Reward Management Practices - Briefing Paper

This briefing paper provides insights into reward management practices and their impact on employee motivation and business performance. It discusses the importance of equity and fairness in reward policies, the role of line managers in implementing them, and the use of reward intelligence and the total rewards approach at Tesco. The paper also explores the strategic analysis and external factors affecting reward management.

Reward management (RMT) assessment template
Reward management practices – briefing paper
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INTRODUCTION:
Reward Management can be concerned with wide factors of formulation and
implementation of best HR strategies and policies within company producing wide
range of reward system where aim is to reward people fairly and to motivate for
higher performance levels . The report explains Tesco company reward management
system with strategic alliance, rewards analysis and how HR managers aim to
achieve equity, fairness of reward policies and practices within employees for higher
growth and business development onto higher yielding synergy factors.
Strategic analysis
The strategic alliance is highly important for gaining access onto internal and
external factors which are impacting functional strength within management and
among HR policies to reward now and within future for higher working structure.
Internal analysis of Tesco can be analysed with swot analysis which can be analysed
as follows:
Strengths
Tesco has high goodwill among consumer market with its large number of stores,
high quality products and work efficiency for bringing on innovation among products
for higher growth and goodwill composition. This factors of diverse range of
products, services have enabled to leverage onto higher synergy within global
business arena (Perkins and Jones, 2020). Tesco also has high capital business
framework where it has successfully ventured into untapped countries market and also

productively established high range of stores, online products range and services
within global business scenario.
Weaknesses:
Tesco faces competition from new brands and companies coming within UK retail
industry and also factored innovation, with new customer preferences products which
has been also giving strong competition externally for occupying new position among
industry.
Opportunities:
Tesco has business expansion opportunities for expansion into untapped countries
business market where there are wide factors of growth available and also wide
innovation procedures available with new investment opportunities which will enable
to develop new customer segments goodwill.
Threats:
Tesco faces threat of less competent management within business departments in
company where aim is to factor on reach higher skilled synergy goals and also
potentially work on training, motivational metrics by improving reward management
system in present and future (Armstrong and Taylor, 2020)
Theses are the internal analysis parameters which will impact company
approaches to reward management and employees within future as well as at present
for gaining higher efficiency working goals, new motivation parameters and also
potentially enhance creative work paradigms. Internal factors such as management
goals and working scenarios are highly important to gain analysis of how are the
impacts worked on such as employees working motivation and financial scenarios
working within at present will enable to generate stronger work goals. Tesco
approaches such as functional motivation factors for gaining analysis of how further
exploration goals work on and to generate new determinants where strengths are more
competitively developed.
External analysis (pestle analysis) Political factors: Tesco within this parameter faces risk for exporting its
products and services onto Europe countries where Bexit has imposed various

new higher taxes and increased tariff rates which will impact company
services within higher context in global business position. Economic factors: Tesco economically need to also focus onto working
within changing economic parameters within various economic situations,
and also for analysing how further work extension can be gained onto
working within new functional approaches. Social factors: Changing customer preferences is one of the most important
parameter where higher strength shall be governed within external changing
business paradigms, to yield onto higher goals of new profit levels and
working parameters with innovation Technological factors: Retail industry is actively exploding and bringing on
various technological factors where there are various business opportunities of
working onto new changing business demands, where new relative factors of
technical efficiency are highly present competitively impacting Tesco. Legal factors: Tesco shall also aim to utilise new functional paradigms widely
changing within legal parameters within various new companies onto which
new goals are present, which legally also may impact competitively efficiency
levels.
 Environment factors: Tesco also has to focus onto changing environment
factors where resources shall be used worth fully for gaining stronger goals
and higher brand value within consumer ends parameters (Fenech, Baguant
and Ivanov, 2019)
 External factors enable us to analyse how various external factors work
competition business goals impact employees management work goals,
horizons where reward management shall work on for gaining stronger results
within future parameters.
Impact of reward within company enables us to understand that Tesco
will be able to gain productive working strength with parameters gained
form Swot and Pestle which will built stronger competencies for generating
wider productive goodwill.

