欢迎来到留学生英语论文网

当前位置:首页 > 论文范文 > Human Resources

Hrm self controlled and motivated

发布时间:2017-04-17
该论文是我们的学员投稿,并非我们专家级的写作水平!如果你有论文作业写作指导需求请联系我们的客服人员

HRM has significantly increased the need of a department that can proportionate the motivational factors once required to do a job in a manner where everything is under a specific control. Creative, self-controlled and motivated are the traits every company nowadays should have. Thorough knowledge of business as well has of human resource functions, the ability of an organization to overcome and lead a change, problem solving techniques and to influence other organizations in the competition can be greatly controlled. Now a paradigm shift is present to align people to the business and today there's a demand to have HR professionals as partners keeping in mind the four basic roles of HR professionals i.e. administrator, employee, partner and agent of change. Starting from the very core of it, success of any organization relies on the ability to manage a vast majority having various talents that can innovate and revolutionize the whole concept of workforce. With the mixture of talents of different cultural backgrounds, genders, ages and lifestyles, an organization can respond better to business opportunities more rapidly and creatively especially in the global arena which must be one of the important organizational goals to be attained. More importantly, if the organizational environment does not support variety broadly, one risks losing talent to competitors. (Cox, 1993)

Not only this, nowadays workforce diversity has taken on a new face. It's no longer about anti-discrimination compliance rather it focuses more towards the impact on the bottom line. More and more companies are linking workplace diversity to their strategic goals and objective and holding the management accountable for the results. Thus, HR plays a key role in diversity management and leadership to create and empower and organizational culture that promotes knowledge based environment where each employee has the opportunity to learn and grow. But the question here is how to actually motivate the workforce to work in such a fashion which is profitable for both the employer as well as the employee.

According to the human relations school of management, Travis (2009) different theories had been presented which helps in a manner to motivate the workforce. Some of the big names such as Frederick Winslow Taylor and Elton Mayo presented their point of views but the most commonly used theory of all times was given by Abraham Maslow which will be discussed later. To maintain good staff and to support them to give of their best while at work requires consideration to the financial and psychological and even physiological rewards offered by the organization as a nonstop exercise. Financial rewards and conditions of working hours per week are determined by national bargaining or government minimum wage legislation in many occupations but as much as 50 per cent of the gross pay of manual workers is often the result of local negotiations and details of conditions of service are often more important than the basics. Hence there's a scope of both financial and economical motivation.

As staff needs will vary and change from time to time depending on the productivity of the workforce, hence the motivational strategies considering the personnel are very desirable. The latter can depend on many external factors such as environment, welfare, government etc. but unless the wage packet is accepted as fair for everyone, motivation of a workforce isn't possible. While the details of payment and other systems may be the concern of someone else, the outcome of them is a matter of great concern to human resource management. The increasing influence of behavioral science discoveries is becoming important not because of the acknowledged limitations of money as a motivator, but because of the scarcity of production jobs over more professional and service based jobs. Latter demand better-educated and skilled employees much more likely to be influenced by things like job satisfaction and participation, etc. than the old school dependency on the economic factors. Therefore human resource management must act as a source of information and inspiration for the findings of behavioral science. It may be a matter of drawing the attention of senior managers to what is being achieved elsewhere and the gradual education of middle managers to new points of view on job design, work organization and worker autonomy.

Now everything discussed so far can't be applied to every form of industry or company. For example if we take example of a small or medium sized firm, whose survival and margins are on the verge of break even, how to ensure a strategy to apply human resource management as the key to success? The answer to this question lies in the first part of the question. As the name suggests "small", very little is known about the managerial capabilities of the owner of that company yet a lot to be discovered. So therefore nothing is known for sure. However in a study conducted in the late 90's, small sized form owners responded to a questionnaire out of which the best constraint was derived to help such industry make use of a strategy that can, in a long run, help them to sustain the hardships. Outsourcing different segments of the industry is the answer to this question. There are numerous factors and advantages that circle around it which are to be explained thoroughly. First of all, outsourcing is very cost effective. It will help in lowering the overall cost of the service to the business, which involves access to lower cost economies through off shoring called "labor arbitrage" generated by the wage gap between industrialized and developing strains.

