NOLEGEIN Journal of Human Resource Management & Development 2018 Issue 2 by Mba Journals

NOLEGEIN Journal of Human Resource Management & Development

MBA Journals a bouquet of 16 Journals is an authentic research publication which disseminates knowledge dealing with 6 domains as Business, Finance, HRM, Industry, Management and Marketing. We ensure good practice of Management, Business and Administration. We encourage research and thinking, and attempt to contribute to a better perception of MBA theories, its framework, resources, structures, systems, processes and performance of organizations, as its focal point is on research and reflections relevant to academicians and practicing managers.

Objectives of MBA Journal(s): ü Promotion of articles related with Management, Business and Administration domains. ü Publication of genuine articles through proper peer review process. ü Publishing Special Issues on Conferences. ü Preparing online platform for other print Journals. ü Empowering the libraries with online and print Journals in MBA domains.

Features of MBA Journal(s): ü Employs Open Journals System (OJS) – A Journal Management & Publishing System. ü Rapid online submission and publication of papers, soon after their formal acceptance/ finalization. ü Free online access to the abstracts of all articles. ü An effective global web exposure for your Journal. ü A chance to preserve your research/review work, online. ü An initiative to share and empower knowledge worldwide. ü A mode to generate interest in your subject area. ü Facilitates linking with the other authors or professionals.

MBA Journals (An imprint of Consortium e-Learning Network Pvt. Ltd.), having its Marketing office located at Office No. 4, First Floor, CSC pocket E Market, Mayur Vihar Phase II, New Delhi-110091, India is the Publisher of Journals. Statements and opinions expressed in the Journal reflect the views of the Author(s) and are not the opinion of MBA Journals unless so stated.

Subscription Information and Order Cost of Journal National Subscription „Print: Rs. 3250/- per Journal (includes 2 print issues), Single Issue copy purchase Rs. 1800/copy „Online: Rs. 3250/- per Journal (includes 2 print issues) plus 18% GST „Print + Online: Rs. 4250/- per Journal (includes 2 print + 2 online issues) plus 18% GST

International Subscription „Online Only- $149, Print Only-$149 (includes 2 print issues) „Online + Print-$200 (includes 2 print issues + online access of published back volumes)

To purchase print compilation of back issues please send your query at info@mbajournals.in Subscription must be prepaid. Rates outside the India include speed delivery charges. Prices subject to change without notice. Mode of Payment: At per cheque, Demand draft, and RTGS (payment to be made in favor of Consortium e-Learning Network Pvt. Ltd. payable at Delhi/New Delhi. Online Access Policy A). For Authors: In order to provide maximum citation and wide publicity to the authors work, MBA Journals also have Open Access Policy; Authors who would like to get their work open access can opt for Optional Open Access publication at nominal cost as follows: India, SARC and African Countries: INR 1500 including single hard copy of Author's Journal. Other Countries: USD 200 including single hard copy of Author's Journal. B.) For Subscribers: Online access will be activated within 72 hours of receipt of the payment (working days), subject to receipt of correct information on user details/Static IP address of the subscriber. The access will be blocked: If the user requests for the same and furnishes valid reasons for blocking due to technical issue. Misuse of the access rights as per the access policy. Advertising and Commercial Reprint Inquiries: MBA Journals with wide circulation and visibility offer an excellent media for showcasing/promotion of your products/services and the events-namely, Conferences, Symposia/Seminars etc. These journals have very high potential to deliver the message across the targeted audience regularly with each published issue. The advertisements on bulk subscriptions, gift subscriptions or reprint purchases for distribution etc. are also very welcome. Lost Issue Claims: Please note the following when applying for lost or missing issues: Claims for print copies lost will be honored only after 45 days of the dispatch date and before publication of the next issue as per the frequency. Tracking id for the speed post will be provided to all our subscribers and the claims for the missing Journals will be entertained only with the proofs which will be verified at both the ends. Claims filed due to insufficient (or no notice) of change of address will not be honored. Change of Address of Dispatch should be intimated to MBA Journals at least 2 months prior to the dispatch schedule as per the frequency by mentioning subscriber ID and the subscription ID. Refund requests will not be entertained. Legal Disputes All the legal disputes are subjected to Delhi Jurisdiction only. If you have any questions, please contact the Publication Management Team: info@mbajournals.in; Tel: +91 0120-4781219.

