Strategic Human Resource Management

Strategic Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Critically evaluate the extent to which individual performance related pay can stimulate
higher levels of performance from employees............................................................................1
In what circumstances IPRP tends to motivate employees and why, and in what circumstances
it tends not to work so well and why?.........................................................................................3
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The strategic human resource management is a process that is used and designed by the
company so as to meet up the better requirements and demand of the marketplace. It includes the
basic detailing that has direct impact on the employees performance and productivity as like
hiring, firing, pay, administration, benefits and training (Amarakoon, 2018). The strategic
management is a process that is used to make better connection in between the human resources
and its objectives as well as goals. It is also being used to advance the working level so that
moderate flexibility and higher competitive advantage so as to manage and control the working
culture and behaviour in improvised manner. The following report is based on Debenhams that is
the British multinational retailer and have operate its business within the departmental stores in
UK and Denmark along with this having franchised stores in other countries as well. The report
includes individual performance related pay that is stimulated the higher level of performance of
employees and circumstances that motivate employee's.
MAIN BODY
Critically evaluate the extent to which individual performance related pay can stimulate higher
levels of performance from employees.
The performance related pay (PRP) is a method that has describe different aspect of
managing the pay that is associated with the progression of salary and based on the assessment of
individual performance (Performance-related pay, 2019). There are potential issues that is
developed and addressed as per the implementation of different schemes that is used by the
company as in order to explore the adequate linkage in between the payment and performance. It
is based on the overall aspect of line managers, distribution of rewards, measuring performance
and the different impact of employee and its behaviour. There is fierce competition within the
marketplace and it is also being emerged with the nations and also reflects the potential
employee and an attractive organisation (Armstrong, 2019). The businesses are continuously
tries to improvise the productivity level and it is done with the support of individual performance
related pay as in this the capability of employee's is addressed by which workers experience is
getting encouraged.
The individual performance related pay is being used to provide compensate to the
employee's so that they get easily accepted by the management practices (Nankervis, 2019). The
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