Globalization has increased the level of cross border activities. It is expanding rapidly and this makes it important for MNCs to manage its human resource management. HR is responsible to analyze and manage the human resource needs of organization in such a way that it can achieve its strategic goals (Hellriegel, Jackson, Slocum and Staude, 2009).HRM is a planned approach to make people perform effectively. It creates an open, flexible and caring management style so that staff can give their best (Michael C. C. SZE1, 995). HRM has to adapt to local conditions the most as compared to other management functions because it is highly dependent on local labour market.
Developing Human Resources strategy: Developing HR strategy can identify potential threats and opportunities in the quantity and quality of human resources required by the organization by gaining deep knowledge and understanding of the organizational mission and vision. Performance management: it is meant to help the organization to train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but also be for a department, product, and service or customer process, all toward adding value to the organization. Organizational Design and Structure: Organizational design is the shape, size and structure of the organization required to meet customer
HRM Contributes to the Achievement of Organisational Objectives It is noted that the role of Human Resource Management is quite important in the success of an organisation as they are responsible to manage the activities of employees viably. However, most of the organisations are quite keen to use effective HRM polices in order to attain their desire goals and objective effectively. It is important for the success of CYFOR that they must use effective HRM policies in order to execute their business operations effectively. Moreover, HRM is the key approach for the organisations for the reason that people performing their part independently and collectively together to take part for the accomplishment of the targets in the business. It is also characterised as employee’s administration as the procedure is intricate in handling people and they progress their assets, utilise, preserve, and recompense their amenities in relation to the organisational requirements (Gennard & Judge,
Extrinsic motivation is more of a short term form of motivation and used for getting started because as mentioned above, rewards will eventually lose their worth. Concept of Motivation The term “motivation” is derived from the word ‘motive’. The word motive as a noun means an objective, as a verb it means moving into action. Therefore, motives are forces which compel people to act in a way, so as to ensure the fulfillment of a particular human need at a time. Behind every human action there is a motive.
They also help the organization in achieving their set goals. The quality of human resources of an organization determines the quality of service that will be rendered by such organization. In the healthcare sector, it is important that only well trained healthcare professional are involved in the direct care of patients to ensure effective health care delivery services. This is made sure by the human resource management by employing only qualified candidate into the health care and avoidance of quackery. Without adequate material resources, the employee cannot function effectively to bring about effective patient’s care, it is important that the organization make sure there is adequate and regular supply of materials and logistics and effective utilization of these materials in the care of all patients.
In each of these instances, the person’s behaviour is motivated by an internal desire to participate in an activity for his/her own sake. Extrinsic vs. Intrinsic Motivation: Which is the best? So the basic difference between the two is that extrinsic motivation arises from outside the individual and intrinsic arises from within the individual. They can differ in how effective they are at driving behaviour. • Sometimes offering excessive external rewards for an already internally rewarding behaviour can lead to a reduction in intrinsic motivation; this is known as over justification effect.
INTRODUCTION ________________________________________ In this era, an appropriate assessment and evaluation of the business is the key to achieving its objectives. This brings the relevance of performance management. Performance management can be defined as “The process of setting up of objectives and making plans to attain the desired aims or results.” Organisations use this system to measure their employees and organisation as a whole. Which is the longer process of explaining what employees should be doing, connecting of individual performance to organisation needs and evaluating of appraising of performance. Performance management plays a vital role in each and every organisation which includes proper planning and controlling for the attainment
Abstract: In the rapidly changing management scenario, HRM has an important role to play HR is a highly productive corporate asset and the overall performance of companies and corporations depends upon the extent to which it is effectively developed and utilized. Human resource is certainly important even in this age of extensive use of computer technology. There exists a lack of professional approach towards Human Resource (HR), and the managers are unaware of the developments taking place in management in general and HR Management (HRM) in particular. The HRM practices in small and medium firms were found to be very different, and previous literature also shows that the results vary with countries. This paper attempts to study the HRM practices
CASE FOR INTRODUCING PERFORMANCE MANAGEMENT TO OUR PLACE OF WORK INTRODUCTION Performance Management can be described as a process by which organisations set goals, determine standards, assign and evaluate work, and distribute rewards (Varma et al 2008, cited in Carbery and Cross 2013). It can help align an organisation’s strategies to the day-to-day practices of its staff, and how those staff can influence the achievement of the organisations objectives through management of their performance. This report will make a case for introducing a performance management system in the place of work. It will address the objectives of performance management, outline the benefits and also examine a healthcare perspective in implementation of a performance
(1997) states that business and strategic initiatives lead to design of appropriate HRM system which leads to employee skill and employee motivation enhancement which results in productivity, creativity and discretionary efforts amongst the employees. If employees improve their productivity and creativity, it would improve ultimately organizational performance, which would be in the terms of profit and growth. Any organization experiencing a high profit and growth path would capture better market value in the business environment. Moreover, Delery and Shaw (2002) in their model describe that HRM practices including performance management supports workforce characteristics such as enhancement of KSAs, motivation level and empowerment, which help support improving