Everyone want to be recognized for his or her work and their contribution make inthe maintenance, establishment and development of the company. This involve notonly the basic pay, but include many incentives like fringe benefits. This may differ from employee to employee depending on their post. Every organization havedifferent criteria of measuring the performance of the employees. Some involve AMITY INTERNATIONAL BUSINESS SCHOOL
Page 17
Total rewardQuality of workWork/life balanceInspiration/values Tangible rewardFutureEnabling environmentEngagedPerformance
Everyone want to be recognized for his or her work and their contribution make inthe maintenance, establishment and development of the company. This involve notonly the basic pay, but include many incentives like fringe benefits. This may differ from employee to employee depending on their post. Every organization havedifferent criteria of measuring the performance of the employees. Some involve AMITY INTERNATIONAL BUSINESS SCHOOL
Page 17
Total rewardQuality of workWork/life balanceInspiration/values Tangible rewardFutureEnabling environmentEngagedPerformance

Everyone want to be recognized for his or her work and their contribution make inthe maintenance, establishment and development of the company. This involve notonly the basic pay, but include many incentives like fringe benefits. This may differ from employee to employee depending on their post. Every organization havedifferent criteria of measuring the performance of the employees. Some involve AMITY INTERNATIONAL BUSINESS SCHOOL
Page 17
Total rewardQuality of workWork/life balanceInspiration/values Tangible rewardFutureEnabling environmentEngagedPerformance
Everyone want to be recognized for his or her work and their contribution make inthe maintenance, establishment and development of the company. This involve notonly the basic pay, but include many incentives like fringe benefits. This may differ from employee to employee depending on their post. Every organization havedifferent criteria of measuring the performance of the employees. Some involve AMITY INTERNATIONAL BUSINESS SCHOOL
Page 17
Total rewardQuality of workWork/life balanceInspiration/values Tangible rewardFutureEnabling environmentEngagedPerformance

Everyone want to be recognized for his or her work and their contribution make inthe maintenance, establishment and development of the company. This involve notonly the basic pay, but include many incentives like fringe benefits. This may differ from employee to employee depending on their post. Every organization havedifferent criteria of measuring the performance of the employees. Some involve AMITY INTERNATIONAL BUSINESS SCHOOL
Page 17
Total rewardQuality of workWork/life balanceInspiration/values Tangible rewardFutureEnabling environmentEngagedPerformance
Everyone want to be recognized for his or her work and their contribution make inthe maintenance, establishment and development of the company. This involve notonly the basic pay, but include many incentives like fringe benefits. This may differ from employee to employee depending on their post. Every organization havedifferent criteria of measuring the performance of the employees. Some involve AMITY INTERNATIONAL BUSINESS SCHOOL
Page 17
Total rewardQuality of workWork/life balanceInspiration/values Tangible rewardFutureEnabling environmentEngagedPerformance

Hennes & Mauritz (H&M), AN HR CHALLENGE CASE STUDY

Abstract:
H&M's business aim is 'Fashion and quality at the best price'. H&M guarantees its best can assure the best price by: having few middlemen; buying large volumes; having depth and breadth of knowledge within every aspect of textile production; buying the right goods from the right market; being cost-conscious at every stage; efficient distribution.

Introduction:
H&M is one of the popular and expansive multinational clothing store established in 1947 in Vasteras, Sweden by