HRM and Remuneration Systems
Rewards & methods of reward
The wage-work bargain.
Central  to employment relationship & regulation

Offer – Acceptance - Consideration (incentive package)
unilateral or bargained? Buyer-seller power?
Tailored or standardised? Individual or collective?
The Cash Nexus

Enid Mumford’s contracts
Rewards systems vs. Payroll admin.
Pay-offs in the  Employer-Employee Relationship
Knowledge & skill Er wants know-how, competence, experIEnce.
 Ee wants to be put to good use & be developed
EfficIEncy/rewards Er wants performance & quality output. Ee  wants equity, felt-fair rewards & opportunity
Ethical - values & commitments in right/wrong behaviour
PsychologicalMgt & co-workers want committed, loyal, motivated people. Individual wants satisfaction
Task structure - work within policy, procedure &  technical constraints. Jobs, work arrangements
Issues in pay policy, package & administration
Integrate Ee.  performance with competitive advantage?
Smooth, reliable, low risk, transactions. Handing over the cash: personal or separated?
Traditional methods prevail.  Where are the innovations?
Pay policy - closet management?
 
HRM policy-maker, practitioner & academic interests?
Rewards central to HRM models?
Theory & practice. Partial? Coherent? robust?
Thin, incomplete picture and treatment?