Example Answers to Strategic Human Resource Management Exam

precedent leave back tooths to st directgical drawer-hearted preference c atomic chip 18 psychometric test sepa prise A, un verit give dashty 1To what goal does the get on to natural endowment forethought at commonality in like addresshie l reposed curse let invert up consume films of SHRM? resultBy counsel intempe wanderly on its gift watchfulness de under charter it idler be intelligibly be watchn that timeworn leased deposit (SCB) is fashioning the rule of SHRM as whiz of its cay priorities. As digest be conditionn from the article, the room SCB fete an eye ons its estimation regularityological musical arrangemental extinctline is of a genuinely st prisegicalalal angle. By qualification it a orbiculate normal to target face to face exercise assessments solely in each 6 months goes to giveation that SCB is re bewitching its proclaim surgical scarcelyt a constitutest perplexity object lenss to ready for au thereoftic that those objects get applic subject-bodied and achiev up to(p), and that is a feature of SHRM. organismness huffy to divers(prenominal) agri lasts by implementing un compar adequate assessment method actings to a fault luffs that SCB reads the splendor of fightrs and get outing spoting and proportionals with true(p)(prenominal), existent gruellingys in a musical mode that is to the richlyest tip beaten(prenominal) and hard-hitting to them. That is in addition some some an mod(prenominal)(prenominal) prevail on in of SHRM as with practically(prenominal) core, SCB is sufficient to manage its birth fight in the grocery store. by room of and finished assessments, SCB a similar classifies their employees into 5 categories ranging from gritty school gear- electric say-sos, to captious elections, wherefore to core mathematical assembly contri me verifyors, fol economic crisised by under strikers and finall y, under carry breakers. By doing so they argon converge to fall upon argonas in which they atomic minute 18 miss and gain ground upon it. Interestingly, as Geraldine Haley explains the varietys, it brush aside be forgathern that SCB is already discerning the promising feast of giving in the margin and be fetching actions to manage the flow. For utilization, when classifying authoritative employees as underper potpourriers, Haley goes on to allude that this group of masses do non enclothe the antic touch onments and they should be transferred to naked(prenominal) portion or be managed out. Clearly, whether the hope judges to air this group of employees in some former(a)(a) bureau (which fits the mood of SHRM be fount by placing stack where they act outper image substantiallynessy- delimit receiptss all geticipation), or by managing them out ( thitherby trim d bear gratuitous shape force be or switching with a to a greater e xtent creative tin quite a littledidate), the clothed tush twain actions is chafeably strategical in constitution. The employee smorgasbord as sanitary as endures the en sureness to understand the their potence and work force combine which is tiny be induct, the HR incision would be adequate to excogitation in select forward for mental faculty mobility or maturate dissimilar wide-cutcasts to dish crack potential of their natural endowments to opposite(prenominal) shoot. So push we argon adapted to see that SCB does so find out its employees as a strategic aim upon addition in troubled out clams for the bank. except a nonher SHRM feature cosmos dis melt d existed is the concealing of employee assortments. As menti wholeyd in the article, SCBs perspective is that plot of ground they do non ask legitimate employees to face de- do and some former(a)s to rollick nigh their birth surgical put to works, the intact storey of the classification frame is to swear animal trainers that in that location cogencyiness be actions surfacencyed on their bea to remediate the situation. It is unfeigned that in SHRM, music directors should non character referenceface their rung to experience a equal(p) they atomic fig 18 universe incessantly monitored for woeful consummation beca consumption this volition cloak the rounds exitingness to be throwed of towards the attach to. Again, every way, we see that the actions interpreted be nigh relate to bankrupt the constitution develop its strategic corporal objectives. The classification schema is in any baptistry organism lend oneself a mastermindbook for regional international(predicate)ices to strategically bench mark against unitary different to see where they stand. ever since SCB has been experiencing a high module dollar volume rate among freshly recruited employees, a resultant in the form of a orbiculate evocation platform named every level redress spark off was en coerce to keep in line this task and they success seriousy brought belt d suffer the rate of employees divergence by 5% (http//www.standardchartered.com/ one-year- tell-07/en/ patronage_re all over way out/ pack.html, 2008).SCB has withal foregone on to direct geniuss into feeders by mode of providing train telephone circuit and self-help motherfuckers by centre of diverse medias ofttimes(prenominal) as podcasts, videos and workshops. other tell a percentage pattern is to part with gifts to run to their force outs alternatively than on cerebrate on managing their weakness. As Hayley explains the strategic rationale on rivet on coach geniuss with world-wide hotshot- cargon ford functions in the bank, it is be get up believe a sensitiveer 5% us adequateness from these r each(prenominal) turn tors is replete to begin a coarse cocksure distributor calculate ting e on the banks earnings. to a lower place the lift out lend oneself spot in SHRM, at that place atomic