Influence Of Employee Rewards Human Resource Policy †Free Samples

Question: Discuss about the Influence Of Employee Rewards Human Resource Policy. Answer: Introduction: An engaged employee can be defined as an employee who is highly enthusiastic about his work and take initiatives for overall development of the organization he works in. Employee satisfaction can be defined as the amount of contentment an employee has with his job. Employee satisfaction is crucial for employee retention. In this report several factors associated with employee satisfaction and engagement of the Razer Company have been measured in order to understand whether the company will be able to retain highly efficient employees or not. Discussion Employee engagement/satisfaction function First Metric: Percentage of employees who eagerly come to work Considering the fact that the total number of employees at Razer Singapore ranges from 801 to 1000, a majority of employees reported that they are satisfied with their job profile. The major employee retention factors of the mentioned company are good salary package and allowing employees to play games whenever they want to. About 40 percent of employees are found to be highly enthusiastic about their job profile and hence are eagerly looking forward to coming to workplace. 15 percent of the employees, majority of which are female employees, are found to have several issues associated with their shift timings and leave policies that include maternity leaves ("Razer - For Gamers. By Gamers., 2018). The remaining 45 percent employees are found to have mixed reaction. Second Metric: Percentage of employees who are happy with their managers. 30 percent of the employees are found to be happy with their managers and reported that they are being helped by the superiors whenever they face any issues while proceeding with the projects. However, according to 60 percent of the employees, the management expects the engineers to be responsible for the risks in projects even when the schedule is unrealistically short. Third Metric: Percentage of employees who perform volunteer overtime 30 to 45 percent of the employees are found to be performing overtime voluntarily. The chief reason behind the inclination of the employees to provide overtime services is high incentives. Fourth Metric: Percentage of employees who perform additional work beyond their job roles. 12 percent employees are found to be interested in serving other job roles in addition to their own job role. They reported that motivation from their superiors and getting preference during appraisal are two chief reasons behind their additional performance. Fifth Metric: Percentage of employees who attend the office on time verses who attend the office lately The current employee strength of Razer Company is 834. Out of the total number of employees, 85 percent of the employees are found to be on time and 10 percent employees always found to report lately at office. According to them, the distance of the office from their residence is one of the chief reasons behind the delay. Impact and expected outcome From the above matrices, it can be easily understood that majority of the employees are satisfied with their job at Razers. Due to the high remuneration and various facilities provided by the company, highly skilled employees are found to be totally engaged to their job. The expected outcome is that Razer will be able to retain its top performers successfully (Kwenin, Muathe Nzulwa, 2013). This will definitely impose a positive impact on the overall revenue of the company along with providing competitive advantage. Reference List Kwenin, D. O., Muathe, S., Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited.European Journal of Business and Management,5(12), 13-20. Razer - For Gamers. By Gamers.. (2018).Razerzone.com. Retrieved 23 February 2018, from https://www.razerzone.com/sg-en