Essays on How Organisations Can Use Reward Systems to Improve the Performance of Their Staff Coursework

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The paper 'How Organisations Can Use Reward Systems to Improve the Performance of Their Staff" is a good example of management coursework.   In human resource management, there is simply the management of the people who are working in an institution or an organization. This has to be done because employees affect how far or how successful an organisation will be. Human resource management involves the managers clarifying to the employees the organisation goals. Any organisation needs to attract, maintain and also manage its employees. These tasks fall under the human resource department.

Reward systems are very essential in an organization. This aspect falls under the human resource department. This paper is dealing with how organisations can use reward systems to improve the performance of their staff. (Maund, 2001) There are various types of reward systems that are used in organizations. They may be as simple as a thank you statement from the management to employees. Reward systems can also include giving employees some tokens like a free holiday trip. It can also include some payments which are given to employees that meet the set targets. Organisations can use reward systems to improve performance in several ways. One of the ways through which organisations can use reward systems to improve employee performance is by setting targets in relation to the job.

For instance, an organisation that is dealing with sales can give sales agents a target. Any employee that meets the target is given a specific amount of money. This is in addition to the salary that the employee is given. Through this employees will always strive to improve performance so that they can get the money added unto their basic pay.

This will automatically make the employees who normally have low sales to improve so that they can also receive the money. (Maund, 2001) Managers always need to strategize so that they can tap the maximum potential of the employees. For example, reward systems should be in various categories. For instance, the management can decide that any employee who attains a sales target of one thousand cards will get a bonus of ₤ 140,000 and then an employee that sells one thousand five hundred cards is given ₤ 210,000; any employee that attains or sells 2000 cards is given 210,000.

This will make employees strive and improve their performance so that they can get rewards. (Sparrow, and Hilltop, 1994) Another way through which organisations can use rewards to improve the performance of employees is through praise. This is also another form of reward that can be used in organizations. Research shows that when human beings are appreciated and praised then they always tend to improve their performance. Managers can strategize by ensuring that they keep the records of the performance of employees.

Any employee who shows commendable improvement can be praised in the organisational weakly, monthly and also the annual meetings. Through this employees will always improve their performance so that they can also be praised. This should not just be carried out in the formal meetings only, but manages should make time to meet with individual employees with good performance and praise them for the good work. This plays a big role in improving the employee’ s performance. (Torrington, and Hall, 2006)

Reference

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Hook, M. (2005): Introduction Human Resource Management; London; Prentice Hall

Legge, K. (1995): Human Resource Management; Rhetoric and Realities; London; Macmillan Press

Maund, L. (2001): An Introduction to Human to Human Resource Management: Theory and Practice: Macmillan, Palgrave

Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: Prentice Hall, New York

Storey, J. (1995): Human Resource Management; A critical Text; London; Routledge Press

Thomson, C. and Rampton, L. (2003): Human Resource Management; New York; Melbourne Press

Torrington, D. and Hall, L. (2006): Human Resource Management; London; Prentice Hall

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