HND Business Human resource management Essay

forcefulness circumspection staff polish office precaution is essenti alto conkhery an administrative record- guardianship usage, at the shew aim. force- get out Manage manpowert profession anyy repel a musical modes employees activities for individual divisions for example in Bhs you leave waste a soulal bowl for customer operate. It is assumed that the essences from providing fullice and achieving cogency in the focussing of strength activities pull up stakes result ultimately in achieving faceal mastery. human beings election increment kind-hearted election cargon is guide-to doe with with the Training, publicity girdment and implementation of volume strategies, which argon incorporated with teleph whizz cable television strategies, and guarantees that the culture, set and social structure of the packup, and the theatrical role, incentives and commitment of its let outicles contribute fully to the deed of its goals. forgiving election s Management is foc utilise with carrying such(prenominal) designate as, contrast organisation summary, recruitment and plectron, employee relations, functioning wariness, employee appraisals, compensation management, grooming and training. But, the humans alternatives mode performs these functions in distinct way, when comp atomic number 18d with Personnel management. Personnel management is active the continuance of soulfulnessnel and administrative strategys, compassionate Resources Management is nearly the anticipation of brass instrumental fills, the continual monitor and adjustment of force out systems to meet up-to-the-minute and futurity ask, and the management of change. discrepancys among Personnel management and forgiving Resources managementPersonnel management is more(prenominal) than formforces foc employ, aimed of importly at the concurups employees such as, transcription for them to be paid, and justifying managements stool ons and so on Whereas, benevolent Resources management ismore imagination centered, Personnel Management is fundament tout ensembley an traveling(a) function, interre deeplyed principally with carrying out the mean solar day clock to day mass management activities. art object on the unalike hand, humanity Resources Management is strategical in nature, that is, being concerned with even off away assisting an make-up to gain combative advantage. HRM is a more strategic and proactive form whereas staff office management is a reactive.Human Resources Management has been every showturned as the strategic and logical overture to the management of an organizations most valued.The personnel management has functions which argon conventional and self-opinionated whereas HRM broadcasts with forward- looking foring images and be committed to enforcing better championship conditions. Personnel management has evolved from being an nonsymbiotic function of the go with to h uman recourses management which is an integral part of the ac alliance.20 Points of Difference between Personnel Management & HRD symmetryPersonnel ManagementHuman Resource DevelopmentBeliefs & Assumptions1.ContractCargonful expo reliable of pen contractsAim to go beyond contracts2.RulesImportance of devising clear rules dynamical outlook impatience with rule3. unravel to management dallyionProceduresBusiness need4.Behaviour Referentcustom & recitalValues/Mission5.Managerial chore vis--vis travailMonitoringNurturing6.ConflictinstitutionalisedDe-emphasizedSTRATEGIC ASPECTS7. rudimentary transactionLabour Management node8.Corporate fancyMarginal toCentral to9.Speed of finaleSlowFastLINE heed10.Management RoleTransactionalTransformational leadership11.Key ManagersPersonnel/IR SpecialistsGeneral/ military control/ business enterprise motorcoachs12.CommunicationIn pick out command13.StandardisationHigh (e.g. parity an issue) total-go (e.g. parity non seen as germane(pred icate))14.Prized management skillsNegotiationFacilitationKEY LEVERS15. survival of the consort bear witnessSeparate, b rangeline taskIntegrated, tell task16. even upJob Evaluation (fixed grades)Performance link up17.Labour ManagementCollective dicker contractsTowards individual contracts18.Job categories & gradesM both a some(prenominal)19.CommunicationRestricted flowincrease flow20.Job Design cleavage of LabourTeam perishAC1.2The Role of Human Resource Management in fructifymentsManagers in the Human Resources profession swallow the essential bloodline of organizing people so that they crowd out effectively perform their stemma commentary. Human preferences professionals treat together to develop employees skills. For example, HR professionals intimate private instructors and supervisors how to assign employees to different roles in the organization, thereby championing the organization adapt self-madely to its environment. In a flexible organization, employee s atomic number 18 shifted around to different business functions establish on business priorities and employee preferences. Human resources professionals to a fault suggest strategies for increasing employee commitment to the organization. This begins with utilise the recruiting military operation or matching employees with the indemnify positions according to their qualifications. Human resources management group up suffices a business develop a competitive advantage, which involves building the ability of the high society so it tramp offer a unique habilitate of peachys or modifyments to its customers. They plunder do this by hiring the decently individuals but its non just about hiring giving it is about hold ining people and helping them grow and baulk committed over the long term.The Human resources team has to identify needs of the employees regarding course goals and deed upon them to make the employees feel most-valuable and set offd by providing them with chartering link up to their field of interest. If the employee does non feel their skills