Reward intelligence
Reward intelligence can be understood as best practise to ensure compensation
decisions are well practiced by HR within company for gaining trust and higher
strength commitment within various framework for enhanced services and presentable
working scenario. The main aim is to establish policies and well documented data
preparation which will benefit for both company and candidates for long term time
period. There are extrinsic and intrinsic rewards, performance based rewards which
are based on various metrics encompassing vision and goals for stronger work results,
higher work synergy of actions and stringent work innovation on continuous
efficiency goals for reaching onto wider avenues. Reward intelligence holds high
important among Tesco company operations to motivate employees and to focus on
major aspects where their competencies are reward by management (Perkins and
Jones, 2020).
 Reward intelligence within Tesco is highly important to generate information
by monitoring employees performance levels onto various parameters where
higher order target completion shall be given appraisal and work recognition
for generating morale development. The use of reward intelligence can be
understood as one of the most crucial fundamental aspect where HR manger at
tesco aims to yield onto factors focusing onto documentation of information,
work records of all employees.
 This is beneficial for employees as well as company business performance
goals for gaining wider synergy of positive actions where there are high
appraisals in motivation factors and development within new arenas of
actions. Tesco can develop reward intelligence to be one of the most important
factor encompassing vision, functional advancement within vision progression
and also for yielding onto wider goals which transforms potentialities and new
profitability aspects onto long term. Decision making of rewards is done by
analysing how much factorisation of continuous efficiency is built among
department goals, working for productive relative functional innovation and
also keenly working onto objectives where company can resource smart and
young talents (Li, Rees and Branine, 2019)
 External sources where reward intelligence can be gained among
employees are focusing onto showing new strengths and innovative skills,

higher creative talents, bring on diversity among working goals. Reward
management shall be also gaining focus onto new technical efficiencies,
for leveraging higher goals .
Total reward
Total rewards can be understood as one of the most important strategy which
HR managers take within companies where all investments which company makes
within workforce examples such as pensions, learning and training development are
included.
 Employees value in working for company such as parameters of flexible
working conditions and career opportunities are included onto which tesco pays wide
focus onto employees functional ethics for reaching onto higher avenues and new
working actions which enhances business performance goals. Total rewards
encompasses elements such as compensation, in well being goals , recognition and
development of higher goals were tesco analyses various optimal company targets
where it aims to achieve and also generate investment amounts which shall be put on
within training and working for employees. Total reward system enables to gain new
working aspects within company goals, performance parameters and to yield focus
onto wider new scenarios which motivates employees to build vision. Tesco
company by bringing on new reward system model will enable to yield focus among
major aspects, work on new scenarios and also explore new ideas within business.
 Top priorities of Tesco within company goals accomplishment for rewards
approach shall be enhanced for reaching onto higher goals and new working avenues
where all management are skilled, working with higher diversity and creativity. Total
rewards approach within company also aims to regain strength in employees
strengths, commitment for reaching targets and also for delivering set results where
investment decisions are highly important (Gilal, Ashraf, and Channa, 2019)
 There are various benefits which Tesco can reach within business scenario
with total rewards approach which can be understood as one of the most important
asset where company shall focus for investing further. HR strategies within Tesco for
developing total rewards policies technically focus onto reaching higher synergy of
innovation and diversity among employees skills , which keenly upgrades new
working strength and ideologies onto which management works to achieve. There

shall be use of new business models and centralised systems within company HR
managers for actively monitoring employees actions for their set work targets, and for
development of new vision for technical progression. When organisation does not
treat people fairly retaining of employees strength is reduced and with higher
turnover employee’s motivation to work for goals completion is reduced widely.

