top of page

Welcome To
Human Resource
Management

The Value of Setting HR Objectives

Think of HR objectives as a roadmap for a business's people side. They help in many ways:

​

Employee Engagement:

  • Value: Happy employees are more committed and motivated, which boosts productivity and reduces turnover.

  • Method: Encourage open communication, recognise and reward achievements, and create a positive work environment. For example, organise team-building activities to foster strong interpersonal relationships among your employees.
     

Talent Development:

  • Value: Developing your employees' skills and knowledge benefits both them and your business. It enhances their career prospects while ensuring a skilled workforce.

  • Method: Offer training programs, mentorships, and career development opportunities. Imagine providing workshops and courses that empower your employees to acquire new skills and advance in their careers.


Training:

  • Value: Equipping your workforce with the necessary skills directly impacts their job performance and your company's overall success.

  • Method: Implement structured training programs tailored to specific roles. For instance, if you run a tech company, you might offer coding boot camps or certification courses for your IT team.


Diversity:

  • Value: A diverse workforce brings various perspectives and experiences to the table, fostering creativity and innovation.

  • Method: Actively promote diversity and inclusion in your hiring processes. Ensure your workplace is welcoming and respectful of all backgrounds. Celebrate cultural events and encourage cross-cultural collaboration.


Alignment of Values:

  • Value: When employees' values align with your company's mission and values, they are more likely to work cohesively towards common goals.

  • Method: Clearly communicate your company's values and ensure that your recruitment process includes an assessment of whether candidates share these values. Create an environment where employees feel their values are respected.

​

Number, Skills, and Location of Employees:

  • Value: Having the right people with the right skills in the right places ensures efficient operations and growth.

  • Method: Conduct workforce planning to determine how many employees you need, what skills are essential, and where they should work. This can involve recruitment, retraining, or even considering remote work options.
     

Now, let's not forget that achieving these HR objectives can take different approaches:

​

Soft HRM: Think of it as the friendly and collaborative side of HR. For example, if your HR objective is "Employee Engagement," you might organise team-building activities, encourage open communication, and provide opportunities for employees to voice their ideas. This approach focuses on creating a positive workplace culture where employees feel valued and motivated to give their best.
 

Hard HRM: Now, let's explore the more structured side of HR. If your HR objective is "Efficiency," you may set clear job roles and expectations, monitor performance closely, and implement strict procedures. In this approach, the emphasis is on getting the job done efficiently and effectively, often through well-defined rules and processes.
 

Imagine you're running a retail store. Your HR objective is "Talent Development." With soft HRM, you might offer mentoring programs where experienced employees guide newcomers, fostering a supportive learning environment. On the other hand, with hard HRM, you could implement a structured training program with clearly defined goals and assessments to ensure employees acquire specific skills.
 

Balancing these approaches depends on your business's needs and goals. Sometimes, a mix of soft and hard HRM can be the winning formula.
 

So, whether you're nurturing a friendly and collaborative work environment or ensuring efficiency and productivity, understanding HR objectives and the methods to achieve them is like having the keys to building a motivated and skilled team – a key ingredient for business success!

Making human resource decisions: improving organisational design and managing the human resource fow

 

Organisational Structure Models:

Functional Structure: This model is akin to an assembly line, where different departments handle specific functions. For instance, a manufacturing company might have separate divisions for production, marketing, and finance. This structure is efficient for specialisation but can sometimes hinder communication and innovation between departments.

​

Product-Based Structure: In this model, each product or product line has its own dedicated team. Think of Apple, where they have distinct teams for iPhones, MacBooks, and other product lines. This structure allows for focused expertise but may lead to duplication of functions across product teams.

​

Regional Structure: Companies with a global presence often adopt regional structures. Each region operates somewhat independently, addressing local needs while following the overall company strategy. This structure enables localization but can sometimes create inconsistencies in global branding.

​

Matrix Structure: Imagine a web of interconnections. This structure combines elements of the functional and product-based structures, allowing employees to belong to multiple teams. It's like a project manager collaborating with both the marketing and development teams. This fosters cross-functional collaboration but can lead to power struggles and conflicts.