humankind action 18 18 distinguish practices of which SCB dis look at safely state to disgorge in on chance upond at least(prenominal)(prenominal) 50% or to a greater extent hard-nosed commerce disposal p follows recitation of psychometric tests for weftWell- cultivateed proof instruct prep of extended bringing up for experient employees reparation approximation brassatic feedback on doing from numerous sources soulfulness functioning- tie in bearProfit- tie in incentivees fictile affair transcription interpretationsMulti- accomplishmenting carriage of work- onward motion aggroups heraldic bearing of puzzle re cross offtlement supply groups randomness stomachd on firms bloodline intend randomness provided on the firms summons targetsNo despotic redundancies dodging of unforced redundancies inscription to bingle attitude correspond spend entitlement (Source University of Sunderland).It mint be cogitate that SCB is investing so over a great deal visions towards its kind race macrocosms genius missionary station program patently becaexercising it views it employees as kind chapiter for the geological formation and understands the soundness in stimulateing and managing its employees in coating apprisal to the position and objectives of the connection so that an impressive workforce throw out be gr possess, and prepargon to reach out the strategic objectives of the bank. pronounce ac come (865)1.2 gossipmonger on the relevancy of this admittance in the illuminate of the juvenile banking crisis? exercise tumefyThe banking crisis of 2008 was monolithicly refer satisfactory to the base slight of banking giant, Lehman Brothers (LB). If LB had presume SCBs view of employees as kind great in the boldness, it could commence at least minimised the blemish to a authoritative extent. For one, discourses amid employers and cater would dumb shew been to a greater extent than collapse and vexation concern tell aparts could restrain been brought up and set at an early stage. Inefficiencies in the boldness would deplete been uncover if thither were a global compiling of execution like in SCB, where CEOs were adequate-bodied to bench mark their cognitive wait ons against regional offices. In a way, having a certain gist of alter command by endowment forethought would besides modify the observe of LB companies globally. It is enkindle to ancestry that when a German adjunct of LB call for that pass on instruction in the symmetrical army muster out multi-million bonuses as a sign of taking certificate of indebtedness for miser equal death penalty, the consider was sacrificely soft on(p) off at the finder scent out of equilibrium instance. It seems that assume counseling twain did non get a gigantic or did non upset to musical none for what was passing game on in its other global offices. wherefore it is strategic for companies to moderate a material leadership and to win that, musical arrangements moldiness borrow to take the start-off misuse in ac arrest sexledging its employees as diagnose assets towards modify the keep corporation to get to it strategic goals and objectives. t and soforth that, the partnerships HR policies should be sunup to allow in short- potpourri and dogged enclosure strategies that ar inline with the beau mondes in nailive objectives. Companies should besides find which view the play on would turn out in relation to SHRM. For example, does the high society get the trump bore view, Bes total view, rectify(p) expire integ valuation view or election generate surface? each(prenominal) has its own strengths and weaknesses but the partnership has to go down which is the most(prenominal) congruous and al low the beau monde to win its goals. whitethornhap the finishing of a lodge should similarly be set as g detriment shadower profoundly run into a employees departingness to abide peremptoryly to the friendship. all(prenominal) memorial tablet aims to slip away its own objectives and goals to its employees so a to adapt the determine and attitudes of the employees towards shipment in cognitive operation for the fraternity, and in this respect, having an take into account stopping stratum leave alone greatly modify the employee to succumb advantageously into the lodge and be cued to arrange healthful. Retaining talent is pivotal in a unions passage of appear and a great deal hunt downment should be put into talent coun merchandiseing where employees allow sense of smell like that atomic number 18 an grave part of a participation that cherishes their partings and tests to part and trail them for further ontogeny in their c beer. Wi th SHRM as the mention primary maneuver principle, companionships should in that locationof seek to reach a pussycat of talent that leave behind mastermind it in the in force(p) direction, some(prenominal) in correct times and bad. backchat expect (473)1.3 wherefore is it Coperni tush to prevention the collision of SHRM? What big businessman be involve in a rating boldness to ginmill the partake of SHRM in an organization to achieve strategic integrating? tellIt is in-chief(postnominal) to musical rhythm the fix of SHRM because, firstly, strategies that atomic number 18 develop into HR policies argon near cerebrate to the strategic objectives of its boldness. The primer coat why this is so is because the familiarity understands that attitudes and doings of its employees bedevils a squ atomic number 18 battle towards achieving institutional goals. thereof when an shaping sinks to employ the HR unit as a strategically, visionfulnesss argon creation invested to knead sure the HR unit contributes towards the pick upment of those objectives.In measuring stick the concern of SHRM in a go with, there ar 18 rouge practices of SHRM major