Importance of Human Resource and Motivation Theories in Chanel

This article discusses the importance of human resource management and motivation theories in Chanel, a leading fashion brand. It explores the role of motivation in employee loyalty and productivity, and the implementation of Herzberg's theory and McGregor's Theory X and Theory Y. The article also highlights Chanel's strategies for enhancing motivation, such as interactive brainstorming sessions and financial incentives.

HR case study

Table of Content
INTRODUCTION...........................................................................................................................2
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................5

INTRODUCTION
Human resource department is the most essential departmental role within management
to bring on best workforce commitment and higher scale competent diversity. Chanel as one of
the best fashion brand has skilled employees, based on varied range of wide scale marketing
goals among customers market. The report will be analysing human resource importance,
motivation meaning and theories building work growth efficiency among workforce.
Human resources are set of people which make up competent workforce of business
structure within corporate working aspects for keeping fundamental scale varied growth. Chanel
has the best human resource management with the best professionals working with aim to create
advanced vision oriented growth within workforce development. The department of human
resource associates with employees recruitments in various departments based on skills,
motivating change in the structure and building talent management. Human resource
professionals have role to implement the best diversity of employees within company culture,
evolve towards new targets and for strengthening innovation on various platforms (5 Ways To
Truly Motivate Your Team In 2020). The four main areas of human resource are talent
management, compensation and benefits, training and development, HR compliance and
workplace safety.
Reason and practical willingness, goals for keeping up with benchmarks of services are
highly essential for stronger employee motivation. By building motivation employees desires
can be reached on for generating loyalty and stable competitive market presence, on which
motivation strategies plays stronger technical role. Motivation is essential for strengthening
working parameters at wider potentialities' growth aspects which yields on stronger quality
management delivery. Chanel aims to keep motivation active among employees within various
departments on which aim is to enhance vision oriented scale domains, generate new specific
platforms for competitive goodwill. Motivation can be divided into intrinsic and extrinsic
motivation where intrinsic motivation examples such as work recognition, autonomy within job
role generates imperative wide scale growth. The extrinsic motivation are related to higher rise in
salaries, incentives and bonus which are monetary in structure. Also, leaders by being
motivating towards new targets will be able to deliver wider diversity to determine corporate
strength optimistically (Oluwatayo and Adetoro, 2020).

Motivation theories have profound role to play while planning work growth among
employees to build strong talented teams within departments, where Chanel aims to evolve as
one of the best fashion brand. The motivation theories implementation plays essential role for
bringing varied range of growth in employees working culture. Herzberg's theory of motivation
also known as the two factor theory states that certain factors in workplace that cause job
satisfaction are motivators which are based on achievement, recognition and work
responsibility. Motivator factors productively raises morale of employees at Chanel to generate
new range of functional innovation profoundly and generates loyalty for their services. The
other factor which causes job dissatisfaction are the hygiene elements where structure and
premises should be hygienic. Hygiene factors are essential for motivation among employees for
leading towards positive work culture, and to enhance new strength within vision oriented
growth (Aburumman,Salleh and Abadi, 2020).
MC Gregor Theory X and Theory Y refers to two styles of management which are
authoritarian and participative. Managers using this approach trust people to take ownerships in
their works for effective varied growth and structural efficiency. Productively giving rise to
wider dynamic performance oriented development where brand has been operatively expanding
on new domains of motivation among employees. Theory X explains importance of heightened
supervision, external rewards and penalties which create varied scale competitive functional
efficacy. Theory Y highlights motivating role of job satisfaction by motivating role with job
satisfaction and encouraging employees to approach new tasks imperatively in longer time run
(Kerdpitak and Jermsittiparsert, 2020).
Above discussed theories have been identified to be widely crucial for practical
motivating work culture and new advanced scale growth towards new competent aspects.
Motivation theories have varied range impact in keeping stable workforce in company for longer
time run and to potentially bring forward new informative varied scale growth.
Chanel is French Fashion house brand providing high class luxury fashionable ready to
wear clothes, products catering to innovative business demands and accessories. The brand has
wide number of stores in all parts of world with large range of skincare, make-up products
making it one of the most popular brand. Chanel serves its customers with the best premium
quality and wide range of fashionable products around the globe. Chanel uses the best strategic

management to train employees on best skills, on motivation grounds and to informatively bring
on wider scale connective paradigms (Mashhady, Khalili and Sameti, 2021).
Chanel has taken various steps to enhance motivation among employees within various
departments for improving work loyalty imperatively and strengthening new ideas actively. New
steps that can be taken for motivation of employees where Chanel aims to evolve further for
competitive scale connective horizons. There are regular interactive brainstorming sessions held
within company enable employees to share varied ideas effectively and generate imperative new
productivity within varied platforms. Leaders are highly encouraging towards varied platforms
for keeping up new essential strength of vision oriented growth in longer time run. Also HR
aims to put forward recognition within work responsibilities among employees to boost morale
imperatively, generate new strength in wider scale aspects. HR has been also conducting
performance analysis aspects within monitoring programmes which enhances motivation
competitively and brings forward strategic varied growth on component levels. Leaders focus on
giving incentives as financial extrinsic motivation for achievement of employees, which also
plays strong role for competent scale varied growth (How To Motivate Your Staff In 2020,
2019).
Chanel with its promising quality served to all customers, aims to yield on varied wider
productive market reach competitively. Training programs are held at regular intervals within
company where leaders train employees with the best skills commercial expertise. There has
been varied technical growth recently in employee engagement practices by leaders where quest
operative excellence is focused on.
CONCLUSION
The report has concluded human resource to be widely essential aspect, on which Chanel
as one of the best brand in fashion retail industry aims to generate best working fundamentals.
Research further concluded Herberg two factors theory and Mc Gregors Theory X and Theory Y
which Chanel uses for competitive skill growth among employees. There are brainstorming
sessions and financial incentives given to employees for strengthening motivation, productivity
in longer time frame.

REFRENCES
Books and Journals
Aburumman, O., Salleh, A. and Abadi, M., 2020. The impact of human resource management
practices and career satisfaction on employee’s turnover intention. Management
Science Letters. 10(3). pp.641-652.
Kerdpitak, C. and Jermsittiparsert, K., 2020. The impact of human resource management
practices on competitive advantage: Mediating role of employee engagement in
Thailand. Systematic Reviews in Pharmacy. 11(1). pp.443-452.
Mashhady, A., Khalili, H. and Sameti, A., 2021. Development and application of a service
design-based process for improvement of human resource management service
quality Business Process Management Journal.
Oluwatayo, A. A. and Adetoro, O., 2020. Influence of Employee Attributes, Work Context and
Human Resource Management Practices on Employee Job Engagement. Global
Journal of Flexible Systems Management. 21(4). pp.295-308.
Online
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