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Introduction HRM has changed from the traditional
personnel management . It has become a part of the larger management strategy in organizations. Total Reward Metrics have been used to measure the magnitude of the changes. They weigh the expected outcomes against the actual results in an organization. This gives a clear picture of the effectiveness of the organization in its operation. http://www.premiumessays.net/
Total Rewards Strategy on the other hand
contains some elements. These help to measure returns on investment. Factors that Total Rewards Strategy Metrics may take into consideration are: number of workers admittance to career decreased rates of turnover increase in the acceptance offers by candidates specific task participation retirement program http://www.premiumessays.net/
Organization Examples Government bodies Schools Churches They are charged with making sure that the
organizational objectives are attained. Every organization must have values, and code of ethics that guides and directs its members (Daft, 2010). http://www.premiumessays.net/
Current and Future Challenges Facing Organizations Globalization. Intense competition . Adapting to the digital working place. This is the greatest future challenge facing
all organizations.
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Reward Metrics Organizations can employ different types of
reward metrics . This is linked to measures that affect the salary benefits of its employees. Organizations are evolving from the fixed rates of salaries. Performance of an employee is more prioritized. They may also get certain allowances. There are also performance appraisals. http://www.premiumessays.net/
Conclusions Total Reward Metrics helps in assessing if the
organization is performing well. HRM has made it easier for the organization to attain its objectives. It has been advocating for efficiency. It ensures that organizations recruit the right number of employees. Ultimately, efficiency minimizes on costs and maximizes on revenue. http://www.premiumessays.net/
References Bonham, S. S. (2008). Actionable strategies through integrated performance, process, project, and risk management. Boston: Artech House. Daft, R. L. (2010). Organization theory and design. Mason, Ohio: South-Western Cengage Learning. Thompson, J. D. (2003). Organizations in action: Social science bases of administrative theory. New Brunswick, NJ [etc.: Transaction Public host.
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