Shorrock and Williams, 2016). Therefore, in the case of this present investigation work, based
on the aspect of identifying the effectiveness of performance and reward management system for
improving the productivity of employees, a suitable selection of methodologies is important to
draw valid and reliable outcomes.
Research Philosophy: An investigation philosophy is termed as the belief concerning a
way in which information related to a specified phenomenon is needed to be accumulated,
evaluated and implemented into action. The selection of philosophy is relaying over two aspects
i.e. Interpretivism and positivism research philosophy. In the case of this present investigation
work, interpretivism philosophy will be the most suitable tool to execute detailed analysis with
the support of integrating human interest within the study. In addition to this, Interpretivism
philosophy is theories about how the individual can gain knowledge of the world that freely
incorporates over-interpreting or understanding the meanings which humans attach to their
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actions. This aspect is effective in providing detailed evaluation over analysing the views of
people over the aspect of performance management and the reward system to increasing the
performance of the employees at the workplace (Hallegatte, Rentschler and Rozenberg, 2019).
Research Type: Research choice is mainly related over three aspects i.e. mono, multi and
mixed research methodology. The Mono method is the tool where investigation can only be relay
over qualitative or quantitative aspects. The mixed tool is encompassing over the use of two or
more methods of investigation and commonly refers to the use of the qualitative and quantitative
methodology. Finally, the multi-method uses a wider selection of methods (Kerr and et. Al.,
2016). In the case of this present investigation work, the mono method has been implementing
by the researcher as here, qualitative study is considered by the researcher because it is well
suitable to executing detailed investigation with the accumulation of theoretical and non-
numerical information. However, the assessment is mainly relay over theoretical aspects that are
based on the aspect of managing performance and reward systems in increasing the operations of
the business.
Data Collection tools: This is the most important aspect to be considered at the time of
executing the study in the right manner, as the entire execution of the investigation is relay over
the sources of data collection, Therefore, the accumulation of information is based on two
aspects i.e. primary and secondary source of data collection. In the case of this present
investigation work, based on the aspect of identifying the effectiveness of performance and
reward management system for improving the productivity of employees, an investigation is
mainly based on secondary sources as it is the most suitable way to develop descriptive
evaluation via analysing the concepts, theories, models and theoretical frameworks that are relay
over the specified subject. However, the accumulation of suitable information is relay over
secondary sources like books, journals, articles, online sources and so on, that are connected to
the specified subject. Primary research needs approval from the business and there is no approval
taken from the business, so the second study is the most appropriate tool which helps in
providing a detailed evaluation to analysing the issue and providing suitable results (Ali, Shohib
and Ibrahim, 2021).
1.8. Project Outline Structure
This, section of investigation is effective in providing an evaluation of the chapters that are
covered on the project, thus, a compelling construction is required while directing an exploration
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project; a proper structure helps the researcher in executing all examination exercises powerfully
and productively. The structure includes different angles which all are depicted as under:
Chapter 1: Introduction
This can be considered as the primary phase of exploration as it begins with an outline of
the task which depends on a specific issue. This is an underlying stage that gives an
unmistakable aim about the significant motivation behind research as in this the significant issue
of examination is carried out as articulation which gives a reasonable heading to the scientist to
execute all exercises in the right way (Kerzner and Saladis, 2017). Therefore, the section covers
the overview of the research, background information, rationale, aim, objectives, questions, brief
idea about the methodology.
Chapter 2: Literature Review
This is likewise another fundamental piece of exploration project which gives the analyst
to direct an inside and out research on some predefined space of study. This information must be
assembled through secondary sources like books, journals and online sources. This piece of
examination gives a solid base to the exploration project by giving a hypothetical system and
theoretical framework. In this present investigation context, a literature review will be supportive
in developing a theoretical perspective via accumulating information from the secondary sources
over the aspect of identifying the effectiveness of performance and reward management systems
for improving the productivity of employees.
Chapter 3: Research Methodology
This can be assessed as the best piece of examination project which helps the scientist in
do an entire investigation into the suitable course through choosing a pertinent system for the
specific venture. This stage comes after the part of the literature review and it is fundamentally
founded on different instruments and methodological tools. This section supports the
investigation via analyzing its type and aiding the work in the right manner (Tan and Bhaskaran,
2015). This section involves the selection of research philosophy, type, strategy, choice, data
collection tools and so on, that are effective for the execution of the present study. In this present
study, the selection is mainly relaying over qualitative analysis.
Chapter 4: Data Analysis
This comprises to be the most fundamental piece of examination project which helps in
dissecting the information and data which are accumulated by a researcher as to accomplish the
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important and proper result. This segment assumes a successful part in giving a brief portrayal of
the statistical data points which are broke down by the investigator. In the case of this present
study, the chapter is mainly relaying effectively over-analyzing the information to generate
specific results, therefore, the thematic analysis approach is mainly being considered to develop
detailed analysis as it is widely suitable for qualitative study (Otieno, 2019).
Chapter 5: Conclusion and Recommendation
It very well may be depicted as the last phase of the examination project which gives a
reasonable assessment of the specific space of study. This gives a short conversation about the
exploration and its different components. In this proposal are likewise given for setting up
progress in the current space of study and gives a reasonable bearing to direct powerful research
project in future planning.
Chapter 6: Reflection
This is another important area to be considered in the investigation, where personal
experience about the execution of the study has been discussed by the researcher. In addition to
this, the chapter is also significant in analyzing the personal experience of the investigator and
the challenges they have faced during the execution of the study and the suitable skillset that are
increased with the assistance of the study are being discussed (Chen and et. Al., 2017). This
chapter is also supportive in providing future benefits of the study and the enhanced skills and
abilities of the researcher.
1.9. Conclusion
This particular chapter contains a brief evaluation about the aspect of identifying the
significance of performance and reward management system for improving the productivity of
employees and background to provide a detailed evaluation about the subject area. in addition to
this, the reason for executing the study has also provided where the potential reason for
executing the study is the increasing issue of employee turnover and how the assessment of
rewards system and performance management is effective in resolving the issue of employee
retention and employee turnover. Suitable aim, objectives and questions are providing suitable
understating and the intention of the study (Singh and Ramdeo, 2020). After the suitable
implementation of the aim and objectives, the next chapter is to be considered in the literature
review, where suitable evaluation has been executing over the area of program management and
reward system to increasing the operations of the employees at the workplace.
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Chapter 2: Literature Review
A literature review is mainly defined as the search and analysis of the available literature in
the provided subject or the chosen study area. It documents the state of the art with relation to the
subject or the topic for which that researcher is executing the analysis. In addition to this, it is a
survey book, scholarly articles or any other aspect which is relevant to a specified subject issue,
area of investigation or theory or through so doing, renders a description, summary or critical
analysis of these works in connection to the investigation issue being investigated. This section
of investigation is effective in developing in-depth analysis to execute the work in the right
manner. In the case of this present investigation work, based on the aspect of identifying the
effectiveness of performance and reward management system for improving the productivity of
employees, a literature review is effective in developing a theoretical framework to aid the study
in the right manner to enhancing individual understanding and recognition. This section helps in
developing a detailed theoretical framework with the support of gathering information from
secondary sources like books, journals, articles, past investigations and so on.
2.1. The Effectiveness of a reward and performance management system on employee
performance within River Island.
According to the view of Krasinski (2018), a performance management system is defined
as the systematic approach to analysing the performance of the employees. Therefore, it is a
process via that the business aligns their mission, goals and objectives with available aspects like
manpower, material and so on systems and set the priorities. The evaluation of the administration
framework is a constant process of character zing and conveying the activity parts and duties,
execution, goals and the set their requirements among the administrator and the subordinates.
Performance assessment and reward management mainly offer the tools and techniques to a
business to not just retain its skilled workforce but to keep them motivated to perform to their
best of ability. Therefore, performance management and rewards assessment are the two most
important aspects to be considered by the business for the intention to increasing the operational
ability of the business. Thus, in the modern and competitive business era, organisations are
mainly concern over increasing the professional ability of the business and for the performance
assessment and the rewards management aid value for the business in developing the
performance and attaining higher growth and development. According to the view of Carpi,
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Douglas and Gascon (2017), Effective performance management is important to organisation via
both formal and informal processes. It basically aids them to align their employees, resources
and systems to meet their strategic objectives. it works as the dashboard too, rendering an early
warning of the potential issues and allowing managers to know when they need to create
adjustment to keep a business on track. In addition to this, reward management system mainly
contains the business policies, procedures and the practices for rewarding its employees in
accordance with their contribution, abilities and pretences. It is an important term which is
progressed in the business rewards philosophy, tools, policies and also involving the agreements
in the form of processes, practices, structure and the process that will render significant sort of
levels of pay, benefits and the other sort of rewards.
Reward management system mainly involved both financial and non-financial aspects
that are also called as Extrinsic and Intrinsic rewards. Therefore, the financial rewards are
recognised as the increment in salary, bonus system, perquisite and so on. On the contrary side
the non-financial aspects involve promotion and title, education appreciation, opportunity at
workplace, appreciation and praise, certificate and plague, vacation time, comfort working
environment, social activities, flexible working hours and so on, that are effective in managing
the performance of the employees at workplace. The aspect of performance and rewards
assessment are the key consideration of management of the business as it performs vital role in
evaluating and analysing the performance of employees at workplace as it aids business in
creating a balance and alignment of the performance with strategic objectives. furthermore, it is
also analysed that, the aspect of performance management system mainly provides an effective
feeder to human resources in respect to enhancing the performance at workplace. Further, it has
been also analysed that the strategy of providing rewards and benefit package helps in creating a
positive brand image along with positive workplace culture that plays a vital role in attracting
and retaining new graduates within a firm. along with this, it has been also observed that the
providing of performance based rewards and benefits motivates and guide employees towards
improved performance thus, creates a sense of motivation in employees which helps in attracting
and retaining new graduates. Beside this, a sense of commitment and loyalty has been also
created through providing of regular rewards and benefits package as it reflects the fact the
efforts and work of employees is being valued by the firm thus, it helps in attracting and
retaining new graduates for longer time period within a company (Aibieyi and Henry, 2015).
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The suitable assessment of employee’s performance helps the individual and business
both to analysing the loop holes in the operations and also the weakness of individual at
workplace and also helps them to improvising the ability of working via reducing the challenges
and weaknesses. However, the suitable assessment of performance helps the business and
employees in developing the performance and professional ability at workplace to generate more
productivity and profitability. Effective assessment of rewards management is also plays an
effective role in providing suitable opportunity to the employees and also motivate them by
offering effective monetary and non-monetary benefits, therefore, this is effective for the
business in increasing the working ability and also encourage the employees to work with more
enthusiasm and collaboration at workplace to developing the operational ability of the business.
River Island is a leading high street fashion, clothing and textile retailer which has its operations
all around the globe and concern over managing the performance and rewards system at
workplace to increasing the operational ability of the employees at workplace (Al-Emadi,
Schwabenland and Wei, 2015). However, as a leading fashion retail, performance assessment is
the key consideration of the business to analysing the operations held by the employees and
providing them a right path to mitigating their weaknesses and putting the significant efforts in
the growth operations of business. In addition to this, the suitable management of rewards are
also effective for the business in increasing the talent pool and also enhancing the retention of
employees at workplace, thus this also beneficial for River Island in developing the production
and professional ability of the employees at workplace to attain more benefit and growth (Azeez,
2017).
The suitable assessment of rewards and performance at workplace helps River Island in
developing the performance of the business, increasing the talent pool, developing the
professional ability, enhancing the brand recognition via presenting the effective and
extraordinary performance, increasing the customer’s satisfaction and so on. Hence, these all are
the major effectiveness of performance and rewards management at workplace. In today’s
modern business era, organisations are mainly working with the aim of capturing the wider
market and for this businesses are focuses over managing the performance of the employees and
also managing the reward system at workplace to render equal opportunity to people to get
advantage on their own skills and help the business in developing the professional ability of the
business (Dilz and Rangatlathan, 2017). River Island is a well-recognised fashion brand and the
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growth and development of business is widely relay over the performance of employees at
workplace, thus the suitable management of performance is effective for the business and
employees to effectively recognising their abilities and weaknesses at workplace and also
providing them assessment to resolving the weaknesses and using the abilities on a right track to
generate benefit for the business in terms of increasing the performance of the business.
Furthermore, the assessment of rewards is also effective for the business in managing the
enthusiasm and motivation among employees to work with their zeal and strength. Hence it also
effective in increasing the retention of employees to increasing the performance ability of the
employees (Dodds and Hess, 2020).
2.2. The factors River Island focuses on while measuring the performance of its employees.
According to Hearn, (2017), Measuring employee performance at working area is crucial
because it aid in enhancing employee motivation at working area and at the same time also make
them productive to attain their targets in stipulated time frame. Basically, employee performance
management is considering as an important procedure that is based on individual’s work and also
support in understanding how employee contributes to the business growth and performance.
This is the reason that company focus on analyzing as well as measuring employee performance
through which organization can easily improve their overall performance at market place. In
context to this, there are number of actors that are being focuses by the company at the time of
rewarding and measuring employee performance at working area. Thus, it is significant for
business organization to measure worker’s abilities while their recruitment process. This may
help business in hiring best and capable candidates for their vacant place.
 Communication skills: At the time of rewarding as well as measuring employee
performance at working area, manager of company is responsible to evaluate their
communication. In this company focus on employee’s interaction and also ensure that
they have able to communicate with others. If workers are able in interacting with others,
then they easily share their view points and also influence others to do any kind of
activities. This type of skills measured by manager at the time of hiring as well as
recruiting individuals. By this, employee performance and their abilities can be easily
analyses and evaluated (Flick, 2015).
 Training and development: In order to make employee productive, training is one of the
important factor that company needs to be considered while rewarding and measuring
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employee performance. As, training is focuses on immediate improvement in worker’s
performance whereas development is based on the long term objectives. In business
organization, employee performance is highly depending over the training they get from
the company. Therefore, it is crucial for business to focus on the specific areas wherein
employees required proper training and development. If workers receive proper training,
then they feel more productive and engaged with their goals and objectives. At the time
of measuring as well as rewarding workers, company have to provide proper training and
development programs to workforce through which they give their best efforts for
achieving their long term and short term goals in an appropriate time frame.
 Ability to adopt new things: While rewarding workers at workplace, it is significant for
company to evaluate the abilities of employees in relation to adopting new things. When,
employees are ready to accept new and challenging work the they perform well and also
tries to find innovative ways to done their task and activities. This is the reason that
company focuses over the employee abilities and capabilities to accept as well as adopt
new things with more productiveness. By this, company can eliminate the possibilities of
arising any kind of issues in attaining their goals. In case, workers take initiate in
organizational activities then company provide them attractive rewards. With the
assistance of this, employees can improvise their productiveness and abilities to put their
best efforts for attaining their determined targets in provided time frame (Kundu and
Gahlawat, 2016).
 Ability to complete project: It is significant for employee to able in completing task
activities and project as well. In this, organization is responsible for focuses over the
employee ability whether they successfully complete the project or not. If they have
ability to execute their project, then they easily achieve their target in minimum period of
time.
As per view pint of Mosley and Singer, (2015), all the above mentioned skills are crucial
for company to considered at the time of recruitment and selection process. On the other side,
providing attractive rewards and managing employee performance, previous working abilities
and performance is compared with current performance. This will provide proper analysis of
employee performance and also make them able to improve their productiveness at working area.
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In addition to this, there are some another factors that is important for company in measuring
employee performance and which will be understood by following points:
Customers feedback: For measuring employee’s performance and provide them rewards,
customer’s feedback and reviews are important. In this, company focus on customer’s reviews
and their satisfaction towards the employees and their provided services. This can be beneficial
for company in analyzing worker’s performance at working area. If employee able in providing
quality services to its customers as per their needs and wants, then they easily provide them
higher satisfaction. With the assistance customer’s satisfaction, company can easily measure
their worker’s performance and provide them attractive rewards so that they boost their
confidence in executing as well as performing their task activities (Lee, 2016).
Productivity of company: Overall performance of business organization is highly based on its
workers as they have ability to execute or perform their task along with more productiveness. As,
productive employees are always ready to put their best efforts for accomplishing their targets in
given period of time. This will contribute in enhancing productivity of company that may aid in
sustaining at market for longer period of time. With the help of organization productivity and
success, company can analyses employee’s performance and their contribution within the
business and their performance as well (Mackey and Gass, 2015).
All these factors play a crucial role in business because it provides assistance to manager
of company in measuring employees performance and same time also provide them proper
rewards accordingly. Thus, organization needs to focus on these factors at the time of measuring
as well as rewarding to workers. This can be beneficial in enhancing the organizational
performance so that company can easily attain competitive advantage from its competitors at
market place.
2.3. The benefits of implementing a reward and performance management system for River
Island and its employees.
As per view point of White, (2021), Business organizations are continually hoping to
improve at assessing and estimating worker execution. Execution the board is pointed toward
working on an association's main concern by invigorating worker execution. It additionally
adjusts labor force and individual objectives to the more extensive hierarchical objectives and
mission. A good performance management system is effective activity for business organization
and its employee also because it works towards the improvement of overall organizational
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performance. This is possible by managing team and individual performance that ensuring the
achievement of organizational goals and objectives. This is the reason that an appropriate
performance management system plays a significant role in managing organizational
performance. Along with this, an effective performance management system and rewards is a
component for following the presentation of workers reliably and quantifiably. It permits the
organization to guarantee that representatives and offices across the association are working
adequately towards accomplishing the business' essential objectives. Effective organizations
acquire a benefit from having workers better lined up with corporate objectives. In this, company
ensure that the workers are understand the importance of their contribution within the business to
attainment of their targets in stipulated time frame (MICHAEL, PRINCE and CHACKO, 2016).
 Improve organizational performance: One of the main benefit for performance
management system is enhance company performance because it focuses on providing
proper facilities to workers in order to make them productive. By this, employees can
execute their performance as per set goals and objectives by putting their higher efforts.
If company effectively analyses employee performance, then they easily determine the
area in which workers are required to improved. This can be beneficial in enhancing the
organizational performance and make company more competitive at market place.
 Increase employee retention and loyalty: Rewards and proper analysis of employee
performance is crucial as it motivate them to perform well at working area and attain
their targets in an effective way. By giving them rewards workers get motivated towards
their task and activities that directly contributes in improving their productiveness at
workplace. If workers are highly motivated with their targets, then they give their efforts
for attaining the same. This will also contribute in retaining workers for longer period of
time that assist company in attaining success at competitive market place. With the help
of rewards and motivation employee feel more productive and important for company.
This can be beneficial in keeping employee loyal and motivated towards their job roles
and responsibilities. In addition to this, more highly motivated employees are likely more
loyal in which management will have better success in retaining valuable workers at
working area. By this, morale of employees gets improved, making the working area
more pleasant and also cutting the labor costs (Nyathi, 2015).
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 Overcoming the barriers to communication: Proper rewards and performance
management of employees is crucial for company and its workers because it give support
to enhance the overall performance of business. By receiving rewards, employee get
motivated and also share their positive relation with others. This will encourage the team
working by reducing the possibilities of arising any kind of issues among team members.
By analyzing employee performance, workers come together to execute their task
activities in an appropriate way. As, it directly supports in overcoming the barriers to
communication and also established a positive working environment wherein workers
perform well and tries to accomplishing their predetermined targets in allotted period of
time.
 Provides a look into the future: By reliably observing and overseeing work environment
execution, pioneers can see expected future issues. Like with an issue, early location is
critical. The previous issues are faced the less impact that they will probably have. For
example, if the organization sees that a specific worker isn't a cooperative person, they
can either move that representative to a place that doesn't need collaboration, give
preparing to that worker rotating around collaboration, or let that representative go before
it turns into an issue. By acting before the potential issue turns into a real issue, the
association can forestall superfluous difficulty (Okotoh, 2015).
 Highlights training needs: In business organization, effective performance management
system consider as an important aspect because it highly based in determining the
training needs of employees at working area. With the help of this, company can easily
measure worker’s performance at working area and at the same time also evaluate the
areas in which training is required. After highlighting training needs, manager of
company provides them proper training and development programs to improvise their
performance. By getting proper training, workers are able to handle their task and also
adopt new things easily. This will directly contribute in enhancing overall organizational
performance.
 Provides the opportunity for exchanging feedback: A deficiency of communication in a
relationship is justification for inconvenience, and this incorporates working connections.
Frequently, the executives addresses representatives about their exhibition, yet workers
don't all the time get an opportunity to voice concerns or dissatisfactions. Successful
16

