it is an artical about the effect of reward on the younger work force

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Rewards and benefits packages that could be seen as
attractive to a younger workforce
Abstract
This study will investigate the impact of the rewards and benefits that could be attractive to younger
work force. This research is performed to better understand the students at universities specially women
that what kind of incentives and packages are they attracted. Then those deals would be preferred in the
banks for reward policy making. We are specially conducting the research on the Huddersfield
University that what are the preferences of their graduates and how they could be attracted. In this
research we have three variables from which the reward and benefit are the mediator whereas the
attractiveness of the work force is the dependent factor. In this study we will explore the relationship
between the mediating role of rewards and benefit packages which will influence the attractiveness of
the young workforce. Drawing on data from a sample of 255 respondents from the Huddersfield
University students and specifically from the department of management.
Key Words : Reward, Benefit packages, attractiveness of the younger workforce.
Introduction
As a matter-of-fact banks in the UK so what’s makes banking sector very reliable is their intellectual
property and the most important part of intellectual property is the human workforce.Our Research
devoted to addressing the question of which organizational reward practices can be used to recruit the
graduates of the Huddersfield University. The standard research design for this type of survey looks at
reward practices and benefit packages for a specific student of Huddersfield University. If the graduates
of the Huddersfield University do have some similar as well as different workplace morals and
predirections. Same goes for the students and graduates of Huddersfield University so the bank decides
to recruit the students by using two independent variables Reward and benefit packages and specially
to recruit the women graduates. The basic aim to conduct the research on this topic is to make reward
policy to attract the younger workforce of Huddersfield University because according to a study it has
proven that young generations and especially women are very good at-risk handling and in the corporate
sector as well as in the customer handling. Given the increasing roles of women in the workforce,
companies or organizations have been mobilizing their interest to identify initiatives to ensure employee
loyalty and employee performance, as well as the relationships in between. Recent grads can typically
bring new, refreshing approaches to your projects and their knowledge surrounding your respective
industry is fresh. However, you need to put in a little work to attract talented college graduates to your
open positions. One of the reasons employers have such confidence in Huddersfield graduates is due to
the real-world knowledge and their excellency in the banking industry. Huddersfield is one of the Top
20 universities in the UK for work placements. Employer value the graduates that have the right needed
skills and abilities so that is why that wanted to prefer this university graduates. So that’s the main
reason why the bank of the UK is more interested to recruit the graduates of the Huddersfield University.
So the best way to attract more graduates is by giving rewards monetary and non-monetary and benefits
such as flexible working hours, opportunities for growth and good working environment according to
the bank of the UK. And I think this the priority of any potential candidate for the job. And companies
and banks used these policies to protect their intellectual property as they ae the most valued asset for
a company.
Literature Review

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Considering these factors the banks is interested to recruit the graduates. The survey indicate that
humans are the most valuable asset for a company so protecting them by different strategies like
packages, benefits, and other facilities that are now an option in the corporate sector. Traveling
opportunities, growth opportunities safety environment where they can work independently. A good
reward policy can attract new employees and specially women students and good working environment
is another factor in which they work safely and confidently so the bank of UK must ensure to implement
these rules and regulations to attract graduates because the advantage is that they have new skills and
ideas and energy level that could bring the organization to another level. Reward system have two main
categories ,intrinsic rewards( non-monetary) and extrinsic rewards( monetary). Monetary rewards such
as the salary, bonus, and increments. feedback about the obtained task and the assessment based on
those performances, a sense of challenges and achievement, receiving appreciation, positive
recognition, and being treated in a caring and considerate manner that will boost the performances of
the employees as well as their job satisfaction
According to research and findings, researcher can conclude that a good reward policy which ties
extrinsic and intrinsic rewards to attract the graduates of the Huddersfield University and bring higher
output in their bank. When management makes decisions on what types of rewards to implement, and
they should identify the aims of their reward policy they should also review the preferences of the
individuals they want to attract. This research suggests the need for a strategic reward system and
potential benefit packages to attract new graduates of the Huddersfield University.
the most important factors that students usually consider in the job are the flexibility opportunities and
intrinsic and extrinsic reward system that what are the incentives and renumeration policy do they have.
And for the female students or employees the safe working environment is the priority.
Reward System
“Reward is the tool use to attract the employee’s ad they it the first thing they would consider you
organization other companies use this tool to attract the potential employees. Packages likes insurances
, gratuity to increase their performance as well. According to a recent study on the performance
motivation and job satisfaction are the main reason of good results of any organization and motivation
and job satisfaction could only be gain through the reward policy. Organizations usually use their
rewards policies that include young generation is very much fascinated by this.
There are two broad categories of the reward system that is monetary and non-monetary they are both
use to attract the employees. They can also use the word of mouth or other channels through which they
can ensure that to them. So the bank of the UK can use an appealing reward policy to attract the
candidates of the Huddersfield University.
Attracting Younger Work Force
Firstly it is very important understand that what are the preferences of the work force you want
to attract because they could vary. The managers of the bank of UK must understand the needs
of the graduates of Huddersfield University. Up till now , there is another important query in
today’s globalized business world: can we use harmonized strategies and policies to attract
potential employees all around the world and in our study the bank is interested in the policy
that how they can attract potential employees through the reward and benefit system. So it is
an important phenomenon that mainly for the students of Huddersfield University what certain
methods they can use to modernize their incentive policy.
Methods
 Research Design