Equity and fairness of reward policies and practices
The importance of equity, fairness, consistency and transparency in terms of
rewarding employees can be understood with fact that it enables company working
culture to progressively work ahead on set diameters and functional efficiency goals
where there are various higher opportunities to grow. The equity, work fairness holds
wide importance among management to gain rewards, rewards and practices where it
enables to keep employees for longer business framework. Higher turnover enables to
gain motivation, higher goodwill factors for Tesco to yearn new working innovation
(Brutu, 2019).
Equal and fair pay policies with consistency will enable Tesco to gain commitment
and high morale among employees within various departments onto which there are
wider work parameters available. It highly upgrades HR strategies onto higher
grounds, leverages innovation and fuels growth onto wider extent potentially with
new synergy of working connectivity. Tesco with ethical and equal HR policies and
consistent working parameters onto developing innovative reward policies where high
transparency factor is also enabled will be able to potentially reach out to higher
working goals with news customer segments goodwill, higher profitability levels.
The accountability of HR officials within companies are positioned as one of the
most important parameter of working goals where all employees are motivated when
management is responsive to their fair pays and working scenario. It is highly
important of equity, fairness, consistency and transparent rewarding employees,
following business ethics and maintaining strong working parameters by enabling
working quest to be highly developed for innovative working actions. Tesco shall
gain strong confidence, commitment and strengthened working HR strategies when
reward policies and external motivation factors rae taken care of among HR policies
and business management where they can analyse new work goals (HAYAT,
SUMARTONO and PRATIWI, 2020)

To ensure good practices are followed up within company HR department tseco shall
conduct regular meetings and brain storming sessions and creative indulging sessions
with employees where leaders take active part in discussions and how various work
paradigms are evolving within HR strategies. Follow ups along with feedbacks from
employees is vitally important for gaining onto results and monitoring of HR policies
where there is wide relative advancement onto new relative goals. Reward practices
shall actively focus onto leveraging new working goals by bringing on advanced
reward systems which will enhance and bring in higher diversity within their strength
at Tesco.
Purcell’s AMO model explains how employees within company can be motivated
by line managers using innovative HR policies and practices which deliver wider
new working synergy . The term AMO means A= ability. M= motivation and O=
opportunity, where John Lewis has been showing managers for functioning with
various reward decisions and also it has been widely evolving innovative
functional approaches.
Line managers and their contribution to reward
Line managers are one of the most integral part within company and are
responsible for achieving performance results among specific functional goals within
employees and for resourcing new talents and hiring specific employee to fit team
positions (Armstrong, 2019) Line managers at Tesco are focused at working
scenarios with strong innovation among all employees, to keep employees working
standards monitored as they can avail new working scenarios further into competitive
domains .
l The line managers functions are highly correlated with HR managers and
professionals for developing reward decisions to employees, technically reporting of
all performance and also enhancing new relative goals onto which company aims to
achieve performance. Tesco line managers shall conduct regular performance
measure monitoring parameters of all employees who are working within departments
for reaching out to set objectives which will potentially gain productive development,
new synergy of actions and also upgrade creative thinking abilities. Line managers
also shall provide rewards based on all competencies through which morale is boosted

