Strategic Human Resource Management

Strategic Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Critically evaluate the extent to which individual performance related pay can stimulate
higher levels of performance from employees.......................................................................3
In what circumstances IPRP tends to motivate employees and why, and in what circumstances
it tends not to work so well and why?....................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Strategic human resource management is defined as establishing connection between
human resource and business strategies in order to attain business goals and objective in
prominent manner (Brewster and et. al., 2016). Strategic human resource management is
enhancing flexibility and innovation within business by which overall performance can be
enhanced. On the other hand strategic human resource management stimulates effective
decisions in the company by which issues incurring can be resolved in prompt manner. Strategic
human resource management is essential for the business organisation so as to improve customer
satisfaction and boosting productivity of the business. Strategic human resource management is
acting as catalyst for employee retention and developing quality of the employees. This report is
associated with understanding of individual performance related pay in the background of Tesco.
This report includes those circumstances in which employees are motivated through IPRP and
those circumstances by which employees are not motivated.
MAIN BODY
Critically evaluate the extent to which individual performance related pay can stimulate higher
levels of performance from employees
Individual Performance related pay is known as a remuneration system in which
individuals are paid according to their performance. Individual Performance related pay is
stimulating motivation by which retention can be enhanced in business. Individual Performance
related pay is known as linkage in in performance and their received pay. Employee productivity
can be enhanced by this aspect which is helpful in rendering job satisfaction to employee.
Individual Performance related pay is the system which is based on performance of individual
and stimulates higher job performance within employees and this is the reason of high
satisfaction level of employees who are getting pay according to their performance. Several
challenges are faced by the management which are having direct impact over efficacy and
productiveness so these challenges can be minimised with the help of Individual Performance
related pay (Camps and et. al., 2016). On the other hand Individual Performance related pay is
related with motivation and for every person motivation acts as an essential factor by which
performance can be boosted. There are two types of motivation which are existed such as
external and internal. External motivation is associated with those aspects which are not related