logo

Human Resources Retention and Selection in Business Groups

   

Added on  2020-12-10

12 Pages2695 Words383 Views
 | 
 | 
 | 
Business ManagementProject
Human Resources Retention and Selection in Business Groups_1

Table of ContentsINTRODUCTION...........................................................................................................................1Conclusion.......................................................................................................................................6REFERENCES................................................................................................................................8
Human Resources Retention and Selection in Business Groups_2

INTRODUCTIONHuman resources are the integral part of the organisation and the success of businessgroups depends on the fact that how effectively these human resources perform their role. It is achallenging task for the companies to retain and recruit skilled human resources which can meetthe expectations and goals of company (Lopez-Cotarelo and Nicolini, 2015). In this report wewill analyse the three different articles which will explain the impact of motivation onperformance of these human resources. It will also describe the significance of self efficacy andreward system on motivation and efficiency of these human resources. Journal 1– Nujjoo, A., & Meyer, I. (2012). The relative importance of different types of rewardsfor employee motivation and commitment in South Africa. SA Journal of Human ResourceManagement/SA Tydskrif vir Menslikehulpbronbestuur, 10(2), Art. #442, 10 Article 1Aim and objectiveAim – To investigate relationship between intrinsic and different extrinsic rewards with intrinsicmotivation and affective commitment.Objectives- The objectives of study were to evaluate what types of rewards are provided bycompanies in south Africa to motivate employees. it also investigates on employee satisfactionwith different types of rewards with respect to two factors intrinsic motivation and affectivecommitment through which employee relationship is maintained. Question main thesisThe research is conducted to highlight on areas that helps in motivating employees. there aremany factors through which better culture can be developed (Kuvaas, Buch and Dysvik, 2018).the main question on which research is based is to identify relationship between intrinsic rewardsand affection. This is done to analyse how employee relations are maintained in South Africa.Moreover, what is the main factor that led to high quality of life. There are many other thingsrelated to employee motivation and management. along with this, the research focus on differenttypes of rewards that are provided and how it impacts on employee relationship. Methodology used in this article1
Human Resources Retention and Selection in Business Groups_3

Research approach – the research is been conducted by using correlational design. in this crosssectional method is used and questionnaire is distributed to collect data.Research methods – Here, data sample are collected by using non probability sampling method.In this sample of 399 employees is taken. Data analysis- The data was analysed using bivariate correlations and multiple regressionmethod. Also, affective commitment scale is been used to interpret data. Main findingsOn intrinsic motivational scale the Cronbach alpha was .75. this showed that employee washighly motivated. On non intrinsic motivational scale Cronbach alpha was .80. it indicated highlevel of job satisfaction. On extrinsic non monetary scale Cronbach alpha coefficient was .93. itindicated that employees were having strong relations with their supervisor and thus satisfiedwith extrinsic non-monetary rewards (Porter, Riesenmy and Fields, 2016). At last on extrinsicmonetary scale Cronbach alpha coefficient was .91. it stated that employees were highly satisfiedwith rewards provided by company. From research there were three findings evaluated that is as follows :- Firstly, there is a relationship between all types of rewards investigated and the twooutcome variables. Secondly, this relationship is stronger for intrinsic than for extrinsic rewards Thirdly, monetary rewards do not account for the variance in intrinsic motivation abovethat of non-monetary rewards.It states that all types of rewards enable in building effective relationship. It also benefits increating a high performance workforce. It is analysed that employee are satisfied more whenthey are given intrinsic rewards. Moreover, in conjunction to non monetary rewards, monetarypredict employees affection management. Besides this, it shows that highly educated employeesin South Africa non-monetary, particularly intrinsic rewards contribute more to creatingcommitment and intrinsic motivation.SummaryThis research throws light on relationship between intrinsic and extrinsic rewards and affectionmanagement. It has been found that there is positive relationship between both. Also, affectivemanagement is developed by organisation when they provide fairness in salary and bonus. Thisshows company commitment towards employees. this study describes that employees in South2
Human Resources Retention and Selection in Business Groups_4

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Critique Of Research Methodology
|6
|1483
|27

Project Management in High-Tech Organizations
|10
|2144
|59

Employee Motivation and Reward Systems
|16
|5267
|205

Impact of Rewards System on Employee Performance in Delivery Industry
|27
|9476
|279

The Role of Motivation on the Performance of Employees in Walmart
|15
|3272
|356

Self-Motivation and Well-being in Higher Education
|5
|1225
|397