Ways HRM Makes a Difference in the Workplace

This essay explores the role of HRM in improving workplace performance through employee engagement, goal setting theory, reward management, and more. Examples from different industries are provided, along with relevant theories and concepts. Limitations and drawbacks are also discussed.

In what ways can Human
Resource Management make
a difference in the workplace

TABLE OF CONTENTS
REFERENCES......................................................................................................................................8
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In what ways can Human Resource Management make a difference in the
workplace
Human resource management is essential for effective management of human
resource in a business corporation. It is quite significant for bridging the gap amid the
performance of the workers and the strategic objectives of the organization. it can be
attributed that it is the human resource management that makes the difference in the
workplace (Agarwal and Gupta, 2018). Considering this, the main aim of the current essay is
to focus on different areas of HRM and ascertain the role being played by them by
considering the examples from different industries. In addition to this, the essay will also be
going to throw some light on relevant theories and concepts in the context of the topic and
will state limitation and explanation of that theory. The final section of the essay will
conclude the findings.
Employee engagement & Voice
Employee engagement is being regarded as a human resource concept that describes
the level of enthusiasm as well as dedication an employee feels in regards with their job. The
workers who are more engaged can care more about their work and performance of the firm.
Further, employee engagement is very crucial because it either support in generating higher
amount of profit for the firm and cause the firm to suffer losses (Kok, Sarikaya and Coban,
2016). On the other hand, employee voice is the medium by which the workers communicate
their opinions and ideas to the employers and impacts the matter that influences them at
workplace. Employee engagement and employee voice is positively related with each other
as workers will speak up more if they are more engaged.
Goal setting theory is an employee engagement tactic which comprises establishing
particular measurable targets for improving the productivity. It is being developed by Edwin
A. Locke and is being based on the five major principles that is commitment, clarity,
challenge, task complexity and feedback (Lycette and Herniman, 2018). For making use of
goal setting theory in the workplace it is crucial to determine the goal, meet the workers,
develop a plan and offer regular feedback. Other than this, as per (Gardner and et.al, 2016)
this theory is very useful in increasing the engagement level of the workers and enhancing
their performance of the workers significantly.
An example of the organization that follows the goal setting theory for engaging more
and more employees and increasing the employee voice in the organization is FedEx. The
company sets goals, challenges and objectives for the workers that meets their expectations
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by having a positive work culture. The culture of the firm is such that it makes sure respect as
well as satisfaction. Regular meetings are being arranged by the company so that goals can be
clearly communicated and expectations can be communicated (FedEx Case Analysis, 2021).
FedEx also makes use of unique style of leadership that helps in motivating the workers by
free association, involvement and communication through top level managers. They also
make sure that they the workers have the requires resources, time and equipment being
required for accomplishing the goals.
Maslow’s need hierarchy theory is also one of the most important theories of
motivation being developed by Abraham Maslow. This theory states that the actions are
being encouraged by certain physiological needs and when this need is satisfied, the
individual switch to some other need. Employee engagement with help of this theory is
largely taken into the consideration so that achieving the organizational objective of meeting
their requirements in effective manner can become possible (Kapur, 2022). In order to
become successful in the current era of the competition it is important for the organization to
pay attention on relevant understanding of motivational requirements so that offering reliable
benefits can become possible.
There is different form of the companies that has the objective of motivating
employees so that greater level of engagement for gaining significant competitiveness can
become possible. For example- this theory is used UPS which is one of the international
company that focuses on having utilization of this approach to understand its staff
requirements in turn attaining significant goal to get productiveness can become possible
(United Parcel Service, Inc. (UPS), 2022). It allows its employees to raise voice for their
requirements & prevailing problems in turn attaining the positive working culture can
become possible in effectual manner. This permits the firm to get the reliable
understanding of the performance of staff so that accomplishing goal of making changes to
attain success become possible.
