人力资源管理是任何组织的一项不可或缺的职能。它主要由各个组织开发，以提高员工的绩效，以实现公司的战略目标。战略人力资源管理从根本上是相关的，是组织内部人员及其绩效的关注点，而不是公司目标的动态性(Collins and Clark, 2003)。人力资源管理涉及许多方面。激励和信任是一个公司成功的先决条件。已经发现有形和无形的奖励和认可的薪酬是一个公司重要的激励因素(Armstrong, and Taylor, 2014)。在考虑公司内部人力资源薪酬的概念时，需要考虑几个方面和关键的管理决策。
新港目前的薪酬计划应该能够与绩效工资挂钩。应该有一个支付矩阵，以更高的年度工资奖励高绩效的员工(Saint-Onge, and Wallace, 2012)。他们需要在当前的评估体系中考虑因素，并了解他们在提拔公司员工时考虑了哪些因素。这应该是同行公司遵循的最佳实践基准。
Human resource management is an integral function of any organization. It is primarily developed by the individual organizations to increase employee performance to the strategic objectives of the company. Strategic Human Resources management is fundamentally related and concerns of people within organizations and their performance in lieu of the dynamic nature of the objective of the company (Collins and Clark, 2003). There are many facets that are involved in the human resource management. Motivation and trust are prerequisite for success of a company. It has been found that remuneration of tangible and intangible rewards and recognitions are important motivating factors for a company (Armstrong, and Taylor, 2014). There are several facets and key management decisions that need to be factored in while considering the notions of remuneration of human resources within the company.
Purpose of this analysis is to understand the inherent factors that are involved in the remuneration of human resource management. For this purpose there has been usage of theoretical models to develop a practical strategy of remuneration for employees working in Newport Technology Inc.
Key decision factors in providing remuneration
While developing best practices approach companies need to factor in their areas of strengths and weaknesses of the organization’s current compensation system. The need to factor
For this they need to analyse the market pay for the employees. They need to analyse their policy of promotion and individual growth of the employees within the company.
Newport current compensation plan should be able to link payment with performance on base pay. There should be a payment matrix that rewards high-performing employees with a larger annual pay (Saint-Onge, and Wallace, 2012). They need to factor in the current appraisal system and understand what factors they consider while promoting the employees of the company. This should be benchmarking best practices followed by peer companies.
Another important factor is the analysis of the bureaucratic style of the company. Organizational functional structure is important factor that needs to be considered while developing a compensation payment plan for the employee. The number of grades, hierarchical chain involved should be considered while judging compensation. Intangibly the company should continually monitor the employee morale and understand their review regarding pay.