Contributions of Human Resource Management to Organizational Success - Coursework Example

Human Resource Management Name Date Course Introduction The human resource management is an important function within an organization that is aimed at maximizing the performance of the employees in order to meet the strategic objectives of their employers. The concept plays an essential role in an organization in terms of linking the employees to the management. The human resource department is also responsible for carrying out different activities within an organization for the purposes of ensuring that organization is able to meet its goals and objectives. Recruitment of the employees and performance appraisal are some of the activities that are usually carried out by the human resource department. Creating a positive work environment is also an important concept of human resource management (Woods, et al, 2011). This is considering that a lot of challenges are usually faced by organizations during their operations. Balancing the organizations practices and regulations is also an important concept of human resources management. This plays an important role in terms of ensuring that the operations of the organization are in compliance with the legal requirements. The human resource functions are usually performed by trained experts in the field of human resource management. The paper thus discusses the concepts of human resource management in relation to management of pay, reward and recognition system and identifying the strategies to motivate the employees. Contributions of Human resource management to organizational success The human resource management plays an important role in terms of determining the success of an organization. Human resource management is responsible for the employee experience in an organization throughout their employment cycle (Ivancevich, 2010). The experience of the employees in an organization determines their level of performance and hence the determining the success of an organization. It is also important to note that employees who are well paid and motivated perform well and hence leading to the organizational success. The human resource management is responsible for motivating the employees in order to enhance their performance. Training and development of the employees is the function of human resource management. This process enables the employees of the organization to obtain more skills and knowledge for the purposes of enhancing the operations of the organization. Training and development of the employees plays an important role in ensuring that an organization is able to be more competitive and satisfy the needs of the customers. The human resource management is also responsible for overseeing the leadership within an organization. Leadership within an organization plays an essential role in terms of determining the ability of an organization to succeed. The human resource management therefore promotes good leadership within an organization and hence leading its success. The organizational culture of the organization also determines the success of an organization. This is through determining the way that the employees will be required to operate and conduct themselves. The success of an organization is thus dependant on the human resource management concepts and activities. Human resource management activities and its introduction in organizations Identifying strategies to motivate the employees Motivating the employees is an important human resource activity. Motivating the employees is usually for the purposes of ensuring that the organization is able to attain productivity (Lin, 2011). The goals and objectives of an organization can only be attained when the employees are motivated. The motivation of employees plays an essential role in promoting a good working environment while at the same time improving on the quality of the work within an organization. Different strategies are usually used for the purpose of motivating the employees. Providing an ethical climate is one of the human resource management strategies of motivating the employees. An ethical climate enhances the confidence of the employees. The presence of ethics ensures that the practices within an organization are conducted in a professional way. This also includes the treatment of employees. When the employees are treated in an ethical manner, they are usually motivated and hence improving on their performance. Ethics also promotes accountability within an organization and this improves on the treatment of the employees (Ostrom, 2010). Openness with an organization is also an important strategy that is usually used in the human resource management for the purposes of motivating the employees. This is usually incorporated in the organizational culture of the organization. Openness within the management motivates the employees as the can report any issues or raise any issues in the course of discharging their duties. Openness plays an essential role in ensuring that the issues of the employees are dealt with in an open and fair manner. Putting in place personal development plans for the employees is also a human resource management strategy. The personal development plans are for the purposes of assisting the employees to attain their goals and objectives (Leiter, 2010). Providing a coaching and mentorship program in the organization plays an essential role in motivating the employees. Such programs are also for the purposes of ensuring that the employees are happy with the organization and their job. It is also important to note that a happy employee is a motivated employee. The empowerment of the employees is also an important strategy that is usually used by the employees for the purposes of motivating them. The empowerment strategies can be incorporated in the organizational culture and hence ensuring that the employees are fully motivated. The motivation of the employees plays an essential role in ensuring that the needs of the employees can be addressed. Rewarding the employees to reinforce positive behaviors is also an important strategy for the purposes of motivating the employees. The rewards should not necessarily involve money but it should be meaningful to the employee (Roopnarain, 2014). On the other hand, it is also important to note that recognizing the employees in front of their peers is an important form of motivation. The motivation of the employees plays an essential role in terms of ensuring that the employees are able to deal with the new challenges. It is also important for the human resource management to ensure that the organizational culture ensure that leaders are role models within the organization. Management of pay, reward and recognition systems The financial resources of the organization are important in terms of ensuring that the organization is able to pay its employees. The human resource management plays an important role in ensuring that an organization is able to manage the payment of the employees (Kryscynski, 2011). This is through close working relationship with the financial department which is responsible for the implementation of the payment. The management of pay