Second advantage of outsourcing is cost restructuring. Outsourcing changes the balance of operating leverage by offering a move from fixed to variable cost. Thirdly the improved knowledge and quality. A change can be achieved as access to intellectual property and contracting out the service with a new service level agreement is open. Outsourcing can be used a catalyst for change as well. However a lot of criticism was outsourcing was heard because of the failure to realize business value, language skills, social responsibility, staff turnover etc. but the major problem was the qualification of the outsourcers as they'll be replaced with a less qualified staff or non-equivalent qualifications. According to Maslow, all the needs of a workforce are structured into a hierarchy. According to him, workforce isn't motivated in a same manner or move up the hierarchy unless certain criterion is provided to them to move on. It can be better understood by contrasting the two approaches of management.

There is a huge difference between the two approaches to motivation. Scientific approach undertakes that work is naturally hostile to most people and the financial motivation is more important to them than other factors such as nature of job, role profile, work environment etc. While the behavioral approach to management stresses the role of social developments in organizations and stresses on belongingness and the need to feel useful. It states that these human needs encourage employees more than money. As the company's role is the improvement of efficiency and profitability, scientific management is very effective for money and capitalist economies. (in press). Nowadays, company's success is measured by so many factors as compared to the past's qualitative parameters and a motivated employee is considered to be an asset for the company, human approach to management is more suited.

Management style influence level of motivation. However, as mentioned, one's motivation is greatly effected by the leadership qualities he works under and the ambitions and goals he creates for himself. Command-and-control leadership drains off ambition while worker responsibility increases ambition. It's prevailing in out society these days. It's greatly acknowledged because of the fact that it helps in understanding to resist a change as continuous efforts are made to achieve a goal. Once the skill has been achieved, there isn't any fast requirement to achieve another for sometime. Advancement in technology and efficient use of it is actually forcing a change in the environment. It's a simple question for the individual or the company to decide on what side they want to be on, trailing or prevailing. Former off course creates a drag whereas the latter helps the skill to nourish. As time passes, it's very important to let go the old school techniques and learn the meaning of new technology and advancements. The ability to adapt is achieved through self-development programs. This brings us to work habits. The only problem with the young workers is that they're still in the establishment of developing work habits and a good set of attitude to lead their professional skill. Mostly their skill will depend on the management cloud they work under. Under worker responsibility, ambitions will be associated with opportunity. They will continually expand their skills as the need or as opportunity arises. Self-motivated people are goal motivated. This is the only reason another goal is in the pipeline as soon as they finish one goal. All the elements of management are combined to form a single goal. Only the companies who keep a healthy relation with such personnel take a better edge in every form of life. Now the question here is what's the difference between CEO's goals and employee's goals? The answer is the same, as the CEO only leads his employees into a direction where a homogeneity of the skills plus the ambitions is created. Achievement can only be inspired if a team is motivated towards success. Having a common goal, each individual helps the other to achieve a certain goal. In this environment, its not possible for anyone to do work alone, so there is a serious need for others to achieve a certain objective. For this reason, team motivation is extremely powerful. Exchange of ideas, brainstorming and testing the product is really essential and it all adds up to the outcome. As a result, each member seeks to be a leader of quality input. Self-motivated projects' is the ability to start and finish what one has started. Most people, working alone, do not finish what they start. The only problem with the self motivated projects is that there isn't any security about their results or progress and this is the only reason why people quite before making their careers in these kind of projects. So basically people who strive for success and learn to overcome these barriers are the true winners. Development of skill, confidence then come in play as it's the basic requirement of any large product. Interest being the first requirement, brainstorming then kicks in which helps and nourishes the learning process. With proper information, a certain set of goals are set and action has to be taken to overcome risk, failure and barriers of resolution as they become a challenge of their own.

Hence human resources are one of the most important features considered by many businesses, especially when there's a serious demand for service based industries. Hence Human resources report for a large percentage of many businesses costs and it is the people that consistently drive a business.

managing such resources therefore is considered to be very important for any business. The main purpose here is to create and understanding as to how the management . The measure role of human resource management is to reduce absenteeism, motivate the staff, team work, recruitment and selection, providing training programs for the staff. The traditional approach to equipping employees to fulfill organizational requirements entailed training and developmental interventions. The scope of training and development has undergone much change in recent times noted for high labor mobility. Human resources departments need to balance the cost of training with the reality of such employees quitting before the organization realizes the investment from the training intervention. Organizations also give increasing preference to talent management over training. So in short the traditional ways of managing staff and ensuring their benefits and profits, one has to take in consideration almost everything to ensure a perfect fit in the wall.

上一篇:Human Capital Hong Kong 下一篇:Efficiency saving in the HR Department of St Leger Homes of Doncaster