There are different kinds of the limitations which are basically faced due to
possessing the greater level of the employee engagement and voice. This includes managers
struggling to adjust, failing to act on feedback, ensuring employee to understand the
requirements of business. On the basis of this it can be interpreted that companies operating
with this employee engagement and voice can get adversely due to lack of participation,
cutthroat competition, public recognition, higher time in change adapting, etc. This leads to
build low commitments, lack of clarity, work life balance, growth & recognition influence,
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etc. Which impact overall success of firm. For gaining the success in the present competitive
business scenario it is important for the organization to pay attention on having reliable
working techniques through having effective level of employee engagement.
Reward management
Reward management is one of the significant concept in the HRM that is
related with having the appropriate application of the policies & strategies that can allow
staff to derive fair glee & consistently performance. There are different types of the methods
which is basically taken into the consideration by the organization in turn accomplishing the
goal of higher profitability & sustainability by making employees motivated. There are
basically three types of the reward system which are usually taken into the process by the
firm for ensuring that appropriate level of the profitability and motivation can be provided to
them. From the assessment it can be interpreted that intrinsic is one of the significant type of
reward system which is basically used for giving the job satisfaction that involves
impressive job title, career growth, personal development, etc. On the other side, Anku,
Amewugah and Glover (2018) depicted that in order to accomplish the goal of offering the
relevant motivation to the subordinates for gang credit to the employees for doing their work
effectively and effectively it is indicated that performance-based rewards which is related
with offering staff pay plans, incentive systems, group bonus, communion, perks, etc. This
aids in gaining the proper information that identifying the needs of employees to give them
corrective results become important. In against to this, Francis, F., Zirra, C.T.O. and
Mambula ( 2020) that reward management is crucial for gaining the objective of effectual
brand image in market by referring that it overcomes its social corporate responsibilities in
effective manner which does not provide benefit to the employees but to th company.
Herzberg two factor is crucial theory that is basically used by the organization for
understanding the requirements of the employees so that acting the goal of making them
stratify for retaining longer duration can become possible. This theory states that there are
certain factors in the enterprise which leads firm toward job satisfaction whereas other
aspects resulted into the dissatisfaction of staff. These both the type of factors is found to be
independent from each other. The factors that lead to the job’s stratification are hygiene
related and citification are associated with motivation. In addition to this, the hygiene aspects
comprise salary, supervision, physical workplace, policies, rules, relationship with
colleague & supervisor. Absence of all permits employees to receive the significant level of
dissatisfaction. On the other side, motivational aspects that can be offered to the employees
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in the reward system which includes performance & achievement, recognition, , job status,
responsibilities, opportunities for growth, personal development, etc. These type of
rewarding helps in achieving organizational goal of motivating employees.
For instance- Robinson is one of largest company that is concerned with offering the
distinct form of the rewards to its employees. In the current era, employees are aware of their
basic rights so that good & fair remuneration, healthy working culture, insurance, financial &
retirement plans, vacation & time off, perks, etc. The main reason behind having this form of
the reward management is to ensure that effective proceeding to accomplishing the
organizational goal of makings staff motivated in turn higher profitability and
competitiveness can be derived. This is helping company to reduce its cost by retaining
employees and having greater performance via possessing expertise overcoming competition
has become possible.
McClelland theory play crucial role in reward system that allows the firm to get the
information that there are three different types of driving motivators that includes needs for
achievement, affiliation and power (Perkins and Jones,, 2020). Reward system of the
company has the main aim of boosting morale & motivation so that enhancing productivity to
build strong competitiveness can become possible. These are different form of the benefits
which are achieved by applying this theory that includes identifying the motivating drivers in
turn taking reliable course of action such as offering intrinsic, extrinsic, etc. To meet the goal
of motivating employees with help of implementing corrective form of reward in respect to
have higher efficiency in the overall processing can become possible. For operating
successfully in the prevailing working environment it is important for the organization to
emphasize on developing effectual understanding about the motivational drivers in turn
possessing competitive situation via creating belongingness feeling among employees. This
basically play role of enhancing productiveness so that having ability to cope up with
prevailing situation can become possible.
For example- DHL is the one of large scale operating company that focuses on
having the relevant attention on the reward system application so that human resource of the
organization can be retained for achieving better growth and development can be derived
(Reward Management a Case Study on DHL, 2022). For gaining the success in the current
era of the competition the company has given emphasis on recognizing the needs of the
employees so that attaining greater productiveness to get leading position in transportation
sector can become possible. It has emphasized on having the current trends such as service
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award, creating culture of recognition, etc. These has promoted its ability to attain the
objective of higher effectiveness in attaining quality work.