NOLEGEIN Journal of Human Resource Management & Development Nolegein - Journal of Human Resource Management & Development is focused towards the rapid publication in the following areas of

Focus and Scope of the Journal

! ! ! ! ! ! ! ! ! ! ! ! ! !

Education, Training and Development Practices Human Resource Maintenance and Retention Compensation Practices Business Leadership Consulting and Diversity Employee Relations Ethics & Sustainability Global HR Organizational & Employee Development Staffing Management Technical impact on HRM Workforce Diversity management HR Outsourcing Employee Engagement & Employee Communication Sections covered by this journal are review papers, research papers, interviews, news, companies/ institutions write-ups, short popular articles and case studies. All contributions to the journal are rigorously reviewed and are selected on the basis of quality and originality of the work. The journal publishes the most significant new research papers or any other original contribution in the form of reviews and reports on new concepts in all areas pertaining to its scope and research being done in the world, thus ensuring its scientific priority and significance.

No part of this publication may be reproduced, stored in retrieval or transmitted in any form without written permission to the publisher. To cite any of the material contained in this journal, in English or translation, please use the full English reference at the beginning of each article. To reuse any of the material, please contact MBA Journals. The author(s) is/are solely responsible for the content of the article(s) published in the MBA Journals platform (an imprint of Consortium e-Learning Network Private Ltd.). The published articles are not constituted or deemed to constitute any representation of view of the editors or publisher. The data presented therein are correct or sufficient to support the conclusions reached or that the experiment design or methodology is adequate and the information, opinions, views presented in the article reflect the views of the authors and contributors of the article and not the opinion of publisher or the editorial board. Under no circumstances publisher should be held responsible for the acts of misrepresentation, plagiarism, wrongful presentation of facts, omissions, neglect or willful representation of information against the ethical norms of journal. (info@mbajournals.in)

PUBLICATION MANAGEMENT TEAM

Chairman Mr. Puneet Mehrotra Director

Members

Ms. Hema Arora Management (Sr.) hema@mbajournals.in

Ms. Pooja Kumari Management pooja@celnet.in

Business Ÿ Ÿ Ÿ

Ÿ Ÿ

Management

NOLEGEIN Journal of Management Information Systems NOLEGEIN Journal of Business Ethics , Ethos & CSR NOLEGEIN Journal of Entrepreneurship Planning, Development and Management NOLEGEIN Journal of Operations Research & Management NOLEGEIN Journal of Supply Chain and Logistics Management

NOLEGEIN Journal of Global Marketing NOLEGEIN Journal of Advertising and Brand Management NOLEGEIN Journal of Consumer Behavior & Market Research

NOLEGEIN Journal of Financial Planning and Management

Ÿ Ÿ Ÿ

NOLEGEIN Journal of Business Risk Management NOLEGEIN Journal of Corporate & Business Laws NOLEGEIN Journal of Organizational Behavior Management NOLEGEIN Journal of Leadership and Strategic Management

HRM

Marketing Ÿ

Ÿ Ÿ

NOLEGEIN Journal of Performance Management & Retention Strategies NOLEGEIN Journal of Human Resource Management & Development

Finance

Industry

For any Dispatch and Online Access related Query, Please Contact Mr. Asan Kumar Tel. no.: (+91) 120 4781225 E-mail: asank@celnet.in

NOLEGEIN Journal of Information Technology & Management

For any Sales and Marketing related Query, Please Contact Mr. Rahul Kumar Marketing Manager Tel. no.: (+91) 120 4781211; (+91) 9810078958 E-mail: rahul@stmjournals.com; subscriptions@mbajournals.in, info@mbajournals.in

Tel:-0120-4781200 (Please contact here for extn.)