is usually achieved through ensuring that the organization recruits and implements the payments that are sustainable. On the other hand, it is also important to note that the main strategy that is usually used for the management of payment is to ensure that the organization only spends on activities that are necessary. Prioritization of activities is usually done for the purpose of ensuring that the pay is managed. Pay rise and recruitment is usually carried out by the human resource management based on priority. Reward is also an important aspect of human resources management. The reward in most cases is usually used for the purposes of motivating the employees. It is also important to note that the rewards are sometimes of financial form. On e of the important strategies for rewarding the employees includes a pay rise. The payment of the employees may be increased due to good performance. The rewarding of employees may be costly depending on the number of employees who are supposed to be rewarded (Druker, 2013). The human resource management concepts usually set limits when it comes to the rewarding of the employees. This strategy is for the purpose of ensuring that only the deserving employees are rewarded. Another strategy of rewarding the employees is when their performance or actions leads to the profitability of the organization. This is mainly common among the commercial organizations. Promoting and enhancing the brand image of the company among the customers or members of the public is usually attracts rewards from the organization. Promoting the employees who display outstanding performance is also a common strategy by the human resource management. The rewards within an organization is not only limited to the employees but also teams and departments which perform well (Manzoor, 2011). The recognition of the employees is also important in organization. This is for the purpose of ensuring that any employee who posts an outstanding performance is recognized. The recognition strategies of human resources management are almost similar to the reward strategies. One of the strategies that are common in the human resource management is the setting of standards for the recognition of the employees. Requirements based on exemplary performance have are usually set by the human resource departments for the purpose of ensuring that the employees are usually recognized. Mentioning the employees and their outstanding performance is also an important form of recognition. Recognition plays an essential role in terms of inspiring the other employees in the organization to perform their duties well. The employees who have performed well in their duties can be recognized in public and also promoted. The employees may also receive financial or non-financial gifts as recognition for exemplary performance. The reputation of the employees who are recognized is usually enhanced among their colleagues. The human resource management strategies therefore play an essential role in improving the performance of employees. Links between the two practices and its capacity to meet the strategic objectives The motivation of the employees is closely linked to the rewarding, recognition and management of the pay. Rewarding and recognizing the employees is one of the methods that are usually used for the purposes of motivating the employees. On the other hand, it is also important to note that the process of rewarding and recognizing the employees of an organization may require financial resources. This therefore requires the management of pay for the purposes of ensuring that the employees are motivated and recognized for their outstanding performance. The process of rewarding and recognizing the employees also plays an essential role in terms of ensuring that the organization is able to achieve its goals and objectives (Björkman, 2011). Recognizing the employees is an important aspect of motivating the employees to perform better in their duties. This therefore plays an essential role in ensuring that the organization is able to meet its goals and objectives. The recognition and motivation of the employees also plays an essential role in ensuring that the employees are happy in the organization. This is also important in reducing the employee turnover in the company. The reduction in the turnover rates is important in ensuring that the organization is able to carry out its operations without the need for replacements which affects the goals and objectives of the organization. Rewarding the employees also leads to the employees to perform more challenging tasks for the purposes of ensuring that they are recognized and rewarded. This has the potential of ensuring that the organization is able to meet its goals and objectives. Openness and ethics is also promoted in the organization which plays an essential role in ensuring that trust is maintained between the employees and the management. This is important in ensuring that the organization is able to meet its goals and objectives by creating a good working environment. Conclusion In conclusion, it is evident that the human resource management plays a vital role in ensuring that an organization is successful. This is achieved through the human resource activities that have positive impacts on its goals and objectives. It is evident that the motivation which is one of the human resources management activities plays an important role in improving on the morale of the employees. The motivation strategies also promote good performance within an organization. Rewarding and recognizing the exceptional performance of the employees is also an important human resource activity. This can be achieved through financial and non financial measures. On the other hand, it is also important to note that the recognition and rewarding of the employees plays an essential role in ensuring that the company is able to meet its goals and objectives. List of References Lin, H, 2011, The effects of employee motivation, social interaction, and knowledge management strategy on KM implementation level, Knowledge Management Research & Practice, 9(3), 263-275. Woods, C, et al, 2011, Management: The Essential, New York: Pearson Education. Ivancevich, J, 2010, Human Resources Management, New Jersey: McGraw Hill Publishers. Björkman, I, 2011, The global challenge: International human resource management, McGraw-Hill Irwin. Ostrom, A, 2010, Frontline employee motivation to participate in service innovation implementation, Journal of the Academy of Marketing Science, 38(2), 219-239. Roopnarain, K, 2014, The effects of nonfinancial and financial measures on employee motivation to participate in target setting, The British Accounting Review. Leiter, M, 2010, Work engagement: A handbook of essential theory and research, Psychology Press. Kryscynski, D, 2011, Invited editorial: drilling for micro-foundations of human capital–based competitive advantages, Journal of Management, 37(5), 1429-1443. Druker, J, 2013, Reward Management: A critical text, London: Routledge Publishers. Manzoor, Q, 2011, Impact of employees motivation on organizational effectiveness, European Journal of Business and Management, 3(3), 36-44. Read More