Strategic Human Resource Management

Strategic Human
resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Task 1.....................................................................................................................................1
Individual performance related pay..............................................................................1
Circumstances IPRP tends to motivate employees.......................................................3
Circumstances IPRP do not tends to motivate employees............................................4
Task 2.....................................................................................................................................5
Training and development of employees......................................................................5
Challenges employees face while working in abroad...................................................7
Solutions with HR practices..........................................................................................8
CONCLUSION................................................................................................................................9
References:.....................................................................................................................................11

INTRODUCTION
Human resource management is defined as the managing of employees in an
organization. Such as in terms of their job satisfaction, payroll, motivation and many more
aspects related to employee so that they can work as per the needs and requirements of the
company so that they can give more productivity to the firm by working satisfyingly. There are
many roles and responsibilities of human resource department which is associated with the
workforce of the company and there are many practices of human resource which benefits
employer, employee and organization as well (Ardito and Petruzzelli, 2017). Organization
chosen here is the Marks & Spencer, it is one of the leading international retail company based in
UK in 1884. It is deals with the variety of products and a large range such as latest fashion
clothes for women, fresh fashion for men and smart kids wear as well. Moreover, they sell home
products, food products and clothing of it's own label. The following discussions are made on
the concept of individual performance related pay, what can be the circumstances when IPRP
can motivate employees and what can be the situations when IPRP cannot motivate employees,
how the human resource can manage the training and development of employees in particular
requirements in the company, what can be the challenges faced by the employees while working
in abroad and how can the human resource practices can sort out such issues and problems in an
organization in context of M&S with a proper findings and conclusion out of this assignment.
MAIN BODY
Task 1
Individual performance related pay
It is defined as one of the practice of human resource function which is very effective in
terms of motivating the employees. This is related with the financial assistance to the employees
that is the monetary motivation to the workforce. Because if employee works harder and in an
effective way in an organization then they will definitely expect the some sort of the recognition
or return of it's work in the company (Armstrong and Taylor, 2020). So this is one of the method
through which the staff could get motivated and inspired to work more for the firm. Financial
support is the basic way in which the human resource can motivate employees. It is of two types
that is short term schemes which states that employee can be given some sort of a bonuses,
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commissions and incentives for their good work in the company so that they can even work more
good after receiving such financial assistance in an organization. Another type is long term
schemes which states that the employees can get promoted for higher salary and high designation
in an organization so that they can work more potentially in the company by getting motivated
and inspired through the method of individual performance related pay adopted by the human
resource management.
There are several advantages of adopting such methods and those are as follows: it is a
type of framework that a manager can use for the individual performance and pay to an
employee for better productivity in an organization. This is considered as major motivation
technique such as the staff are more likely to focus on the work if they are told that they can get
more pay if they work more better or perform better in the firm. It helps to analyse the best
performers in an organization and tends to reward those who are really benefiting the firm in
good aspect, so that other people who are not doing good can be motivated from the employees
who are giving their best of their work (Armstrong, 2019). Therefore, it can be said that this
method is an efficient way in dealing the poor performers in an organization. It also supports the
firm in retaining the employees in the more better way so that they could not suffer employee
turnover in the company which is considered as a huge loss for the firm., thereby securing the
employees stability towards the firm. This also ensures that the healthy work culture could be
maintained in an organization by measuring the performance and rewarding accordingly to deal
with the best as well as the poor performers in the company.
There are several disadvantages as well in adopting such methods and those are as
follows: this method can also result in demotivation among employees if the goals or objectives
which are assigned to them are too difficult to achieve. Reason behind such demotivation is that
if the tasks are not in a state of accomplish able mode than the employee will get stressed and
panic about the task and will definitely get demotivated out of it. If manager is not a skilled
person and do not know how to judge the best performers and poor performers than it can create
the problem for the employees and can become the victim of partiality in an organization which
will obviously result demotivation among them (Bailey, Mankin, Kelliher and Garavan, 2018).
This method can affect the company because the money which they can spend in the
development and investment for the firm will then spend in increasing the salary of the
employees can become the hindrance for the firm to grow. If some employees get rewarded and
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