Human Recources Management Assignment Example | Topics and Well Written Essays - 1500 words

Human Recources Management - Assignment ExampleIn their efforts to meets the needs of the employees, companies take in Maslows Hierarchy of Needs. This theory depicts five steps hierarchy of needs that employers should provide to their employees. These admit physiological needs, safety, love, esteem and self-actualisation (Murphy, 2009, p. 24). On the other hand, reward is a tangible or intangible appreciation that is given to an employee after a good performance. The objective of a reward is to make an employee repeat the rewarded behaviour. For instance, in order of battle to meet the physiological needs of the employees, organisations should reward them with food and water. Similarly, social needs of workers are met through rewarding them with affection, belongingness and love. Self-respect, improvement of status, prestige and self-esteem are advert rewards that meet the esteem requirements of workers according to Maslows Hierarchy of Needs. 3.2 Job evaluation process and oth er factors emulated to determine pay Job evaluation entails the strategies undertaken to analyse and tax the worth of jobs within a firm. i of the vital objectives of job evaluation is to ensure that employees are remunerated in an equitable way. Additionally, organisations undertake job evaluation to maintain an appropriate job grading techniques and to comply with legal requirements. Other factors that are used to determine employees pay include, minimum wage as stipulated by law, market rates of pay, equal pay and individual performance. British Leyland Motor Corporation Ltd (BLMC), a UK based motor vehicle manufacturing company adopts piecework to remunerate its employees. The cadence of pay is usually re-rated whenever a change occurs in the technique of production. According to the BLMC policies, a change in the job does not result to a simplification of the salary. To motivate its employees especially in the production facility, the company increases its payment rates dur ing an introduction of a new model. In addition to the piecework, employees who are responsible for overhaul the production lines are remunerated by time rate and bonuses. This is in addition to the minimum rate as depicted by the UK labour laws. 3.3 potentiality of reward systems To ensure that workers are focused at attaining their goals as well as the objectives of the entire organisation, it is imperative for employers to offer rewards that are intrinsic or alien in nature. Through adoption of an effective rewards system, human resources managers play vital roles of retaining the loyalty of the employees and improving their performance. Some of the primary objectives of a reward system include motivating the workers, retaining productive labour force, responding to organisational skills as well as informing the potential and existing employees about the organisational values that attract high rewards. One of the far-famed UK Company that has put in place an effective reward system is Tesco supermarket. Being the second largest supermarket in the world after Wal-Mart, Tesco controls 36% of the UK grocery market. One form of a reward adopted by Tesco is training and development of its employees. In this way, all members of staff are given an opportunity to advance their line of achievement while working in the company. To make the training flexible, Tesco offers Apprenticeship and Options Development Programmes (Carolyn, 2011, p 3). Protecting employee