execution the executives gives a road through which both the business and the
representative trade input. As well as acquiring understanding, representatives regularly
feel significantly more esteemed when they can voice their musings (Otieno, 2019).
 Provide clarity in business organization: It is a typical issue that various employees or
representatives are uncertain of what precisely their job involves, what is generally
anticipated of them, and what their identity is to answer to. Through execution the board,
the organization can make the entirety of this exceptionally understood. An absence of
seeing regularly prompts an absence of efficiency. In this manner, by giving lucidity to
workers, the outcome will regularly be expanded efficiency and certainty.
 Assist in enforcing goal setting and achievement: A good performance management
system assists workers with understanding the objectives of the organization and what
they are generally anticipated to do to accomplish these objectives. This implies they see
what their commitments mean for the general development of the business. Along these
lines, execution the board will help in business and chief objective setting. Adjusting the
entire of groups to higher hierarchical objectives sets obvious needs and bearing,
guaranteeing that people have a gainful feeling of proprietorship in the business by means
of individual goals.
 It offers mentoring for increasing performance: A definitive point of execution the board
is to further develop execution. It will assist administrators with formulating routes
through which they can expand execution while giving the chance to discuss profession
possibilities and bearing. Altogether, it will help the leader administrator and additionally
HR manager to give extra training and preparing which will be valuable in creating
models for attractive promotion (Sankar, 2015).
 Lead to higher motivation and commitment level in employees- it has been seen and
observed that the providing of performance based rewards and benefits motivates and
guide employees towards improved performance thus, creates a sense of motivation in
employees which helps in enhancing the performance and creativity level of the
employees. Beside this, a sense of commitment and loyalty has been also created through
providing of regular rewards and benefits package as it reflects the fact the efforts and
work of employees is being valued by firm thus, it motivates emolyess to remain and
retain within a firm for a longer period of time. Therefore, having proper rewards and
17