EDITORIAL BOARD MEMBERS Dr. Elgin Alexander Assistant Professor Department of Marketing and HR in Management, Saintgits Institute of Management, Kottayam, Kerala, India

Dr. Senthil kumar Associate Professor Department of Management, Nitte Meenakshi Institute of Technology, Bengaluru, Karnataka, India

Dr. Lata Bajpai Singh Associate Professor Department of Human Resource Management, Institute of Management Studies, Ghaziabad, Uttar Pradesh, India

Dr. Kiran Kumar Thoti Sr.Asst Professor Department of Human Resource Management, Sree Vidyanikethan Institute of Management, Tirupati, Andhra Pradesh, India

Dr. M M Bagali Professor Department of Human Resource Management, Cambridge Group of Institutions - Cambridge School, Bengaluru, Karnataka, India

Prof.P.Malyadri Principal Department of Management,Rayalaseema University, Kurnool, Andhra Pradesh, India

Dr. Jnaneshwar Pai Maroor Assistant Professor MBA Department - Finance and Human Resource Management, Justice K.S. Hegde Institute of Management, Nitte, Karnataka, India

Mrs. R. Vasuki Professor Department of Management, Jay Shriram Group of Institutions, Tirupur,Tamil Nadu, India

Dr. Shalmali Jagdish Gadge Assistant Professor Department Of Master of Business Administration, K. K. Wagh Institute of Engineering Education & Research, Nashik, Maharashtra, India

S. Sujatha Associate Professor Department of HumanResourceManagement and Organizational Behavior, VIT Business School, Vellore, Tamil Nadu, India

Dr. G G Mathews Professor Department of Management Studies, Mount Zion Institute of Management, Mulakuzha, Kerala, India

Rohini Parimi Associate Professor Department of Human Resource Management, Gitam Institute of Management, Visakhapatnam, Andhra Pradesh, India

Sachin Batra Assistant Professor Department of Management, NICMAR, Bahadurgarh, Haryana, India

Hardeep Singh Assistant Professor Department of Training & Placement, Ferozepur College of Engineering & Technology, Ferozepur, Punjab, India

From the Editor's Desk Dear Readers, We would like to present, with great pleasure, the inaugural First volume of a new scholarly journal, NOLEGEIN Journal of Human Resource Management & Development. This journal is part of the Human Resource Management & Development, and is devoted to the scope of present management issues, from different prespective. This new journal was planned and established to represent the growing needs of marketing as an emerging and increasingly vital field, now widely recognized as an integral part of Management. Its mission is to become a voice of the Management community, addressing researchers and practitioners in this area. The core vision of NOLEGEIN Journal of Human Resource Management & Development in MBA Journals is to propagate novel awareness and know-how for the profit of mankind ranging from the academic and professional research societies to industry practitioners in a range of topics in advertising in general. MBA Journals acts as a pathfinder for the scientific community to published their papers at excellently, well-time & successfully. NOLEGEIN Journal of Human Resource Management & Development focuses on original high-quality research in the Employee Relations, Technical impact on HRM, Human Resource Maintenance and Retention, Training and development, Employee Engagement & Employee Communication etc. The Journal is intended as a forum for practitioners and researchers to share the views of Human Resource Management & Development in the area. Many researchers have contributed to the creation and the success of the Human Resource Management & Development. We are very thankful to everybody within that community who supported the idea of creating an innovative platform. We are certain that this issue will be followed by many others, reporting new developments in the field of Human Resource Management & Development. This issue would not have been possible without the great support of the Editorial Board members, and we would like to express our sincere thanks to all of them. We would also like to express our gratitude to the editorial staff of MBA Journals, who supported us at every stage of the project. It is our hope that this fine collection of articles will be a valuable resource for Management readers and will stimulate further research into the vibrant area of Human Resource Management & Development.

