Sample Solution

the individuals may want to ensure that they perform well because they will not want humiliation of their “failures” or poor results being publically announced to the firm. In spite of this, it can be a cause of demotivating staff that were not achieving as well as others in the organisation due to the fact that they may be feel humiliated from public announcements.
Another reward system that GCS have in place is the commission based paying system, the consultants will be paid commission on the gross margins between the price charged to the client and what GCS paid the contractor (King, Chung & Hunter, 2014). This will motivate the staff in wanting to make sure that they achieve a large gross margin to receive more commission (King, Chung & Hunter, 2014). Both of these reward systems will link with the operational excellence and ensure that the company achieve their business goals because both reward systems are a way of which the firm motivates their staff to hit business goals and ensuring that they are providing a high level service to their clients.

The staffing and reward systems show a strong sense of GCS using a strategic-fit approach framework within their business model to achieve the operational excellence. Both of the HR practices fitted in with the vertical fit of the firm in order to help the organisation gain competitive advantage and market share. As well as fitting the horizontal fit of ensuring that each practice aligned with one and other in order to work in harmony, recruiting the correct staff lead to higher possibility of staff reaching goals and therefore receiving rewards from GCS. In spite of this, there are still areas in which GCS need to improve their HR practices to increase their productivity, performance and competitiveness within the market.

GCS uses a variety HRM practices such as 360-degree recruitment, reward based s