performance management supports higher retention of employees and reduces the
chances and issues of high employee turnover (Sattar, Ahmad and Hassan, 2015).
2.4. The strategies or ways for better implementation of performance and reward management
system
According to the view of Pollock (2018), a wider part of working in human resources is
regulating performance assessment, developing a space where and individual and employees can
develop excellent work and perform to the best of their abilities and skills is not an easy task, but
with the right tools and techniques individual can make it work. In addition to this, rewards
management is also might evaluated as overcomplicating a pre-existing structure. therefore, it is
not that tedious or tough. With the preference of the workforce altering good rewards assessment
can bring an individual a big opportunity. River Island is a large and most leading high street
fashion retail which has its operations all around the globe performance and rewards
management is the key consideration of the business as it aids value for the business in
developing the functional ability of employees at workplace and increasing the growth and
development of the business. There are assorted strategies and ways that can implement by River
Island for better implementation of performance and rewards management system, thus, few
important are associated as under:
Setting smart objectives: This recognised as the most effective aspect which helps the
business to managing the performance and rewards at workplace. However, business in the
modern era are concern over developing the professional ability of the business and also focus
over setting the effective and SMART objectives to cope up with the business vision and also
developing the working ability of individual at workplace. Typically, the procedure mainly starts
with departmental managers setting goals and objectives for their departments, encompasses over
business-wide objectives, that support the general organisational tools. Creating departmental
objectives accessible to all executives to ensures there is no overlap, reduces conflict, and allows
employees of assorted departments to see where they support each other and ensure they are not
working at cross purposes. In addition to this, the assessment of SMART objectives helps the
business in assessment the performance and managing the rewards to increasing the operational
ability of the business (Wang, 2015).
Providing training to employees: This is the most suitable way which helps the business
to managing the performance and rewards at workplace. Therefore, this helps the business to
18

