Human Resources Reward Strategy

            The Human Resources Department of organizations is in charge of overseeing all the issues, needs, concerns, and behavior of all the members of the organization. The department is also oversees the human resources needs of the organization and handles the hiring and recruitment process. Other roles that the Human Resources Department carries out include focusing attention to all processes and operations within the company as performed by its members in order to supervise goal and objective realization, training for employee skill enhancement and knowledge acquisition, communications medium for dialogues between the leaders of the organization to its subordinates, mediates between the organization and the employees regarding legal and ethical issues, motivates employees to enhance the working process through rewards programs, and other roles regarding individuals in the organization. (Kabachnik, 1999)

            The Human Resources Management employ strategies in order to maintain competitiveness within the workplace while at the same time setting goals for performance enhancement and evaluation. The management is encouraged to establish a program that gives rewards, recognition, or remuneration to individuals within the organization. (NZQA, 2003) An efficient rewards program as implemented by the Human Resources Department should be able to yield desirable changes in the outlook and work performances of employees in an organization to ensure that organizational goals and objectives are being accomplished.

            The purpose of a reward program is not only to motivate employees. It should also provide a structured criterion that evaluates or assesses the performance of employees. This will positively bring about changes in work performances as brought about by performance ratings and standards. Employees are able to identify their work strengths and weaknesses allowing them to change in order to become productive and efficient workers. Another feature of an excellent rewards program is that it provides compensation for outstanding performances based on high level guidelines and standards. Performance assessment and evaluation for the implementation of the rewards program should be consistent and unbiased. It should be appropriate and timely. Appropriate rewards should not focus on financial or monetary aspect of remuneration, but also include other non-tangible rewards such as time flexibility, leisure time, etc. Overall, a sound and excellent rewards program should improve performance and develop the skills and talents of employees. The basis for judging the strength and weakness of a rewards program is based on the evaluation or the perceived impact of the program to performance and work output. (McMullen & Stark, 2008)

References

Kabachnik, T. (1999). “The Strategic Role of Human Resources.” Retrieved August 29, 2008,

from Arthur Andersen. Website: http://www.crstamu.org/images-managed/RetailingLetter/Vol_11/99vol11no1print.htm

McMullen, T. & Stark, M. (2008). “Human Resources Strategy.” Retrieved August 29, 2008,

            from World at Work. Website: http://hr.osu.edu/ohrc/RewardProgramroles.pdf

NZQA. (2003). “Human Resource Management.” Retrieved August 29, 2008, from NZQA.

            Website: http://www.nzqa.govt.nz/nqfdocs/units/pdf/11542.pdf