Human Resources are the main assets of every organization, as each task is ultimately done through them. Therefore, every organization should maintain their human resources properly with great care and proper guidance. Human resource management (HRM) is the process to manage the employees within organization through structured and proper manner. It is the total process of recruiting, selecting, giving induction, appraising performance, providing training, managing compensation, motivating and managing safety and welfare of the employees (Zeb, Rehman and Saeed 2014). Properly managed human resource management can maximize the utilization of limited skillful workforce. The macro perspective of HRM is to build a collaborative relationship among the employees and management. The basic focus of human resource management is to acquire, develop and retaining the talented employees so that they can be aligned with the business purpose of the organization effectively (Tata et al. 2013).
The main evidence and need of human resource management can be seen in retail industry. The employees of retail organizations have to interact with the customers in continuous ways that increase their work pressure. It needs greater motivation for the employees in retaining them for longer term. Employee motivation is related to fulfillment of employee’s needs that encourage them to pursue their job efficiently (Shields and Kaine 2015). As the work pressure of the employees in retail organization is very high, they need to be compensated properly according to their contribution in organization in organizational success.
This research is emphasizing on importance of proper compensation management on motivation of employees. Extrinsic motivations are the external factors that encourage the employees to fulfill a particular task in the workplace. Every organization needs to retail their employees in a long-term basis for increasing the productivity and reputation of the employees (Li et al. 2016). It needs high level of motivation of the employees through fulfilling all their demands properly. In this situation, organizations are trying to develop proper motivational strategy through providing competitive pay, bonus for extra work and incentives and profit sharing of the organization (Dinwoodie, Quinn and McGuire 2014). On the other hand, organizations are also concerned with providing intrinsic motivation the employees for increasing motivation level towards their job role. The organizations are concerned with providing recognition to the employees through proper performance appraisal, empowerment and promotional opportunities (AbuKhalifeh and Som 2013). It is significant for the organizations to filter out the motivational tools of the employee, so that they can get the best of their employees through meeting all the needs.
Employee motivation is highly required in retail organization due to high work pressure upon the employees. Employees are to deal with the customers in a constant basis that creates lot of patience level on the part of employees (de Waal and Jansen 2013). Often, it can be found that retail organizations are not providing proper reward and recognition to their employees and they are de-motivated towards their job role. Tesco is the third largest retail multinational grocery established in United Kingdom (Tesco.com 2016). However, it can be found that the organization is not able to properly manage compensation of the employees. It can be found that retail organizations often focus on earning profit for the organization and thereby, increasing the working hours for the employees (Kaur 2014). Apart from that, the organizations do not provide extra reward and recognition to their employees that are diminishing their motivation level. Managers of many retail organizations are only concerned with monetary reward and they are not providing recognition to their employees (Buengeler, Homan and Voelpel 2016). Apart from that, it can also be found that the employees are not getting proper support from the leaders of the organization. All these factors are decreasing the motivation level of the employees that is resulted increasing attrition rate.
The research is aimed at examining the reward and recognition system applied by Tesco. The aim of the research is to identify the issues related to reward and recognition system in increasing the motivation of Tesco as a part of human resource management.
H0: Reward and recognition have no impact on employee motivation
H1: Reward and recognition have impact on employee motivation
The structure of the research proposal follows an effectively structured framework to obtain accurate outcome of the researcher. The outline of the research study has been described in the following:
Introduction: In this section, the researcher will provide background information of the research study. Apart from that, the researcher will also demonstrate problem statement for the study for discussing the issues on which the research will be conducted. On the other hand, this chapter will also be consisted of research objectives and research questions that will be helpful to collect relevant information of the research topic.
Literature Review: In this section, the researcher will describe various concepts from the existing literature of related research topic. Various models and theories regarding the research topic will also be described in this research study. The literature review section will also demonstrate various evidences from different organizational perspectives about the research topic.
Methodology: This chapter will be consisting of research methodology that will be comprised of research approach, research design, data collection process and sampling techniques. Implementation of proper research methodology assists the researcher in collecting relevant information regarding the research topic.
Discussion of Results: This chapter of the research proposal will be focused on discussion if hypothesis set by the researcher. This section will provide implications based on the literature review and background assumption. The section will also provide recommendation on improving the implementation of research topic on organizations.
This section of research study will provide brief summary regarding the research topic discussed in the whole study. This section will also provide suggestion on improving further research on same topic.
Abdullah, M.M.B. and Tarí, J.J., 2012. The influence of soft and hard quality management practices on performance. Asia Pacific Management Review,17(2).
AbuKhalifeh, A.A.N. and Som, A.P.M., 2013. The antecedents affecting employee engagement and organizational performance. Asian Social Science, 9(7), p.41.
Bellé, N., 2013. Experimental evidence on the relationship between public service motivation and job performance. Public Administration Review, 73(1), pp.143-153.
Brown, D. and Reilly, P., 2013. Reward and Engagement The New Realities. Compensation& Benefits Review, 45(3), pp.145-157.
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