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Assignment on Human Resources Management

Added on - 16 May 2020

Rights and Responsibilities of Employers and Employees

The human resources enhancement is associated with the promotion and selection of the practices of HR that is present in Telenor to illustrate different roles that would be related to the company. There are some different techniques that are used by the Telenor for the job design exercise- job enlargement, job simplification, job rotation, job enrichment. Different methods are frequently used at Telenor training for on - job training, job rotation, monitoring and coaching and etc. Appropriate training Employees need training and certification to achieve growth and success in the near future. One of the roles of the HR management of Telenor Company is to provide employee motivation. 

(PDF) A Case Study of Motivation Theories application

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Human Resources ManagementAssignment 2Assessor Name: Lai Yee MyoSubmitted By: Kaung Thant Sin
ContentsIntroduction................................................................................................................................4Motivations in Telenor...............................................................................................................4Financial reward.........................................................................................................................4Incentive program..................................................................................................................4Bonus......................................................................................................................................4Profit-Sharing.........................................................................................................................4Non- Financial reward................................................................................................................5Choice of work.......................................................................................................................5Appropriate training...............................................................................................................5Opportunity to symbolize the company.................................................................................5Job Satisfaction..........................................................................................................................6Job Design..................................................................................................................................6Job Rotation...........................................................................................................................6Job Enlargement.....................................................................................................................6Job Enrichment.......................................................................................................................7Motivation Theories...................................................................................................................7Maslow’s Hierarchy of Needs Theory...................................................................................7Maslow’s Hierarchy of Needs and Wants..............................................................................7Herzberg’s Two-Factor Theory..............................................................................................8Significance of Cooperation.......................................................................................................9Contract of Employment............................................................................................................9Type of contracts......................................................................................................................10Full time contract.................................................................................................................10Part time contract.................................................................................................................10Zero hour contract................................................................................................................10Agency contracts..................................................................................................................10Employer and employee responsibilities and rights.............................................................11Disciplinary procedure.........................................................................................................11Employee involvement.............................................................................................................12Employee involvement Methods..........................................................................................12Building workshops.............................................................................................................12Quality Circle.......................................................................................................................13Open and honest feedback...................................................................................................13
Role of an employee.................................................................................................................13Employee performance............................................................................................................14Performance Measurement.......................................................................................................14Managing Performance in Telenor...........................................................................................16Employee training and development........................................................................................17Result of performance management and measurement...........................................................18Benefits of performance management in Telenor Myanmar...................................................18Conclusion................................................................................................................................19References................................................................................................................................19