be being utilized fully towards do their duties they forget start to underperform referable to escape of need. Human resources duties besides concern discovering and defining the general objectives of the organization, its explosive charge as well as vision. It does non only take on the depict organization requirements but likewise forecasting the future needs and making strategies for filling them. Human resources team is as well as obligated for ensuring the availability fortraining the employees. Human resources management team insure that if the employees ar properly trained and developed, it muckle prove to be the dress hat investment funds made by the company which allow for definitely furnish quality results in future. Human resources team is amenable for selecting the vanquish workforce from the prospective employees by using the recruitment options li ke, face-to-faceized audiences and group hearings struggle etc.Human resources team is trus iirthy for ensuring employee health and safety by immutable to the employee health and safety regulations and managing grievances and ensuring provisions utilitys to keep employees propeld. Human resources team keep a record of the employee profiles and database so that it can be readily operational at the time of recruitment and staffing and in any case ensuring its confidentiality.AC1.3The role of line managers in HR ResourceThe note managers ar managers to whom individual or teams of employees directly report to and who fool responsibility to a steeper level of management for those employees or teams. make Managers be authorized to direct the work of subordinates and are responsible for accomplishing the organizations tasks. Typically the management responsibilities carried out by line managers might imply Employee managementManaging operational beProviding proficient ex pertiseOrganisation of work parcelling and rotasMonitoring work marchesChecking quality traffic with customers/clientsMeasuring operational functioning. aura managers also carry out activities that such as providing coaching and guidance, undertaking deed appraisals and traffic with discipline and grievances. Line Managers are responsible for ensuring that any staffexperiencing exercise difficulties are managed take awayly and working with the employee to identify measures that could be apply to make better mathematical process. Ensuring the staff member has a full understanding of the consequences of not change, Setting realistic and measurable standards of mathematical operation and an action plan incorpo evaluation targets, standards, deadlines. Line managers manage operational functions that are crucial for the companys survival.Line Manager debt instrument1. Ensuring that any staff experiencing murder difficulties are managed appropriately2. Ensuring the staff me mber has a full understanding of the consequences of not improving3. Placing the right employee on the right lineage4. Starting un analyzeed employees in the organization5. Training employees for mull overs that are new to them6. improving the job feat of to each unrivalled person1.4Impact of the legal and regulatory theoretical account on HRMBritish statute laws have usance laws, affecting topics such as employee abominable record checks, pr exampleing offenders from working in reliable professions these legislations are supposed to protect vulnerable people like children or depart unwonted people from obtaining the job.National stripped net income Act was brought into force to view that employees are getting a h wizardst wage in relation to their work. acquit and Hourly rates The national minimum wage establishes the amount of the minimum wage an employee receives per hour. Human resources managers should continuously verify the accuracy of the amount paid to employeesRace Relations Act 1976 Prevents discrimination be induce of race in practice session. The impact this has in the role is a Varity of different cultural hind endgrounds in the work place and this can have a really positive effect if managed effectivelyAnti-discrimination Sex favoritism Act 1975 Protects men and women from discrimination because of sex in the workplace, this legislation is about equal opportunities in the work place across the sexes men and women in the workplace should be treated equally. disability Discrimination Act 1995 Prevents discrimination against people because of disabilities in physical exertion. The impact this Act will have in the workplace would be there would be a few more disabled individuals in the workplace which will benefit the economy.Equal deport Act (1970) Aspect of the Sex Discrimination LawGives the right for men and women to be paid the same rate of pay, for the same, or equivalent, work Gives individuals the right to the sa me pay and benefits as a person of the opposite word sex in the same employment where the man and woman are doing1. akin grade work2. Work rated as equivalent under a job evaluation study3. Work that is turn up to be of equal value ontogeny policiesHuman resources develop policies to make sure that managers and employees are aware of how these legal restrictions and how to deal with authority violationsAC 4.1thither are many terra firmas for enclosure. Employee termination also can be voluntary, when an employee decides to leave a company for few reason. Reasons can include impossible carrying out or as a result of a change in business conditions for example a recession. border with just causeIn law, termination with just cause means that an action or error by the employee has irreparably damaged the employment relationship between theemployer and the employee. Usually, termination with cause occurs when an employee is turn protrude for a serious reason plug ind to the e mployees conduct. in that respect are seven main Examples of misconduct.1. Theft and dishonesty2. Violence3. medicate and alcohol abuse4. Breach of combine5. Insubordination6. Absenteeism7. Misconduct outside of the workplaceSome common grounds used in termination with cause are1. Fraudulence stealing or joke by the employee that is serious enough to sack up sacque from organisation. 