​

Influences on Organisational Design:

Authority: This determines who holds decision-making power within your organisation. In a centralised structure, top management makes most decisions, while in a decentralised structure, decision-making authority is distributed across various levels.

​

Span: This refers to how many employees report to a single manager. A narrow span of control means fewer employees report to one manager, leading to more layers in the hierarchy, whereas a wide span means one manager oversees a larger group.

​

Hierarchy: It defines the chain of command. A top-down hierarchy has clear levels of authority, while a flatter hierarchy has fewer layers, promoting quicker decision-making.

​

Delegation: This involves assigning decision-making authority to lower-level employees. More delegation empowers employees but requires clear guidelines and supervision.

​

Centralisation and Decentralisation: Centralisation means decisions are made at the top, while decentralisation allows decisions at lower levels. Striking the right balance is crucial for effective decision-making.

​

The Value of Changing Organisational Design:

Consider a software company that transitions from a functional structure to a matrix structure. This shift enables cross-functional collaboration, fostering innovation and quicker responses to customer needs. For instance, a marketing manager can work directly with developers to tailor campaigns for new software releases. Such flexibility can lead to a competitive edge in the fast-paced tech industry.

​

How managing the human resource flow helps meet human resource objectives:

Human Resource Plan: This is like a roadmap for your HR activities. It outlines staffing needs, skill requirements, and strategies for talent development. Imagine it as planning the cast, crew, and rehearsals for a blockbuster movie.

​

Recruitment: Finding the right people for your organisation is like casting the actors for a play – each role must be filled with the perfect fit. For example, a tech startup scouting for top-notch programmers seeks candidates with the skills and passion to bring their vision to life.

​

Training: Sharpening the skills of your workforce is akin to honing the talents of musicians in an orchestra. Consider a retail chain offering customer service training to its employees to enhance the shopping experience and create a harmonious customer journey.

​

Redeployment: Shifting employees within the organisation to better align with business needs is like rearranging pieces on a chessboard. For example, moving a talented marketing executive to the product development team can infuse fresh perspectives into product strategy.

​

Redundancy: When positions become obsolete or downsizing is necessary, handling layoffs with care and fairness is vital. It's akin to managing a theatre's cast reductions due to changing audience preferences – challenging but necessary for the show to go on smoothly.

​

By optimising your organisational design and managing the flow of your human resources effectively, you're setting your business up for success. Just as a ship needs a well-thought-out design to navigate stormy seas, your organisation needs a structure and HR practices that align with your goals to sail smoothly through the competitive business world. It's all about finding the right design and crew to ensure a prosperous voyage!

The Benefits of Motivated and Engaged Employees

 

Imagine your workplace buzzing with energy and enthusiasm. That's the magic of motivated and engaged employees – they're like the secret sauce of business success. Let's explore some key theories of motivation that help us understand why this is so vital:

MORE INFO ON THE 3 MOTIVATION THEORIES ON CONCEPTS & MODELS PAGE!

​

Taylor's Scientific Management:

Theory Overview: Imagine a bustling factory during the early 20th century, filled with workers performing repetitive tasks on an assembly line. Frederick Taylor's Scientific Management theory acted as a guiding light for optimising industrial efficiency. Taylor believed that employees should have specific, well-defined roles, and their performance should be intrinsically linked to financial incentives. Essentially, he proposed that by maximising each worker's efficiency and compensating them based on their output, businesses could achieve peak productivity.

​

Real-Life Example: Think back to the early days of car manufacturing. Taylor's principles were applied meticulously in factories. Assembly line workers had their roles precisely defined, and they were motivated to produce a set number of car parts daily. Those who exceeded their targets earned extra pay, which acted as a powerful motivator for enhanced productivity. Taylor's approach revolutionised manufacturing efficiency, shaping the foundation for modern production systems.
 

Maslow's Hierarchy of Needs:

Theory Overview: Visualise a pyramid comprising five levels, each representing distinct human needs. The base encompasses physiological needs like food, shelter, and safety, while the pinnacle represents self-actualisation, the realisation of one's full potential. Abraham Maslow's Hierarchy of Needs theory suggests that people are motivated by a hierarchical sequence of needs. As lower-level needs are satisfied, individuals strive for the fulfillment of higher-level needs.