Puneet Mehrotra Managing Director

Contents Yoga for Winâ&#x20AC;&#x201C;Win Leadership Through Spirituality 'Spirit + Ability = Winâ&#x20AC;&#x201C;Win

Leadership or Karma Yogi' S. Pragadeeswaran Impact of Human Resource Practices on Employee Performance in Hotel Industries

Kiran Kumar Thoti Teachers with Dedicated Following are Successful Leaders beyond Classrooms

G.G. Mathews Boosting Aging Workforce Productivity in Hospitality Industry

Dr. Mohit Chandra Managing Diverse Workforce Issues and Challenges

Mohit Chandra An Empirical Study on Payscale Measurement Practices in Hospitals Sector

Kiran Kumar Thoti HR Rewards System and Employees Motivation: An Analysis Shashi Kant Dikshit, Venus Madan

NOLEGEIN Journal of Human Resource Management & Development Vol. 1: Issue 2

www.mbajournals.in

Yoga for Win–Win Leadership Through Spirituality ‘Spirit + Ability = Win–Win Leadership or Karma Yogi’ S. Pragadeeswaran* Department of Business Administration, Annamalai University, Annamalai Nagar, Tamil Nadu, India

ABSTRACT The word ‘Spirituality’ means understanding the science of spirit or psychic energy or self in the physical body of human beings and realizing the relationship among psychic or self, environment and society. This state of self-spirit realized life is called ‘spiritual life.’ The measure of spiritual ability in an individual is called Spiritual Quotient. Scholars and scientists have proclaimed that science without spirituality is blind, and spirituality without science is lame. Danah Zohar filled this gap between science and spirituality by defining the concept of Spiritual Intelligence as life with meaningful living. In this world of teletechnological 4G-fourth generation, mankind is enjoying material comfort due to phenomenal scientific development. However, all human beings are mentally disturbed due to terrorist or violent state of mind in leaders and followers. This violent state of mind has ruined world peace and organizational peace too. The evidence for organizational peace disturbance is a Human Resource manager of Maruti Car Manufacturing Company at Delhi was murdered during working hours by his subordinates. The psychological root cause for this violence is very low emotional quotient of the manager as well as the subordinates. Literature review shows that emotional intelligence is highly enhanced by spiritual intelligence. This spiritual intelligence is enlightened by the higher state of introspection called yoga practices. Yoga practices induce integration of an individual’s ego into integrity development in work with win–win leadership rather than lose-lose violence leadership in their work life. This article focuses on spirituality enlightenment by yoga practices and optimization of win–win leadership. This study has also probed the relationship among psychological variables and formulated the following theoretical model-S.P. ESWAR for win–win leadership through yoga and spirituality. Keywords: leadership, spirituality, spiritual quotient, yoga

INTRODUCTION In this world of tele-technological 4Gfourth generation, mankind is enjoying material comfort due to high level development of Science. However, all human beings are mentally disturbed due to terrorist or violent state of mind in leaders and followers. This violent state of mind has ruined world peace and organizational peace too. The evidence for organizational peace disturbance is a Human Resource manager of Maruti Car

Manufacturing Company at Delhi who was murdered during working hours by his subordinates. The workplace/organizationa l violence situations aroused with emotional labour; interacting with frustrated customers in retail sales; supervising and managing drunkards and drug addicted employees etc. The psychological root cause for this violence is very low emotional quotient of the manger as well as the subordinates due to stress.

NOLEGEIN Journal of Human Resource Management & Development Vol. 1: Issue 2

www.mbajournals.in

Impact of Human Resource Practices on Employee Performance in Hotel Industries Kiran Kumar Thoti* Sree Vidyanikethan Institute of Management, Tirupati, India

ABSTRACT Effective human resource practices improve working standards in hotel industries. The research is focus on the human resource function like recruitment and selection, training and development, induction programme, employee performance management, employee safety and security among the employee working in hotel industry in Tirupati, Andhra Pradesh. The sample size for collecting sample was 100. The questionnaires were used for data collection and questionnaires was developed using Likert normal and ordinal scale. The data was analysis using chi-square test and percentage method. Keywords: hotel industries, HRM, HR practices

