The qualitative study on inequitable bonuses and performance evaluation

The human element is what determines an organization's success. Most people would agree that one of an organization's most important assets is its human capital. In order to gain a sustainable competitive advantage, the most important and evident trend is to establish and validate the relationship between organizational performance and human resource management practices. This involves significant efforts to link human resource management and organizational performance. The purpose of study is addressing inequitable bonuses and performance evaluation gaps in software firms. The current study's research technique aims to resolve disparities in performance evaluations and unfair bonuses at the companies. Three participants who worked for the three software companies were interviewed in order to get the data. The findings demonstrated that there is no connection between performance management and bonuses, awards, or recognition. The results also show that despite efforts to increase capacity for its execution, performance appraisal is still done ineffectively.The human element is what determines an organization's success. Most people would agree that one of an organization's most important assets is its human capital. In order to gain a sustainable competitive advantage, the most important and evident trend is to establish and validate the relationship between organizational performance and human resource management practices. This involves significant efforts to link human resource management and organizational performance. The purpose of study is addressing inequitable bonuses and performance evaluation gaps in software firms. The current study's research technique aims to resolve disparities in performance evaluations and unfair bonuses at the companies. Three participants who worked for the three software companies were interviewed in order to get the data. The findings demonstrated that there is no connection between performance management and bonuses, awards, or recognition. The results also show that despite efforts to increase capacity for its execution, performance appraisal is still done ineffectively.

کلیدواژه ها:

bonus ، reward ، human resource management ، human resource performance