Investigating a Business Issue from a HR Perspective

By

ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

ABSTRACT

The focus of this study is managing employee relations through rewards and recognition programs. The goal of strategic human resource management, as it pertains to this study, is to set employee relations policies in a manner that will motivate employees, promote productivity, and positively impact job satisfaction. Consequently, personnel must be effectively utilised to improve performance and achieve the organisation's mission and objectives. Strategic human resource management has identified several pertinent people related business issues and/ or concerns. One of these issues is managing employee relations. HR managers develop policies to improve relationship with employees, such as communication and discipline and grievance. Human resource strategy has been identified as a set of processes and activities jointly shared by human resource personnel and managers to address and often resolve people related business concerns and/or issues. Human resource management utilises human resource strategy to identify present and emerging issues or concerns, assess these issues or concerns, evaluate issues or concerns, and potentially provide resolutions. One of the goals of this process is to address issues that would affect the organisations competitive advantage and its organisational success. The aim of this study is to investigate a business issue from HR perspective. More specifically, the aim is to explore the significance of employee relations policies and practices in regards to rewards and recognition. Primary qualitative methodology was used to conduct the study. HR managers working in various organisations across UK were interviews to answer the research questions.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

INTRODUCTION1

Background of the Study1

Research Questions2

Company Profile: Alternative Care Ltd3

Disposition3

LITERATURE REVIEW5

Current Challenges and Trends in Human Resource Management5

Devolution of Human Resource Management5

Human Resource Management Practices6

Employment laws and Regulations7

Discrimination law7

Employment Rights Act 19967

National Minimum Wage Act of 19987

The Employment Equality (Age) Regulation8

Work and Families Act 20068

Employer's Liability Compulsory Insurance (ECLI)9

A Review of Related Principles and Theories9

The Carrot Principle9

Herzberg's Motivation-Hygiene Theory10

Employee Recognition/Rewards12

Employee Engagement13

Impact of Engaged Employees on an Organisation14

AIMS AND OBJECTIVES OF THE RESEARCH16

Rationale of the study16

METHODOLOGY18

Research Design18

Research Technique and Process19

Sampling Method20

Participants20

Research Instrument20

Ethical Concerns21

FINDINGS22

Significance of Rewards and Recognition22

Recognition from Managers25

Recognition from Non-managerial sources25

Employees Understanding Of the System26

Advantages of Rewards and Recognition Program at Alternative Care Ltd27

Potential Concerns of Rewards and Recognition Program at Alternative Care Ltd28

DISCUSSION AND ANALYSIS30

A Call to Action30

CONCLUSION35

RECOMMENDATIONS38

REFLECTING ON LEARNING41

REFERENCES46

Websites52

Laws and Legislations Discussed53

APPENDIX54

INTRODUCTION

Background of the Study

Human resource strategy has been identified as a set of processes and activities jointly shared by human resource personnel and managers to address and often resolve people related business concerns and/or issues. Human resource management utilises human resource strategy to identify present and emerging issues or concerns, ...