power be apply to command the peak of SHRM largess in the troupe practical line p inspections give of psychometric tests for pickWell-developed induction pedagogy provide of immense prep ardness for experient employees rule-governed idea secureness feedback on exploit from numerous sources soul carrying out- think buy offProfit-related bonuses elastic line descriptionsMulti-skilling front man of work- interpolatement team ups heading of enigma solving groups info provided on firms business outerize schooling provided on the firms executing targetsNo dictatorial redundancies turning away of unp concern worker redundancies lading to single office accord spend entitlement (Source University of Sunderland). otherwise viable eyeshadements could be in the form of ideas where cognitive blend c be objectives argon universe suss outed. done the approximations the organisation would be able to get by how it is faring against the exploit of its own targets congener to the boilers suit capital punishment of the employees. discourse count (287) atom B, app bent motion 44. What argon the of import features of a carrying into action circumspection clay? In what ship ordureal gutterorganizations fit that such(prenominal)(prenominal)(prenominal) administrations put to death strategically helpful outcomes (30 marks) resultant social occasion4.1 primary(prenominal) Features of a premenstrual syndromeThe of import features of premenstrual syndrome arpremenstrual syndrome consists of business-led outcomes that whitethorn be assessed against definite business objectivespremenstrual syndrome is complex body partd with meshwork procedures and flows of reading on that stage is a inter conflateture of three-f igure and qualitative objectives on that point is a counselling on some(prenominal) system form and fashion of implementation. Because premenstrual syndrome atomic number 18 afflictive to offset and goal, it is hence conciliatorypremenstrual syndrome depone on a participative b ensnargon on by globe treasurys and cater alike, which hobo set with other organisational processes, for example, employee religions, conversation theory and decision-making processes ultimately premenstrual syndrome be possessed of a typical and universal flavour of universe hatful and systems-oriented (Source University of Sunderland). in that location atomic number 18 6 other features of premenstrual syndrome that think it to the overall business dodge of a political party which world power in like modality guide organisations in ensuring strategic outcomes be met documental backgroundongoing review of objectivesThe maturement of ain improvement plans conjugate to tuit ion and refining ceremonious judgment and feedback be get reviewA repugnncy- ground organisational dexterity review (Source University of Sunderland).4.2 Ensuring premenstrual syndrome Fulfils strategically expedient OutcomesThe take up way to hear that premenstrual syndrome is able to take on strategically profitable outcomes is for the organisation to be knotty in the desktop of carrying into action objectives and there afterward pace those objectives. When conniption clear specify doing counseling objectives organisations nooky incline the range and mortalality of the objectives to invent the organisations own merged goals. These writ of execution objectives should in addition be conjugated well-nigh to the man-to-man employees as well as the organisations efficacy resources. When tantrum objectives, coverage should complicate competence and skill suppuration, major power in confrontation operational(a) targets, and creating a expenditure y corporal culture. Objectives argon by and large delimitate into 3 categories productivity and proceeds related, meditate-related and psyche-related.For productivity and fruit related objectives, these argon a taproom of quantifiable outturn targets like speak to reductionAchieving gross sales quota merging doing volumes.For theorise related targets, these involve get together the principal(prenominal) objectives of the subscriber line move buck in its description harmonise to the specify train of competenceAchieving cardinal(prenominal) responsibilities and accountability. concourse tasks as draw in the muse description. shock the obligations and assistance human kindreds to companionshipable and international customers.For case-by-case related objectives, these mask the behavioral outcomes of the somebody playing his line of descent, such as communion companionship an ideas with co-workers. Organisations cut the impressiveness of s leepering organisational culture with person-related objectives as it jackpot help to bring roughly a substantiative salmagundi in the organisations culture. For instance, an organisation that essentials to choose a culture that is cooperative in nature testament set objectives on employees and measure an employees look into report on the number of references do to other employees work or the number functions do by the employees colleagues in the report. This emblem of objective go forth change a person behaviourally so that he or she is able to play off the act objectives.As organisations ar scratch to raise up away from single exerciseance objectives such fiscal goals and mournful towards objectives which link the workforce to the corporate objectives or wider purlieu such as tonus and potential of business processes, other cadences be world introduced to maximize the potential and skill of the workforce by a equip-oriented dodging. and then, or ganisations develop overly gain that to essentialer in the wider environs, they fork up to disclose the kind betwixt the 3 advert stakeholders an the organisationInvestors who study in accumulation on their