BMA 101 University of Tasmania College of Business and Economics BMA583 Managing People and the Employment Relationship Assessment Task-1: Journal Article Review Due date and time: 9th August,2021 at...

BMA 101
University of Tasmania
College of Business and Economics
BMA583 Managing People and the Employment Relationship
Assessment Task-1: Journal Article Review
Due date and time: 9th August,2021 at 2:00 pm (Australian Eastern Standard Time)
JAR SUBMISSION INSTRUCTIONS
You should use this Journal Article Review Exercise Response Sheet to complete the Journal Article Review Exercise. All JAR Response Sheets submissions MUST be in MS Word or PDF document format.
To complete the Journal Article Review (JAR) Exercise requires students to select ONE (1) HRM practice (e.g., Training, Compensation, Recruitment etc.) and complete the following tasks:
a. Download and read THREE (3) peer-reviewed journal articles related to the specific HRM practice you have chosen that have been published since 2015. UTAS Library's Business Source Ultimate Databases.
b. Summarise the journal article content for your marker by
(i) providing a combined/comprehensive definition of the HRM practice as presented in the 3 papers
(ii) describing the common HRM context (e.g., public sector, financial industry, not-for-profit) within which each of the journal articles studied the HRM practice and
(iii) summarise the conclusions and recommendations for effective HRM management in this regard.
The Journal Article Review should include an Introduction section to provide an overview of the answer to the marker.
Please note:
· Accurately reference the academic journal article publications. You will need to refer to the Harvard Reference Style Guide (available on MyLO) to provide accurate, comprehensive and correct in-text and reference list citations for the articles you selected.
· Word count: 1500 maximum (excluding references/list of references).
· Formatting guidelines: The JAR should be presented using 12-point font (Times New Roman or Arial) with 1.5 or double line spacing.
Journal Article Review Response Sheet
Student Name:        
Student Number:        
1. In the space below, provide an overview/scope of the JAR and combined/comprehensive definition of the HRM practice as presented in the 3 papers.
    Scope of JAR
This journal article review aims to provide compensation HRM practice that plays a significant role in organisations. In this response sheet, three articles have been taken, which were analysed based on the definition of compensation plan across the different sectors such as the public sector, financial sector and not for profit industry. This review will provide a brief overview of how employees across these three sectors are modified and altered in readers to their performance in an organisation based on the compensation plan.
There are few commonalities and few differences among the sectors, elaborated in the following answers. Based on that analysis, few recommendations have been provided that can be beneficial for the companies across diverse sectors to better their business. A compensation plan is a basic concept, on which the emphasis is provided and the impact of this concept on the workers, organisation and goal attainment is described by evaluating the three papers.
Public Sector: Article 1
As cited by Tabiu and Allumi (2017), highly skilled employees are retained in an organisation due to the efficiency of the HRM practices in the business. The individual proficiency of the employees is related to the benefits they are getting from the organisations for their efforts and contribution towards the attainment of the organisation's objective. Fair reward to the workers within a business is a great practice that drives better performance, job satisfaction and employee retention.
The central attraction of an employee contract is compensation in any business that is mostly applicable in the private sector. The combination of intrinsic and extrinsic rewards for performance is cumulatively known as the compensation offered to the employees. This can be proper implementation of the incentive plans or...