Role of HR Manager in Motivating Employees

This report discusses the role of HR manager in motivating employees and the theories of HR and motivation. It focuses on the case of Marks and Spencer in the UK.

Human Resource
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
Role of HR manager in motivating employees............................................................................3
Theories of HR and motivation...................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
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INTRODUCTION
Human resource management plays an important role within organisation by effectively
managing different individual that are working in the enterprise. This report is about Marks and
Spencer that operates in United Kingdom having number of employees that work together so that
company can gain competitive advantages. HR manager effective manage various resources and
people so that company can achieve its desired objective and expand its market share.
Role of HR manager in motivating employees
Human resource department of Marks and Spencer perform various activities and
function in order to select, hire and recruit high qualified and knowledge employees so that need
of customers can be fulfilled. HR department plays crucial role in enhancing performance and
productivity of individual so that better experience can be provided to customers. It plans various
strategies and step that need to be taken to influence different individual that are working for
common objectives. HR manager of company continuous monitor and supervise performance of
different individual so that right techniques can be used to effective manage people and get
higher outcome (Jiang and Messersmith, 2018). Employees of Marks and Spencer are highly
influence and motivated by HR manager as it plan for continuous growth and development of
employees. HR manager also organise training and development program so that individual can
easily perform their respective duties and contribute highly in growth and expansion of business.
Various theories and model, techniques are used by HR of M&S so that it can effective motivate
large number of different individual to work as team for common goals. HR also decides
compensation, reward and recognition or punishment in terms of salary cut need to be given to
individual so that it can be influence to work effectively. It is also responsible for
implementation of policies, procedure and arrangement of various resources and effective
working environment so that particular person can easily perform its roles and responsibilities.
HR by providing equal opportunity to all individual helps in brining equality and satisfying
needs of each individual beyond their expectancy. HR performs all function that helps in
motivating individual as it main objective is to effectively utilise most important resource that is
human for growth of organisation (Tariq, Jan and Ahmad, 2016). Therefore it can be illustrated
that HR plays key role in motivating and influencing various employees of company to put their
best so that it can grow and survive in the industry.
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Theories of HR and motivation
Various theories of HR that are used by HR manager of Marks and Spencer to recruit select
and hires and motivate employees to perform in definite manner. Such as:
Theories of performance: There are two main objective of HR such as to increase performance
of employees and motivation level or commitment so that they can perform their responsibilities
and roles effectively. There are four main functions that need to be performed by manager to
effectively motivate employees like planning, organising, controlling, leading and controlling for
better option of business (Berber, Đorđević and Milanović, 2018). HR manager of Marks and
Spencer continuous plans for growth and development of people helps in motivating employees
to enhance their performance and productivity. Systematic organisation of resource and
technology provide ease and comfort to employees to effectively perform their responsibilities.
Theories of motivation: There are various theories of motivation that helps in influencing
individual to put extra effort so that company can expand its business operation across
worldwide. There are various motivation theories such Maslow needs hierarchy and Herzberg’
motivation that are used by HR manager to effectively manage different people within M&S
such as:
Maslow need hierarchy: This theory explains various things that motivate individual to work
hard thus it identify needs and wants of particular individual (Mishra, 2017). It stated that an
individual get motivate when its basic need are satisfied such as food, shelter and clothe and
need, requirement of individual keep on increasing as one needs is fulfilled.
Physiological need: every individual perform different function and activities in order to earn
better living and fulfil its basic requirement such as food, clothing and house. Therefore HR
manager of Marks and Spencer provide attractive compensation, incentives to attract younger
generation to work effectively so that company can gain its objectives.
Safety and security need: After satisfaction of basic need of individual HR manager of
company need to find another ways that can motivate individual such as safety and security.
Employees of Marks and Spencer are highly satisfied and happy with company as HR manager
continuous planned for better health and safety of people that are working in organisation.
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Company has also conducted insurance of people, provide medical facilities and have taken
various measures to ensure better health of people while working in the enterprise.
Social needs: Most of the employees like to be socialised with other individual therefore HR
manager continuous find new ways to provide good and innovative working environment so that
individual can easily work as a team. HR of Marks and Spencer also encourage view, ideas to
individual and build strong relationship between employees so that they can coordinate with each
other to complete particular task.
Self esteemed needs: After satisfaction of all basic, safety and security need HR manager need
to think method in which it can reward and recognise employees within organisation that have
put their best so that company can gain their desired objectives (Nobari and et.al., 2018).
Employees of Marks and Spencer are rewarded and recognise through use of innovative
technology such as social media that helps in encouraging other employees to effective work to
get same reward and recognition.
Self actualisation needs: HR manager of Marks and Spencer through continuous evaluation of
individual performance find that people that have gained high knowledge, recognition and have
worked for number of year are motivated when they are provided challenges work. HR manager
promote employees that have much skilled and knowledge in particular area so that it can be
motivated to work more effectively for company goals.
CONCLUSION
From the above report it can be concluded that Human resource department helps in
motivating employees through use of effective theories and model. It can also be stated that HR
helps in retaining employee’s satisfaction, loyalty thus reduce chances of high labour turnover
within firm.
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REFERENCES
Books and Journals
Berber, N., Đorđević, B. and Milanović, S., 2018. Electronic human resource management (e-
HRM): A new concept for digital age. Strategic Management, 23(2). pp.22-32.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: a meta-review of strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.6-33.
Mishra, P., 2017. Green human resource management: A framework for sustainable
organizational development in an emerging economy. International Journal of
Organizational Analysis, 25(5). pp.762-788.
Nobari, A.R and et.al., 2018. Environmental concerns and green human resource management: A
meta-synthesis. Plant Physiology, 8(4). pp.2573-2576.
Tariq, S., Jan, F. A. and Ahmad, M. S., 2016. Green employee empowerment: a systematic
literature review on state-of-art in green human resource management. Quality &
Quantity, 50(1), pp.237-269.
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