Thursday , August 22 2019
Home / Research Papers / HR / Impact of HR Motivation on Employee Performance Analysis Summary

Impact of HR Motivation on Employee Performance Analysis Summary

HR in Relation To Employee Motivation

Introduction:

As the researchers, Fleetwood and Hesketh (2010), were against of the importance of HR functions on employeeImpact of HR Motivation on Employee Performance Analysis Summary effectiveness, however, I am in the favor of HR functions of employee effectiveness. The reason I am supporting the argument is that many of the other researchers are in favor, they have given the evidence to their researchers and I also believe that without following the HR principles or functions no organization can get the success. Success could only be there if employees are satisfied, employees are the asset for any organization and to give them value is important, regarding following the HR function for the achievements of the organizational goal or mission.

If all the HR functions are properly followed by the organization, employees can be retained, however, in the workplace to manage the relationship with the employees are important. In the organization, there must be the culture of employee support, acceptance, and equality. There is the need to focus on the recruitment process, equal opportunities for all, organizational structure, training and development, safety, compensation and benefits, compliance, employee relationship etc. There is the need to examine and improve the employee relationships, organization and managers must know about all HR functions if they want effectiveness in all the areas.

Literature Review:

From the employee effectiveness perspective, an organization needs to improve the performance of the employees, with the encouragement of effective workforce standards could be added towards the organizational performance. By focusing on the HR strategies, employees can retain, rewards can be given, which can result in the motivation of the employees. There should be the culture of openness or open communication, so the employees must share their problem that they are facing in the organization. If employees are treated with fairness and issues or conflict they are facing are resolved in the organization, then they will trust the organization and will never leave the organization, even they work hard for the achievements of the organizational goals.

If we link the employee’s relationship to business growth, objectives and strategies then the things can be simpler and advantages can be clearly known. However, employee effectiveness is not only linked or concerned with the pay, there is need to follow the proper process, in order to get the consistent achievements. If we talk about profit and profitability, yes all businesses aims to get the maximum profitability, if employees are motivated by the HR functions then they can be stay motivated for the effectiveness. There can be better as the research on employee involvement and organizational effectiveness also proved to be significant and have showed the positive results because it is examined that HR functions can influence on the market share, productivity and profitability of the organization (Amah and Ahiauzu, 2013).

Customer and staff satisfaction are also linked together, for any business to satisfy and retain the customer is the most important thing, if customers are not satisfied no business can get the success, however, if organization give the value and rights to the employees of the organization, everything can be possible. If the employees are satisfied they try to give the maximum satisfaction to the customers, as the employees have the sense of trust and faith, towards the organization, so to retain the customers employees do the efforts. If employees are properly trained and organization is taking care of all the needs of the employees, then customers can be retained and long-term relation with all the stakeholders can be there.

Improving the product quality, product and services of the business can also be better served to all the customers, if employees are satisfied. When employees are satisfied, there is culture of innovation in the organization. All the employees can get the time to improve the product or services, they can bring the new ideas for the advantages, competitive advantages will also be there if the employees ergs to participate in the quality management. Total quality management (TQM) can result in continuous improvement, benefits are there and employees can be stay committed. Quality can be the most important thing for the employee, so for the good will in the market, there is need to do continuous improvement on the product and services (Maheshwar and Vohra, 2015). Maximum market share can be gained if the customers are satisfied with the products.

The recruitment process is importation HR function in the organization, as recruitment can also result in the employees effectively when the existing employees come to know that company is hiring the new talent, their effectiveness towards work increases. The hiring and firing process play an important role in any organization because the employees come to know the company can hire better talent, based on this reason effectiveness, positive outcomes towards the work can be there, and the ultimate advantages can be there for the organization (Bagga and Khanna, 2014). However, besides the hiring or recruitment process, safety can also result in the employee’s effectiveness, if the employees feel secure and safe at the workplace then their performance can also increase, moreover, the safe working environment can give the value and trust to the employees working in. If employees get the injury at the workplace and organization pay for the treatment or give the leaves to the employees then there could also be the encouragement for the employees. Hr safety and benefits are focuses on the individual needs and employee seeks commitment towards achieving the organizational goals.

Training and development can make the employees perform better at the workplace; training and development are necessary tools for the success, if employees are properly trained according to the organizational culture then employees become able to deal with the matters. Training and development could result in the professional development and opportunities, based on this reason, employees can be promoted and their satisfaction level can be increased. If employees are satisfied and secure for the job title or specification they will work hard to achieve the personal and organizational goals (McDowall and Saunders, 2010). Compliance or labor laws can also result in the motivation of the employees, if the employees know that organization is care about their rights then effectiveness can be there. However, compliance results in the productivity and profitability of the HR staff.

