Rewards and Global Aspects of Managing People

Question: Discuss about the Rewards and Global Aspects of Managing People. Answer: Article 1: Park, S., Sturman, M. C. (2012). How and what you pay matters: The relative effectiveness of merit pay, bonuses and long-term incentives on future job performance.Compensation Benefits Review, 0886368712450391. The major purpose of the article is to look at the forms of pay-for performance plans and how these forms affect the future performances of employees when they function concurrently. The major variables of the articles include pay-performance plans, incentives, work performance, merit pay, additional benefits and long term-incentives. The assessment of the article helps to learn that organizations regularly utilize multiple forms of pay-for-performance plans for encouraging as well as sustaining high performance levels. Findings of the article indicate that the consequence of pay-for performance plans on future performances of employees could be elucidated by the potency of the relations connecting the pay and performance for every one of the plan. This article is relevant to the current topic, as ways of performance pay should be evaluated to recommend strategies. While briefing the paper these three forms of performance pay can be used in the discussion of mix based and performance pay. Article 2- Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. The major purpose of the article is to gain the comprehension of the interceding as well as restraining techniques with the help of which human resource administrations are related with the behavioral outcome. The major variables of the article are employee engagement, leader-member exchange, organizational citizenship and turnover intention. The result of the article indicates that performance of positive behavioral outcome, as the outcome of involvement, widely depend on the larger organizational climate and employees relationship with line managers. This article relevant to the topic as it helps to learn the organizational practice in terms of managing people. Article 3- Boachie-Mensah, F., Dogbe, O. D. (2011). Performance-Based pay as a motivational tool for achieving organisational performance: an exploratory case study.International Journal of Business and Management,6(12), 270. The major purpose of the article is to look at the negatives of performance-based pay as the inspirational tool for attaining organizational performance. The major variables of the article are reimbursement, inspiration, rewards, performance pay and inducements. The finding of the article indicate that the affect of performance-based pay on the performances of employees could be negligible as well as the motivation influence of merit pay is frequently judged by partial performance assessment. The topic is relevant it helps to learn how motivation and rewards can be applied to influence employee performance. Reference List: Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Boachie-Mensah, F., Dogbe, O. D. (2011). Performance-Based pay as a motivational tool for achieving organisational performance: an exploratory case study.International Journal of Business and Management,6(12), 270. Park, S., Sturman, M. C. (2012). How and what you pay matters: The relative effectiveness of merit pay, bonuses and long-term incentives on future job performance.Compensation Benefits Review, 0886368712450391.