HR assignment report on: Motivation in an organization

Executive Summary

For any organization, management of people is the most integral and important part for any management process. Recognition of human element as a synonym of organization is very crucial to understand the importance of human resource in an organization. An organization which is well managed generally associate its worker with the root source of quality and productivity gains. In such organizations capital investments come after investments in their human resources for their development and improvement. The level in which an organization is able to achieve its objectives determines the level of its success. For an organization to be effective, it is very important that there is a spirit of cooperation and sense of commitment and satisfaction within the sphere of its influence. In this report, we have discussed the importance of motivation, training and development and strategic management of human resources for the successful working of an organization.Task 1

Motivation can be defined as an action which results in activation of a human behavior and further the person who is activates the behavior can direct it for the achievement of predefined goal. Motivation can also be defined as combined actions and processes which lead to awakening of human behavior and then molding it in a manner through which pre decided objectives can be fulfilled. According to Luthans (1998), motivation is all about pushing a behavior, energizing it, sustaining it, directing it and finally controlling it according to the culture of an organization. In order to attract and retain great employees it is quite essential that companies should follow a satisfactory compensation plan; however, recognition can also be used as an effective retention as well performance motivator tool. Gallup Organization conducted a study on 2000 employees. The result was quite surprising where more than sixty five percent of the employees were of the view that praise and recognition from their seniors for their work holds much more importance to them than money. A motivated work force act as a boon for an organization in many ways. Some of them have been discussed below:

Effective and Efficient use of resources: Physical, financial and human resources are three basic requirements for any organisation. It is the people at work who can make the optimum use of  physical and financial resources and this directly depends on their  willingness to work. Motivated employees in an organization makes best possible use of non-human resources which as a result makes effective and efficient use of resources.Better efficiency among employees: Motivated work force show enthusiasm in their working. Merely ability of an employee to do a task does not result in performance, it is the keenness, zest and spirit which makes a performance an above average performance. The gap between the overall efficiency and output is bridged by the motivation.

Achievement of goals: Behaviour of employees can be directed towards a specific behaviour through motivation. A direction can be provided to employees to attain the desired goal and also earn reward on the accomplishment of task. In an organization, where need of the organization and its employees are properly understood and merged by managers; generally achieve their goals in the most successful manner and also develop an expedient incentive system. On the other hand in an organisation where people are not properly motivated, all planning, organising and staffing functions fails to serve any useful purpose.

Development of friendly relationships: Organization as well as employees can be brought closer through proper motivational tools. On one hand recognition of work, attractive rewards, promotional opportunities, etc fulfil needs of employees and on the other hand motivated employees put best of their efforts to achieve organizational goals.

Importance of motivation can be well explained with the help of example of Google Inc. The Company has been successful in building a performance driven culture through a systematic performance appraisal process influencing total compensation. A number of rewards and recognition mechanisms have been institutionalized in the organization to recognize contribution of employees on projects or other key initiatives. It is this culture which encourages creativity in employees in Google which has helped the company to cope up with the rapidly changing nature of the industry in which it operates and hold the industry leader position for last many years.Task 2

In order to make work force more competent and effective, training and development of human resource is very important for an organization. Training and development holds importance at two levels; one with people who are new in an organization ans second for employees who are already associated with an organization. Getting a candidate who fully matches with the requirements of the job as well as organization is  just next to impossible. Thus training and developing skills which are prerequisite for that job becomes quite essential to make a person suitable for the job. An organization can add value to its existing work force through training, which is an integral part of human resource development activities. It is the level and quality of training programs which determines the efficiency, productivity, progress and development of an organization. Lack of training may even result in performance failure of the employees. Proper training also helps an organization in achieving its objective of stability, viability and growth. Four important Cs, i.e., competence, commitment, creativity and contribution in an organization can be enhanced through training and development.

The two key factors which have led to increased demand for training and development programs in modern day organizations are discussed below:

Change: Almost everything which is present in corporate world get encapsulated when one mention the word “change”. The need of training and development in an organization becomes all the more important because of this one word. There is a direct co-relation between the two. Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.

Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self.

