HRMT20024: HRM Theories & Employee Motivation - Annotated Bibliography

This annotated bibliography presents a compilation of five peer-reviewed journal articles focusing on Human Resource Management (HRM) theories and their application in motivating employees. The articles cover diverse aspects such as the impact of HRM practices on employee, organizational, ...Read More

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Introductio
n
For the given study the subject of human resource management is chosen, on
which 5 articles has been selected. Annotated bibliography of five relevant
journal articles will be done, which will mainly focus upon theories of
Human Resource Management and the ways that are implemented to
motivate employees at work places. Summary of the theories that are used in
each article will be mentioned alongside with the research methods used for
the same.
The challenges that are faced by the employees due to low motivational
factor and high stress level at workplace will be given special focus for each
chosen article.
Article 1 Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R.J.
and Van Beek, S., 2014. HRM and its effect on employee, organizational
and financial outcomes in health care organizations. Human resources for
health, 12(1), p.35.
Key words: HRM, Health care, Job satisfaction, Financial outcome,
Organizational outcome, Employee outcome, Net margin, Client
satisfaction, Sick absenteeism
The given article attempts to improve techniques that can be implemented in
Human Resource Management department within an organisation for
improving performance level of employees. Relevant findings are added
from the existing literature which can help to improve the financial and

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Healthcare performance of an organisation. Special focus is also given to
ensure that high employee performances are related to greater level of job
satisfaction. The method used for the given study is the use of unique data
sets based on ActiZ benchmark in Healthcare. Essential data are therefore
being collected from 162 organisations in Netherlands. Survey has been
conducted from 61,000 individuals, 42% response rate was obtained.
Essential financial data are also collected for monitoring the financial
performance. The major findings of the article suggest that HR practice in an
organisation is directly related to financial outcomes, which indicates the net
profit margin; organisational outcomes, which indicates the client
satisfaction rate; and performance outcomes, which indicates the job
satisfaction rate of employees. It can also be noted that that level of job
satisfaction is related to the health status of employees. Hence, from the
findings of the given article it can be concluded that high level of job
satisfaction is directly related to health status of the employees and financial
outcomes of an organisation.
It can often be said that with better level of job satisfaction it is possible to
achieve higher organisational performance. The mental and Physical health
status of every employee is highly important as it decides on the level of
performance level and skills that are improved with time. This relationship
between HRM performance and organisational performance is highly
essential to understand that contemporary issues in a business organisation.
High performance of employees is an important function of market position
of an organisation in the contemporary period. It is also one of the important
ethical duty of every organisation to ensure proper physical and mental

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health are maintained by every employees. Hence, from the findings of the
given article it is possible to establish effective relationship between the
health status and financial outcomes of employees in an organisation. It is
also essential to timely collect information about the performance level of
every employee This will help to highlight upon the causes of poor
performance.
From the findings I will be able to incorporate new methods of financial
startegies that can help in the process of job motivation for the employees. It
will therefore be possible to implement better sustainnbility at workplace.
Article 2 Zarei, E., Najafi, M., Rajaee, R. and Shamseddini, A., 2016. Determinants of
job motivation among frontline employees at hospitals in Tehran. Electronic
physician, 8(4), p.2249.
Key words: job motivation, work motivation, frontline employee, teaching
hospital
The given article has attempted to determine the motivational factors that
affect Frontline employees in ShahidBeheshti University of Medical
Sciences (SBMU) in Tehran, Iran. Investigators had used the method of
cross sectional study in order to collect information from 300 employees of
the hospital in the form of random sampling method. Questionnaires was
framed, which consisted of 42 survey questions within the 7 domains of
motivational factors. The analysis of the collected data was done in the form
of independent sample T test and SPSS software was used for the same.
From the findings of the given data it is possible to establish relationship
between job motivational factors and employee performance in the chosen

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Hospital. The Friedman test was used for establishing relationship among
different parameters. From the findings of the given study it is possible to
conclude that employee motivational factor is highly essential for the
Frontline Healthcare workers. It is also essential to improve the
communication level between the Healthcare workers in an organisation.
This will help them to promote essential factors that are associated with
improving health care service in a community. It is also possible for the
Healthcare workers to establish a better prospect in the given sector as they
are able to overcome challenges in the Healthcare career domain.
The given study has focused upon the importance of implementing effective
human resource management plan in Healthcare organisation. The quality of
Health Service that are provided to the society is highly dependent upon the
skills and performance level of the medical professionals. Due to the higher
level of challenge and stress that are encountered in the Healthcare sector is
one of the major cause of Burnout experience among the workers. It is also
important to note that with growing population in the society new form of
challenges are often been encountered by the medical professionals. This
highly increases the workload of the Healthcare workers as they are forced
to work under difficult situations. Motivation is the primary factor that can
help them to overcome all form of Burnout challenges and implement
effective Healthcare decisions and Critical period. Communication is also
another essential element for HRM in Healthcare sector. With proper
communication it is possible for the Healthcare employees to gain essential
knowledge about the strategies that can be implemented to overcome the
rising Healthcare challenges.

