Strategic Human Resource Management

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Critically evaluate extent to individual performance related pay that can stimulate the higher
levels of performance from employees ......................................................................................1
In what circumstances IPRP tends to motivates employees and in what circumstances IPRP is
not work so well..........................................................................................................................3
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Strategic human resource management refers to an strategic tool that designed the
organisation by helping them to fulfilling the proper needs of their workers while directing them
business firm goals. This department deals with the varieties of aspects that may affect the
employees by selecting, firing, training and administration etc. Human resource encourages the
innovation and flexibility within the employees and firm that helps in maximising the overall
performance so that company will gain higher profits. This report is based on the Marks &
Spencer that is one of the largest British retailing multinational brand of the UK that deals in
different range of product such as clothing, footwear, home-ware, financial services etc. This
report is study on the individual performance related pay in the context of the Marks & Spencer.
In this it involves the various circumstances that helps in motivating and encouraging the
employees for developing and growing the business and several dimensions that tends to not
work well(Armstrong, 2019).
MAIN BODY
Critically evaluate extent to individual performance related pay that can stimulate the higher
levels of performance from employees
Individual performance related pay is an effective reward system that motivates
employees to work effectively by getting the high financial rewards at the working place. In this
performance related pay is a strategic method that managing the pay by make a linking of salary
that is based on their assessment of the individual performance. It involves some potential issues
that is maintained and addressed according to the implementation of the performance related pay
schemes that is adopted by the firm to make a strong linkage between performance and pay. This
gives the overview of several key issues involving the measuring performance, role of line
managers, awards distribution and impact on the actions and behaviour of the employees
(Performance-related pay, 2020). There is an intense competition in the business industry and to
sustain in the marketplace company will reflects their capable employees that represents the
attractive organisation. In this enterprises are constantly tries to improve the level of
performance and productivity by using the individual performance related pay because in this
capability and ability of the employees are determined and their good work is appreciated(Delery
and Roumpi, 2017).
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