It possesses certain drawbacks which are required to be focused for gaining deeper
information in turn proper action for improving the lacking areas can be exerted (Francis,
Zirra, and Mambula, 2020). The one of the crucial drawback which is needed to be
emphasized includes devaluation as offerings are if not according to the expectations then can
lead in creation of dissatisfaction of staff. This can result in having greater employee
turnover and spoilage to the brand image can be provided. Greater cost incurring can be
obtained due to the implication of ineffective reward system which is not providing any
crucial benefits to organization. Increased pressure, ineffective control & manipulation,
conflict arising, greedy behaviour creation, negative employee relation, etc. are the few
demerits which can be basically achieved due to the execution of the reward management.
For achieving the appropriate level of success in the current working environment it is
essential to identify these lacking areas so that significant course of action for improvement
can be done.
From the information it can be concluded that human resource management is one of
the significant parts of the company that is rated with having the strategic approach to have
effective & efficient management of the people in company so that competitiveness can be
derived. Employee engagement & voice is crucial for achieving the significant processing
in turn accomplishing the organizational objective of higher innovative actions, speed deskin
making, appropriate & ethical actions, eliminating lacking areas can become possible (Sarti
and Torre, 2018). The current study has given emphasis on application of the theories such
as goal setting & Maslow’s need hierarchy which provided assistance in understanding that
employees engagement & voice. In addition to this, reward management is highly crucial for
increasing motivation of employees in turn higher productiveness to build competitive
position can become possible. There are different organizations which has been mentioned
in particular essay by focusing on the theories such as Herzberg two factor and McClelland
in turn accomplishing the organizational objective of boosting productivity of employees can
be achieved.
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REFERENCES
Books and journals
Agarwal, U.A. and Gupta, V., 2018. Relationships between job characteristics, work
engagement, conscientiousness and managers’ turnover intentions: a moderated-
mediation analysis. Personnel Review. 47(2). pp.353-377
Anku, J.S., Amewugah, B.K. and Glover, M.K., 2018. Concept of reward management,
reward system and corporate efficiency. International Journal of Economics,
Commerce and Management. 6(2). pp.621-637.
Francis, F., Zirra, C.T.O. and Mambula, C.J., 2020. Reward System as a Strategy to Enhance
Employees Performance in an Organization. Archives of Business Review–Vol. 8(6).
Kapur, R., 2022. THE SIGNIFICANCE OF REWARD MANAGEMENT IN
ORGANIZATIONS. International Journal of Information, Business and Managemen.
14(2). pp.83-92.
Kok, S.B., Sarikaya, M. and Coban, H., 2016. Organisational Voice Behaviour and its
Investigation in Terms of Organisational Variables. European Scientific Journal, ESJ.
12(35).
Lycette, B. and Herniman, J., 2018. New Goal – Setting Theory. Industrial Management.
50(5). pp.25-30.
Perkins, S.J. and Jones, S., 2020. Reward management: Alternatives, consequences and
contexts. Kogan Page Publishers.
Sarti, D. and Torre, T., 2018. Reward Management in small–medium knowledge-intensive
firms: Evidence from Italy. In The Routledge Companion to Reward Management (pp.
402-412). Routledge.
Gardner, A.K., Diesen, D.L., Hogg, D. and Huerta, S., 2016. The impact of goal setting and
goal orientation on performance during a clerkship surgical skills training program. The
American Journal of Surgery. 211(2). pp.321-325.
Online references
FedEx Case Analysis. 2021. [Online]. Available through: < https://wildyonder.org/fedex-
case-analysis>. [Accessed on 7thMay 2022].
Reward Management A Case Study on DHL. 2022. [Online]. Available
through:<https://slideplayer.com/slide/12267486/>
United Parcel Service, Inc. (UPS). 2022. [Online]. Available through:
<https://www.peachpit.com/articles/article.aspx?p=20881>.
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