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Strategic Human Resources Research Running head: STRATEGIC HUMAN RESOURCES RESEARCH Strategic Human Resources Research Terri Butler Todd Goldsworthy Robert E. Goss
Human Resources The Human Resource department of an organization has multiple responsibilities. It is responsible for employee selection, development, evaluation,
Miss Human Resources/Personnel E1/A2 In the last century there has been much debate over the roles of personnel and human resources. It is argued that they are different
HUMAN RESOURCES Introduction Human resources are the most important resources in any organisation. To succeed a business needs committed staff to meet its aims and
Human Resources INCREASING EMPLOYEE PERFORMANCE THROUGH MOTIVATION By Lakmini de Silva (2007/ MBA/WE/HRM/18) MBA 531 - Organizational Behaviour Prof. W. Jayaratne
Submitted by paperweight65 on July 16, 2007
Category: Business
Words: 947 | Pages: 4
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Managing Employees
Most employees feel that they are worth more than they are actually paid. There is a natural disparity between what people think they should be paid and what organizations spend in compensation. When the difference becomes too great and another opportunity occurs, turnover can result. Pay is defined as the wages, salary, or compensation given to an employee in exchange for services the employee performs for the organization.
Pay is more than "dollars and cents;" it also acknowledges the worth and value of the human contribution. What people are paid has been shown to have a clear, reliable impact on turnover in numerous studies.
Rewards and Recognition
Employees want to be recognized for a job well done. Rewards and recognition respond to this need by validating performance and motivating employees toward continuous improvement. Rewarding and recognizing people for performance not only affects the person being recognized, but others in the organization as well.
Through a rewards program, the entire organization can experience the commitment to excellence. When the reward system is credible, rewards are meaningful; however, if the reward system is broken, the opposite effect will occur. Employees may feel that their performance is unrecognized and not valued, or that others in the organization are rewarded for the wrong behaviors. Unrecognized and nonvalued performance can contribute to turnover. Recognition for a job well done fills the employees' need to receive positive, honest feedback for their efforts.
Need for Rewards and Recognition
Recognition should be part of the organization's culture because it contributes to both employee satisfaction and retention. Organizations can avoid employee turnover by rewarding top performers. Rewards are one of the keys to avoiding turnover, especially if they are immediate, appropriate, and personal. A Harvard University study concluded that...
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