System on Employee Performance and Productivity

Discuss about the System on Employee Performance and Productivity.

Introduction                                                    

In the current business environment, organizations have started to realize the importance of performance based reward system. It would be correct to put that performance based reward system is the key thing or concept for organizations to move forward (Hodson & Martin, 2013). With the performance based reward system, the employee compensation is not decided based on the years of experience but it is based on the performance of employees. In recent times, a lot of large and small organizations have shifted their focus from traditional compensation management systems to performance based reward system. It is believed that performance based reward system could create a positive environment in the organization and with the performance based reward system, management can actually increase the productivity level of employees. However, there also exists few criticism for performance based system. Clegg & Kornberger (2011) argued that the extensive use of performance based reward system can create unnecessary competition within the organization. Therefore, it is important that organizations should have an optimized ways to implement performance based reward system.

It is believed that the productivity and performance level of employees depend on the motivation level of employees. The employees with high level of motivation would be able to contribute better towards organizational goals and objectives and the performance based reward system can increase the motivation level of employees (Klendauer & Gelvin, 2012). This research work would be based to assess the impact of performance based reward system on the productivity level of employees.

Research Aim and Objectives

The objective if this research is to study the impact of performance based reward system on the productivity level of employees. The three key research objectives of this research can be discussed as:

1. To determine the impact of performance based reward system on the productivity level of employees

2. To assess the impact of performance based reward system on the motivation level of employees.

3. To study the ways that organizations can use to implement the effective performance based reward system

Brief Methodology:

The research would be a mix method of research. The methodologies that would be used as part of this research can be discussed as:

Literature Review: The literature review would be a key component of the secondary research. The field of human resource management is vast field and a lot of studies are done in this area (Corbridge, 2010). The main sources include journal articles, books, Google scholar and science direct that will be used.

Online Survey: The online survey would be part of the primary research. To conduct the online survey, a questionnaire of 10 questions would be created. This questionnaire would be mailed to respondents. The respondents in this case would include the employees that works in the large organizations (Rodriguez & Patel, 2012). The respondents would also include the managers and leaders in the organization.

Data analysis and collection: The data collection analysis methods would include the quantitative and qualitative methods. The quantitative methods would be the part of primary research and the qualitative methods would be used for the secondary research (Marques, 2012). The data analysis methods would include the mathematical and statistical models. The simple tools like Microsoft Excel would be utilized to analyse the data. The complex tools like SPSS could also be used to handle the delicate data.

References

Clegg, S., Kornberger, M. and Pitsis, T. 2011 Managing and Organizations : An Introduction to Theory and Practice, 3rd ed., Sage, Los Angeles and London. ISBN 9780857020406

Hodson, R., Roscigno, V.J., Martin, A. and Lopez, S.H. (2013) ‘The Ascension of Kafkaesque Bureaucracy in Private Sector Organizations’, Human Relations, 66(9).

Klendauer, R., Berkovich, M., Gelvin, R., Leimeister, J. M., & Krcmar, H. (2012). Towards a competency model for requirements analysts. Information Systems Journal, 22(6), 475-503.

Pilbeam, S. & Corbridge, M. (2010) People Resourcing and Talent Planning: HRM in Practice. 4th Ed. Financial Times Prentice Hall [Kindle].

Rego, A., Sousa, F., Marques, C. & Cunha, M.P. 2012, 'Authentic leadership promoting employees' psychological capital and creativity', Journal of Business Research, vol. 65, no.3, pp. 429-437. ISSN: 0148-2963.

Rodriguez, D, Patel, R, Bright, A, Gregory, D, & Gowing, M 2012, "Developing Competency Models to Promote Integrated Human Resource Practices", Human Resource Management, 41(3), p. 309, Business Source