Final Synopsis Anitha M
Final Synopsis Anitha M
Submitted By
ANITHA M
(USN: 1VW22BA005)
Submitted to
VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELAGAVI.
In partial fulfilment of the requirement for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MBA
VISVESVARAYA TECHNOLOGICAL UNIVERSITY
Centre for Post Graduate Studies - Bangalore Region
Muddenahalli, ChickaballapurTq. & District- 562101
2022- 2024
TITLE OF THE STUDY
IMPACT OF COMPENSATION AND REWARD MANAGEMENT SYSTEM
ON ORGANIZATION PERFORMANCE.
INTRODUCTION
In a more competitive business sphere, more business owners are looking for
improvements in quality while reducing costs and this has heightened the conflicts
between the goals of the employees and the management: While organisations are
trying to get more from their employees, their employees are looking for more out
of them (Adeoti 2009). Thus, when human resources are maximally utilized and a
maximum output is realized, it leads to the realization of the goal of the organization
associated with these productive activities. The extent to which these human
resources are utilized effectively depends on a number of factors vis-à-vis the skills
they (employees) possess, their level of knowledge, how much they can derive from
participating in productive enterprise and many other factors which all play very
imperative roles in productive activities. In as much as the interests of the
employers and the employees are dissimilar, it becomes necessary that workers be
inspired to put in their best performance at work.
One of the most effective ways of doing this is to operate good reward management
that is capable of motivating workers. The focus of this paper therefore is to
examine reward system and its effect on performance of workers.
Organization tend to focus more on other resources like materials, machine, and money and view
employees as an additional cost and liability to their operation, without much or any respect for the
contribution of human resources, they focus more on enhancing the business and manufacturing
processes. The result it they underpay the effort and talents that employees give something to the
business’s operation. As a result, these organizations are unable to fulfill their aims and ambition
The quantity of attention paid to employee reward policies by an organization, along with other
criteria, greatly influence its performance. Given this banking the most crucial element of is the
industry. Modern economics, this concentration is also crucial. The current research tries to
ascertain how the Compensation and Reward System affects organizations performance in view of
this.
SIGNIFICANCE OF STUDY
Studying the impact of compensation and reward system on organization performance is crucial as
it helps understand how incentive drives employee motivation, productivity, and retention. It offers
insights into designing effective strategies to enhance performance, attract top talent, and sustain
competitiveness in the market.
1. To study the current compensation and reward management system followed at Software Pro
Technology Private Ltd.
2. To understand the impact of compensation and reward management on organizational
Performance.
3. To analyze the needs for management to create a management working environment by
adopting fair reward system that effect the performance system.
4. To suggestive good reward compensation policy wish should be channeled towards increase
organization productivity
SCOPE OF THE STUDY
The impact of compensation and reward management systems on organizational performance
typically involves analyzing various factors such as employee motivation, productivity, job
satisfaction, retention rates, and overall financial performance of the organization. It often
incorporates elements of human resources management, organizational behavior, and strategic
management to understand how different compensation and reward strategies influence employee
behavior and organizational outcomes.
RESEARCH METHODOLOGY:
SOURCES OF DATA:
PRIMARY DATA:
Primary data is the new data collected through personal interview and questionnaires.
SECONDARY DATA:
It is collected through the various sources like company records, journals, reports,
newspapers and websites.
HYPOTHESIS STUDY
Hypothesis is a concept or idea that can be tested through research and experiments.
TYPES OF HYPOTHESIS
1. Null hypothesis
2. Alternative hypothesis
LIMITATIONS:
The greater part of the laborers is unskilled, so it was hard for them to under address.
Populace study is restricted for overview.
A portion of the data was not accessible because of the secret matter.
The workers were hesitant to give right data .
Time of study is excessively short and thus it is a significant impediment.
CHAPTER SCHEME
Chapter 1: Introduction
Chapter 2: conceptual background and Literature review
Chapter 3: Research design
Chapter 4 : Data analysis and Interpretation
Chapter 5: Summary of findings, Conclusion and Suggestions
Reference
2. Shikha Mahato and Jaspreet Kaur (2023) the impact of compensation and reward system
on the performance of employees.
3. Ms. Kavya BK (2022) A Study on impact of compensation and reward system on the
employees performance with reference to inventeron technologies, Bangalore.
4. Ajayi Femi Michael (2016) The impact of compensation and reward system on the
performance of the Nigerian banking industry.
5. Brian Kabhogho (2015) the impact of compensation and reward system on the
performance of an organization.
LITERATURE REVIEW:
Economic uncertainty, intense competition, and construction industry restructuring have put
tremendous pressure on construction companies to constantly improve their productivity and
performance (Hany Abd Elshakour et al., 2013). Human resource management (HRM) is one of
the essential factors in maintaining a company's competitiveness. Talent management has long
been considered a component of HRM strategies.
3. Govand Anwar, Nabaz Nawzad Abdullah (2021):
The present research aimed at examining the association between HRM practices and
organizational performance. The literature reviewed, such as Stavrou, et al, (2007); Vlachos,
(2009); Çalişkan, (2010); Arumugam, et al, (2011); Mohamad, (2009) and Gbolahan, (2012
have indicated that there is a positive link between HRM practices and organizational
performance. Based on an intensive study of literature review, the study hypothesized that the
following HRM practices.
4. Elizabeth Nambuswa Makokha (2018):
ACTIVITY TIMELINE