INTRODUCTION Human resource practices become very important to improve the employee performance in organization. Human resource practices contain recruitment, selection, pay scale measurement, employee performance management, induction program, training and development and exit management. Now a day’s organization is improving their effective human resource practices and that lead to healthy working environment in the organization. Employees are staying for long hours and engage their work effective that contribute profitability organization development. Compensation and benefits is a disciple of human resource practices that plays important role for the development of the good well among the employees working in organization. Performance of the employees was depended on various effective human resource practices that include employee engagement activities, compensation and benefits for the employees and working environment create the healthy coordination among the

employee working in the organization [1, 2]. REVIEW OF LITERATURE In ref. [3], the employee job satisfaction was a degree of individuals feel about the working environment i.e., positive or negative feeling or good well of the job. The attitude or emotional factors are responsibility for the task or project that was handling physical or social condition in the workplace. Job satisfaction and motivational activities has significant effect correlation that leads positive employment relationship of individual job performance. Brown and Peterson (1994) supported this view by defining job satisfaction as the extent to which employees like their work [5]. Statement of the Problem There is a saying that satisfied employee is a productive employee, any kind of grievance relating to organisation or personal to greater extent influence on the job. So, every organisation is giving higher

NOLEGEIN Journal of Human Resource Management & Development Vol. 1: Issue 2

www.mbajournals.in

Teachers with Dedicated Following are Successful Leaders beyond Classrooms G.G. Mathews Professor, Mount Zion Institute of Management, Kozhuvalloor, Chengannur, Kerala, India

ABSTRACT Influence on provisioning of higher education and the development in the world economy are worth to be noted and compared. The state-of-art technology can be incorporated for teaching almost any subjects. Education in 21st century should be competitive, innovative and market driven and should be the benchmark itself against the best of its kind in the world. Technology based educational ways reinvigorates learning process. The process of institution building in education and research is required to be always accelerated. The challenge in education approaches is to become more practical oriented and it should be industry focused. Keywords: teaching with technology, internet in education, pedagogy, leadership, learning experience, teaching methodology

INTRODUCTION India is well known for its abundant, highly skilled and talented pool of professional and technical manpower. Majority of these talented manpower are employed and utilizing their talents and skills in developed countries, especially in the west. For the sustainability, our country should not throw away this important advantage of having talented and skilled manpower. Their talents and services are to be utilised effectively for the development of our country. Thus, it is an essential requirement to create and produce skilled manpower in an accelerated and organized manner. Creating an effective academic and economic standard; it is most essential to enhance the strength and capabilities of basic and professional education. Developments in the world economy are worth noting, especially for its influence on provisioning of higher education. The growth of the internet and consequently its impact to education are beyond the imagination. Technology has invaded every part of our life. So why not use the

advanced technology in our class rooms? It is high time to enforce radical change in our education system especially in the professional education. In fact, today’s technology-savvy generation is often bored by the old methods of teaching which rely solely on the chalk and board. Technological aids can be incorporated for teaching almost any subject [1]. A complicated scientific classification system, history of Indian independence or intricate mathematical problems to simply narrating a story to students with graphics and pieces of test can be easily explained to the students with the use of technological aids. The word ‘Education’ has undergone a thorough metamorphosis down the years and now it stands for a means to earn our daily bread. Our old Saints and Gurus had bestowed upon much importance to this word. Even the Guru was treated as a supreme personality and they were even revered by the ruling Kings and Queens. In those days, education was given wider and deeper meaning and it never was a ladder to any profession. Now a day, we have surnamed certain branches

NOLEGEIN Journal of Human Resource Management & Development Vol. 1: Issue 2

www.mbajournals.in

Boosting Aging Workforce Productivity in Hospitality Industry Dr. Mohit Chandra Professor, Department of Hospitality, National Council for Hotel Management and Catering Technology, Noida, Uttar Pradesh, India.