managing the performance at workplace and also aids the business employees to putting their
strength and ability in the growth operations of the business. As a leading fashion retailer, River
Island can provide effective training and development sessions to their old as well as new
employees for the intention to analysing their ability and weaknesses to assist them on the right
path to attain growth and development. However, training is creating value for the individual in
reducing their weaknesses and also getting a right path to putting their strength in the growth
operations of the business.
Tie rewards to company goals: The only reward performance and behaviour which directly
affects the business strategic aim, objectives and bottom line. If an individual rewards fuzzy
intangibles such as initiative and innovation employees may chalk up a co-worker’s incentives
and rewards as favouritism or they do not have a concrete sense of what it takes to attain growth.
Implementing or tying the rewards with the company’s objectives and goals are effective for the
business in managing the performance and rewards, thus this plays as the equality kart at
workplace to providing equal opportunity to get rewards and benefits over their extra ordinary
and innovative performance. This can effective be implement by River Island to motivate
employees and also assisting them on a right path to attain business objectives and also gain
suitable benefits and developments (Aibieyi and Henry, 2015).
Aligning Reward Strategy with HR Strategy: This is also termed as the effective
approach which can help River Island in managing the performance and rewards system at
workplace. Therefore, it is never too much to raise finger over the significance of the HR
strategy for the growth and development of the business. In addition to this, the suitable and
effective HR management is effective in maximum utilization of the capacity of the employees
in a business through appropriate, allocating of the employees or the suitable motivation for the
all assorted kind of employees. The alignment of rewards strategy with the HR strategy helps the
business in developing the performance and the rewards system as the two work with
collaboration to improvising the ability of working and assist the employees on a right track to
attaining effective rewards and motivating themselves to work with more coordination and
enthusiasm to developing the operations and professional ability of the business. In addition to
this, the HR strategy is directly interconnected with the reward strategy as an individual have
been through so far, worker’s motivation is heavily encompassing over the total rewards strategy
of the business that needs to be arranged not only by the human resources department but the
19

senior managers who are significantly connected in the whole business strategy through that the
entire HR technique can be executed, supported and reviewed effectively (Al-Emadi,
Schwabenland and Wei, 2015).
Recognizing employee effort and interest: A effective performance management system
which is only skims the surface and provides unreliable levities without developing a descriptive
employee performance review, is hardly of having any value in the business. an organisation
which significantly relay over investing in future will connect the performance management
system with the business performance and widely HRMS system. This mainly helps the business
to effectively attaining rewards, a wind of trust of coordination, collaboration and motivating
individual at workplace who are feeling of oneness, aiding them to grow as they endorse
business objectives. In addition to this, it is the most suitable and effective way, which helps the
River Island to managing the performance and the rewards system as it aids value in the manner
of evaluating the strength and interest of individual at workplace and accordingly providing them
rewards for the betterment of business performance.
Effective hiring and recruitment process: This is the another most important tool to
better implementation of performance and reward management system, therefore, effective
hiring and recruitment process will aid value for the business in terms of increasing the talent
pool at workplace and developing the operational ability of the business. The River Island can be
taking benefit of this approach via implementing the suitable strategy and tools in the hiring
process where suitable evaluation of the candidate has been done to providing them effective
responsibility to attain business performance (Azeez, 2017).
Performance based rewards along with ensuring Effective communication and
engagement- It has been seen that providing performance based rewards and recognition
supports improved motivation and satisfaction in the employees which supports attraction and
retention of talented candidates therefore helpful for River Island fashion retailer. Along with
this, performance based rewards and resignification also motivates and direct employees to have
higher efficiency level that is vital for a budding entrepreneur and supports improved
performance and productivity within a firm through leading better implication of proper direction
and guidance for employees also form an effective aspect of managing talent through reducing
the chances of chaos and confusion at place of work. Thus, effective communication supports
positive workplace along with improved employee engagement that ensure better retention of
20

talented employees for longer period of time along with facilitating and leading for better
implementation of performance and reward management system.
Although, these all are recognised as the best and most suitable way that can be
implement by the River Island to better implementation of performance and reward management
system. Thus, the suitable evaluation of performance and rewards management system is
effective increasing value for the business in increasing the professional ability of the business
and increasing the operational ability to attain growth and success. In addition to this, these all
can be considered by the business to managing the performance and rewards and increasing the
operations of employees at workplace and attaining higher growth and success (Dilz and
Rangatlathan, 2017).
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Chapter 3: Research Methodology
Research methodology is mainly defined as the particular strategy or procedure which is
utilized to recognize, select, measure, and break down information or data concerning a
predetermined space of study. In an exploration paper, the strategy segment allows the researcher
to fundamentally assess an examination's general legitimacy and unwavering quality. This piece
of the examination is viable in offering legitimate help to the literature through the choice of
appropriate procedures. Legitimate choice of research methodology is needed for the analyst to
carry out all the examination exercises in a suitable way for thinking about the ultimate
objectives and goals of the examination (Muñoz-Pascual and Galende, 2017). Philosophy
assumes an immense part giving methodical way to the specialist for the appropriate execution of
writing and different exercises in a huge way. The procedure may include publication research,
interviews, surveys and various research tools, and could involve both present and historical
information. This part depends on numerous applications that help the examination fittingly. The
examination procedure is valuable to build up the design of exploration, like technique,
approach, research theory, and parts of the system. For the effective execution of the study based
on the aspect of analysing the effectiveness of performance and reward management system for
improving the productivity of employees, research methodology being implementing with the
support of research onion as it is the most effective tool which is imperative in providing a
systematic evaluation to considering the suitable stages that are covered in the study. However,
the suitable methods are effective to be considered as associated as under:
Research Philosophy: Research philosophy is mainly defined as the set of beliefs which is
significantly concerning the nature of the reality which is being investigated. It is the underlying
aspect of the nature of the idea, and also recognised as the philosophies that differ over the aim
of the investigation and over the best way which might be implemented to attain these objectives.
These are not importantly separated, but the selection of investigation philosophy is termed as
the type of idea and knowledge which is being investigated in a specific investigation area. the
choice of philosophy is relay over different areas i.e. ontology, epistemology (Muro and et. Al.,
2017). However, ontology is mainly defined as the authenticity of the data and how one can
recognise its experience, whereas the aspect of epistemology is mainly defined as the valid data
which is needed for the investigation and how one can obtain it. The philosophical positions
implemented in academic concern are mainly categorised among Interpretivism and positivism
22

research philosophy, where positivism refers to the knowledge which is independent of the
subject being studied, and Interpretivism claims that individual observers have their perception
and understanding of reality. However, positivist studies are often more scientific and result in
testing phenomena, whereas interpretive studies are often qualitative (Magaudda and et. Al.,
2020). In the case of this present investigation work, based on the aspect of identifying the
effectiveness of performance and reward management system for improving the productivity of
employees, Interpretivism philosophy is being implemented by the researcher as it is the most
effective tool to execute detailed analysis where information collection is relay over theoretical
aspects. Hence, this is mainly based on the understanding of individuals and providing data via
evaluating the perspective of others in a detailed and descriptive manner. This is the most
suitable tool as it is effective in constructing the meaningful reality over the aspect of
performance management and rewards management in increasing the performance of employees.
another intention of implementing this source is that it is easy to access than positivism
philosophy as in this information accumulation is relay over theoretical aspects and the views
provided by others and on the other hand positivism, philosophy is relay over gathering
information within facts and figures. Along with this, use of interpretivisim philosophy has been
made for current study as it supports collection of data based on specific role while observing the
social world therefore, leads to better access of the Effectiveness are reward and performance
management systems on employee performance within River Island by the way of supporting
more detailed information for better analysis of set objective.
Research Approach: This is another most important aspect to be considered in research
methodology as it works as the plan and procedure which mainly consists of the stages of broad
assumption to detailed tools of information accumulation and evaluation. The research approach
is large to be evaluated as either deductive or inductive approach. The deductive approach
mainly starts from small and gets bigger. It is mainly beginning through the significant
hypothesis or the hypotheses which has been created encompasses over the data or the patterns
which have been observed through the investigator. It is then consider testing the hypothesis and
developing a wider theory from it. On the other side, the deductive approach mainly begins
through a wider theory and then concern later over the smaller, more specific details. This is
something transferred to as a move from specific to the general (Giuliani and et. Al., 2017). In
the suitable execution of the study, based on the aspect of analysing the effectiveness of
23

performance and reward management system for improving productivity of employees, inductive
approach has been implementing by the researcher as it is the most suitable tool which is
effective in developing theories and concepts that using the pre-existing theories in deductive
approach. This is the most suitable tool to provide suitable evaluation via developing theories,
concepts based on the aspect of performance and rewards management in context to increasing
the operations of business. This is the most suitable approach where analysis is relay over
analysing the views via developing the suitable concepts, theories and hypothesis. This approach
is widely suitable to executing qualitative evaluation via increasing theoretical framework via
creating the suitable theories that are relay over the specified subject. With respect to current
study making use of inductive approach is appropriate and suitable as it is properly in line with
the interpretivisim approach and also supports better scanning and testing of theoretical
information to meet set objectives. The reason behind choosing inductive approach for this study
is that it is based on qualitative research study initiate with particular set of observations and
moves to the general set of proportions regarding the experiences. Apart from this, inductive
approach enable researcher to better understand the needs of the study and accomplish its aim
successfully by drawing valid outcomes.
Research Strategy: The investigation strategy mainly defined as the way how the
investigation is tending to be carrying out the work. The strategy can involve a number of
assorted approaches likewise experimental researches, action research, case study, systematic
literature review, interview, survey and so on. In the case of this present investigation work,
based on the aspect of analysing the effectiveness of performance and reward management
system for improving productivity of employees, the suitable strategy to be considered is
systematic literature review (Dilz and Rangatlathan, 2017). Therefore, this is the most suitable
approach where analysis has been based over developing detailed theoretical framework and the
systematic literature is imperative in enhancing theoretical perspective via the views and opinion
analysis of others over the specified subject. The systematic review needs to be following a
clearly defined protocol or plan where the criteria are clearly stated before the review is
executed. In addition to thus, the tool is effective in identifies, evaluates, and synthesizes
investigation outcome to develop a summary of existing evidence which can contribute to
evidence-based study.
24

