Strategic Human Resource Management : Report

Strategic Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
ASSIGNMENT 1 ...........................................................................................................................1
Critical evaluation of individual performance relating to the pay..............................................1
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
.........................................................................................................................................................8

INTRODUCTION
Strategic human resource management can be simply defined as an active management of
workers within a corporation. This involves common components of human resource for
example recruiting, maintaining discipline and payroll (Bratton and Gold, 2012). This also
includes performance of employees in a cooperative manner so that retention can be increased,
improvement in the quality of work experience and increment in the common benefit of job for
both the worker and employer. The present report is based on the strategic human resource
management. In this project the individual performance related to pay is explained. This also
shows how this links to motivation of employee.
ASSIGNMENT 1
Critical evaluation of individual performance relating to the pay
As per the view point of Armstrong and Taylor (2014) the first conception of
performance related pay plan were presented as a means to give rewards to the workers for
achieving a certain destination. The meaning of reward was foreseen to act as a motivator, hence
this planning was embracing with the high expectancy. On the other hand the Boxall and
Purcell (2011) says that assessment of corporation-al reward application reflects that
performance is not only the means via which workers linked to being congratulated because of
completing a task well. However, it is advised that advantage of using performance based award
system can be applied as the statistical elements of the method . This allows for a broad and
comparatively objective way of measuring performance. This gives a suggestion that enterprise
will favour a method that will give a supporting conclusion along with quantitative information
in order to make back up decisions that will be assist one individual over with the other.
According to the Budhwar and Debrah (2013) use of performance related pay schemes are
related with the wider organisational strategic planning which are sought-after in order to align
the aims and objectives with the broad destination of the corporation. However, PRP scheme
have been evaluated in recent years, disregard becoming seen as the rules and regulations within
structure of enterprise. Alternate applications can be awarded via behavioural analysis align
with the collection of parameters and goals. However, this process of reward has been argued
as being unverifiable and due to this it is vulnerable to abuse and rendition. As such type of use
of performance management in comparison to the concrete goals as a measure gives something
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