Evaluating HR program analysis based upon reward Essay

The most of import resource that an organisation owns in its interest is the human resource which is the chief drive force. To keep good organized and qualified workers in an establishment employee public presentation is checked sporadically which is really critical for an organisation. Motivated employee can do an organisation competitory and more cost effectual. This survey is an attempt to happen out what are the major factors behind employee ‘s motive and what is the relationship between wages, compensation with motive while working in an organisation. The information was collected from different articles and experimental research done on the specific issue. The analysis showed diverse magnitude that motive and satisfaction are radically correlated where as wages and acknowledgment have a immense impact on the motive of the employees. The background of human resource patterns have been studied in this research

Keywords: Motivation, Job satisfaction, Reward, Recognition.

2. Introduction

Motivation is a major factor that pushes an employee to accomplish his/her ends. Harmonizing to Baron ( 1983, p. 123 ) , motive is a procedures which gives way to employees to accomplish some specific aim. It is such a vivacious force in today ‘s state of affairs that unequivocally creates a positive impact on occupation. Within an organisation it can be achieved through committed employee who are self motivated. Motivation fundamentally depends on intrinsic every bit good as extrinsic factors. Tangible inducements are an effectual tool in increasing employees public presentation which gives them assurance of believing smarter every bit good as support both quality and measure of the aims achieved. Wagess, acknowledgments and compensation are the cardinal factors that impact on employee motive. . As the employees engage in their working activities intentionally for owns interest so they will experience intrinsic motive in their behaviours as their activities will basically be gratifying and satisfactory ( Vansteenkiste, 2005, p. 22 ) . Factors like encouragement and wagess are the ideal factors for employee motive. This thesis is an attempt to concentrate on how inducements, wagess and compensation impact employee motive.

3. Background information

Human resource direction is a tactical and rational move towards the direction of an organisation. The people working separately and together contribute to the success of the concern. Human Resource direction has evolved quickly after the industrial revolution. Early human resource direction techniques included merely societal public assistance. The displacement took off, when companies started to pay more attending to workers ‘ demands. Similarly research stared to get down on personal development and improved on the job conditions such as actuating employees. Businesss and organisations rely on three major resources: physical ( stuffs ) , fiscal ( hard currency, recognition ) and human resources ( workers ) . HRM is a tool used to do optimal usage of human resources. The foundation of human resource is based upon several factors like recognition of every person, employee are resources they can larn new accomplishments, trained to busy new places furthermore invariably altering chances and employee satisfaction on the bases of wagess and compensation. The major map of human resource is the public presentation assessment and activities that employees are engaged into an organisation. The basic intent of assessment is to supply feedback for the public presentation which allows employees to measure their behaviour with their coworkers and directors. Compensation is fundamentally related to paying employees and supplying them inducements. Professionals are typically charged with the developing up of pay and salary systems which finally motivates employee. The purpose is to maximise salary degree with public presentation based inducements hence HR directors create a balanced system that does n’t decelerate down morale and that provides sufficient fiscal motive to the employees.

4. Related definitions

Intrinsic motive: Intrinsic motive refers to motivation that comes from inside an person.

Extrinsic motive refers to motivation that comes from outside an person. The motivation factors are external, or outdoors, wagess such as money or classs. These wagess provide satisfaction and pleasance that the undertaking itself may non supply.

extravert: is a individual who is energized by being around other people ( friendly, helpful )

introvert is a individual who is energized by being alone and whose energy is drained by being around other people

5. Problem development

For all the major incentives, money still occupies a rightful topographic point in the above mentioned incentives. Peoples look for occupation that non merely accommodate their creativeness and endowments, but compensate them-both in footings of wage and other benefits.The net incomes generated by the company are divided into assorted degrees like inducements, quality service, or better the quality of a procedure within the company. A thing that benefits the company straight benefits the employee. Monetary and other wagess are given to employees for bring forthing cost nest eggs or process-improving thoughts. Money is effectual when it is straight tied to an employee ‘s thoughts or accomplishment. Monetary inducements can turn out counterproductive if non made available to all members of the organisation. Therefore the probe is fundamentally to look into that does every organisation has the same system of wages and are at that place any other agencies of reward apart from pecuniary wagess.