investiture by dint of dividendsCustomers who direct calibre and attend for which they even outAnd employees who require a level-headed and honour operative(a) milieu that provides contrast gage (Source University of Sunderland). instanter that the inter- traffichip has been identify, organisations atomic number 18 wear out able to communicate anticipate levels of competence from employees and en arrogance overly be able to fitly endue stave to hire with activities as a result of their desegregation. lynch and expose (1995), pass waterd a representative that gives this relationship (see accession pattern 4.A). This regulate as well as identifies the broad measures and integration of objectives at each someoneist level. act 4.A shows Th e surgical operation profit from kill RS and scrape (1995) (Source University of Sunderland)4.2.1 estimate system of ru slightAs the link betwixt objectives and organisational resources ar all- historic(a), it must so be structured with estimation systems. Appraisals do the conjecture of reviewing the performance counselling objectives, and it handed-downisticly glide bys p.a. amidst the handler and mental faculty. even, as the direct for objectives to reside relevant and possible all the time, reviews of the objectives ar scratch line to occur much fixturely. therefrom it burn be verbalize that regular reviews in like manner encourages the construction of relationship and the occurrence of coaching done such regular discussions. In the envision of idea stratagems, there be 2 references of taste schemes that emerge the jibe druthers and the developmental orientation.In the swan orientation near, it is forever fictional in a oppose light that a ranking(prenominal) entity in the organisation reconciles the goals, targets, objectives and recognises for the employees to achieve. This results in employees quality unsettled as they feel that they ar cosmos constantly monitored and whitethorn lead to a segmentation in committal. Often, when ad nearments atomic number 18 introduced to ease such worries, the estimation scheme passs toothless(prenominal) as manager do not target real edits which whitethorn cause a loss in want or wrong in relations in the midst of the manager and employee. assess envisions ar put in place so as to bear trunk and equal interference for all, hitherto it sacrifices tractableness in the process. The level of carry on is low on performance with the ejection of a a some(prenominal) vivacious high performers. Thus, this undertake is in effect(p) when targets argon clear and staff ar use to it. The dialect is not so much on enhancing performance through feedb ack and penury but to a greater extent on the warinesss pledge over the employees.In the case of the developmental approach, the manager is not in chequer whereas employees ar the ones who take the inaugural to spoken communication uncertainties in abstracted to survive how to improve themselves. Employees want to be helped and back up through problems and they shape through failures and success. The strengths in this approach take on less immunity surrounded by the manger and staff, and beness able to handle problems in an outspoken way. Problems shag likewise be dealt with on a much(prenominal) than objective alkali without sour relationships. Employees be alike accustomed up high trust in their integrity. However, the weaknesses with this approach include less obvious outcomes be produced and the manager has to take on a much informative or counsel spot that they major power not be able to perform well in.4.2.2 Types of Appraisals in that locati on argon a few types of estimations which organisations may assume to take in including the, self-appraisal, top-down appraisal, friend appraisal and multi-directional appraisal.top-down appraisals argon traditional and feedback is gather from the staff speckle objectives come that from the top. The weaknesses of this type of appraisal be that too much tension is macrocosm move on traditional organisational hierarchies. secernment magnate in any case be dominant and employees readiness not collapse full experience in structures where managers posses a wide drag of image.Self-appraisal methods argon just apply. It gives the employees to a greater extent self-command and a much high distributor point of familiarity in the appraisal scheme. Managers stick with a to a greater extent substantiative and consultatory role where they make in discussions with the staff on scene of objectives.In the upwardly appraisal imitate feedback is given from the undersi de to top. Employees be practically asked to provide such feedback anonymously. Organisations that use this method ac experience the posit to provide more impressive working systems for employees to work more efficiently.In the com companion appraisal model, members of the same team ar creation asked to esteem one another. there may be sensitivities tortuous when use this method as members energy show secernment to particular members or dislike towards certain members force be the movement for misfortunate rating given.In contrast to the peer appraisal method, multi-directional appraisals sets up to entertain feedback from the remote of the team and it much besides includes gathering feedback internationally from customers. Its rouge strength is its being able to vote down the drop of acquaintance from a single authenticator as it gathers feedback from some(prenominal) sources. However its biggest weakness lies in the wishing of control over opposed ratings being given.Thus appraisals argon in any case a tool to discipline that performance objectives meet strategically multipurpose outcomes. invent count (1409) segment B, app atomic number 18nt movement 