TESOC REWARD STRATEGY

Tesco Reward Strategy



Abstract

The paper discuss about the performance related reward Individual in an Organisation. In this project we have taken the example of TESCO. It is a fact that several researchers in management literature have examined that key performance indicator for any organization is to improve feedback system of employees. It also identifies the ways Tesco Practices its HR practices that has played a crucial role for the success of the organization. Tesco appreciates its development enumerations on two assemblies' purchasers and staff. Their staffs are proficient to find a terrific work/life balance through flexible pledged and varied buys for demonstration well being or gym benefits and share Options. Tesco believes that through complete planning the workers can be motivated at work, if they are given enough space to perform. At Tesco the current Version System have well-developed and strong performance management system which encourage higher management and employers to communicate with ease regarding their expectations of performance. However, as long as the driving force has recognized that the company can make a program or the retention plan for aiming to improve the overall performance of their employees. Various human resource strategies are being marked as an important tool to motivate employees at work, including the training and development, recruitment and rewards, selection and recognition and pay and benefit procedures.

Tesco Reward Strategy

Introduction

Emergence Growth would partner with your executives to successfully deliver a strategy that is not only customized for your business and environment in which you operate, but innovative and pragmatic in nature.

Strategy is actually the scope and direction of any company over the long-term that achieves advantage for the company form the configuration for resources within the challenging environment, for meeting the requirements of market and fulfilling the stakeholder's expectation. It is a fact that usually positive motivators approaches work better than negative because when cooperation is rewarded and positively mentioned, people tend to respond with more enthusiasm and effort. For durable and strong commitment of employees, management often has to display resource for designing and using incentives (Smircich, 2006, 339-358). The more you understand a manager motivates subordinates and the more trust the motivational incentives as a tool to implement the strategy, the greater the commitment of employees to implement the strategic plan.

Discussion and Analysis

Performance management system in an organization helps enhances performance of functions to be more productive and effective by encouraging their employees and staff to improve and learn and constantly motivate them to change their key behavior essential for future performance. Several researchers in management literature have examined that key performance indicator for any organization is to improve feedback system of employees (Helm et al, 2007). However, there are some authors who claim that only positive feedback ensures motivation and consistent performance of employees while negative feedback would reduce performance significantly.

Organizations today are realizing importance of improving their performance system by constantly assessing its weaknesses and strengths, which does what and when in system, how employees of an organization take ...