Research Choice: An examination is a deliberate system of aggregating information from
different sources to find or demonstrate current realities about a predetermined examination. This
part essentially joins more than two fundamental perspectives for example mono, multi method
and mixed research tool, consequently these three are basic in coordinating an exploration in
reasonable way. The mono method comprises over one tool for the study from qualitative and
quantitative aspects. The mixed method is encompassing over the use of two or more tools of
investigation and mainly refers to the implementation of qualitative and quantitative tools. On
the other hand, the multi tools implements a wider selection of tools. In the case of this present
investigation work based on the aspect of identify effectiveness of performance and reward
management system for improving productivity of employees, mono method is considering by
the researcher and qualitative research is being implementing by the researcher as it is the most
suitable tool to execute detailed analysis to aid the work in right manner to generate significant
result. With respect to current study, use of qualitative method of research is made as it allows to
explore the ideas and experience in depth through support of detailed and theoretical data which
allows better analysis and evaluation of set objectives. However, the qualitative study is effective
in developing theoretical perspective with the support of gathering information through analysis
concepts, models, and theories in the similar area (Lim, Nair and Foo, 2019). The qualitative
study is creating value in analysing the results via accumulation of theoretical data to support the
investigation to generating the potential impact of performance and rewards management system
over the performance of the business as the theoretical information is effective in developing
understanding via stating the original facts that are incorporates from the views analysis of
others.
Data Collection Tools: Data assortment is terms to be the essentially thought about part of
an examination, in this way it is powerful in making appropriate determination of sources that
are successful for executing an investigation in right way. This part is chiefly joins over primary
and secondary sources of information assortment, accordingly, primary Data refers to the data
which is assembled by the researcher unprecedented for the course of this investigation,
however, Secondary Data characterized to the data accumulated from the diverse means to
complete the assessment. Subsequently, for this current research based on the aspect of analysing
effectiveness of performance and reward management system for improving productivity of
employees, secondary sources are applied by the researcher, thusly primary assessment is not
25

being helpful in storing up of express data through the help of executing outline with the help of
making review that spreads point and focuses of the investigation. Therefore, primary research
needs approval and there is no approval from the business. On the contrary side, secondary
investigation is fundamental making understanding as indicated by the specific assessment with
the suitable assistance of books, journals, disseminated and non-distributed articles (Rhou and
Singal, 2020). However, secondary sources are effective in executing the detailed theoretical
analysis in the form of evaluation of concepts, theories, models that are connected to the area of
performance and reward management system for improving productivity of employees. Further,
making use of the primary sources of the data is not appropriate for current study as it is more
time consuming in nature and due to the covid-19 pandemic it does not seemed feasible and
appropriate. Beside this, making use of the secondary source of data with the help of online
article and journals supports higher level of efficiency for current study along with setting
improved base and framework for undertaking current study (Dodds and Hess, 2020)(Flick,
2015).
Data Analysis: This is the most important aspect of research onion as it defined as the
procedure of systematically applying statistical and the logical tools to evaluate and illustrate,
condense and recap or evaluate the information. In addition to this, data analysis is also termed
as the procedure of identifying, cleansing, transforming and modelling the information with the
aim of discovering the appropriate data, informing suitable outcome. This section of
investigation is effective in selecting the suitable sources to evaluate the information in effective
manner. Therefore, in the case of this present investigation work, based on the aspect of identify
the effectiveness of performance and reward management system for improving the productivity
of employees, analysis of information is based on thematic analysis as it is the most suitable way
to analyse the information in effective manner (Varley and et. Al., 2018). Hence, this is the most
suitable approach to executing descriptive theoretical evaluation of qualitative study in more
liable manner. Here, suitable themes are developed over the aim and objectives of the research
and detailed analysis has been executing to discussing the views and opinion presented in the
section of literature review (Kundu and Gahlawat, 2016).
Time Horizon: This is the another important area of investigation, which mainly
determined as the needed time for the completion of the study in right manner. However, the
investigation can be grouped over two sorts that are relay over time are longitudinal and cross
26

sectional time horizon. Longitudinal time horizon for information accumulation which defines to
the accumulation of the information repeatedly on an extended time duration and is mainly
implemented where an essential aspect for the investigation is examining alter over the time. On
the other hand, cross sectional time horizon is termed as one already implemented data, whereby
the information needs to be gathered. This is specifically executed when the research is
encompassing with the study of a specified aspect at the specified time. In the case of this present
investigation work, based on the aspect of analysing the efficiency of performance and reward
management system for improving the productivity of employees, cross sectional time horizon
has been implementing by the researcher as it is the most suitable tool where analysis has been
executed within a specified time duration, therefore, this study basically provides support in
designing a time frame where activities are predefined with the specified time to complete the
task as well as to completing the entire study in suitable manner (Adam, 2018).
Ethical Consideration: Research ethics and moral principles are termed as the guide that
aid researcher to execute and report the entire investigation without deception and intention to
harm the respondents of the study or member of the society as a whole, whether knowingly or
unknowingly. Research ethics plays an important role in assisting the entire study in right
manner. The present study is based on secondary aspects and for this, ethics are needs to be
considered by the researcher for the better assessment of the work. However, secondary
information can be an effective source to gathering information directly through the participants,
removing the requirement of face to face interaction. Thus, secondary information is mainly
connecting to the living human aspect and often needs ethical approval based on the aspect and
nature of the information. In the execution of the present study, researcher has applied assorted
aspects that are effective in maintaining the authenticity of the data as the researcher is mainly be
concern over gathering information from the most suitable sources that are significantly connect
with the chosen subject and also choosing the articles and journals that are published within the
time duration of 5 years as the old articles are not that effective in providing views as per the
current scenario. In the present study, analysis needs to be fact-full and based over the present
scenario to render effective recognition in relation to the aspect of performance and rewards
management to increasing the performance of the business. In addition to this, for avoiding the
issue of security and safety researcher needs to ensure to not sharing the information of the
research to the other investigator (Nyathi, 2015). The researcher needs to be concern over
27

resolving the issue of time and for this, investigation requires to design an effective time frame
where each and every activity is needs to be mentioned at the beginning of the research as it
helps in completion of the project within time. Researcher also needs to select the sources that is
widely connected with the similar area so that appropriate outcome can be obtained. Researcher
also needs to obtain access of the sources so that suitable information can be gathered to aid the
study in right manner and this also helps in avoiding interruption or any issue accrues in
accumulation of data. While conducting and leading out the secondary research, it is vital and
essential that the collected data must be de-identified before release to the researcher along with
the consent of study subjects can be reasonably presumed. Beside this, the outcomes of the
analysis must not allow re-identifying participants is also vital to meet the set ethical
consideration. Along with this, remaining neutral and unbiased during the analysis of the data
together with not letting the personal preconceptions or opinions interfere with the data
collection process is also vital and essentially required to meet the ethical consideration while
undertaking a secondary research (Lee, 2016).
Limitation of the research: Limitations are the aspect that affects the functional ability of
the investigation, therefore, the present study is based on secondary aspect and there are assorted
limitation of the research are authenticity of the data, general and vague information, time
assessment, old information, incomplete information, access of sources and so on, that are
widely affecting the investigation. These limitations are needs to be resolves by the investigator
for the intention to completion of the work in effective manner. The key issue in the execution of
secondary investigation is the authenticity of the information, therefore, researcher needs to be
concern over gathering information from the actual and authentic sources which incorporates
over the specified area of study, thus, this helps the investigation in completion of the work in
effective manner (Radhakrishnan, 2017). The another issue is mainly associated with the general
and vague information which affects the authenticity of data, thus, it is important for the
researcher to study the article on a prior basis and gather specific information which are relay
over the chosen study area as it will help in avoiding the issue of general content. In addition to
this, the provided time for executing the study is also less and it is quite hard to implement all the
activities within the provided time duration and for resolving the issue, researcher needs to
design a time frame where each and every activity is mentioned with the suitable time to
complete the work. Old and incomplete information is also termed as another limitation which
28