  • Physiological Needs: These are the most fundamental needs, including food, water, air, and shelter. Fulfilling these basic requirements is vital for survival, and they serve as the foundation of the hierarchy.

  • Safety Needs: Once physiological needs are met, individuals seek safety and security. This includes personal safety, employment stability, health, and financial security.

  • Belongingness and Love Needs: At this level, people desire social connections, relationships, and a sense of belonging. It encompasses friendship, intimacy, family, and a supportive community.

  • Esteem Needs: With social needs satisfied, individuals seek self-esteem and respect from others. They desire recognition, status, and the feeling of accomplishment.

  • Self-Actualisation: This is the highest level, where individuals aspire to reach their fullest potential, achieve personal growth, and pursue their passions and creative endeavors.

 

Real-Life Example: Imagine an employee's journey within a company. Initially, the company ensures that employees have a safe and comfortable work environment, addressing physiological and safety needs. As workers become part of the organisation, they build friendships and professional relationships, satisfying belongingness needs. Through recognition of their contributions, they achieve esteem needs. Finally, the company provides opportunities for skill development and personal growth, enabling employees to work towards self-actualisation. By understanding and addressing these needs effectively, the company cultivates motivated and engaged employees.

​

Herzberg's Two-Factor Theory:

Theory Overview: Picture two distinct sets of factors influencing job satisfaction and dissatisfaction – hygiene factors (or maintenance factors) and motivators. Frederick Herzberg's Two-Factor Theory posits that hygiene factors (such as salary, working conditions, and job security) can prevent dissatisfaction but don't necessarily motivate. True motivation arises from motivators (like recognition, responsibility, and personal growth).

​

Real-Life Example: Consider a sizeable corporation's approach to motivating its workforce. The company ensures competitive salaries, comfortable workspaces, and job security, addressing hygiene factors to prevent employee dissatisfaction. However, to truly motivate their employees, they implement a recognition system, offer opportunities for skill development, and provide more significant responsibilities (leveraging motivators). This strategy not only prevents dissatisfaction but also fosters genuine motivation and engagement among employees.

 

In summary, these three motivation theories serve as critical lenses for understanding and enhancing human motivation in various settings. Just as an artist selects different brushes for different parts of their masterpiece, managers and leaders can draw from these theories to tailor their motivational strategies to meet the unique needs and aspirations of their employees. By doing so, they create workplaces where motivation thrives, driving both individual and organisational success.

​

How to Improve Employee Engagement and Motivation:

Now, let's explore some practical strategies for boosting motivation and engagement, both from a financial and non-financial perspective:

​

Financial Methods of Motivation:

Piece Rate: Imagine you're a factory worker, and your pay is directly linked to the number of items you produce. The more you make, the more you earn. This approach motivates employees to increase their output, knowing that their hard work directly impacts their income.

​

Commission: Picture a team of salespeople earning a percentage of each sale they make. As they close more deals, their earnings rise accordingly. This financial incentive fuels their drive to perform at their best, knowing that their efforts lead to higher pay.

 

Salary Schemes: Consider an employee receiving a fixed salary each month, regardless of their performance. This approach provides financial stability, ensuring that employees can meet their basic needs consistently.

 

Performance-Related Pay: Think of a bonus tied to achieving specific performance targets. This method encourages employees to strive for excellence, as they know that exceeding expectations can lead to extra rewards in their paychecks.

​

Non-Financial Methods of Motivation:

Empowerment: Imagine a workplace where employees have the autonomy to make decisions about their work. Empowered employees feel a sense of ownership and responsibility, motivating them to excel and take initiative.

 

Team Working: Picture a collaborative environment where teams work closely together to achieve common goals. This fosters a sense of belonging and encourages employees to support one another, resulting in increased motivation.

​

Flexible Working: Imagine an employee who can choose their working hours or even their work location. Flexible working arrangements can significantly improve work-life balance, making employees more content and motivated.

