Workforce Management and Rewards

Workforce Management and Rewards

For this Capstone assignment, you will research what motivates employees to perform. Then, you will assess how management type and rewards can improve employee motivation. A motivated workforce is integral to organizational success and profitability.

For this CTA, you will create a workforce management and rewards model using a specific motivation philosophy/theory. A rewards plan that does not stem from a strong motivation core will not be sustainable. When constructing the plan, examine how organizational structure and culture impact the types of compensation, benefits, and other opportunities offered.

Develop a well-written report that addresses the following:

• Explain      the main reasons that employees are motivated to perform in the workplace.      In other words, what are the strategies or actions that motivate a typical      organizational employee?
• Describe      the role of compensation in the workplace, including its effect/impact on      employee performance.
• Create      a workforce management and rewards plan that takes into consideration the      culture of the organization, can help attract and retain talented employees,      and is not cost prohibitive to adapt. Your plan should reflect aspects of      your selected motivation philosophy/ theory.

Your paper should meet the following requirements:

• Be 7      pages in length. Not including title and reference pages (which you must      include).
• Incorporate      a table or figure that visualizes the strategies.
• Include      at least 5 different scholarly sources not utilized previously.
• Be      formatted according to the APA format.

Chapters 10, 11, 12, and 13 in Cases in Human Resource Management

Christ, M. H., Emett, S. A., Tayler, W. B., & Wood, D. A. (2016). Compensation or feedback: Motivating performance in multidimensional tasks. Accounting, Organizations and Society, 50, 27-40.

Sudiardhita, K. I. R., Mukhtar, S., Hartono, B., Herlita, S., Tuty, S., & Nikensari, S. (2018). The effect of compensation, motivation of employee and work satisfaction to employee performance PT. Bank XYZ (Persero) TBK. Academy of Strategic Management Journal, 17(4), 1-14.

Bersin, J. (2018, Dec. 31). The economy and wages in 2019: What HR can do to help. LinkedIn. Retrieved from https://www.linkedin.com/pulse/uncertain-economy-2019-what-hr-can-do-help-josh-bersin?trk=eml-email_feed_ecosystem_digest_01-recommended_articles-7-Unknown&midToken=AQF9_u9ArMq6cw&fromEmail=fromEmail&ut=0eMQYcycAbi8A1

Rieley, M. (2018) In the money: Occupational projections for the financial industry. Beyond the Numbers. Employments & Unemployment, 7(16). Retrieved from https://www.bls.gov/opub/btn/volume-7/in-the-money-occupational-projections-for-the-financial-industry.htm

Heathfield, S. M. (2018). Compensation. The Balance Careers. Retrieved from http://humanresources.about.com/od/glossaryc/g/compensation.htm

Howell, A. (2017) Engagement starts at the top: The role of a leader’s personality on employee engagement. Strategic HR Review, 16(3), 144-146.

McLeod, S. (2018) Maslow’s hierarchy of needs. Simply Psychology. Retrieved from https://www.simplypsychology.org/maslow.html

Miller, S. (2018) How total rewards can drive performance management success. Society of Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/total-rewards-can-drive-performance-management.aspx

Poongavanam, S. (2018). Pharmaceutical employees compensation plan- A case study on their satisfaction. Indian Journal of Public Health Research & Development, 9(8), 1605-1608. https://doi-org.csuglobal.idm.oclc.org/10.5958/0976-5506.2018.00762.3

Porter, T. H., Riesenmy, K. D., & Fields, D. (2016). Work environment and employee motivation to lead: Moderating effects of personal characteristics. American Journal of Business, 31(2), 66-84.