MOTIVATION AND HRM PRACTICES

Motivation and HRM Practices

Motivation and HRM Practices

Introduction

This paper presents a situational analysis of a problem related to workplace. Lack of motivation among employees is one of the major issues, hampering the individual employee performance, and thus the overall organisational production is being affected on a continous basis. In this paper, Maslow's theory of motivation will be used to analyse the situation at hand and and an adequate solution will be presented. I have choosen two websites related to human resource management. One is www.shrm.org and the other one is www.humanresourcemanagement.co.uk. Both of these sites are well-designed and contain rich content on the issues related to HRM issues.



Situation Analysis

I have been working in a firm, called XYZ Pharmaceuticals. The company was based in Central London. Before October 2010, the company recorded healthy profits, but due to some negligence on part of the top management of the company, the profits declined to a record low level. This situation triggered the company to delay the growth. Thus no compensation or growth in the salary of the employees was announced for the year 2011.

The employees were not ready for such a debacle and were in a state of shock. They knew that they had toiled hard to achieve their set goals and maintain their productivity level. But this was not to be and their expectations were ruined.

Performance management relies on a systemwide approach to monitor and enhance organisational performance. Common components of performance management systems include effective recruiting, training, coaching, evaluation, and compensation (Vroom, 2008). The goal of performance management is to guarantee that the right individuals have the knowledge, skills, motivation, and environmental support to do their jobs effectively and efficiently. Thus, performance management relies on performance, causal, and root cause analysis to identify current and desired performance (Pinder, 2008).

Performance management includes the organisation's motivation system, work climate, and performance appraisal system. It takes into account the employees' competencies and material resources necessary to produce performance outputs. Quite simply, performance management is a comprehensive tool for identifying performance breakdowns within an organisational system and appropriate interventions useful in achieving the desired performance results (Mowday, 2006). Performance management is the primary component of organisational performance, which relies heavily on human performance technology as its foundation. Performance improvement and management are essential to all HRD initiatives.



Possible Solution

In addressing motivation, the organisational research experts call on psychological theories such as consistency ...