affects the authenticity of the content, thus, secondary sources are sometime miss lead the work
via gathering old and incomplete information. Therefore, this issue needs to be resolved by the
researcher for the execution of study in right manner with the support of selecting the new
sources which are under the duration of 5 years only (Park, Kim and Yang, 2020). The foremost
issue is connected with access of the resources, thus researcher needs to be concern over
resolving the issue via taking access of online sites, journals, library notes, articles and so on, to
gather valuable and reliable information. These are the key limitation of the research, which are
needs to be resolved by the researcher to completion of the work in effective and efficient
manner (Mackey and Gass, 2015).
29

Chapter 4: Data Analysis and Findings
This chapter of study mainly discusses the information analysis and findings of the
research. However, the chapter is suitable in providing suitable analysis to reaching at the
significant result. In the case of this present investigation work, relay over the area of analysing
the effectiveness of performance and reward management system for improving the productivity
of employees, the analysis of the information is relay over thematic analysis approach as it is the
most suitable tool to provide analysis over qualitative study, as here themes are designed over the
research objectives and analysis has been developed over the views of authors and writers that
are presented in the section of literature review.
Theme 1: The Effectiveness of reward and performance management system on employee
performance within River Island.
As per above discussed literature review it has been analysed that rewards and performance
management system is essential to the company because it has become crucial in managing
worker’s performance. In this, the reward systems are related with the vision and mission of
company that provide sense to the employees to enhance their performance. Giving rewards and
proper performance management help in keeping workers more productive. As a result,
employees can easily be achieving high level of performance at working area. Thus, it is crucial
for company to develop programs including reward system, performance management system
and many more to fulfil employees needs and at the same time also motivate them to perform
well. Along with this, most of business organization have issues to decide the right and attractive
reward system for right people (MICHAEL, PRINCE and CHACKO, 2016). By providing the
proper and administered system of rewards can provide quality performance of workers which
directly contributes in enhancing overall productivity of company. In case company does not
have effective reward system then it will lead to create issues like low employee morale,
unproductive performance of employees, lead to high turnover rate among employees and many
more. For improving employee productivity, company needs to focus on effective performance
management system that motivated workers and it will result in a good performance because the
employees know about the rewards that they getting at the end of every month. This will put
huge impact over the company by retaining as well as motivate their employees towards their set
goals and objectives. With the assistance of this, employee achieving high level of performance
and retain for longer period of time by putting their best efforts at workplace. In addition to this,
30

proper reward system and performance management system are considered as a competitive tool
that make employee able to show their performance and at the same time also motivated them to
perform well within the company.
Furthermore, performance management system is referring to the important activity that
measure alignment between employees and organisational objectives. Mainly, it also improves
employee engagement with the assistance of ongoing and open communication. By
implementing, proper performance system company can easily align every worker daily task
with key business objectives. It leads in determining the actual requirement of training and
improvement in employee’s activities. This is the reason that, company must focus on all the
aspects that affect the employee performance and also provide them proper rewards to improvise
their productiveness at working area. It directly contributes in retaining talented employees at
working area for long period of time that enhance overall performance of company at market
place (Nyathi, 2015).
31

Figure 1: Performance review
The prizes appraisal, performance management system and rewards are the critical thought
of the board of the business as it performs imperative job in assessing and investigating the
exhibition of representatives at working environment as it helps business in making a balance
and arrangement of the presentation with key targets. moreover, it is likewise dissected that, the
part of execution the board framework fundamentally gives a successful feeder to HR in regard
to improving the presentation at working environment. The effective performance management
system also helps the individual and business both to investigating the operation divisions in the
activities and furthermore the shortcoming of individual at work environment and furthermore
helps them to enhancing the capacity of working through lessening the difficulties and
shortcomings. In any case, the appropriate appraisal of execution helps the business and
representatives in fostering the presentation and expert capacity at work environment to create
greater usefulness and benefit. Proper performance management and attractive rewards play a
32

crucial role as it giving reasonable chance to the workers and furthermore influence them by
offering viable financial and non-money related advantages. Basically, it is successful for the
business in expanding the functioning capacity and furthermore urge the workers to work with
more eagerness and joint effort at working environment to fostering the functional capacity of
the business (Okotoh, 2015).
Further, based on current study, an analysis can be made out that the improve organizational
performance is one of the main benefit for performance management system as it tends to
enhance company performance because it focuses on providing proper facilities to workers in
order to make them productive. Further, it has been also seen and reviewed that the benefits of
implementing a reward and performance management system for River Island and its employees
comprises of the increase employee retention and loyalty as it motivates them to perform well at
working area and attain their targets in an effective way. Along with this, overcoming the
barriers to communication is also supported as benefits of implementing a reward and
performance management system for River Island and its employees as it is crucial for company
and its workers because it give support to enhance the overall performance of business. Further it
has been also reviewed and observed that benefits of implementing a reward and performance
management system for River Island and its employees consists of the providing an improved
look into the future by the way of reliably observing and overseeing work environment
execution, pioneers can see expected future issues. Along with this, effectively highlighting the
training needs within the business organization is also importance of rewards and effective
performance management system as it is considering as an important aspect because it highly
based in determining the training needs of employees at working area and also provides the
opportunity for exchanging feedback. Along with this, benefits of implementing a reward and
performance management system for River Island and its employees comprise of the providing
the clarity in business organization together with assisting in enforcing goal setting and
achievement through directing workers with understanding the objectives of the organization and
what they are generally anticipated to do to accomplish these objectives (Otieno, 2019).
Theme 2: The factors River Island focuses on while measuring the performance of its
employees.
As per the detailed analysis executed over the views and opinion of authors and writers in
the section of literature review it has been analysed that, employee’s performance is mainly
33

analysed of how effective and poorly an individual attempts their needed job duties and how
promptly they their deadlines or the necessity. Evaluating the performance of employees within
organisation is a crucial task as creates value for the business in motivating the employees at
workplace to providing suitable rewards and benefits to putting their significant efforts in the
growth operations of the business. However, the assessment of employee’s performance is
mainly recognised as an essential process which is encompasses over individual’s work and also
aids in recognising the employee’s contribution to the development of business performance.
This is the key reason for that business is concern over evaluating and analysing the employee’s
performance via that business can easily develop their entire business performance at workplace
(Sankar, 2015).
The measurement of employee’s performance is the most effective and crucial aspect for
the business as it creates value in recognising the suitable strength and weakness of employees at
workplace and developing the operational ability via mitigating their weaknesses or adding more
value in the strength of the employees. River Island is a large and leading fashion retail business
which has its major concern over developing the performance of the employees to increasing the
operational ability and attaining higher growth and development. However, measuring
performance is the most important aspect to be headed by the business to developing the
operational ability of the business and attaining higher growth and development. Thus, here are
assorted factors like Communication skills, Training and development, Ability to adopt new
things, Ability to complete project, Customers and peer feedback, Productivity of company,
responsiveness to feedback, ability of take ownership, quality of work and so on, that are needs
to be consider by the business at the time of measuring the performance of employees at
workplace. Therefore, these aspects are effective in effectively analyzing the performance of
individual and helps the management to put the right person over right task and attaining higher
growth and development.
The aspect of communication skills is the most suitable and most considered aspect as it
plays vital role in making people understand with their motive and the work to provide regular
information regarding their work and also building effective relationship with the other
employees at attaining higher growth and development. In addition to this, suitable
communication skills are creating value for the individual in be connected with the
organizational employees and convey their issue and resolve them in effective manner. Ability to
34