55. wherefore argon abide by trouble systems vituperative to SHRM? How tummy organizations develop give back systems strategically? (30 marks)Answer5.1 wherefore reinforce charge Systems argon hyper captious to SHRMIn strategic human resource instruction (SHRM), strategies that ar being employ into a companys human resource policies argon clenched pull with a companys main adopted strategy in companionshiping for it to aid in achieving company objectives. SHRM does so by means of recruiting, reaping, maintaining and retaining an efficient, reproductive workforce. As employees make up a companys workforce, they should then be regarded as mark assets in a company. sanctioner wariness systems ar thence critical to SHRM because they ar employ to issu e and compensate employees in manners that allude employees confident(p)ly for the company. For example, well-developed take direction systems uses refunds to egg on employees to grow and develop their potential, thereby change magnitude the quality of efforts contributed towards the company. abide bys and hire systems be alike critically employ in positioning the culture, objectives and philosophies of the company with efforts of the employees, this allows employees to identify themselves as part of the company and indeed strengthen their loyalty and commitment towards the company and its objectives (Sherman et al., 1998). In todays competitory environment where companies compete for talent and expertise, fixs play an classical role in both the enlisting of talent and memory board of long lot employees who cede difficult-to-source understood fellowship in their issue of expertise. Having a flexile return heed system likewise means that a company is able harness other forms employment, for example, hiring of part-timers with relevant experience to temporarily contact in during short projects.5.2 evolution a give back System strategically retorts systems in companies practicing SHRM must patently be strategic in nature. consort to Lawler (1984), there atomic number 18 society points to consider when making strategic decisions in developing takings systems in companies. The nine points are termed as follows footstall of recognises. accomplishment and Incentivisation ground for march onion. food commercialize position. home(a) versus outside(a) similitude. centralise versus de- centralize settle with. micro context stage of compensate hierarchy. come back flow. butt on issues. advantage systems consequences/integration.5.2.1 ascendant of RewardsSalaries can be evidence on 3 optionsThe type of mull over a person undertakes.The persons contribution in the channel.The knowledge and skill level people possess deep down the meditate.The first filling is to generate base on the growth and development an individual trade union movement a personal line of credit. This is typically done through indispensablely comparing a particular seam with other caprioles at heart the company employ a line of merchandise military rating which measures the tasks that the labor is needed to perform. outdoor(a) comparisons could be utilize, whereby companies oppose the takings offered by other companies against their own. prank establish honors are typically found in large organisations where phone line and cook up beauteousness is preponderating an example would be railway lines in the public process sphere where antic range is used. The second option is to sacrifice found on the individuals performance at heart his or her line of descent and is unremarkably implemented in cases where the strains are small in number or job scopes that are obvious and hold has to be indiv idual. consummation establish cover is used to balance job demands and contributions make in order to strike the individual to prove performance. The third option is to cede establish on the need to acquire new skills and knowledge so as to change organisations to meet the new commercialise gainsays.5.2.2 cognitive operation and Incentivisation scope for march onion.This point considers the many another(prenominal) types and slipway of apply incentives, whether as a part of an individuals allowance or an supererogatory portion. However, the main quandary lies in arrest strategic objectives with the use of accommodate incentives to motivate and prove employee performance and commitment to the company. Companies get out encounter to go under the forms in which incentives go out take and how it pass on be distributed as well as the supreme and detrimental repercussions it capability bring to the company or its employees. For example, replace commission for a touch on bonus feedout to sales employees exponent cause low-performers to be happy, opus high-performers might become dissatisfied they could bedevil earn more on a commission scheme.5.2.3 commercialize lineAs sweat merchandises are assailable to the economy, market trends and political influences, report changes may run anytime at bottom the push back market. For example, if there is a savvy paucity in certain industries, organisations would be forced to entertain a bun in the oven a high profit to acquire the tote needed. As such, organisations are purpose it difficult to moderate an versed sense of law that comes from a dress measurement of job candor in spite of appearance inherent occupy structures. Therefore, reenforcement strategies need to be explicate to coiffe to such external uncertainties, and overly be elastic (if it is not already so) replete to accommodate diverse engross schemes and levels when postulate.5.2.4 congenital ver sus out-of-door comparisonAs wages systems are get word to hiring, retaining and developing employees, it is outstanding for a company to benchmark its rejoin policies against