The HR function compensation and benefit play an important role, towards the performance of the staff, if the employees know that they are going to get the compensation and benefits based on their performance, their performance increases. The organization or managers need to do the planning or need to decide the compensation and benefits plans, based on the fairness strategies. In some of the organization, employees perform well but they do not get the advantages because of lack of equity principles, this can result in employees de-motivation and their trust can be finished towards the organization. Their performance can be effect and they cannot work hard, as they know that they are not going to get the rewards or compensation and benefits. If the organization does compensate planning based on fairness and based on what one has performed; compensation is needed to decide on his performance and attitude towards other stakeholder and work (Osman‐Gani, Hashim and Ismail, 2013). If the organizations do fair treatment between the employees, then there must be effectiveness from the side of employees, in order to get the advantages. Payroll and benefits can also be included in such type of managerial decisions.

Appraisal system could be another way to improve the employee’s performance or attitude towards the work, appraisal system needs to be carried out fairly, when timely the appraisal are made by the her managers, based on the performance level of the employees; employees performance can be encouraged. Based on appraisal system rewards system can be made, because everyone is going to get that what one perform, however, the reward system is one of the best strategies to improve the employee’s effectiveness. Employees are benefited by the monetary and non-monetary rewards; rewards can be in form of money, leaves, medical facilities etc (Armstrong, 2012). Employee’s satisfaction level increases when the employee knows about the various benefits company is giving to them, there can trust the company and work hard to achieve the organizational missions.

Managers can design the human resource system or the strategies if we relate to the functions of HR; for the functions, all human resource components are important to consider. The process could start from selecting the people for the right job, then the appraising and to facilitate the employee, rewards can be the most motivating factors. To enhance the current performance of the employees and well prepare them for the work there is need to cherish them with the rewards. Every manager has his own style of deal with his employees, to achieve the business goals it is needed to value the employees, there could be the positive effect of the business strategies if all the functions if HRM is fully utilized. There is need to explore the needs of the employees so the needs can be fulfilled at the time, otherwise, without such effectiveness employees cannot be retained and can leave the organization due to mistrust or dissatisfaction (Musgrove, Ellinger and Ellinger, 2014).

To improve the employee’s effectiveness, the HR manager has to follow the HR principles because if employees are treated in an effectual way then their efficiency towards the work can be enhanced. However, flexibility and acceptability by the managers are important in the organization, manager or leader is a person, who can take out the best from an employee, if manager have HR skills then it is possible to attain the advantages in the enormous ways, first of in an organization there should environment or culture of acceptance. The managers, subordinates or other co-workers need to tell the new employee that he/she is important for the organization, there is need to accept the employees, no matter what background or culture they have (Ehnert, Harry and Zink, 2013). Flexibility can participate in telling the employee that organization care about them and they are free to perform, or if they face any problem, regarding various situations then administration or other related bodies is there to help. HR principles or function can participate in the employee’s effectiveness, only if the organization or managers consider it.

The HR department of any organization needs to manage and analyze the strategies effective for the employees, employee recognition can also participate in his effectiveness towards the organization. There is need inspire the employees through encouraging them, if managers appraise them in front of others their energy level boost and they will feel confident, in result, their performance can be better or effective (Anitha.J, 2014). There is need to support the employees goals, so he must feel himself important for the organization, in this way, the support will be given to the organization goals. Work-life balance can also result in the flexibility, there is a need to decide the flexible work arrangements for the employees, so the effectiveness could be there. Flexibility can be given in the flexible working hours, in which the employee chooses that when he can work, the employees may decide that when they have to start work and when they have to stop. Compressed workweeks, part-time and job sharing can also support the culture of flexibility in the organization.

In Hr functions, communication skills by the managers are also felt important in the organization, in every organization, clear communication can be result in the effectiveness, as to maintain the channels of communication managers and subordinates need to talk to the employees, if they are facing any issues. In the workplace to retain the employees communication can be served or taken as a potential for the success. Communication system can ensure the employee participation and commitment. Employers can easily communicate with the employees that how they can achieve the success factors and their high-commitments can serve the organization. If communication system is not proper in the organization or due to less or poor communication, any organization can lead to the dissatisfaction or the poor employee relations.