and work ethics for new targets shall be worked on for reaching higher strength within
performance metrics.
l Brainstorming sessions and active meetings shall be held among leaders and
team members for higher practical working vision, keenly bring on synergy of actions
and also generate new relative goals onto which employees feel strong and
motivated to work with new innovation goals. Intrinsic as well as extrinsic
motivation is widley importnat whcih line managers shall use for generating higher
order creativity, commitment and in promoting employees for higher working
positions based onto their comeptencies.
lOrganisational performance and the link to reward
Tesco can enable strong improved employee contribution and sustained
company performance parameters with strategies of extrinsic and intrinsic rewards
and HR strategies formed onto working advancement for gaining new functional
work parameters onto higher strength.
l The extrinsic factors of rewards such as payroll increase, higher benefits such
as incentives increase employee confidence and working morale to potentially
perform actively within company business targets, leverage higher performance
avenues. Extrinsic motivation also years for technical progression onto stronger
working performance metrics and also functionally enhance wider working goals
completion with high competitiveness (Shah, 2019) Extrinsic motivators such as
higher pay goals and new work scenarios, incentives enable to deliver growth
objectives of company within employees which builds motivation parameter.
l Intrinsic motivation such as employees recognition on successful targets
completion will also highly potentially develop new working scenario for gaining
wider work synergy of actions and relatively functional goals. Company actions and
HR strategies are highly correlated to bring on potential business framework for
working onto new ideas, relative goals completion and keenly generating new ideas
onto which new resources shall be actively moved on for generating strong
commitment from employees. Intrinsic motivators such as recognition, new working
aspects with wider business recognition enables to generate confidence among
employees (Ngwa,, Adeleke and Imhanrenialena, 2019).

l The rewards presented by HR strategies are highly beneficial for gaining
commitment from employees for new work synergy of actions and for generating
wider working actions onto new relative goals and actions through which company
can also target onto new functional goals. Tesco performance metrics are widely
connected to goals and operational advancement set by employees working vision,
new formative action synergy and HR rewards strategies where focus shall be put
onto yielding new diversity of work actions , bringing on new metrics and higher
innovation for longer term periods.
l There are facts of employee morale enhancement within work roles when
company culture is progressively working towards innovation , new ideas
development and work enhancement with new actions onto wider paradigms where
technical advancement shall be targeted. Tesco being one of the best retail brand
within global industry can enhance its business services and development goals by
working towards new creative ideas , leveraging new work enhancement synergy
goals and also train employees further for advanced profitability goals (Novak,
Breznik and Natek 2020)
l Relationship between extrinsic and intrinsic rewards can be understood
as highly crucial for company to gain stronger working paradigms within
company performance goals. Extrinsic rewards are strategically narrative with
engaging managers which are done by providing high monetary rewards, which
motivates employees. Intrinsic motivation on other hand enhances employee’s
voice and integrity levels among working parameters for generating functional
higher motivation.
Recommendations
TESCO being one of the best brand within retail industry has been widely
concerned and working towards its HR strategies within companies for gaining
new skilled work parameters and higher working diversity of actions onto which
wide focus shall be pertained.
l The rewards systems can also be functionally enhanced within business goals
by developing new interactive sessions among employees and leaders where active
communication sessions, brainstorming activities shall be developed further for
reaching onto higher synergy of work goals. Tesco HR managers can also enhance its

reward systems for motivating employees by using new monitoring systems and
working parameters where technology use is highly developed for reaching onto
higher goals (Murad, Kraemer and Taylor, 2019)
l Relatively focus shall also be pertained actively to work onto new arenas of
actions , new reflective work parameters for gaining higher synergy of innovation
and technical advancement. The HR professionals shall also potentially focus for
bringing on keen creative business model within company where new targets shall be
pertained onto work scenario for quest synergy and actions which will leverage new
work goals with stronger innovation.
l There shall be monitoring sessions built on within management for reaching
onto new work scenario goals, higher coordination of work quest and also to yield
onto actions where employees are diversely skilled with new reformative steps and
regain new technical goals. HR strategies shall also conduct monitoring sessions
within reward approaches for generating news synergy of commitment and exploring
new ideas onto which there are wide parameters of actions present within varied
avenues.
l CONCLUSION
The report can be concluded with detailed explanation onto how reward
management is one of the main aspect within business world where Tesco aims to be
one of the best brand within retail industry. Report has concluded swot and pestle
analysis which has impacted company HR strategies for developing rewards for
employees, and how reward intelligence has strong impact within management.
Report concludes intrinsic, extrinsic factors of motivation and rewards such as higher
appraisals and promotion shall impact employees for gaining commitments and
strength within their functional objectives which enhances morale to result onto
higher strength (Kinman, 2019)

l
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