Human Resource Management and Motivation

The provided assignment is a compilation of various research studies and articles related to human resource management and employee motivation. It includes topics such as dynamic capabilities, managing human capital, gamification in the classroom, training and retaining community pharmacy leaders, and strategies for improving first-line supervisor problem-solving abilities. The document also explores concepts like price leadership structures, farmed fish to supermarket supply chains, and the hidden costs of reward on human motivation.

Managing Human Capital

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body...................................................................................................................................1
SECTION 3 Application of HR Models .........................................................................................1
SECTION 4: Recruitment and Selection.........................................................................................3
SECTION 5: Training and Development .......................................................................................6
SECTION 6: MOTIVATION..........................................................................................................8
SECTION 7: Leadership..................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Management of the human capital is very necessary for the organisation. The human
capital will help in effective rise in the growth and development of the organisation. Besides this
the human capital or company's work force will help in suitable rise in the operations and
meeting of the targeted goals and activities of the organisation that supports a better customer
satisfaction. Besides this, it will help in effective management of the operations by the
organisations. The HRM department of a firm will see through the adoption of different actions
and operations which are been followed by the firm. For the present report, Chain Supermarket is
been taken as the organisation of context. It is a Malta based retail enterprise. The report will
cover the recruitment and selection process that is been followed by the retail firm. It will
involve Employee value proposition and various recruitment process that is been followed by the
firm. Also, the benefits and pitfalls of online recruitment is analysed. Selection process followed
by the firm is been analysed with legal framework. Other than this, training and development
approaches are been used in regard to talent management process. Different sort of motivational
theories and reward management theories are been analysed. Besides this, different sort of
leadership policies and theories are been discussed.
Main Body
SECTION 3 Application of HR Models
Chain Super Market
Chain super market is the emerging and profitable market company that deals with
different forms that helps to take the best approachable task making performance. Besides, it also
helps to take the better opportunity and growth in order to move on the leading effective
performance.
Strategic challenges.
HR Models are the most essential and required making process in order to met the proper
selection and recruiting process. Challenging factors are also consulting and effective process of
making instead and better objectives task (Allen, Lee and Reiche, 2015). This helps to take the
better decision making approach that helps to take better objective performance making task
oriented performance. It is the overall, process or things that helps to protect the best presentable
effective process that helps to keep the all things proper and productive. There are major
prompting and processing process of making things. That helps to attract the new better
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performance of things. HRM is the most essential process and task oriented performance in order
to meet the needs of organization.
Basically, Strategic Challenge faced by the company is labor cost, Inefficient processes,
Knowing process, Knowing the inventory, customer demand. Overall, these are the strategic
challenges that company facing.
Attitude to HRM
Attitude can be described as a tendency to react positively or negatively to a person or
circumstances. Attitude to HRM is the best practices inn order meeting the needs of the
organization that also helps to take care the things in order to meet the needs of employees
(Cascio, 2018). HRM selection is the long term process of making things in more effective
process of things that helps to take the best approachable process or things. Besides, it also helps
to take the best approachable and goal oriented process. Attitude be always positive and good
towards the best approachable manner. This make the employees' behavior positive and
influencing. Besides, it also helps to create new learning and approachable growth manner.
Overall, this makes things and best approachable task making performance. It is all about
the process that makes the things better and approachable. HRM should always adopt the
dynamic environment in order to adopt all required changes and growth that helps to make the
best approachable things. Besides, this also helps to trained the better objectives and target
oriented process of things.
Culture:
Culture is the another factor or element that helps to attract positivist in working.
Moreover, it also brings new relationship and target marketing approaching task (Cascio, 2018).
Besides, culture of chain supermarket is inspired from different styles and diversity of nature that