ABSTRACT This study highlights the impact of ageing and analyzes manpower demand and supply in service industry. It is an attempt to analyze whether old work force is a liability or not. Analysis of working agendas can optimize productivity. Research identifies the value and benefits of employing older workers, the fact that older workers generally have experience. Age diverse workforce is like a cocktail with right blend of people to achieve corporate goals. Keywords: aging, liability, productivity, workforce

INTRODUCTION There should be a systematic hiring process in a hotel, keeping in mind the retirement cycle. The senior staff may be accorded more back hand jobs like reservation office, house-keeping, control desk, hotel consultancy, project planning etc. The work load should be in sync with age of the employee and accordingly the job description may be assigned. Hazard analysis of job should be done keeping in mind age of staff task may be assigned. Housekeeping has 50% risk, food production 11%, food and beverage service 10%, public areas 8% and front desk only 4%. What Is an Aging Workforce? The actual definition of the aging varies and greatly depends upon the source. Legally an aging worker is 45 or older age. (The Age Discrimination Employment Act 1967) Other agencies consider an employee to be 50 years or older. (The Committee Development)

aging

Economic

And the survey of human professional revealed that management varies greatly in their opinion with age ranging being between 40–70 years. (Society of Human Resource Management June 2003) AGING WORKFORCE TRENDS There are basically two trends of aging workforce: [1] Baby Boomers [2] Generation X BABY BOOMERS Baby Boomers (born between 1946–1964) comprise almost 46% of the workforce and they are rapidly approaching to retirement [1]. Those born in 1946 have revealed the age of 60 in 2006, with an expected significance wave of retirement starting from 2006 onwards. GENERATION X The Generation X includes those workers who were born between 1965–1983 and they would naturally be called as the replace of baby boomers.

NOLEGEIN Journal of Human Resource Management & Development Vol. 1: Issue 2

www.mbajournals.in

Managing Diverse Workforce Issues and Challenges Mohit Chandra Professor, Department of Hospitality and Tourism, National Council for Hotel Management and Catering Technology, Noida, Uttar Pradesh, India.

ABSTRACT In modern global times, the workforce has become multicultural and diverse. The strategic functions of human resources focus on high productivity, competitive advantage, value and brand creation. Stress impacts employee performance in terms of anxiety, alcohol abuse, drug abuse etc. besides impacting organizational performance due to increase absenteeism, decreased commitment and motivation. The key to success lies in high morale, team work and unity in diversity. Increasing work force diversity provides a challenging environment for human resource management and attractive opportunity for line managers looking for innovation. Keywords: age, diversity, employee performance, stress

INTRODUCTION Stress has become a major issue at work place with great amount of work force suffering from work related stress. [1] With increase in competition, the business in developed countries are facing lots of critical challenges. One of them is the aging workforce. Today the executives of organizations wakeup to realize that their firm will encounter a wave of retirement over the next decades as the baby boomers of the past World War II reaches to retirement age. To retain in this highly competitive market and adopt a strategy to win the order acceptable. Winning criteria requires a lot of efforts of young workforce, but the aging workforce won’t do so. The economic burden of an aging population depends partly on older adults’ employment rates which in turn depend partly on employers’ willingness to hire and retain them. This study reviews the literature on managerial attitudes toward older workers. Although the available

evidence is incomplete and sometimes inconsistent many firms appear to have serious reservations about older workers. Employment prospects may be especially bleak for rank and file workers and those with limited skills. Managerial attitude towards the older workers may improve in the future. OBJECTIVES OF THE STUDY • To understand the ways adopted for boosting productivity of employees at all age levels. • To access negative effects of stress for individual and organization. • Handling diverse work force. RESEARCH METHODOLOGY • Desk research, which includes: books, Internet, magazines and journals. • Through interaction with hotel professionals. • Primary Data: Hotel Visit, Questionnaire. • Secondary Data: books, Internet, other sources.