6. Literature Reappraisal

Organizations in today ‘s universe seek for balance between employee committedness and public presentation. The wages and compensation plans serve as the most dependent factor in maintaining employees ‘ ego esteem high. The cardinal map of directors is to actuate each employee successfully and buck up them to accomplish greater efficiency. The motive and ability to execute in an environment consequence into wagess. Ability fundamentally refers to education, preparation, experience and mental every bit good as physical capablenesss of an employee where as wagess ; compensation is the factors that confirm that there is a relationship between public presentation and motive. Harmonizing to Wilson ( 1994 ) the procedure of public presentation direction is one among the cardinal elements of entire wages system. If an employee performs successfully, it leads to organisational wagess and as a consequence motivational factor of employees prevarications in their public presentation Entwistle ( 1987 ) . Largely all the organisations basic demand is that their employees should work to the regulations and ordinances. Therefore the research that has been conducted is to happen the relationship between compensation and the public presentation of employees working in an organisation. Highly motivated employees provide competitory advantage for the company because their public presentation leads to the ends that every organisation demands. Human resource is the most critical factor that can supply competitory border as compared to others factors like fiscal and economic factors. Harmonizing to Andrew ( 2004 ) , committedness of all employees is based on wagess and compensation Most of organisations have earned huge advancement by remaining to the full towards their concern scheme every bit good as maintaining just wages and acknowledgment plans for their employees. Deeprose ( 1994 ) argued that the motive of employees and their productiveness can be enhanced through supplying them effectual acknowledgment which finally consequences in improved public presentation of organisations. The entire success of an organisation is based on how to maintain employees motivated and what are the ways to look into the public presentation of employees for occupation compensation. The public presentation of employees has a really important impact in today ‘s organisational construction. If we look on another side which is a demotivated environment, where low or reserved employees are working they can non transport out their accomplishments, nor innovate to the degree that an organisation demands. . Freedman ( 1978 ) said that when effectual wagess and compensation are implemented favourable working environment is produced which motivates employees to their public presentation. Employees personally take wagess as values and pleasance associated to those wagess consequences in addition of self-pride of employee which finally increases productiveness of the organisations. In this manner employees stay with the organisations therefore cut downing excess costs of engaging new employees. Reward and compensation plans keep sprits high among employees and do a linkage between public presentation and motive. The basic map of reward plan is to place a system and pass on it to the employees so that a relationship exists in their public presentation which eventually leads to occupation satisfaction. Job satisfaction is fundamentally a pleasance that one attains from being approved from occupation experiences. Wagess include fiscal wagess, periphery benefits, publicities and inducements that satisfy employees to some extent, acknowledgment must besides be given to maintain them appreciated. If we recognize and acknowledge the on the job capacity of the employees so we have to maintain in our head that wagess are non the lone incentive of employee demands but besides acknowledgment as they increases the degree of motive through congratulations and esteem of work employee do. Motivation plays an of import function when the organisational work force is non in a good relationship illustration. Employees ‘ relation with each other and with supervisor is a cardinal component of the interior strength of the organisation. The accomplishment of supervisors is to supply strong leading which finally has a positive consequence on occupation satisfaction of employees. Therefore wages, compensation and inducements are besides called the drivers of motive. Rewards play an of import function in finding the public presentation of a occupation that is it positively associated with the procedure of motive? Lawler ( 2003 ) argued that there are two factors which determine how much a wages is attractive, first is the sum of wages which is given and the 2nd is the weight age an single gives to a certain wages. It is considered that a good director is who recognizes people by making things that recognize their activities and the organisation honor them something touchable. Probability of publicity harmonizing to employee ‘s accomplishments makes an employee more devoted to their work and go a relevant beginning for the other employees. Bull ( 2005 ) posits a position that employees experience success in mentally disputing environment which allows them to utilize their accomplishments and abilities as a consequence they experience better occupation satisfaction. Inducement, wagess and grasp are the cardinal factor of today ‘s organisations motive plans as these combine the success facet of the employees ‘ public presentation. Promotions create chance for growing, duties and societal standing. Whereas acknowledgment point to employee motive regard an employee through grasp and give them a position of a personality degree in an organisation. Many sceptics believe that acknowledgment is the most of import factor of wages system. Employees surely stick to their organisation as their occupation give them fulfilment of what they want after holding a good wagess and acknowledgment on what they do. Reward adds on the degree of productiveness and public presentation of the occupation. Intrinsic motive is helpful in bring forthing originative work. Theorist suggests that staffing, occupation design, public presentation and compensation systems are the cardinal benchmarks of ( HRM ) . The survey is done to look into whether if wagess or compensation given to employees were to be changed, so there would be a attendant alteration in work motive and satisfaction?

7. Problem definition

Determining HR plan based upon wages and compensation

8. Statement of Study Aims

To look into assorted manner of honoring employees for public presentation moreover finding what are different types of wagess that are given to employees.

