Strategic Reward Key Models and Practices Essay

Strategic Reward Key Models and Practices - Essay ExampleFor example, it is possible to create a project for performance related pay using different strategies such as the following (1) merit-based pay aim (2) job- or skill-based pay plan (3) competency-based plan and/or (3) job-evaluation-based pay (Heneman and Werner, 2005, p. 45 Baldwin, 2003, p. 45, 70). After examining the potential encounter of introducing a performance related pay in a German public service, Shmidt, Trittel and Muller (2011) give out that the wasting disease of different types of performance related pay schemes can lead to different set up in terms of public celestial sphere employees work motivation and performance and that a highly discriminating performance related pay will never work in giving medication offices. It simply marrow that depending on the type of performance-based appraisal utilise by each government office, there will continuously be the risk wherein the public sector employees wo uld perceive the type of assessment and evaluation process used within the government office to be ineffective, inconsistent, and unfair to some government employees (Shmidt, Trittel and Muller, 2011 Rayson, 2013). Another possible debate behind the reluctance of the public sector employees in integrating performance related pay is the situation that most of the non-performing government employees would fear that their superiors would be closely monitoring their overall work performance. Because of the on-going tight government budget, Weiner (2013) reported that the public sector employees may no longer have the opportunity to enjoy so much of work-related flexibility options. Since there is a need for the government to cut down their unnecessary better operating costs, some of the underperforming public sector employees may think that they can be one of the candidates in case... It is the duty and responsibility of the public HR managers to design and implement the performance related pay efficaciously within the UK government offices. As a common knowledge, the public sector employees will be alter by the new pay and reward scheme. Therefore, the reservations made by the public sector employees should be considered legitimate. The use of performance related pay is a good form of pay and reward strategy curiously in terms of increasing the quality service provided by the public sector employees. For this reason, the public HR managers should exert more effort to effectively address all reservations made by the public sector employees. It is also necessary to create a S.M.A.R.T performance-based criteria that could guide the public sector employees on what they are judge to do. In the process of removing the reservations of each public sector employee, the HR professionals can easily win the sponsor of all affected individuals.