How Good Human Resources Management Practice Can Contribute Towards the Efficiency, Effectiveness and Success of an Organisation

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How good Human Resources Management practice can contribute towards the efficiency, effectiveness and success of an organisation

Contents page:
1. Introduction
2. Main findings
* Motivation
* Training
* HR planning

3. Summary
4. References


In this project I hope to show how good Human Resources Management practice can contribute towards the efficiency, effectiveness and success of an organisation. The definition of Human Resources Management is “a strategic and coherent approach to the management of an organisations most valued assets-the people working there, who individually and collectively contribute to the achievement and its objectives”. In other words HRM is about the managing of the people aspects of running a business. It is a style of managing people that emerged during the 1980s from the US as a result of the economic situation at the time. A line manager would be a mane driver and deliver of HRM. Some of the key goals of HRM are-

* Achieve high performance through people
* Improve knowledge sharing
* Heighten motivation, commitment and job engagement in the work place. * Attract and retain skilled, committed and motivated people * Create a cooperative and productive employee relations climate. The three HRM practices I will be describing to show how they can contribute to create and maintaining a successful organisation are: 1) Motivation

2) Training
3) HR planning
The reason I choose these three is because I feel these practises are very effective when using HRM in an organisation.


Motivation is an internal state that induces a person to engage in particular behaviours. In simple terms, motivation is the process of boosting the morale of employees to encourage them to willingly give their best in accomplishing assigned tasks. It relates to three main things direction, what a person is trying to achieve, intensity, how hard a person is willing to work and persistence of behaviour, how long a person will continue trying to complete a task. There is to types of motivation, Extrinsic and Intrinsic motivation. Extrinsic motivation relates to tangible rewards, e.g. salary, promotion, conditions at work. While intrinsic motivation is more about the Psychological rewards, e.g. receiving appreciation and a sense of achievement. The advantages of motivation in workplace is simple, by creating good motivation for employee you will get the best out of them which is a key goal for any manager. They can achieve this, a number of ways from their employees. It can be anything from promotion to increase in salary. It can be even more simple then that, they can get motivation from sense of achievement. The to key goals of motivation is it can make a happier and better work environment which can help reducing absenteeism, this would come from employees wanting to come to work as they would be motivated knowing that for doing their work there will be a reward at the end of it. So from this it will lead to better output from employees at a higher rate. There is clearly downsides to doing this, it can be costly and time consuming. When talking about motivation in the work place you most remember that not all employees are motivated in the same way. It will all depend on how employees would value curtain things. There are a few theories that show the different ways and how some people are motivate. In theories such as expectancy theory they predict that employees are motivated by pay and other rewards but this is only if they value them. Things such as, more free time or additional responsibility. In other theories such as Vroom’s he believe that there is three important expectations that employees bring to work. Expectance, perception that effort will lead to effective performance. In other words, if I work hard, I know I’ll reach results. Instrumentality, perception that...
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