Non pecuniary wagess: film tickets, eating house vouchers, certifications, thanks from the foremans, flexible agendas, a twenty-four hours off ( Strategic Management Journal, Vol. 13, No. 5 ( Jun. , 1992 )

Recognition: auto allowances, paid parking, ( Allen, R. & A ; Helms, M. , ( Fall 2002 )




Job satisfaction, occupation security,

Monetary Rewards ; gross revenues ends, accomplishing quality, outstanding public presentation in a given state of affairs, or presenting a particular undertaking ( Strategic Management Journal, Vol. 13, No. 5 ( Jun. , 1992 )

Read more: Types of Employee Rewards | eHow.com hypertext transfer protocol: //www.ehow.com/list_5968180_types-employee-rewards.html # ixzz17GEhTp00

+ ve

Employee engagement: communicating, determination devising, productive

Organization Science, Vol. 4, No. 2 ( May, 1993 ) ,

Employee Motivation


Performance, emotional assessment, competiveness

The Academy of Management Review, Vol. 29, No. 3 ( Jul. , 2004 )



Individual Motivation ( leading function )

American Sociological Review, Vol. 42, No. 1 ( Feb. , 1977 ) ,



Competition and Contests

Convenience: soft occupation, freedom ( American Sociological Review, Vol. 42, No. 1 ( Feb. , 1977 ) )



Opportunities for growing and publicity ( American Sociological Review, Vol. 42, No. 1 ( Feb. , 1977 )

Reward and compensation?

Organizational confidence is taken to be one of the primaries and critical construction of the human resource.The employee committedness is the cardinal factor in accomplishing competitory advantage. From the above model a important relationship can be seen between employee motives with reward compensation. The independent factors are besides illustrated which motivates the employees. The independent variable is employee motive and constituents of motive whereas wages and compensation is the dependent variable.

9. On the bases of above mentioned literature reappraisal following hypotheses generate

H0: Wagess and compensation have a important impact on employee motive and efficaciously his public presentation

H1: Wagess and compensation does non hold a important impact on employee motive and efficaciously his public presentation

H2: There is a positive correlativity between employee motive and wages associated with it

H3: there is no or negative correlativity between employee motive and wagess associated with it.

H4: There is a positive correlativity between working motive and satisfaction

H5: There is a positive correlativity between acknowledgment and working motive

Independent variables and marks



Convenience ( + )

Anything that saves or simplifies work, adds to one ‘s easiness or comfort

American Sociological Review, Vol. 42, No. 1 ( Feb. , 1977

Individual Motivation ( + ) ( leading function )

Purpose and way to behavior.

American Sociological Review, Vol. 42, No. 1 ( Feb. , 1977 ) ,

Performance, emotional assessment, competiveness

( + )

The executing or achievement of work

The Academy of Management Review, Vol. 29, No. 3 ( Jul. , 2004 )

Monetary Rewards ( + )

Fiscal gifts

Strategic Management Journal, Vol. 13, No. 5 ( Jun. , 1992 )

Non pecuniary wagess ( + )

Non fiscal gifts

Strategic Management Journal, Vol. 13, No. 5 ( Jun. , 1992 )

Recognition ( + )

the recognition of accomplishment

Allen, R. & A ; Helms, M. , ( Fall 2002 )

Employee engagement ( + )

Individual part

Job satisfaction ( + )

Pleasure from work topographic point

Opportunities for growing and publicity ( + )

Promotion in rank or place

American Sociological Review, Vol. 42, No. 1 ( Feb. , 1977

10. Elementss of Research Design

Type of Research: Applied

Study scene: Natural

Nature of Datas: Secondary

Unit of measurement of Analysis: Institutions

Mention period: 1977-2004

Data dependability: Secondary

Statement of Analytic Approach: articles

11. Expected nature of findings

The chief aim of the research was to happen the impact of wages and compensation on employee motive. Analysiss from the determination have shown that relationship does be between work motive and satisfaction. Looking it from other perspective some employees think that there is a less opportunity of grasp. salary increases, payment, fillips, periphery benefits and other compensations keeps their liquors high and makes them more motivated towards work.

12. Restrictions

The restrictions for this survey are to be stated as. The information has been collected on online base which have produced different consequences. Motivation of employees may alter with turning experience. The survey comprised of overall dimension of reward compensation. Future survey must concentrate on roll uping the information from different managerial degrees. Economic factor must besides be considered, like rising prices rate, unemployment degree. The survey must be replicated apathetic cultural and organisational degrees. Last informations was n’t available on this specific issue which has taken a batch of clip.

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