adopt new and innovative things is also suitable in recognizing the performance of employees at
workplace as people with higher and effective learning ability are more liable in developing the
overall operation of the business (Sattar, Ahmad and Hassan, 2015). Ability of complete project
is also another aspect to be consider while improvising the operations of the business, therefore,
individual with have effective skills and ability to complete the project in effective manner also
add value in the progression of employees working and also developing the operation of the
business. Customers and peer feedback is also termed as the effective factor which is widely
considered by the River Island in enhancing recognition about the value of employee at
workplace and the way they handling the customers, thus this helps the business in providing
effective opportunity to the individual via evaluation of their performance at workplace.
Although, these all are termed as the most suitable factors which are needs to be considered by
the business at the time of measuring the performance of the business. Thus, River Island is the
large and highly considered fashion brand which needs to be relay over the aspects as these all
are effective in evaluating the operations and progression of the employees at workplace to attain
higher growth and advancement (Wang, 2015).
Theme 3: The benefits of implementing a reward and performance management system for
River Island and its employees.
As per the views analysis of authors in the section of literature review it has been
analysed that, employees are the key asset of the business as the growth and development of
business is relay over managing the rewards and performance of business at workplace.
Therefore, rewards and performance management plays effective role in motivating the
employees at workplace and encouraging them to putting their significant efforts in the growth
operations of the business (Aibieyi and Henry, 2015). Business associations are consistently
wanting to improve at evaluating and assessing labourer execution. Execution the board is
highlighted dealing with an affiliation's principle worry by stimulating specialist execution. A
decent performance management is powerful action for business association and its worker
likewise on the grounds that it runs after the improvement of generally hierarchical execution.
This is conceivable by overseeing group and individual execution that guaranteeing the
accomplishment of hierarchical objectives and goals. This is the explanation that a fitting
exhibition the board framework assumes a huge part in overseeing authoritative execution.
Alongside this, a successful performance management and rewards assessment is a segment for
35

following the introduction of labourers dependably and quantifiably. It allows the association to
ensure that agents and workplaces across the affiliation are working enough towards achieving
the business' fundamental destinations (Al-Emadi, Schwabenland and Wei, 2015).
As per the analysis of the study it has also been evaluated that, there are assorted benefits
that are attained by River Island via managing the performance and rewards system at
workplace. The benefits mainly involve Improve organizational performance, Increase employee
retention and loyalty, Overcoming the barriers to communication, provides a look into the future,
Highlights training needs, Provides the opportunity for exchanging feedback, provide clarity in
business organization, assist in enforcing goal setting and achievement, it offers mentoring for
increasing performance and so on, that are effectively attained by the business to attain growth
and success (Azeez, 2017).
Theme 4: The strategies or ways for better implementation of performance and reward
management system
From the mentioned literature review it has been evaluated that implementing proper
performance and reward management system is crucial as it help employee in improvising their
productivity level that contributes in attainment of set goals and objectives. In this context, a
performance management process is referring to the important key driver for business that focus
on maximising their strategic pathway. Mainly, effective reward practices also assist company in
retaining as well as motivating their workers that contributes in developing organizational
performance. An effective reward system needs to be linked with the performance development
system in which manager of company pay their employees as per their performance at working
area. As, River Island is famous high street fashion retail company that operate their business in
over the world with the aim of generating larger profitability by delivering quality products and
services to its customers. Company also focus on their employee’s performance and also provide
them proper training and development programs to make the more efficient toward the goals and
objectives. Productive and efficient employees are always valuable for business organization in
attaining competitive growth at market place (Dilz and Rangatlathan, 2017).
In addition to this, the reward and performance management framework needs to help the
business system. As, such there are various practices, yet they all separate into few normal in
general strategies. One of the critical determinants in choosing which approach will work best is
36

the degree to which the business needs reconciliation between its prize framework and the other
HR frameworks and arrangements it used. The vital advance in fixing the award the board
framework is to decide the prize procedure and the degree of combination with other HR
frameworks. This gives a general structure to the award framework and should be firmly
connected to the business system. To foster a prize technique, there are three unseen premises.
Initially, to meet its technique, the business should display certain attributes. It needs to act
surely, for instance treating its representatives in a transparent style or making co-usable
associations with its clients and providers (Dodds and Hess, 2020). Furthermore, associations are
comprised of individuals, and as such it is the manner by which individuals act that will decide
how the association acts. Thirdly, the coordinated way to deal with individuals the executives
gets going with singular conduct assumptions and inspects how these will be estimated
(execution the board), created (self-improvement) and compensated (remunerated and profession
the board). Along with this, company also using different ways and strategies to effectively
implement performance management and rewards system that assist employees in developing
their efficiency level at working area and at the same time also make them more productive
towards their goals and objectives. In this, aligning reward strategy with HR strategy is consider
as an important way in which manager of company focus on effective HR management which is
based on maximum utilisation of capacity of employees in business through providing
appropriate responsibility and motivation. This can be helpful in improving employee’s
performance at working area. The HR procedure is straightforwardly associated with the prize
strategy as they have experienced up until now, employee’s motivation is strongly depending on
the remuneration technique of association, which ought to be planned by HR division as well as
ranking directors who are straightforwardly engaged with the entire authoritative system, by
which the all-out HR methodology can be carried out, upheld and investigated reliably (Flick,
2015).
Furthermore, manager of company is also responsible for involving employees in decision
making process and organizational activities that put positive impact over the employee
performance by providing them attractive rewards and appreciation over the working activities.
While implementing performance and rewards system, manager ensures that all the rewards are
tie with company goals. By this employee are highly focuses towards their task activities and at
the same point also tries to attain all the set targets in an appropriate time frame. With the
37

assistance of appropriate strategies and way River Island can successfully implement their
reward and performance management system that directly contributes in retaining employees at
working area for longer period of time that may reduce employee turnover of the company
(Kundu and Gahlawat, 2016).
38

Chapter 5: Conclusion and Recommendation
5.1. Conclusion
As per the in-depth analysis executing over the aspect of identify the effectiveness of
performance and reward management system for improving the productivity of employees, it has
been concluded that, performance and rewards management are the most important aspect of the
business which is effective implementing by the business to increasing the ability of employees
at workplace. Therefore, performance and rewards management are the key concern of the
management of the business as it creates value for the business in developing the operational
ability of the business to gain growth and success. Performance and rewards management at
workplace are effective in motivating people to putting their significant efforts in the growth
operations of the business and the effective rewards are creating value for the business in
encouraging employees at workplace to enhancing the operational ability to increasing the entire
functional ability. From the evaluation of the study, it has also been concluded that, there are
assorted factors that are needs to be considered by the business while managing the performance
and rewards at workplace like Communication skills, Training and development, Ability to adopt
new things, Ability to complete project, Customers feedback, Productivity of company and so
on.
However, these factors are evaluative in providing a path to suitable measure the
performance of the business to gain progression and development. The achievement and
improvement of a business are frequently dissected through the level of its efficiency. As, prize
and performance management framework is characterized as the main viewpoint which by
implication affects the mission and vision of the business and gives sensation to the
representatives that an award framework will give advantage to workers and the business also in
the provisions of expanding the functional capacity of the business. Prize framework
straightforwardly affects the organizations to draw in and hold workers which making esteem in
fostering the support to giving appropriate execution that may bring about the advancement of
the business. In any case, the business needs to foster projects like prize frameworks like
remuneration, rewards, advantages, motivators, rewards, appreciation, health advantages, etc.,
that are powerful in satisfying the worker's necessities and propel them to invest their amounts of
energy. Also, a viable prize framework assists the business with diminishing the additional
39

turnover promotion cost of enlistment, choice, preparing, etc, hence, rewards frameworks help
the business in holding representatives at the work environment.
Furthermore, it is also summarised that reward the board framework basically contains the
business arrangements, methodology and the practices for remunerating its workers as per their
commitment, capacities and misrepresentations. It is a significant term which is advanced in the
business rewards reasoning, instruments, arrangements and furthermore including the
arrangements as cycles, practices, structure and the interaction that will deliver huge kind of
levels of pay, benefits and the other kind of remunerations. Award the board framework mostly
elaborate both monetary and non-monetary perspectives that are additionally called as Extrinsic
and Intrinsic prizes. In this manner, the monetary prizes are perceived as the addition in
compensation, reward framework, perquisite, etc. Actually side the non-monetary angles include
advancement and title, schooling appreciation, opportunity at work environment, appreciation
and applause, declaration and plague, get-away time, solace working climate, social exercises,
adaptable working hours, etc., that are viable in dealing with the exhibition of the representatives
at work environment. In relation to this, regular performance interaction is crucial as it is
connected with future focused. In this, manager of company provides opportunities to employees
in order to explore their views and how can they perform their targets to accomplished the same.
With the assistance of performance management system, company offer training opportunities
and regularly reinforcing performance expectation. This will contribute in improving worker’s
productivity and make them able to complete their task activities in given period of time along
with more efficiency.
Along with this, employee recognition is also crucial in which company ensure that
employee feel valued and appreciated towards the work they put in to achieve their goals. In case
recognition of employee is not a priority for company then it will put negative impact over the
employee turnover as workers feel demotivated towards their task and then leave company as
well. Thus, proper performance and reward management system is crucial for business
organization to enhance worker’s performance. By providing them, rewards and appreciation for
their performance then they feel more connected with company and also put efforts for attaining
success.
40

