2.ASSIGNMENT ONE 6
2.1 Methods of Awarding Employees 6
2.2 Advantages’ of Merit Issues 8
2.3 Disadvantages’ of Merit Issues 8
2.4 Factors to Consider When Setting Merit Issues and Increasing Pay 9
2.5 How Merit Issues Help Motivate Employees at the Work Place 14
2.6 Conclusion 16
3.ASSIGNMENT TWO 19
3.1 Restructuring Process 19
3.2 Job Analysis versus Human Resource Planning 19
3.3 How HR Policies Impact Job Analysis 22
3.3 Difference between Actual Performance and Desired
Performance of Human Resource Plan 24
4. CONCLUSION 28
LIST OF FIGURES PAGE
Figure 1: The Map of HRM Territory 4 Figure 2: The Expectancy Theory of Motivation and Performance 6 Figure 3: Motivation Model (Porter and Lawler) 9 Figure 4: The Three Dimensions of Milkovich’s Compensation Model 11 Figure 5: The Components of Total Reward 15 Figure 6: Returns and their Degree of Dependency on the Performance Management Systems 17 Figure 7: Performance Management: A Dynamic Approach 24 Figure 8: Strategic Human Resource Management 29
The HR department has many functions within an organisation. Diagrammatically, these functions are shown in Figure 1. This paper discusses some of the key points in HRM policy choices; including merit issues, job analysis and HR planning.
The first part of this paper evaluates the contribution merit issues has on employees and why it is a good idea to have such strategies in place. Disadvantages of merit issues are discussed but are over shadowed by their benefits and the positive contribution they have on organisations.
Motivation is touched on and the importances of management to have reward systems that motivate its employees are discussed. Also, the factors to consider when increasing pay and when awarding merit issues are discussed with relevant examples, models and theories throughout.
Figure 1: The map of HRM territory
Source: Beardwell & Claydon (2007)P9
The second part of this discussion is on job analysis and human resource planning as part of the...