Importance of training and development programs can be well explained with the help of example of Google. On a regular basis, Leadership development programmes (LDP) are organized in the company. These LDPs help associates to identify, assess, educate and provide opportunities for experiential learning to the leadership talent pool. For middle management and senior leaders, the Company uses the programmes offered by reputed management institutes in India and abroad in addition to internal workshops and programmes. LDPs were scaled up for increased reach in India and overseas. The forward-executive education, a unique programme for women managers was launched in fiscal 2012 to encourage greater participation of women in senior leadership roles. Continuous employee engagement through town halls, one-on-one meetings, regular communication and other modes helped the Company foster an open and transparent culture. It is this culture of training and development programs which encourages creativity in employees in Google which has helped the company to cope up with the rapidly changing nature of the industry in which it operates and hold the industry leader position for last many years.Task 3

For any company, collection of information about suitable candidate is an ongoing process. Every recruitment process comprise of some sequentially arranged stages and each stage has its own importance. These stages and their importance has been explained below:

Stage 1: Job Description – To initiate the process of recruitment, a comprehensive job description is developed by the human resource department in association with the managers of the company in order to find the right person for position available in the organization. Details related to duties of the job, required educational and professional background of candidate and tentative compensation of the position are included in the job description. This stage of constructing job description lays the foundation of recruitment process and also work as guide for future stages.

Stage 2: Gathering Candidates – In second stage, several sources are used by the human resource department to acquire resumes and employment candidate credentials. Internal references from existing employees of the company, information collected in job fairs, job portal sites and employment agencies are some of the commonly used sources for these information. Then the candidates with right qualifications are filtered by the human resource department by going through the collected resumes.

Stage 3: Screening – Personnel from human resource department or the supervising department conducts the initial interview or the screening interview. In this stage some basic things like professional and educational background of the candidate, doubts regarding the information provided in the resume of the candidate, personality traits of the candidate are checked and cleared to decide whether the candidate is suitable for sending him/ her in advanced stages or not. The candidate is read a brief summary of the job description and is then asked if she feels confident that she can perform the job duties.

Stage 4: Interview – Final stage of interviewing differs from company to company. In case of some companies, there are two sets of interviews. Generally departmental manager conduct the first interview and then member of the executive team conduct second round. In case of some companies there is a panel who takes the interview. Where as in some cases a series of interviews with various departmental managers to get their input on the candidate’s credentials and a panel interview with other candidates to see how each candidate reacts to being put in a pressure situation.

Task 4

In every organization, Human Resource department is present for sure, what is more important is the fact that how morale and motivational level of members of an organization are impacted substantially through the policies of HR department. Artifacts, values and both visible as well as invisible assumptions are the three sources through which culture is communicated to the members of an organization. For every organization, it is an important endeavor to align HR and strategic plans. If studies are to be believed, an alignment of human resource department and organizational strategies have majorly contributed towards performance of an organization. Formulation of organizational strategies in consultation with HR department result in more feasible, accurate and employee friendly strategies which in turn benefit the company in large manner on their achievement. In order to become part of strategy team of an organization it is very important that HR department start thinking out of the box and do not limit itself to the administrative function only but it should support organization in its day to day activities. There will not be any ignorance from the top management if HR department will start thinking from business perspective and will add value to the company, this will also bring credibility to the work done by HR department. By measuring the key HR contributors to strategy, execution the HR function is transformed into a source of value creation for the organization. Measuring the key HR Issues in strategy provide the alignment between HR and business process and ultimately, what can be used to link to financial business outcomes (Ulrich, 2000). In every organization, organizational culture is present in any of the form. Morale and motivational level of members of an organization are impacted substantially through the organizational culture. Artifacts, values and both visible as well as invisible assumptions are the three sources through which culture is communicated to the members of an organization. The mission of the founders of Google was to organize the information in the world and the same has been permeated in the culture followed in Google. This sense of mission has become the core strength of Google (Edward, 2005). This has resulted in creating a social bond among employees in Google and they combinely work for the mission of the company. The values, attitude and objectives of the people working in Google are similar which has further strengthened its integrated culture. But the bottom line is that there is a direct correlation between the organizational culture and the performance of the company.If you want HR Essay writing Assignment Help study samples to help you write professional custom essay’s and essay writing help.

Receive assured help from our talented and expert writers! Did you buy assignment and assignment writing services from our experts in a very affordable price.

To get more information, please contact us or visit www.myassignmenthelp.Com