2. Noncompliance an employee frequently breaks organisational policies and discipline has not resulted in a change in behaviour 3. incompetence an employee is incompetent at their job and performance has not amend even though the employee has been pillagen the direction, foundations, training and time inevitable to improve.Incompetent Job PerformanceEmployees contracts whitethorn get cut because the person is unable to perform some or all of the necessary aspects of the job. Before acquittance the employer, should point out their deficiencies during a performance evaluation and pass on co unselling to help her improve. If they show atomic or no improvement, deliberate moving them to a more suitable position, if possible.When employees are hired to work for a company, they are given a job description that outlines the duties theyre anticipate to fulfill. When employees fall short in achieving their goals, managers are faced with deciding whether or not an employees performance warrants his termination. Poor performance can include everything from not hitting target sales goals and overlooking drop details to not missing deadlines. Employees whitethorn also be terminated because they lack the go by means ofledge and skills needed to fulfill depute tasks.Business ConditionsUnfavourable business conditions may force you to lay off employees for frugal reasons as opposed to poor performance. The layoff may be permanent, or the employee may be called back to work if business conditions improveMerger/BuyoutA merger or a buy-out usually requires changes at bottom the go withs structure, which might affect employment. Although the employer is not legally necessitate to do so, some employers offer a severance big bucks to employees terminated under these quite a little.Layoffs if there is a lack of work, or the company is undergoing financial problems the company might lay off employees. The employer moldiness ensure the layoff is fair and legal. Employers mustiness give employees advance bank bill of closings and galvanic pile layoffs. This gives the employees and their families time to adjust to loss of employment and to seek alternative support.Unacceptable Behaviours / for causeYou may need to fire an employee collect to unacceptable behaviour actions can include stealing company property, or verbally or physically threatening former(a) employee. The employee may also display a pattern of disrespectful or mutinous behaviour directed toward you or your supervisors that results in a disruption of your work environment.Absenteeism An employee who misses work frequently or is habitually late negatively affects your businesss productivity and can place an unfair agitate on your other workers. Chronic absenteeism could be a sign that the employee is dealing with job dis merriment.Voluntary redundancyIn a voluntary termination, an employee hands in their notice from their job. Reasons for giving ups have that included a new job, returning to full time education, and retirement. If a contract isnt renewedThis is considered to be a emission, and if the employee has 2 socio-economic classs attend to the employer needs to show that theres a reasonable reason for not renewing the contract Workers have the right not to be unfairly dismissed after two stratums handout when your employer ends your employment they dont eer have to give you notice. If youre dismissed, your employer must show they have a sound reason that they can justify and also that they have acted reasonably in the circumstances They must also be consonant not dismiss you for doing something that they permit other employees doFair and unfair outpouringA freeing is fair or unfair depending on the reason for it and how the employer acted during the dismissal process.Constructive dismissalThis is when an employee resigns because youve breached their employment contract. This could be a single serious event or a series of slight serious events. An employee could claim constructive dismissal if youcut their wages without agreementunlawfully demote themallow them to be harassed, bullied or discriminated againstWrongful dismissalThis is where you break the wrong of an employees contract in the dismissal process, eg dismissing someone without giving them proper notice.AC 4.2 describe the employment take procedures used by two organisations The takings procedures of ASDA trample unrivalled, Resignation handed to personnel managermeasure Two Personal manager informs human resources department. quality tether Employee ha s to return the companies possession of equipment and supplies.Human Resources team is responsible for initiating and noticeing done and through and throughwith the exit process. If the leniency is voluntary HRM invites employee to attend an exit interview to roll up education and improve quality of work life at the organization. The subsidiary reason is to provide closure to the separating employee The exit interview Primary Purpose is to hit information to improve employee relations practices fuck developing trends identify areas of weaknessIdentify areas of strengthExit interviews are also used to understand, and try to identify patterns in, reasons for patience they are conducted face -to-face, by telephone, or as a survey. Focus is on reasons for leaving, reflections on the positive and negative aspects of the organization, level of cheer with non-homogeneous aspects of the organization.Processing a Resignation NHS West Midlands tincture one The Line Manager gives notice to the Human Resources department upon receipt of a resignation.Step two the Line Manager recognizes resignation in writing and forwards the garner of resignation to the Human Resources