Analysis Of The Human Resource Practices Business Essay
Our organisation’s Human Resource practices are similar as other organisations like Recruitment, Selection, Salary, Salary increment, Performance appraisal, Promotion and Training programme. Now we briefly perceive the practices and evaluation.
Edwin B. Flippo defined recruitment as “the process of searching, form prospective employees and stimulating them to apply for jobs in the organisation” (Nirmal singh,HRM, p, 254) The recruitment processes of our organisation is advertise in the paper with all job description. This is a good practice in recruitment process. But before they go for an advertisement, they have to consider first the internal sources and also this process is very cost effective and suitability of the internal candidates can be judged better than the external candidates. If they are not satisfied with internal sources, then they can go for an external source, for an example when they introduced a new job.
Personnel are a high cost element is an organisation and must be planned like other function of the organisation such as marketing, production, finance etc. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Our organisation is following certain steps in the selection process.
Organisation is short-listing the applications by qualification & experience and calling them for interview. But in meantime they are not informing candidates who are not been short listed. So organisation should declare time-period in their advertisement (i.e if candidate did not receive any information from this organisation before particular date that means they have been not short listed). So this practice will avoid un-circumstance.
They are conducting the selection interview through interview panel. Project Manager & HR Coordinator are being in the interview panel. This has the advantage of enabling information to be shared and reducing overlaps. But this practice will suit for below supervisory level staff recruitment. If organization going to recruit a person above supervisory level, they have to go with Scientific Selection System. Because organisation is delegate him to achieve their goal. So his competence should be high.
Salary & Increment:
Our organisation has a salary range on job basis. They are fixing the salary based on qualification and experience. Every year they are increasing the salary in fixed percentage or fixed flat rate to all level staff. This practice will dissatisfy the staffs who are doing hard work. So organisation should motivate this staff in other way like promotion etc.
Once in a year organisations are assessing their staff performance by questionnaire. Departmental heads will conduct the appraisal to their groups. They are focusing on staff past & future goal achievements, knowledge improvement and their training needs.
Once they conducted the appraisal, heads will recommend for certain percentage compensation for their past achievements and improvements. Performance appraisal reward also one of the motivation factors, so organisation should consider staff need and based on that they have to satisfy him, rather than rewarding with money.
Training programme to the staff in organisations is inevitable. All staff behaviour and attitudes are different as well as someone may have lack of working knowledge. So organisations are giving training programmes to bring the staff in a line. Our organisations training programmes are related to capacity building and conflict transformation. It will make changes in staff behaviour and attitudes. But to improve their working knowledge, organisation should consider the work related training programmes.
Recommended strategy for improvement in motivation
No organisation can succeed without highly motivated and committed team of employees. If you see the organisation’s HR practices, most of the practices are related to motivation like Salary increment, Performance Incentive, promotion and Training programme etc. Organisations should have own strategy to motivate the staff. It will reduce the contradiction between the staff. Our organisation’s motivation strategy is money like performance incentive, year-end bonus and salary increment. But here they are not considering employee’s needs.
Motivation should be done based on employees needs. Employee’s needs are person to person vary. According to the Scott’s motivation theory, he stated that “Human beings are motivated by hierarchy of needs which changes”. Maslow also classified their needs in five categories according to their importance.
We need to prepare our own strategy to improve the motivation.
Prepare a questionnaire to identify the employee’s needs. In this questionnaire employee’s work related question as well their personal life goal related questions also should be included.
Having personal interview with staff.
Construct Motivation strategy
I considered Maslow’s theory to construct motivation strategy. Because his hierarchy of needs theory is interconnected with organisation’s staffs structure. They categorized the staffs as low level, middle level and top level. So their needs are also level to level different.
Low level staff will focus on physical needs and also they will consider security needs once they worked in the organisation for a certain period. Middle level staff will focus on job security. Since these staffs are in certain level position, they will consider social needs as well. In our country’s current context, due to the high price escalation of goods and services, these level staffs also struggling to manage physical needs. Top level staffs are running the organisation towards to achieve the goal. They are not depending on organisation but organisation is depending on them. These level staff will consider self-esteem need as their first preference. As well they will try to achieve the Self-realisation needs.
Based on above categories, I implemented the strategy as below:
Incentive, Staff loan, Good working environment (air-condition room)
Job related training programmes, Health facilities, Insurance facilities
Team work, Allow them to participate in the external meetings
Personal involvement, Promotion, Signing authorities
Controlling power, Decision making power,
We cannot assume that this is the appropriate theory (Maslow) to implement the plan (as above). Because there also weaknesses in this theory. For an example, staff dissatisfaction on his superior. There is no any motivation factor in this theory. But for our organisation structure, his most of the part is acceptable. So I considered his theory.
If you are the original writer of this essay and no longer wish to have the essay published on the UK Essays website then please click on the link below to request removal: