Role of HR Management in Employee Motivation and Innovation

This case study explores the role of HR management in fostering employee motivation and innovation within a company. It discusses the importance of HR in developing a culture of creativity and talent, as well as the impact of HR policies on employee performance. The study concludes by highlighting the significance of HR in building a strong workforce and achieving organizational goals.

Case study

TABLE OF CONTENT
INTRODUCTION......................................................................................................................2
MAIN BODY.............................................................................................................................2
CONCLUSION..........................................................................................................................4
REFRENCES.............................................................................................................................5

INTRODUCTION
Human resource management is one of the most important business arena which
enables to foster an innovative management culture among employees who are not only kept
highly motivated with dynamic working parameters, but also enable in building culture
within company. The report explains various parameters of HR management role and how it
enables in gaining motivation among employees working in company and also in developing
evocative talented working strength for long term (Chowhan, 2016).
MAIN BODY
Human resource management is considered to be the most important department
within company business role where the role and function is highly pragmatic to keep all
employees working within company to keep motivated and trained, further retained for
longer term. The HR enables to focus on delivering best targets among employees working
performance strengths and in focusing to bring high growth factors which prepare individuals
for greater development strengths. The HR department keep close eye on the job roles
selection, recruitments and functionally training them for higher business skills along with
proper supervision and effective monitoring of all objectives which pertain to bring higher
creativity. HR professionals have role to bring higher creativity and functional strengthening
of various working pertaining parameters of employees which develops stronger working
strength among them. They are highly focused to bring innovation and creative development
among their functional roles to keep highly convenient friendly business organisation for
further acknowledgment of business objectives on stronger focus and in redevelopment of
business departments. Overall company environment can be developed and recreated with
large technical efficiency with innovative policies set by HR which enable to develop
stronger focused team employees where the business ethics are followed immensely to get
the set targets completed within set time periods (Donate,Peña and Sanchez de Pablo, 2016).
The HR department has role to leverage higher creativity and talent onto board where
recognition, higher motivational working parameters keep them retained into company for
long term effectively . HR policies have strength and wide implications potentiality to bring
strong yielding energy of innovation within company employees through which they seek for
higher functional working roles and diverse strengths to keep them retained within business
scenario for longer business terms. The HR policies within departments have revolutionary
focus and determinants which impact them for technical effectiveness and working

fundamentals to keep them stringent functional approaches for higher creativity. HR
Executives look upon various fundamentals onto which stronger training can be provided to
employees working within all departments to cater huge growth perspectives with various
new relative strength and key fundamentals to achieve the set performance targets. A
company is known for the way employees are able to deliver services and products
production which enable to foster higher creativity among company operational strengths and
work as face of brand onto various parameters (Dumont,Shen and Deng, 2017). The complete
functional working parameters which enable to gain higher developed working scenario in
company can be understood with the way HR operations are run in company for higher
business objectives. The department is responsible to deliver the best workforce which is
operational and pragmatic with set objectives of company onto higher goals and enable to
deliver higher rational development among all departments.
The set rational targets and development business framework enables to cater
stronger working efficiency onto larger extent which create larger working avenues into the
channels of employees and promote their set objectives. HR department has also the role to
train and build them competitive to bring stronger creativity among their operations which
will enable company to gain stronger technical efficiency among their operations and also
develop higher business objectives. The HR is also responsible to provide strong leadership
to all employees working in company which keeps them retained for longer time with high
motivation and also pragmatically keep them motivated for higher future creativity and
functional approaches. HR department keeps check on employees motivation horizons where
they are entitled to be given various intrinsic as well as extrinsic motivation for higher
rational technical effectiveness and gaining new rational parameters to keep them yielding to
new objectives. HR technically keeps all employees technically trained for new rational
creativity which builds new channels onto which they can be trained and diversified for new
functional gaols. The roles and operational strengths enable brainstorming among employees
through which they can explain their new ideas, share innovation they bring forward and also
to potentially develop diverse culture within all departments which they can also programs
out new rational parameters towards company set targets. HR department needs to keep on
evolving the set targets and new training programs for all employees through which large
synergy is created onto various new rational functional strengths for higher objectivity. The
HR department creates functional paradigms within company where all employees look

forward to new relative development zones and higher efficiency among their roles to keep
them diversified for growth and functional strengths (Tzabbar, Tzafrir and Baruch, 2017).
HR department looks up to employees working strengths where the resources which
are given to employees enable to cater higher objectives and develop new pertaining power
and technical development onto various parameters. HR department looks before various
paradigms which keeps employees motivated to keep functionally active towards their set
roles and pertain new functional roles through which they are diversely active towards
company set targets onto various business goals. The rational fundamentals keep high focus
onto various new working strength through which employees look before new roles and
functionally develop new paradigms to train them.
CONCLUSION
The report has concluded various factors of HRM which enable to develop company
business framework and employees strength onto various roles for higher longer networking
chains through which proper supervision is also being given to all employees. Report also
concludes various paradigms onto which HR department plays an active role in significantly
developing new workforce which is collectively working towards innovation and higher
gaols development for functional strength (Vanhala and Ritala, 2016).
REFRENCES
Books and journals
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between
strategy, HRM practices, innovation and organizational performance. Human
Resource Management Journal. 26(2). pp.112-133.

Donate, M. J., Peña, I. and Sanchez de Pablo, J. D., 2016. HRM practices for human and
social capital development: effects on innovation capabilities. The
International Journal of Human Resource Management. 27(9). pp.928-953.
Dumont, J., Shen, J. and Deng, X., 2017. Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and
employee green values. Human Resource Management. 56(4). pp.613-627.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and
organizational performance using moderating meta-analysis. Human
Resource Management Review. 27(1). pp.134-148.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.