department.Step Three Line Manager forwards tab of employees last working day and details of any other relevant information to the Human Resources department. The Human Resources department prepares a Termination Form on the home of the information provided by the Line Manager and ensures it is forwarded to the Payroll department in time to meet the monthly deadlineStep Four the Human Resources Department writes to the employee go them An exit audience and enclosing an exit Interview Questionnaire for them to Complete in readiness for the interview. The Human Resources Department forwards the Line Manager a confirmation of avail Proforma to complete and return. The completed proforma will be retained on the employees personnel file and will provide the basis for any employment references given by the BoardInterview is conducted by an appropriate member of the Human Resources team. All information collected remains confidential and is stored in line with the Data Protection Act 1998.4.3AC 2.1 analyse the reasons for human resource training in organisationsHuman Resource (HR) grooming is the practice of determining and analyzing the requirement for and supply of workforce in order to achieve the organizations goals and objectives, fulfill its mission and reach its vision (Mathis & Jackson, 2000).Human resource department know that turn over is of paramount of importance to achieving an organizations objective. This part of my subsidisation will discuss the importance of HR planning and the six locomote of HR planning which harp of1. Forecasting2. breed audit,3. HR Resource externalize4. effectuation of jut5. Monitoring6. Control.HR readiness involves gathering information, making objectives, and making decisions to enable the organization achieve its obje ctives types of questions HRM may consider1. How many staff does the Organization have?2. What type of employees as far as skills and abilities does the alliance have?3. How should the Organization best utilize the on hand(predicate) resources?4. How can the Company keep its employees?The most master(prenominal) reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of any Organizations budget. Whenever there are staff shortages, the organization should be in a position to utilize the skills of employees available more readily.HRM planning determines future employment needs by analyzing current business conditions and current trends within the business, for example over the Christmas close most big high street retailers will employ more short term staff because the prerequisite for redeeming(prenominal)s over the Christmas extent. Identifying these trends and planning for them will let the business be in a more po sitive position to be conducting business. HRP is also concerned with employee turnover within the business as management needs the right employees at the right place to make a profit and benefit the organization.(2.2) Steps in HR PlanningForecastingHR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization. They grim from shorter and medium term objectives Therefore, the HR Plan should have a mechanism to communicate planned Company strategies into planned results and budgets so that these can be converted in terms of numbers and skills required.Inventory afterwards knowing what human resources are required in the Organization, the conterminous step is to take stock of the current employees in the Organization. The HR inventory should not only relate to data concerning number s, ages, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. It reveals what skills are immediately available when compared to the forecasted HR requirements.AuditHR inventory calls for show of data the HR audit requires systematic examination and analysis of this data. The Audit looks at what had occurred in the past and at present in terms of labor turn over, age and sex groupings, training costs and absence. Based on this information, one can hence be able to ring what will happen to HR in the future in the Organization.HR resource planHere we look at career Planning and HR plans. mickle are the greatest asserts in any Organization. The Organization is at liberty to develop its staff at full pacing in the way ideally suit to their individual capacities. The main reason is that the Organizations objectives should be aligned as near as possible, or match ed, in order to give optimum celestial orbit for the developing potential of its employees. Therefore, career planning may also be referred to as HR Planning or duration planning.The questions that should concern us area) argon we making use of the available talent we have in the Organization?b) ar employees satisfied with our care of their growth in terms of advancing their career? Actioning of PlanThere are three basic principle necessary for this first step.1) Know where you are going.2) There must be credenza and backing from top management for the planning.3) There must be knowledge of the available resourcesMonitoring and Control.This is the last stage of HR planning in the Organization. Once the plan has been accepted and implementation launched, it has to be controlled. HR department has to make a follow up to see what is happening in terms of the available resources. The idea is to make sure that we make use of all the available talents that are at our disposition fa ilure of which we continue tostruggle to get to the top.2.3 recruitment and pick process.Recruitment is the process of approximating the available vacancies and making suitable arrangements for their pick and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. The result is a few eligible applicants from which new employees are selected The rest between recruitment and choiceRecruitment is identifying and encouraging potential employees to apply for a job. And Selection is selecting the right candidate from the aggregation of applicants. Goals of selection are to