IntroductionThe motivation of employees is a crucial success factor for the innovative andchallenging organization. The employees without motive can easily pretend their motivation,but the Telenor realizes no additional benefits. Motivator factor comprises physiologicalneeds for growth and recognition which includes achievement, recognition, work itself,advancement and possibility of personal growth and responsibility. If the Telenor can use thesuitable motivation methods, the company can explore more effective and effeicntient byhigher productivity with the help of motivated employees.Motivations in TelenorHuman resources presently operate in Telenor that look after the employee motivationalong with this they also look at redefined human resource practices of numerous otherdepartments that are related to the present scenarios of the organization. The human resourcesenhancement is associated with the promotion and selection of the practices of HR that ispresent in Telenor to illustrate different roles that would be related to the company.This rolebrings the consistency in measuring the position of the employees. One of the roles of the HRmanagement of Telenor Company is to provide the employee motivation. The humanresource team makes use of the different ways to motivate employees.[CITATION SBa12 \l1033 ]Financial rewardFinancial reward is typically known to describe all financial means of pay offered byan employer to a worker in return for their effort and contribution, skills, and work was done.Money is considered to be a panacea used to have solved the most problems. Therefore,money should be the most crucial factor for motivating employees. These are commission,bonus, profit-sharing and etc.[ CITATION Ada \l 1033 ]CommissionCommission is a choice of an individual to do a special piece of work. It is a work thatsomeone is asked to do or is paid to conduct the activity. It is a payment of a part of revenueor profits from a sale or deal that is given to a person who arranges or conducts the deal in aproper manner. Commission is a specific amount that is given to an individual for selling aparticular plan.In telecom Myanmar the commission is responsible for formulating the policy related totelecommunication for taking approval from the government. It is evaluated that commissionalso takes into consideration budget for the department of telecommunication for each andevery financial year. It also considers implementation of the government policies so that
each and every matter can be considered in a proper manner. For example if the sales personis given target to sell the number of plans per month. If the plans are sold more commission isgiven to a person according to the sale of the plan per person. Telenor will provide highercommissions to retailers and distributors in small towns to adopt a strategy to enhance thesale of point by making SIM cards and mobile recharge coupons. Increment is given onexisting commission and it helps to motivate retailers and to generate more business. It isevaluated that if proper commission to the sales person then positive outcome can be attainedin an effective manner (Min et al., 2014).BonusBonuses are offered to the employee's one and only year per year or at a definitenumber of scheduled intervals each year. This additional amount is not guaranteed by theemployees as the amount might vary from the several thousand pounds (or it depends uponthe job performed by the employee).Telenor is paying a bonus to the best employees as areward twice a year[ CITATION Dum17 \l 1033 ].Profit-SharingOrganizations set a percentage of the profit-sharing programs for the employees fromtheir earnings. It totally depends on the work performed by the team members, the betterperformance by the team members leads to the higher payments. Employees of the companytend to work harder and smarter when workforces have a monetary stake in the organization.[CITATION Dum17 \l 1033 ]Non- Financial rewardNon-financial rewards work as retention and motivation strategies for the company.These rewards include the incentive programs and policies which are going to help thecompany in motivating and retaining the employees in Telenor.Telenor prefers non-financialrewards to commercial ones due to their effectiveness. Some of the non-financial rewards areused by the company to provide the incentives to their best performing IT members.There isa lot non-financial reward has been used in today. Example, Choice of work,Appropriatetraining, Opportunity to represent the company.[ CITATION Aru \l 1033 ]Choice of workA beneficial non-financial reward is giving an opportunity to workers to perform theactivity that they enjoy doing best. In Telenor, one of the experienced IT people who isworking as a manager in the branch was not comfortable in handling managerialresponsibilities.An employee required a purely technical role. So, transported him to thehead office and provided a position he was excited about it.
The employee has been with the organization for more than 15 years at present andhas recognized as the best employee who has contributed to innovation in the company.[ CITATION Aru \l 1033 ]Appropriate trainingEmployees need training and certification to achieve growth and success in the nearfuture. Companies can also provide the non-monetary rewards to staff in terms of the flexibleworking hours and free time to employees for their educational pursuits. Most of thecompanies provide the on-job training to the employees to enhance the practical experiencewherever possible. Different methods are frequently used at Telenor training for on-jobtraining, job rotation, monitoring and coaching and etc.[ CITATION Aru \l 1033 ]Opportunity to symbolize the companyWhenever a member of staff describes as the organization, there is a feeling of pride.The company motivates the employees by sending them to attend seminars and conferencesin the foreign countries. Telenor Company sent their IT team members to an internationalconference so that they can gain the vulnerability to worldwide technologies along with thefinest practices in telecommunication. The employees are also getting an opportunity to visitand explore different places.[ CITATION Ada \l 1033 ]Incentive programSome incentive programs can be non-cash based, instead offering something else ofvalue to an employee. Some incentive programs are also arranged in the Telenor Myanmar asmotivation. Examples include paid time off, flexible work hours, career enhancementopportunities, preferred parking, and use of a company car or sporting or event tickets.Furthermore, the company can arrange the other Incentives program like lunch with the bossor the opportunity to take on choice projects for excellent project managers.[ CITATIONLis17 \l 1033 ]Job SatisfactionJob satisfaction is essential to high productivity, motivation and low employeeturnover. Employers face the difficulties of finding ways to increase job content, so theirbusinesses stay competitive. A global economy of separating consumers has placed demandson employers never before seen. Employers face the difficulties of maintaining productivity,profitability as well as keeping their workforce engaged and satisfied with their jobs. Thereare a lot of ways increase job satisfaction. In this method, it’s demonstration step by step.[ CITATION Gre \l 1033 ]Provide a positive working environmentReward and recognitionInvolve and increase employee engagement
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(PDF) A Case Study of Motivation Theories application

The report it is concluded that Telenor Myanmar should give focus on enhancing the cooperation between the employer and the employee and also on maintaining a proper culture of the organization. These effective strategies can help the organization to accomplish its goals and objectives in the proper manner. Herzberg's Two-Factor Theory, also known as Motivation-Hygiene Theory, states that some characteristics of a job are related to jobs satisfaction. Further, Telenor offers charity programs so that the employees of the company can also get involved in the project of CSR (Corporate social responsibility). The aforementioned facts are the link between motivation and reward systems that are carrying out in Telenor. Significance of Cooperation Employee cooperation is considered an important element of human resource planning.