Impact of Contemporary HR Practices on Productivity and Motivation

Human Resource Practices 1
HUMAN RESOURCE MANAGEMENT AND PRACTICES
Name
Tutor
University
City/state
Date

Human Resource Practices 2
Task One: Impact of Contemporary HR Practices
Introduction
Human resource practices refer to the strategic guidance system that is used to coordinate the
functionality of human capital within an organization and which tend to be in coordination with
the executive business plan. The essential strategic asset for any given organization is the stock
of competence. They can be termed as the most competitive advantage when they are given more
attention, and the organization they work for is willing to invest in them with the aim of
developing their skills in the workplace. These practices are responsible for dictating how your
stock of competence will operate on your behalf with the aim of achieving the objectives of the
company (Lai, Saridakis and Johnstone 2017).
Human resource practices are normally strategic since they represent a guidance system which is
critical and synchronizes with the organization’s business plan. It also forms a base that support
the manner in which the organization’s human capital will operate on the business behalf. The
transformation of personnel management into Human resource management is responsible for
shaping up into people asset management. The contemporary HR practices involve the
development of a transparent and trustful environment which entails the publication of internal
policies. This is because employees and managers have the certainty about the equal and fair
treatment of all employees.
Literature Review
To some extent, human resource practices may involve the formulation of techniques used for
measuring and analyzing the effects of a particular reward program awarded to human capital. It
may also involve the creation of programs within the organization to reduce the work related

Human Resource Practices 3
injuries by building a framework which will ensure the laws of employment are adhered to. As
opposed to the earlier HR practices which were inflexible, the contemporary HR policies and
practices are quite flexible in addition to the fact that they navigate managers and employees
(Naveed et al .2017, p. 4). They set realistic expectations.in this case, the contemporary HR
policies and practices are in tandem with the corporate values and the cooperate culture.
According to Fiorito (2001), the modern HR policies have created a room which pays close
attention to innovation and does not build barriers to the organizational development. In this era
of globalization, it is becoming very challenging for firms to acquire, balance by maintaining and
optimizing the stock of competence in the organization. There are many justifiable Human
Resource practices that affect the retention, productivity, and motivation of the workers in an
organization (Fiorito 2001, p.16). These practices include the image of the company, availability
of learning opportunities and recognition of performance, rewards and working conditions.
Retention services involve the practices put in place to make sure that the stock of competence
remains comfortable at work so as to improve their job satisfaction thus retaining them in the
organization.
According to Naveed et al. (2017), there are several contemporary HR practices that impact on
the productivity level of the human capital in addition to their motivation. These practices as
denoted by Lai, Saridakis and Johnstone (2017) include performance appraisal, job satisfaction,
and employee turnover, teamwork, training and motivation, employee participation among
others. As elaborated below, the above HR practices do impact greatly the motivation and
productivity of workers in a firm or organization.
Performance appraisal

Human Resource Practices 4
Sarker (2017) argues that performance appraisal generally refers to the comparison between the
past performance of workers and the present performance. According to Rue and Byars, (2005),
performance appraisal refers to the process of determining and communicating how the human
capital does their jobs and come up with a plan for improving the process of carrying out work
responsibilities. It provides an updated form of the employee’s performance. Furthermore, it
identifies training needs thus coming up with plans for developing the employees. This is a tool
used for measuring the performance level of the human capital in any organization within the
given standards which are predetermined and is applied across the globe where the performance
level of any employee is ranked (Sarker 2017, p.7). It is a systematic, annual and periodic
process of evaluating the value of an individual worker’s job performance, his/her productivity
and job rotation in relation to some pre-established criteria and the objectives of the organization.
It also involves the consideration of other aspects such as organizational citizenship and mode of
behavior, whether the employee has potentials for future improvements, strength, and
weaknesses which are considered for measuring the standards of the employee (Lai et al. 2017,
p.13).
The performance appraisal system is an essential and vital drive that tries to find better and more
appropriate and cost-effective method of evaluating job performance. It is responsible for
creating a positive working environment and motivating workers to put more efforts so that they
can rank higher on the appraisal scale (Sarker 2017, p.11). If the appraisal process is not
accurate enough and based on the description of the current job, it may have adverse effects o the
employees thus demotivating them to work leading to low productivity. On the other hand, the
use of adequate knowledge and direct experience of human capital performance plays a more
significant role in motivating the workers to give out their best.