select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position.Selection processSelection process involves a number of steps. The basic ideais to solicit upper limit possible information about thecandidates to turn back their suitability for employment1). bac k of ApplicationsProspective employees have to fill in some crystalise of application forms. These forms have information about the applicants like their achievements, experience.2) Selection try onsSelection tests to know more about the candidates or to reject the candidates who cannot be called for interview.4) Interview The basic idea here is to come about out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates5) Approval by appropriate bureauSuitable candidates are recommended for selection by the selection committee or personnel department. Functional heads concerned may be approving authority. When the approval is received, the candidates are sensible about their selection and asked to report for certificate of indebtedness to specified persons.6) Placement afterward all the formalities are completed, the candidates are primed(p) on their jobs initially on probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization.Recruitment and selection process at TataHaving received the applications, the next step is to esteem applicants experience and qualifications and make a selection. Screening part is to adjudicate the application and evanesce applicants whose profiles do not match the job requirements, Short-listing of CVs received from various sources are screened by the HR function within a week of starting time of sourcing activity.Knowledge and aptitude test is conducted for all trainees and laterals recruits. The result of test will be criteria for short listing /screening candidates for the purpose of interview. psychometric Test is done to find out the CRISP fit.While hiring at Tata, they look for the following attributes C Customer FocusR Result preferenceI Initiative and SpeedS Self ConfidenceP fretfulness for achievementInterviewThis is powerful technique used to assess the capabilities/skills of the candidate and to understand the softer aspects that a difficult to measure from resumes. After finalizing a date and time, short-listed candidates are invited for an interviewSelection Process and interviews for Tata motor cars sequence of written/online tests and interviews1) Aptitude Test0-30 proceedingsAptitude Test2) adept Test30-60 MinutesTechnical Written3) Psychometric Test4) Group Discussion5) HR Interview0-30 MinutesHR Interview6) Technical Interview0-30 MinutesTechnical InterviewTechnical subjects to study for written test Theory of Machines, Automobile engineering, swimming Dynamics and Machinery. The Psychometric test questions the test the way you handle situations under different circumstances. Recruitment at AsdaPhase one Applications are registered through Asdas online recruitment system, Asdas HR team then shortlist appropriate candidates for interview or an assessment nerve centre. Two documents are lively here a job description and a personal specification. These inform applicants and help managers select the candidates that best match the requirements for the position.Step two attend the assessment centre kn stimulate as either Asda realism this provides an opportunity for candidates to demonstrate their strengths which align to Asdas culture, beliefs and way of working. Step three interviewonce selected, the final part of the recruitment process involves providing appropriate training. At Asda, each new colleague is put into a specific training plan intentional for their role. (2.4)The first build of recruitment at Asda is automated you can upload your curriculum vitae and edit your personal details on line, this way it makes it simper for the recruiters to narrow down the employees they would like. Asdas online recruitment process has improved the speed and efficiency of recruitment, making applications easier for cand idates and selection faster for management. On the second phase is really about meeting your potential employer and selling your skills and experience to see if you could fit in with the organisations overall vision.The recruitment and selection at Tata is far more compound than that at Asda this is because of the more highly consummate aspects of the work. Phase one is based on receiving applications for the vacant position. Phase two evaluate applicants experience and qualifications and make a selection. Screening purpose is to evaluate the application and eliminate applicants, whose profiles do not match the job requirements, Phase three are tests to test the competence of potential employees theses test consist of technical and written aspects Phase quadruple is the Human resources interview and phase quin is the technical interview.L03Appraisals and gets system at Tata Motors are based on key results area. There are reviews at regular intervals, promotions are based on per formance, and productivity and rewards comes in the form of profit linked incentives schemes. ordained appraisals can affect your career thoroughfare with fast track options for high performers and interviews for positions higher(prenominal) up managers positions. Tata motor company employees have appraisals twice a year whereby employees get feedback which gives them a come across to look at their approach of working, The necessary steps are also undertaken for employees who deviate from their goalsTata motors have introduced a comprehensive system of quarterly appraisals whereby each employee selects their own key results areas or goals and every quarter they have the chance to go back and asses their own performance against the parameters. For many front line employees these performance related quarterly payouts designed to reward them with incentives for their performance. Tata Motors have midterm reviews for all employees that have had positive appraisals creating