Human Resource Management.docx - Running head HUMAN RESOURCE MANAGEMENT 1 Human Resource Management Name Professor Course Institutional Affiliation Date

Human Resource Management.docx - Running head HUMAN...

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Running head: HUMAN RESOURCE MANAGEMENT 1 Human Resource Management Name Professor Course Institutional Affiliation Date
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HUMAN RESOURCE MANAGEMENT 2 Human Resource Management Four principles are used to govern organizations in the application of the total rewards theory. Reviewing its entire strategy, vision, and mission in the early development plans of an effective compensation and benefits system. They should act as a branch of the company's operational plan and human resource plans (Child, 2015, p. 38). The next principle is that the company should align these rewards with skill preferences being a focal point. There should be different rewards based on the experiences of workers in the company. For example, entry-level employees and people with higher education and experience in a certain field will be rewarded differently. Variations in payments of employees are the third principle. This should be performance-based to create room for hard work. This adaptability and flexibility have positive results on the organization practicing it. The last principle involves the criteria for the amount payable. These can be divided into those based on salary and those based on employee performance. All these principles serve an important purpose (Lenski, 2015, p. 162). The importance of these theories of motivation is immense. They enable an organization to design any technique that they so desire to develop. The reward principles also help the organization design rewards that will be acceptable to its employees as they, too, should be included so that they can air their opinions that better suit them (Turabik, 2015, p. 1057). Moreover, these principles ensure that these rewards go beyond just receiving gifts by reflecting on the overall performance of the company through these motivations. Lastly, the employees' skill sets, experience, and performance at work act as the basis upon which they will receive their payments. This, in turn, leads to focusing upon a certain skill to achieve the desired results.
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HUMAN RESOURCE MANAGEMENT 3 The most motivating reward at work is intrinsic rewards as they give an individual a sense of achievement, pride, and satisfaction upon the completion of their work (Csikszentmihalyi, 2014, p. 141). Since it comes from within, it generally feels good knowing that you did something right as it showcases their mental strength in doing the most without expecting to be physically rewarded for it.
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