5.2. Recommendation
As per discussed the whole research it has been suggested that, it is important for business to
implement appropriate performance management and reward system because it is link with
strategic planning and performance of workers. Thus, company needs to analyse employee
working activities and their performance as per continuous basis. Along with this, manager of
company also understands worker’s behaviour and attitude towards their job roles at the time of
providing them rewards and appraisal. By providing attractive rewards to employees is more
effective and beneficial for company in motivating their workforce and at the same time also
make them able to handle all the multiple task activities. Therefore, it is recommended for HR
manager of River Island to interact with their workers to understand their attitude and behaviour
as per regular basis. It also helps employees in sharing their issues and problems that they have
faced at working area. This will assist in developing positive working environment wherein each
and every worker are committed to their task. If employees are more efficient and motivated
towards their job roles and then they try to put their huge efforts for accomplishing the same in
minimum period of time.
In addition to this, organization needs to focus on employee’s feedbacks at the time of
rewarding workers as it assists in determining the area for further improvement. It is also
beneficial in providing attractive rewards to those employees who are able to execute their task
activities in an appropriate way. With the help of attractive rewards and performance
management system, organization can retain productive workers that reduce issue of employee
turnover by maximising productivity level of company at market place. Furthermore, measuring
employee performance is also significant because it provides opportunity to company in
developing their positive brand image. For attaining the same, company needs to focus on
different factors including their communication skills, needs to training and development
programs, ability to adopt new and innovative things, ability to complete given project and many
more. By these factors, manager of business organization can easily understand employee’s
performance and their abilities to evaluate whether they are reliable to getting rewards or not. In
case, workers who are not receiving any kind of rewards and appraisals that company should
provide them proper training and development activities as per continuous basis. It may develop
employee’s skills and abilities to execute their allotted task in an appropriate form.
41

Apart from this, company should analyse customers’ feedback because it directly connected
with the employee’s performance as the overall satisfaction of customers is depend over the
services that provided by employees. By analysing customer’s reviews and their satisfaction
company analyse actual performance of employees. Thus, it is crucial for company to provide
proper guidance and aspects to employees in which they focus on customers’ needs and wants. In
order to attain customer’s satisfaction, employees need to communicate with them and tries to
understand their actual needs what type of products they want. This will provide various benefits
to company likes improve performance of business, increase employee retention and loyalty,
overcoming communication barriers, provide a look into the future, determining training needs,
give opportunities for exchanging feedback, provide clarity in business organization. In addition
to this, it is recommended that manager of company needs to align goals with rewards and
performance management in which, employees perform well and also tries to find new and
innovative ways for accomplishing their determined targets in stipulated time frame. In order to
implement performance and reward management system, company includes various ways and
strategies such as setting smart objectives, providing training to workforce, tie rewards to
company goals, aligning rewards strategy along with HR strategy, recognizing employee’s
efforts and interest, appropriate hiring and recruitment process and many more. These are
considering as an appropriate way through which River Island can easily manage preface and
provide them effective rewards. By receiving attractive rewards and performance management
system, worker improvise their abilities to complete project and task activities in successful
manner.
For attaining the same, suitable and effective evaluation reward and performance
management system increase the values for company in which profitability and productiveness
can be easily maximised. Therefore, managing performance of employees and reward system is
significant as it provides path to company and workers in improvising their efficiency level that
positively contributes in attaining competitive success and growth at markets place.
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Chapter 6: Reflection
An investigation is mainly executing to resolve a business issue or measuring the way to
mitigating a problem in effective manner. Therefore, it is a great opportunity for me to get a
chance to executing an analysing over such a big area of analysing the effectiveness of
performance and reward management system for improving the productivity of employees. Thus
the study is effective for me in enhancing my skills and knowledge base over the aspect of
performance and rewards management as it will aid value in developing my personal as well as
professional knowledge. The study is effective in exploring knowledge and ability of individual,
researcher, learner and the future planners to adhere idea of implementing the suitable
performance and rewards management system to aid the operations in right manner. From the
evaluation of the study, I have been seen that, the suitable execution of the study is relay over the
selection of appropriate research methodology which aid value for the research in assisting the
entire activities in right manner.
However, the I have been seen that, the entire analysis of the study is based on
implementing the qualitative research approach as it is the most effective and suitable tool to
developing theoretical analysis with the support of analysing the views and opinion over the
specified subject. Therefore, qualitative study is creating value via exploring the attitude and
behaviour in detailed manner and also encourages suitable discussion via evaluating the
concepts, theories, models and theoretical framework. The key merit of this approach is that it
explores the in-depth behaviour, opinions and attitudes of a small group of individuals in a more
open manner instead of strictly following a set of questions. In addition to this, it is a content
generator which provides suitable analysis in theoretical form and it also saves money. The
demerit of this approach is that it is not provide any kind of statistical data to represents the
suitable results. More accumulation of general information affects the outcome of the research
and the investigation may go on a wrong path. From the evaluation of this study, it has also been
seen in that, here the accumulation of data simply relays over secondary sources as the major
reason of not executing primary research is that, it needs prior approval from the business and in
the case of secondary study, there is no need for approval as this is completely based on
executing subjective study which is widely relay over theoretical information. However, the
accumulation of data in this specific study is relay over secondary sources like books, journals,
published and non-published articles and so on. The key advantage of secondary study is that it
43

is cost effective in nature and analysis is often less expensive than primary study. It also provides
wide range of information which is pretty easy to gather via analysing articles and the journals
based on the similar area. On the other hand, the key disadvantage of using secondary source is
that, it may not answer the researcher's specific research questions or contain suitable data which
the researcher would like to have. The another weakness is related to authenticity and accuracy
of the information as it is not sure that the accumulated information is accurate in nature. As per
the evaluation of the study, I have been seen that, researcher is applying thematic analysis
approach to evaluation of the data in suitable manner. Therefore, this approach is valuable in
providing narrative view and evaluating the information via presenting themes that are based on
the objectives and aim of the research.
Although, my personal experience of executing the study is effective as I have gained a lot
idea and skills in relation to the aspect of present area, as well as I have attained different skills
based like data collection, time management, authenticity of sources and so on., therefore, this
would create value for me in executing my future studies in more effective manner. Furthermore,
the enhanced idea and skills of data collection will help me to executing my future studies in
more liable manner via gathering suitable information. The time assessment skill will also aid
value in completion of the project within provided time scenario. The enhancing personal
knowledge will help in attaining effective academic record and the professional ability help in
implementing the future projects in effective manner.
Thus, a reflection can be made out that the findings of the current study are effective and
vital in meeting the set objective as it supports and leads to better underdoing about the
effectiveness of reward and performance management system for improving employees’
performance. It has been learnt by me that enhancing the performance level and motivation of
the employees is one of the benefits of implementing a reward and performance management
system for River Island and its employees which supports and meets the second objective. Along
with this, the current study is also vital and effective in providing better understanding about the
strategies or ways for better implementation of performance and reward management systems to
effectively meet all the set objective. Further, the making use of the secondary source of research
is efficient and vital it setting out an improved base for current study and also provide me a
framework to carry out current study in most effective manner and meet all the set objective well
on time. The only pitfall and drawback faced during current study comprises of the fact that it
44

does it comprises collection of primary data thus, it lacks authenticity of facts and first-hand
information. So, in future I can also tend to make use of both primary as well as secondary
source of information to have more authentic and sufficient amount of information to meet the
set objective on more significant and efficient manner.
45

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