Human Resource Management - Importance of Motivation and Appraisal

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Using examples,(hypothetical or otherwise)illustrate the importance of employee motivation and appraisal as part of the planning for a major company involving and implementing change in their workforce, with reference to classical and scientific schools of management.

Contents

Table of Contents
1.0 Introdution……………………………………………………………………………………………………2

2.0 Recruitment………………………………………………………………………………………………….2

3.0 Selection……………………………………………………………………………………………………….4

4.0 Motivation……………………………………………………………………………………………………5

5.1 Taylor’s scientific motivation theory………………………………………………………………………………………………6

5.2 Maslow’s hierarchy of needs……………………………………………………………7

5.3 Change in workforce ……………………………………………………………………….9

5.4 Performance appraisal….………………………………………………………………..10

5.0 Conclusion……………………………………………………………………………………………………11

6.0 References……………………………………………………………………………………………………11

Summary
The aim of the assignment has been to know the development of human resources in organization, the importance of people, use of human resources to achieve the objectives of organization, and recruitment and selection of employee. After this organization gives training to employee in forms of short courses, instruction at the workforce. The other factor has been the development of staff within organization while working. Employer accesses the work of employee through performance appraisal for the reason of to help the employee develop one’s potential. Initially writers wrote on leadership, motivation, labour, slowly -slowly managers recognised the importance of their views and picked ideas up into practice of their work in the 20th century. Taylor developed scientific theory in which pay has been base for getting best performance from employees. The human relationships school reflects the influence of sociologists and psychologists on the development of the management theory. Business organization was seen not as impersonal formal structures but as social systems in which psychological and emotional factors have a significance influence on the productivity. Good human relationships, employee consultations, democratic leadership, motivated employee and work group or team have been played important role in influencing performance.

1.0 Introduction
Tesco has been Britain’s largest retailer with over 2,200 stores. It has been also the world’s third largest grocery retailer and has diversified into banking, insurance and other areas. Tesco has expanded through providing other retail services and by adapting to the needs of consumers. As the company has grown so its workforce has been increased. Tesco now has approximately 280,000 employees in the UK and over 460,000 worldwide. To serve its widening markets it needs flexible and well-trained staff. It recognises that better knowledge, skills and job satisfaction of employees are all vital to its continued growth. That is why it recruits new employees time to time.

2.0 Recruitment
Recruitment has been the process of identifying the need for a new employee, defining the job, attracting candidates and selecting those best suited for the job for Tesco. Tesco has been great place to work for people because Tesco believes giving everyone respect and equal opportunities .Tesco needs people (human resources) who have following virtues:

Tesco needs staff in across a wide range of both store-based and non-store jobs: • In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists, such as pharmacists and bakers. • Its distribution depots require people skilled in stock management and logistics. • Head office provides the infrastructure to run Tesco efficiently. Roles here include human resources, legal services, property management, marketing, and accounting and information technology.

Tesco aims to employ people who reflect the diverse nature of society and value people and one’s...
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