an expec tation of a remuneration rise twice a year if they perform well. At Tata employees and supervisors can set up joint participations goals this method often leads to employee commitment along with smart goals precise precise and detailedMeasurable with criteria for determing advancement and success Achievable attainable hardheaded RelevantTime related Grounded in a time frameThis system is commonly known as 90 percentage point appraisal system. Performance rating Process at Tata MotorsExceptional indorserSignificant contributorPerforms consistently and substancly above all exceptions in all areas Performs exceptionally well in all areas.Achieves a final score of greater than or equal to 115%Achieves final score between 100-114%Consistently delivers on pass targetsVersatile in their areaproactiveLittle or no directionSpots and anticipates problems, implements solutionsSets examples for othersSees and exploits opportunities.Take ownership of own developmentDelivers ahead o f timeCoaches otherSees wider impact across businessDemonstrates business initiativeFocuses on whats favorable for the businessSelf motivatedHerzberg want theoryFrederick Herzberg in 1966 came up with a theory that job motivators were closely attached to job And the motivators appeared to arrive at motivated behavior whereas hygiene factors produced dissatisfaction From the way Tata motors conducts its appraisals and gives incentives I can see they severely believe in some key points Herzberg mentioned in 1966 regarding performance, recognition, advancement and growth, giving employees with good appraisal reports promotions and pay rises will motivate employees and lead to extreme job satisfaction Factors direct to extreme dissatisfactionHygiene FactorsFactors leading to extreme satisfactionMotivatorsCompany-policy & administrationAchievementSupervisionRecognitionRelationship with supervisorWork itselfWork conditionsResponsibility honorariumAdvancementRelationship with peersG rowthPersonal lifeRelationship with subordinatesStatus earnestAsda used 360 degree feedbacks for appraisal in this process employees are assessed based personal and professional skill sets, customer service and multitasking skills to see if they can perform fourfold tasks under pressure. For slightly senior employees they consider coaching skills to be an essential part of leadership skills. In this process they pass judgment how a person can train the subordinates. Apart from that it also judges the counsellor skills of the people that help them in point the subordinates in expanding responsibility and capacity and doom work according to their individual potential. Asda has redesigned 360 degree design to develop the employee performance through the process like Individual bonus, programThe individual bonus factor is used to promote the best employee from their performance. This process aims the organisational objectives through the employee performance. As the Result of this process, the employee survey conducted in ASDA that shows the individual bonus process will be a great success through the high level of employee commitments and improvements through the self-motivation.In 1911 the engineer Frederick Taylor published one of the earliest motivational theories. According to Taylors research, people worked purely for money this approach of paying workers by results was good for the business. The outcome was greater production but gave little opportunity, encouragement or time for employees to think for themselves or be creative in what they did. This limited peoples development and their use within the company equal recognitionPeer recognition is the upstart performance appraisal process also includes in the 360 degree process. This process is to award and acknowledge an individual for their outstanding performance in the company. This would be could be more non-financial factors based which can motivate employees to improve their output. One such fa ctor may be the desire to serve people others may be to improve personal skills or achieve promotion. Employeesare more motivated if they feel content in their work. This often happens when their employer creates a good working environment where employees feel valued, generally through increased communication and being asked for their opinions. Employee motivation is also likely to be higher if the organisation invests in its staff through training and development. In turn this enhances their knowledge, skills and their intellect of job satisfaction. Positive and negative financial backing plays a vital role in motivation in the work place in the form of 1. Praise for good work2. Encouragement3. Constructive criticismThe organisations leader should always communicate the organisations culture, values and beliefs to the group members. Performance feed backTeam leaders should constantly provide feedback to members on 1. How they are doing in their task and in the team2. How results are progressing in comparison to plans and standards set out for them melt down back is essential both for motivational and for learning and development to adjust performance and bring it back in line where necessary to the original plan. The manager should motivate his or her team, both individually and jointly so that a productive work place is maintained and developed and at the same time employees derive satisfaction from their jobs. .ReferencesPhillip, Harris. Managing the Knowledge Culture. Human Resource Development Press, March 2005.Johnston, John. Time to Rebuild Human Resources. Business Quarterly. Winter 1996.Mathis, Robert L., and John H. Jackson. Human Resource Management. Thomson South-Western, 2005Ulrich, Dave. Delivering Results A New mandatary for HR Professionals. HarvardBusiness School Press, 1998.Gary, Dessler. Human resource management, Eleventh fluctuation 2005Subba, rao. Essentials of HR Management and Industrial Relations, Fourth Edition 2007