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With these findings I will be able to understand the importance of the job
motivation factors. I can also incorporate new job motivational strategies for
the health care work department.
Article 3 Dean, A.A., 2015. Emerging Trends of Human Resource Management.
Anusandhanika, 7(2), p.40.
Key words: competitive advantage, skill development, human potential
The give an article has discussed about the innovative strategies that needs
to be implemented in Human Resource Department. In the context of the
modern business environment, Human Resource Department plays a
important role in implementing competitive advantage policies. The future
growth rate and sustainability factor within an organisation is highly
dependent upon the capability of the employees to make most of the existing
business environmental situation. In order to collect death information about
the given topic, the investigator has conducted interview of the human
resource managers. Secondary information are also collected from relevant
journals and articles. With the help of the same it is possible to compare the
changes that took place in strategy making process of Human Resource
Department. The findings of the research suggest that in the modern period
business organisation are implementing innovative strategies to develop
upon the skills and motivation level of every employee Effective leadership
theories are used in the given article to describe the importance of
implementing motivational factors within the human resources department.
The research has concluded that essential soft skill development programs
are essential in all sectors of business. This can help the employees to

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swiftly acquire innovative working styles that are needed for gaining
essential competitive advantage.
As the business market environment in the global society is becoming
complex it is essential for every firm to focus upon innovative strategies. It
is essential to blend the competencies of every employees by understanding
their potential in the context of the given workplace. Employee retention is
believed to be one of the key aspect in maintaining high level of
performance. This can help the organisation to make full use of the human
resource. As the given article has focused upon the importance of retaining
skills, it is essential to conclude that recruitment strategies is the primary
initial step. This can ensure that only eligible and properly skilled candidates
are recruited within the workplace. The element of soft skill is highly
essential in the given context of business situation, where employees inherit
the ability to gain technical knowledge and awareness about the relevant
field.
From the findings, I will be able to generate new skills and incorporate the
habit of flexibility that is needed to deal with the change management. Soft
skills can also be generated with the new HRM policies.
Article 4 Den Hartog, D.N., Boon, C., Verburg, R.M. and Croon, M.A., 2013. HRM,
communication, satisfaction, and perceived performance: A cross-level test.
Journal of management, 39(6), pp.1637-1665.
Key words: strategic HRM; perceived HRM; communication; satisfaction;
unit performance
In the given article the investigators have discussed about the importance of
employee perception that plays a significant role in determining at the

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relationship between HR practice and HR outcomes. The given study has
focused upon collecting information from 119 branches of a restaurant chain
in Netherland. Employees of the restaurant are invited to participate in a
survey, where 2063 individual have provided their data. The multiple level
of cross sectional analysis are used to analyse the data, which are obtained
from employees at different level including 449 managers. The multilevel
structural equation are also used in order to analyse the HRM models that
are used in the given restaurant. It is therefore possible to analyse the
relationship between employees at different level within the organisation
and their inter communication skills. From the major findings of the study it
can be concluded that perception of the employees towards their
organisation plays an important role in determining the level of dedication
and potential being displayed in practice. It is therefore important for the
HRM practices to change upon the perception level of employees. This can
include encouraging effective communication strategies by the HRM
managers, which is needed to evaluate the performance of the workers and
motivate them for further improvement.
In the context of the modern Global Business Environment, internal
communication within an organisation is essential for understanding the
perspective of employees. Generating higher level of awareness about the
organisational objective is the key element of HRM communication within
an organisation. Proper standard also has to be determined which will
provide the blueprint of working protocol and guideline for every
employees. The future sustainability of the organisation is highly dependent
upon the existing motivation level of the employees and their ability to

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convert every challenge into new business opportunity. From the context of
theoretical perspective it is essential to develop future Framework for
employee motivation, which will help the workers to overcome the
challenges associated with Change management in the given organisation.
The given article has been successfully able to highlight on the importance
of communication within HRM that is needed to provide higher quality of
customer service. However, it has not provided the advanced strategies of
business communication that is needed to deal with the same.
From the findings I will be able to better able work as a customer care agent
with in an organization to deal with the issues of customer dissatifcation.
Article 5 Ashikali, T. and Groeneveld, S., 2015. Diversity management in public
organizations and its effect on employees’ affective commitment: The role
of transformational leadership and the inclusiveness of the organizational
culture. Review of Public Personnel Administration, 35(2), pp.146-168.
Key words: Diversity management; inclusive culture; affective commitment;
transformational leadership; public sector; survey research
Diversity management is highly essential aspect in the Global Business
Environment of modern day, where most of the business organisations are
encouraging to have highly developed culturally diverse workplace. This is
believed to be an essential element of improving the talent management
planning. The given article has explored the relationship between diversity
management in public organisation with that of employee commitment level.
The role of transformational leadership is also discussed, which is highly

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relevant in the context of culturally diverse workplace. Theories of HRM has
been discussed as a part of the theoretical framework that are used in the
HRM practices. From the findings of the study it can be concluded that
maintaining higher level of diversity within the workplace is essential to
improve and sustain talent within the organisation. Data for the given
research what has been collected from 10,976 employees in the public sector
of Netherlands. The findings also suggest that transformational leadership
theory need to be implemented in order to deal with the challenge of
changes that occur in the workplace due to cultural diversity.
In the context of the modern business environment, the success rate of
business organisation is highly dependent upon the ability to maintain
cultural and Diversity management within the workplace. The protocol for
Organisational Management needs to be dependent on the ability to
understand the perspective of every employee. The organisational structure
needs to be framed according to the need and demand of the employee.
Added to this element is the Theory of transformational leadership, which
will help the management to implement changes within the organisational
structure depending upon the change in the existing business environment.
The given article has not been able to highlight on the drawbacks of
transformational leadership that is needed to deal with the diversity
management within the organization.
I can make use of the findings of the study to improve on my cultural
awareness level that is needed to improve the level of business
communicaton. I will also be better able to work with all groups of people of
the society.

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