The responsibilities of a human resource manager fall into three major areas: Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. Gubman observed in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business.
According to a study, employees who are motivated or feel motivated are tend to work more when compared to unmotivated to employees.
We have listed major factors that motivates employees. Pay and benefits having justified payment is the right of an employee for the work done to his or her employer and payment of salary or wage is the fundamental duty of employer.
Having handsome salary motivates employees, indeed it acts as a retention factor also. Employee benefits are additional to the salary of employees, employee benefits are classified into voluntary benefits and statutory benefits which include social security benefits which are compulsorily provided to employees.
Few examples of employee benefits are paid vacations, free food, dependent benefit, medical benefit, maternity benefit, paternity benefit, payment of bonus, payment of gratuity and provident fund.
Working conditions Maintaining and providing good working conditions not only motivates employees but also prevents employee from facing legal action by the court of law as they are mandatory according to labour laws.
Good working conditions includes providing flexible timings to work, giving correct workload to avoid stress, maintaining healthy environment and HR manager s should see that there is work life balance to their employees.
Having all those will definitely motivates employees to work efficiently and also avoids distraction from work. Company policies whatever the company policies made by an organisation, they should not be in conflict with the labour laws and principles of natural justice.
The very purpose of having policies or making policies is only for making employees feel comfortable and to treat them undiscriminating. Having good company policies will drive employees to dedicate themselves to the organisation and to reach its goals and objectives. It is all because of the pride one will feel working in such organisations and keep employees motivated.
Employees in order to retain and have foothold in such organisations, one will try to stay motivated and it is effort and is job. Building employers brand and reputation is a continuous process in which organisation should try to be best in all aspects compared to its competitors.
Career development Career development or career growth is one of the top 10 motivating factors for employees. No employee wants to retain in same position in a job for a long time, he or she wants to move forward or higher-level in their career by taking promotions in-time, which makes any employee feel happy and motivated as taking promotion in a job is most happiest and memorable moment for any employee.
Besides HR manager s should give opportunity to their employees to develop their skill set and knowledge for career development. Job security Job security standards in the top list of preference of employees. For any employee job security is the first and foremost important factor before taking up any job.
Having job security in a job will make an employee to overlook all other benefits. The sense of security in job will develop confidence in employees which will make themselves to push forward while handling critical in tough situations in the job, in other words job security acts as a motivating factor.
Healthy relationships Consisting of good relationships with superiors and colleagues in organisation is a priority for any employee since improper communication and misunderstandings with superiors and colleagues lead to psychological stress which makes employees demotivated and shows effect on work life.
Having healthy relationships with superiors and colleagues will help and have support in getting things done easily and also keep employees happy at work that boosts their energy levels and make them to stay motivated.
Welfare, healthy and safety measures Maintaining welfare, healthy and safety measures of employees is not just function but they are mandatory to maintain by the human resource management department. Failure of performing said functions or failure of maintaining said measures, organisation shall be liable for penal action by the law.
Labour Relations Maintaining labour relation is an art and one of the most important functions of human resource management in order to maintain peace and harmony in an organization for avoiding conflicts and smooth running of an organisation.
There are no hard and fast rules for maintaining labour relations since it is an art and should be managed according to the situations and circumstances.
Without maintaining proper labour relationships there was no organization that did its business smoothly. Unions are organisation of employees who join together to obtain more voice in decisions affecting wages, benefits, working conditions, and other aspects of employment.
With regard to labour relations, the personnel responsibility primarily involves negotiating with the unions regarding wages, service conditions, and resolving disputes and grievances.Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements.
HRM Week 5 Workplace Violence Protection Plan Outline (2 Papers) This Tutorial was purchased 5 times & rated B+ by student like you. This Tutorial contains 2 Papers Workplace Violence Protection Plan Outline Assess your current or most recent place of employment.
1. LITERATURE REVIEW Human Resource Management. In a rapid competitive business environment, the procedures of outlining the role, function and process of Human Resource Management (HRM) within a dynamic and uncertain environment are ongoing for many decades.
An onomatopoeic word of the sound or hum you would emit when raising an eyebrow, expressing scepticism or mentally picturing something bizarre. Human resource management refers to the practice of strategically allocating the most valuable resources—people—to the right areas of a firm.
This practice involves careful strategizing, good leadership, and other solid business practices. This course introduces a systematic approach to human resource management in the hospitality industry.
Topics include training/development, staffing, selection, hiring, recruitment, evaluation, benefit administration, employee relations, labor regulations/laws, discipline, motivation, productivity, shift management, contract employees and.