Legal Implication of HRM: Case Study
Wajiha Swathi
TUI University
MGT 516
Case Based Study
Module 5
Date: 01/21/2011
Abstract: Motivating the individuals that work for you is one of the most important functions that an employer can have. Simply stated getting employees to do the things they were hired to do is probably the biggest challenge a manager will face. You will always have individuals who will work their hardest for the rewards the company provides them. On the other end there are some employees that you can never keep happy no matter what rewards you give them (People Skills, 2010). HRM strives to achieve organizational goals and the goals of employees through effective personnel programs policies and procedures. HR is considered to be as solely responsible for productivity and may call upon to answer for it (Anonymous, 2010). Successful performances of the personnel function can greatly enhance the bottom line of any organization. The rapidly advancing technologies and outside influences are changing the nature of our jobs. It is thus more critical and more difficult to maintain a work environment that motivates and satisfies Human Resources. In this paper, I will discuss the concept of total rewards, the impact of rewards systems on the organizational performance of companies in contrast with more traditional approaches to compensation and benefits. Then I will look at the advantages and disadvantages of total rewards for both employer and employees. Lastly, I will look at the legal aspect of total rewards program.
Total Rewards Concept The total rewards system concept is simply about the financial and non-financial benefits given to employees in trade for their services to the company. In recent years, the concept of total rewards has come to the forefront in the HR community (Johnston, 2007). With the current changes in past 20 years, companies are working hard to run successful business. They have realized that, the employees will give the company their time,
TUI University
MGT 516
Case Based Study
Module 5
Date: 01/21/2011
Abstract: Motivating the individuals that work for you is one of the most important functions that an employer can have. Simply stated getting employees to do the things they were hired to do is probably the biggest challenge a manager will face. You will always have individuals who will work their hardest for the rewards the company provides them. On the other end there are some employees that you can never keep happy no matter what rewards you give them (People Skills, 2010). HRM strives to achieve organizational goals and the goals of employees through effective personnel programs policies and procedures. HR is considered to be as solely responsible for productivity and may call upon to answer for it (Anonymous, 2010). Successful performances of the personnel function can greatly enhance the bottom line of any organization. The rapidly advancing technologies and outside influences are changing the nature of our jobs. It is thus more critical and more difficult to maintain a work environment that motivates and satisfies Human Resources. In this paper, I will discuss the concept of total rewards, the impact of rewards systems on the organizational performance of companies in contrast with more traditional approaches to compensation and benefits. Then I will look at the advantages and disadvantages of total rewards for both employer and employees. Lastly, I will look at the legal aspect of total rewards program.
Total Rewards Concept The total rewards system concept is simply about the financial and non-financial benefits given to employees in trade for their services to the company. In recent years, the concept of total rewards has come to the forefront in the HR community (Johnston, 2007). With the current changes in past 20 years, companies are working hard to run successful business. They have realized that, the employees will give the company their time,