NOLEGEIN Journal of Human Resource Management & Development Vol. 1: Issue 2

www.mbajournals.in

An Empirical Study on Payscale Measurement Practices in Hospitals Sector Kiran Kumar Thoti* Assistant Professor, Sree Vidyanikethan Institute of Management, Sree Sainath Nagar, A. Rangampet, Tirupati, Andhra Pradesh, India

ABSTRACT Human resource management practices are to manage the employee salaries, benefits and allowances in systemic manner. It involves managing a payroll department by introducing them to the most applicable core management skills. It builds on the foundation of a Payroll Compliance Practitioner’s experience, knowledge and application of legislative monitoring and effective communication of payroll programs and policies. The research is descriptive type of research. The data was collected from the employees worki ng in the Care Hospital, Hyderabad, Andhra Pradesh, India. The instruments were prepared using Likert Scale, i.e., ordinal scale. The data was analysis using Statistical Package for the Social Sciences (SPSS) correlation, Regression, and Chi-Square test. Keywords: human capital management, human resource management (HRM), pay scale

INTRODUCTION This is to guarantee the accessibility of a skilled and willing workforce to an association. To recognize the role of human resource management in bringing about organizational effectiveness and supporting all the departments functions. To assist employees in achieving employee personal goals, at least insofar as these goals enhance the individual’s contribution to the organization. The objective of the human resource management is sought to be met by discharging functions as human resource (HR) planning, recruitment and selection, training and development and performance appraisal. Human resource management refers to the environment within which human resource professionals need to function. The forces are political, legal, economic, technological, cultural, unions, organizational culture and conflict, and professional bodies. The first four together forms the external environment and the

last three factors constitute the internal environment of the human resource department. Human resource management actively involved in employee audit process, employee engagement activities, compensation benefits, leave management, statutory benefits, and employee appraisal systems for motivating the employees and function the effective organization. Payroll system software was developed for organizing employee activities, i.e., salaries, calculating wages, taxes and deduction, printing, exit management, absentees, incentive calculation, printing of bills. REVIEW OF LITERATURE According to Zena Brand, Elisa Lane, Richard Wilson (2001), a payroll system plays the online analysis payroll information of a prior period of analysis. As per his research consider, payroll software was developed for improving the efficiency of human resource in banking sector. The system was determining

NOLEGEIN Journal of Human Resource Management & Development. Vol. 1: Issue 2

www.mbajournals.in

HR Rewards System and Employees Motivation: An Analysis Shashi Kant Dikshit1, Venus Madan2 1

Assistant Professor, Dr. Gaur Hari Singhania Institute of Management and Research, Kanpur, Uttar Pradesh, India 2 Assistant Professor, Dr. Virendra Swarup Memorial Trust Group of Institutions, Kanpur, Uttar Pradesh, India

ABSTRACT Organisations go through a lot of challenges when it comes to attracting, retaining and engaging skilled worker. This paper will examine the reward system in HR department and its impact on employee motivation. The research study has shown that managers can employ different strategies to motivate employees, but it is important that managers keep in mind that different strategies would have a different motivational impact on different people. To get optimum results from a motivational strategy, the manager must realise and understand issues, which requires recognition of everyone’s unique values, beliefs and practices. The objective of this research is to understand the issues related to reward system and its impact on employee motivation. With the help of this study, some of the vital questions like whether the reward motivated employee or not? What types of reward motivate and at what degree? Keywords: conflict, employee motivation, HR, HR analysis, motivation, performance, reward system

INTRODUCTION Sometimes, simply receiving a pay cheque is not enough of an incentive to keep employees dedicated and focused. Managers must think of new ways to hold an employee's attention and interest on a project, or the company. Many companies employ motivational tactics and rewards systems, both of which have advantages and disadvantages.

Rewards Reward is the tool of motivation that company gives to their employee. It may be tangible or intangible depending upon the criteria adopted by the company at different points of time. Some companies may give tangible things like monthly bonus, free lunch, etc., whereas some companies may recognise the hard work done by the employee just by passing “Letter of achievement” [2].

Motivation Motivation technique plays a very vital role in the performance of employee in the organisation. Two types of motivation technique are used by the companies to motivate the employee to encourage the employee for quality work [1]. This also increases the performance and productivity of the employee. Companies use different techniques at different points of time to motivate employee.

LITERATURE REVIEW According to the research paper, it is analysed that reward system is a major factor to motivate employees. Basically, they analyse that it establishes an equitable balance between the employee’s contribution to the organisation and the organisation contribution to the employee [2]. The objective of giving recognition to the employee is to motivate them and try to