The document discusses the evolution of Human Resource Management (HRM) into a strategic component of organizations, emphasizing the use of total reward metrics to evaluate organizational effectiveness. It highlights the importance of measuring outcomes against expectations, while also addressing challenges such as globalization and competition. The conclusion underscores that total reward metrics are essential for enhancing efficiency, minimizing costs, and maximizing revenue in organizations.

1. Total Reward Metrics
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2. Introduction
 HRM has changed from the traditional
personnel management .
 It has become a part of the larger
management strategy in organizations.
 Total Reward Metrics have been used to
measure the magnitude of the changes.
 They weigh the expected outcomes against
the actual results in an organization.
 This gives a clear picture of the effectiveness
of the organization in its operation.
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3.  Total Rewards Strategy on the other hand
contains some elements.
 These help to measure returns on investment.
Factors that Total Rewards Strategy Metrics may
take into consideration are:
 number of workers admittance to career
 decreased rates of turnover
 increase in the acceptance offers by candidates
 specific task participation
 retirement program
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4. Organization Examples
 Government bodies
 Schools
 Churches
 They are charged with making sure that the
organizational objectives are attained.
 Every organization must have values, and
code of ethics that guides and directs its
members (Daft, 2010).
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5. Current and Future Challenges
Facing Organizations
 Globalization.
 Intense competition .
 Adapting to the digital working place.
 This is the greatest future challenge facing
all organizations.
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6. Reward Metrics
 Organizations can employ different types of
reward metrics .
 This is linked to measures that affect the salary
benefits of its employees.
 Organizations are evolving from the fixed rates
of salaries.
 Performance of an employee is more prioritized.
 They may also get certain allowances.
 There are also performance appraisals.
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7. Conclusions
 Total Reward Metrics helps in assessing if the
organization is performing well.
 HRM has made it easier for the organization
to attain its objectives.
 It has been advocating for efficiency.
 It ensures that organizations recruit the right
number of employees.
 Ultimately, efficiency minimizes on costs and
maximizes on revenue.
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8. References
Bonham, S. S. (2008). Actionable strategies through
integrated performance, process, project, and risk
management. Boston: Artech House.
Daft, R. L. (2010). Organization theory and design.
Mason, Ohio: South-Western Cengage Learning.
Thompson, J. D. (2003). Organizations in action:
Social science bases of administrative theory. New
Brunswick, NJ [etc.: Transaction Public host.
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9. Get More Information About
Total Reward Metrics
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10. Get More Information About
Total Reward Metrics
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