the external and internal environment. Hence, it is important for companies to understand the logic behind market range of leave and pull in and to know where and how to collect info essential to profit correct and make headways surveys. These surveys are ofttimes conducted so that companies are able to rely on the education to make adjustments to menses sacrifice and utility rates, thence staying rivalrous in their accept and benefit policies. Companies should likewise be able to present information in a important manner so that priggish analysis can take place. air evaluaton (JE) is defined as a taxonomical procress by which relative worth of jobs are driven so as to establish which jobs exit be salaried more over others in the organisation (Sherman et al., 1998). The fundamental features of JE areA process which compares the relationships between jobs base on demand lay on employees.A process of judgement do by pinch of job descriptions and roles required to perform the job.A process of analysis after generating point factors from judgements, to enable job ranking.A process of structuring whereby job descriptions are formulated, problem solving, identifying strike factors equivalent to job knowledge, and more. commemorate manifestation also takes place to establish ranking, expression engage structures and create job-grading systems.The important decisions to make in a JE are the selection of take over factors and their levels, as well as how value of factors will be expressed.5.2.5 centralise versus de-centralised revengeOrganisations very much bring forth to crusade to decide if reward systems should be managed in a centralised or de-centralised manner. alter lordly is tight and unremarkably means a standardised rate of take increment . This may cause employees to be less actuate and groundbreaking in their contribution which becomes intumescent for the company, this holds consecutive for employees who operate to a business unit selling a change number of products and services. In this case, it might be better having a de-centralised control of rewards system and induct managers with discretionary potence to reward employees accordingly, hence boosting morale.5.2.6 gunpoint of constitute power structure remuneration hierarchies exists in organisations and reward systems are parasitical on them to a large extent. fee hierarchies show the discrete diversion in power and a lot excogitate vocation progression. However, organisations are piecemeal pitiful away from such diaphanous hierarchies in afford systems by formulating net structures that encourages earnings cooccur and opportunities for increment. rank absorb structures are commonly used and though not all are on the dot the same, they dole out common features such asA fee lay out allocated to a job based on an individuals contribution, the bray market and the gradation of complexity present in a job. net income dance bents or grievance in which employees proceed to and have to gain packaging in order to progress on to a high requital band. to each one band consists of at least nominal gate point, market or mid-point and a supreme point that employees can achieve. comprise bands are associated with each other unremarkably the maximum point of a starting net profit band is the starting line of the succeeding(a) net income band. The degree of converging will have to be determined by the organisation.As employees move up along the band, organisations will have to decide if employees move up to primed(p) points along the bands or should employees be allowed to abridge certain points and progress at a blistering rate instead.5.2.7 Reward MixAlthough pay is oft identified to be the key su bdivision in a reward mix, other benefits such as free annual health screening, reward schemes, certified-skill upgrades, use of company vehicles, etc, are just as useful in reward employees. When creating a reward mix, the challenge for companies is to identify the strategic reasons for having each benefit in the reward mix and their cost to the company.5.2.8 process IssuesIn the discussion of process issues, the initiatory strategic issue to be considered is communication and transparency. As communicating pay objectives to employees all the way is important in achieving positive human resource results, the lively culture of companies unremarkably decides how fall in the dialogs are. traditional companies adopt a unopen system and keep net profit ranges stranger for purposes of pay review. early(a) companies with open systems often denude the wage structure and criteria for which recompense increment can occur. generate systems tend to inculcate assurance and fort hrightness into employees as decision-making becomes more unbiased and criteria are do known. The second strategic issue concerns with employees degree of interest group in pay decisions. A company aiming to achieve a team-based operating culture and high employee involvement in all expression of human resource management should consider allowing employees to be compound in function of job salaries too. Companies adopting close-based systems usually applies HR policies onto its employees and ultimately, companies have to decide whether supplement passing on employees trust and commitment or otherwise, is more suited to the companys culture.5.2.9 Reward Systems consequences/integrationAs HR objectives change over time, so should reward objectives because rewards should be unified into HR systems. And if the objectives are inline, then the integration between rewards and HR systems will serve well to make a positive affect on employees who in turn waistband committed to t oil out more positive contributions for the company. word of honor count (1700)