There is need to keep eye on the management, the managing director should know about his employees, in this case there would be less turnover rate, job satisfaction and organizational commitments. Through applying HR functions in the organization, productivity can be enhanced as employees are satisfied, through emphasizing on innovated work practices, productivity can be there and products can be given to the potential customers in the better way. Greater productivity can be result in the greater financial performance of the organization, if organization focus on the human practices better performance and investments can be bought. Best HRM practices can result in the better firm performance (Potnuru and Sahoo, 2016).

All the HR functions are employee motivation factors, in order to retain the employees and best practices in the organization, all the functions need to be considered. Employees are needed to be train for the better outcomes, it is important to realize that effective management is based on the set directions and execution, which is only possible if managers consider the importance of HR practices. However, productivity, performance, goals can be achieved and effective reward system can result in higher or better performance. Every employee has the skills and knowledge; there is just need to enhance those skills through telling the employees that the organization cares for them by implementing the HRM functions.

Conclusion:

In any business, increasing the productivity is the most important thing; and productivity can only be increased if employees are motivated and perform their best, however, in order to get the effectiveness of the employees, it is needed to follow the HR functions. HR functions are very important to consider in every organization as there could be positive result shown in the various studies by different researchers. For the positive results and better outcomes, all principle including strategic planning, incentives, compensation, and benefits planning, reward system, open communication, innovation are important to be considered. Appraisal system and rewards can increase the performance of the employees; employees can perform better if they know that they will be fairly rewarded on what they perform. Through implementing the HR functions, the organization can tell the employees that the organization value them and care for them, in this case, employees start trusting the organization and show the better performance, because their feeling is also associated with that organization.

All the managers need to learn the skills through which they can smoothly run the HR function in their organizations, as the effectiveness of employees has shown the positive results on the organizational goals. Organizations need to establish the critical goal that results in increasing the productivity, however, the professional need to follow the policies, programs, and procedures of the HR functions. To increase the employee’s output there is need to measure their performance, managing the workforce is not an easy task, managers and organization can increase the effectiveness of the products and services through increasing the internal productivity. Moreover, employee engagement has the effect on employee performance so transformation to implementing the HR function or practices in the organization can also give the effectiveness and benefits; employees are engaged more in an organizational mission if the organization values them.

References:
  • Amah, E. and Ahiauzu, A. (2013) ‘Employee involvement and organizational effectiveness’, Journal of Management Development, vol. 32, no. 7, pp. 661 – 674.
  • Anitha.J (2014) ‘Determinants of employee engagement and their impact on employee performance’, International Journal of Productivity and Performance Management, vol. 63, no. 3, pp. 308 – 323.
  • Armstrong, M. (2012) Armstrong’s Handbook of Reward Management Practice: Improving Performance Through Reward, 4th edition, Kogan Page Publishers.
  • Bagga, T. and Khanna, G. (2014) ‘Dell’s technical-support staff have the power to do more: Recruitment and training ensure quality customer service’, Human Resource Management International Digest, vol. 22, no. 6, pp. 7 – 9.
  • Ehnert, I., Harry, W. and Zink, K.J. (2013) Sustainability and Human Resource Management: Developing Sustainable Business Organizations, Springer Science & Business Media.
  • Maheshwar, S. and Vohra, V. (2015) ‘Identifying critical HR practices impacting employee perception and commitment during organizational change’, Journal of Organizational Change Management, vol. 28, no. 5, pp. 872 – 894.
  • McDowall, A. and Saunders, M.N.K. (2010) ‘UK managers’ conceptions of employee training and development’, Journal of European Industrial Training, vol. 34, no. 7, pp. 609 – 630.
  • Musgrove, C.(.F., Ellinger, A.E. and Ellinger, A.D. (2014) ‘”Examining the influence of strategic profit emphases on employee engagement and service climate’, Journal of Workplace Learning, vol. 26, no. 3/4, pp. 152 – 171.
  • Osman‐Gani, A.M., Hashim, J. and Ismail, Y. (2013) ‘Establishing linkages between religiosity and spirituality on employee performance’, Employee Relations, vol. 35, no. 4, pp. 360 – 376.
  • Potnuru, R.K.G. and Sahoo, C.K. (2016) ‘HRD interventions, employee competencies and organizational effectiveness: an empirical study’, European Journal of Training and Development, vol. 40, no. 5, pp. 345 – 365.

Leave a Reply

Your email address will not be published. Required fields are marked *