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We have collected the data from 255 respondents the proportionate stratified simple random sampling
is used. Since our sample is hypothetical so we assume that 55 percent of the respondent will be female
with age limit to 22 and rest of the data will be collected from the male participants.This sampling
design is more useful. which is evaluate the fact that whether the reward and package design are key
factor to attract the graduates.
 Measures
Five-point Likert scale ranging from 1 (strongly disagree ) to 5 ( strongly agree ) was used to measure
the response . The data was analyzes using stratified analysis.
 Results and Discussions
All independent variables and dependent variables for the respondents were computed and the
responses for reward and packages show that employees consider these factors slightly
important then the other factors while considering a job. It also shows that the reward and
benefits have a very deep link with the attractiveness, and it will also change the employee
preferences as well for the job. And we can deeply analyze the factors as well that what is their
reliability and connectedness with the job.
Data Analysis Techniques
The proposed model will be analyzed using the SPSS 21 software. Regression analysis,
Correlational analysis and reliability analysis will be performed. Descriptive analysis will also be done.
Hypothesis
This study will be used in the bank of the UK for the reward policy making and to attract the young
graduates to from the Huddersfield University based on rewards and benefits and this has deeply
examined that how the reward and benefits can influence the decision making of the students. Both the
mediating and dependent variable rewards and benefits have positive and direct relation with the
attractiveness of the employee and our reward is categorize as the intrinsic and extrinsic and
the benefits are mainly to influence the female students and those factors are good working
environment.
Hypothesis Statements
H1 : Rewards is positively and directly connected with the attractiveness of young workforce.
H2: Package benefits is positively and directly connected with the attractiveness of young
workforce.
H3 : Attracting young force is strengthened by both reward and package benefits system.
Framework

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Research Questions
The research questions are designed to locate rewards and packages benefits policies for the
banks and what are the preferences of the students at the university of the Huddersfield. If the
UK bank focus on rewards and packages more graduates will find the industry more appealing
and will consider it more compared to other industries. Our research would more focus on both
long term and short-term preferences of the young workforce.
 What type/kind of rewards mainly attract the graduates of Huddersfield University,
rewards, and packages?
 What kind of rewards and packages are more attracted for the graduates of Huddersfield
University more than others now a days ?
Ethical Consideration
A well as he allocates a fair reward system could increase the attractiveness of the young work force in
the certain organization.
In this research the students have taken part and has answered the questioned asked from them
and the results are drawn on that basis and I process of data authentication is based on the
statistical data and reliability test.
Every ethical aspect is also considered while analyzing the data
Limitation and Recommendations
This research does have some limitations that could be addressed in future research. e. However the
current study associates with limitations.That the future researcher could conduct later. The study only
focuses on three variables which are reward , packages benefit and young work force attractiveness and
in this study, they are positively and directly related to each otherFor future research, it is suggested
that this study may replicate in other factors as well using bigger sample size. By conducting a detail
study, more solid managerial implications and higher generalizability of the findings can be obtained.
The bank has only considered rewards and packages in this research so they should also identify other
factors as well. The present research has only reviewed only three variables in the future the bank of
UK could consider other factors as well to attract the graduates of Huddersfield University.
Reward
Benefit Packages
Attract Young Work
Force

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References
IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668.
Volume 20, Issue 9. Ver. III (September. 2018), PP 01-09 www.iosrjournals.org
Edirisooriya, W. A. (2014, February). Impact of rewards on employee performance: With special
reference to ElectriCo. In Proceedings of the 3rd International Conference on Management and
Economics (Vol. 26, No. 1, pp. 311-318).
Correspondence concerning this article should be addressed to Thomas N. Martin University of
Nebraska at Omaha, 6001 Dodge Street, College of Business Administration Mammel Hall, Omaha,
NE 68182, E-mail: tmartin@unomaha.edu; ph: 402-554-3655
Blekinge Institute of Technology, Department of Industrial Economics, MBA-programme, Spring 2017
IY2578 V17 Lp34 Master thesis course, Authors: Erica Gyllered and Patrik Malmberg