​

Job Enrichment: Consider a job where employees are given more challenging and meaningful tasks. This approach makes work more interesting and rewarding, enhancing motivation and job satisfaction.

​

Job Rotation: Visualize employees regularly switching between different roles within the company. This helps prevent monotony and provides employees with a broader perspective, which can reignite their motivation.

​

Influences on the Choice and Assessment of Methods:

Selecting the right motivation methods depends on various factors, such as the nature of the job, employee preferences, and the organization's culture. For example, a sales team might benefit from commission-based incentives, while a creative department may thrive on job enrichment and empowerment.

​

Assessing the effectiveness of these methods involves collecting feedback from employees, tracking performance metrics, and evaluating whether the chosen methods are achieving the desired outcomes. For instance, if an empowerment initiative results in improved collaboration and innovation, it's a sign that the method is effective.

 

Motivating and engaging employees is a bit like nurturing a garden – with the right care and attention, your workforce can blossom and drive your business toward success. Just as a skilled gardener understands the needs of each plant in their garden, effective HR managers know that a tailored approach to motivation is key to building a thriving workplace.

Making human resource decisions: improving employer-employee relations

 

Influences on Employee Involvement in Decision-Making

Picture a workplace where employees have a say in vital decisions. This doesn't happen by chance; it's influenced by various factors. Employee involvement methods can take the form of trade unions and works councils.

 

Trade Unions: These are organisations formed by employees to represent their interests and negotiate on their behalf. In the UK, unions like Unite or the National Education Union (NEU) advocate for better wages, working conditions, and other benefits. The presence and strength of these unions can significantly impact the extent to which employees are involved in decision-making.

 

Works Councils: In some organisations, works councils are established to facilitate communication between employees and management. These councils provide a structured forum for discussing issues affecting employees. The existence and effectiveness of works councils play a crucial role in shaping employee involvement.

​

Real-Life Example: Let's take a large manufacturing company as an example. If a robust trade union exists within this company, it can negotiate with management on behalf of employees regarding pay increases, work hours, and health and safety measures. This level of representation ensures that employees have a say in significant decisions that affect their working conditions.

​

Managing and Improving Employer-Employee Communications and Relations:

Effective communication is the cornerstone of good employer-employee relations. Employers must establish channels that allow for open and transparent dialogue.

 

Regular Meetings: Scheduled meetings between management and employee representatives can create a platform for discussing concerns and feedback. For instance, a monthly roundtable discussion may cover topics like workload, health and safety, or training opportunities.

 

Feedback Mechanisms: Employers should encourage employees to provide feedback, whether through suggestion boxes, surveys, or digital platforms. This input can help identify areas for improvement and enhance morale.

 

Conflict Resolution: When conflicts arise, addressing them promptly and fairly is crucial. Employers can establish grievance procedures to handle disputes professionally, ensuring both sides have a fair hearing.

 

Real-Life Example: Picture a tech company with a diverse workforce. To improve communication and relations, the company initiates regular feedback sessions with employees. These sessions allow employees to share their thoughts on workplace culture, workload, and potential improvements. Additionally, the company provides a confidential platform for raising concerns, ensuring that employees feel heard and valued.

 

The Value of Good Employer-Employee Relations:

Positive employer-employee relations benefit both parties and the organisation as a whole. When employees feel valued and engaged, they tend to be more motivated and productive. Additionally, strong relations can reduce turnover rates, lower absenteeism, and enhance the overall work environment.

​

Consider a retail chain that invests in good relations with its employees. By fostering an environment where employees are heard, respected, and rewarded for their contributions, the chain experiences reduced staff turnover. Happy, motivated employees provide better customer service, leading to higher customer satisfaction and, ultimately, increased profits.

​

In conclusion, harmonious employer-employee relations contribute to a productive and collaborative work environment. Employers who recognise the value of open communication, employee involvement, and conflict resolution create workplaces where both individual and organisational success can flourish. Just as a harmonious orchestra produces beautiful music, harmonious employer-employee relations yield positive outcomes for all.

bottom of page