logo

Employee Satisfaction and Performance Evaluation

   

Added on  2020-02-05

9 Pages3004 Words61 Views
 | 
 | 
 | 
Strategic HRM1
Employee Satisfaction and Performance Evaluation_1

TABLE OF CONTENTSQuestion 1........................................................................................................................................3Individual performance related to pay ........................................................................................3References........................................................................................................................................62
Employee Satisfaction and Performance Evaluation_2

INTRODUCTIONStrategic human resource management is a very crucial aspect of human resource in anorganization. Strategic management deals with making polices and strategies that assist inachievement of goals and objective in an organization. The human resource manager requires toformulate various polices and strategies for development and upliftment of employees in theorganization (Eijkenaar, 2013). This is termed as strategic human resource management. Themanger tries to understand and evaluate the competencies and issues faced by the employees inthe organization. After assessment the manager creates policies and strategies to help them ineliminating the factors that are hampering growth of the employees in the organization(Honeywell, Dickinson and Poling, 2012). The report targets how the organization is responsible in improving employeesperformance. Each employee is entitled to receive monetary as well as non-monetary benefits.The monetary benefits are calculated on the basis of performance of individuals employees. Themanger evaluates each employees performance with the help of various managerial tool andtechniques. The manager evaluates amount of payment given to each employee on the basis oftheir performance. The research also identifies how each individual performance is affected bypay. Income is considered as an motivating factor among the employees. It is also identified thatin state of discrimination based on pay scale, among employees working on same post isconsidered as a negative factor for the organization. QUESTION 1Individual performance related to pay In the present scenario, performance related pay have started to play a very significantrole in motivating employees. Human resources of organization are termed as one of its biggestasset (Honeywell, Dickinson and Poling, 2012). The reason behind this is that two organizationcan have same kind of financial and technological resources but what makes one company differfrom another is its skilled employees Organization are required to take care of its humanresources in the most effective manner. Motivation can be defined as the process in whichworkers are being inspired to put more efforts and give their best towards accomplishment of3
Employee Satisfaction and Performance Evaluation_3

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Individual Performance Related Pay: Evaluation and Circumstances for Motivation
|10
|2591
|272

Human Resource Management: Attitude and Job Satisfaction
|13
|3370
|454

Report on Motivation of Employees and Its Significance
|11
|3553
|84

Performance-Related Pay and Employee Motivation
|10
|3711
|151

ALDI Human Resource Management
|14
|4358
|96

Strategic Human Resource Management: IPRP Trend for Motivating Employees
|10
|2272
|79