helps to control the things in the best approachable manner. Apart from that, it also influencing
the overall, task performance in order to handle the company policies and best goal oriented
process. Besides, it also helps to make the approachable task oriented process of things. Overall,
culture of different employees will introduce new learning and growth. Besides, it also helps to
control the best approachable task making performance.
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SECTION 4: Recruitment and Selection
The Chain Supermarket will look after the effective recruitment and Selection process
that will help in good rise in the operations that will help the cited retail enterprise to get access
to the highly skilled and knowledgeable labour that will help in good rise in the performance of
the organisation. The proper recruitment process will help the firm to gain the access to the
knowledge and talent of the candidate and thus will help the organisation to handle the functions
and business activities of the firm in a much better way (Allen, Lee and Reiche, 2015.). The
selection strategy of Chain Supermarket will involve the proper assessment of the operations that
will help in good rise in the effectiveness of the firm. The effective handling of the recruitment
and selection by the HR department of the firm will help in the suitable rise in the operational
capability and thus will facilitate a good rise in the efficiency of the firm to carry out its business
operations in a much effective way. Other than this, the HR has to see through the factor that the
chosen candidate fulfil the requirement criteria of the organisation in a much better and effective
way. This will support the proper allocation of role s and responsibility within the firm.
To carry out the various operations and activities within the firm, proper Employee Value
preposition will be followed that will help in good rise in the assessment of the skills possessed
by the individual candidate and thus will help in suitable rise in functionality of the organisation
to carry out the operations and business activities of the retail entity, in much effective manner. It
involves the set of associated benefits and offerings given by the organisation to its work force in
return of skills and capabilities. This is the very integral part of the work force planning that is
been followed by the organisation (Cascio, 2018). Its is the unique way to align the existing and
integrated workforce planning strategies that are been informed by existing employees. Other
than this, it will help in effective rise in the employee's growth, management development,
employee recognition and carrying out of the services by the individual employee. This will also
support the adoption of the HR policies which will help in effective growth and development of
the organisation. It also supports a development of a good commitment of employee's towards
the business organisation. This also helps to motivate the employee or work force of the firm. Iot
also helps in increase in the job satisfaction and adoption of skill improvement policies that are
been within the firm.
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Various selection tools and processes are been utilized and evaluated by the cited retail
firm to get the accessibility to the high skilled labour which will help in superior evolvement of a
good team in an organisation. Some major skill assessment measures that is been followed by the
firm are:
 Direct recruitment: It is the form, of external recruitment that will help in placing the
skilled and knowledgeable employee on the basis of the effective assessment of his skills
and knowledge by the HR executives of the firm. This will help the firm to fill the vacant
position that will help in good rise in the effectiveness of the firm. The hired employees
are further segregated on basis of their skills (Snell, Morris and Bohlander, 2015.).
 Employment agencies: they are one of the good source of the recruitment. The firm will
provide its need sand requirements about and employee to the agency and the agency will
look after the suitable candidate from its data base and will refer back to the cited firm, in
return of nominal coat or charges. It is a times and cost saving approach that helps in
effective rise in the operational capacity of the firm.
 Word of mouth advertising: this will help the firm to get the larger number of
accessibility to its potential customers. It will help the firm to get accessibility to its
potential employees without making any sort of contact from their side and get the
effective work force to perform its operations in much effective way. It is also a cost
saving approach of recruitment process.
In the present technological era, majorly the internet is used for the recruitment process
that is been followed within a firm. The online or E recruitment process is the fast, economic and
quite easily accessible method of placement. Although, the e recruiting has certain advantages
and disadvantages which are required to be accessed and handled by the firm for the better
growth and development of the organisation in a very effective manner (Chatterji and Patro,
2014). Some advantages and disadvantage are:
Advantages:
 It is comparatively faster method of recruiting.
 Cost effective and can be used easily by the HR executives or the firm.
Disadvantages:
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 The reliability about employees qualification is quite questionable.
 May leads to loss of confidentiality of the firm.
Various types of legal measures will be followed by the firm that will help in good rise in
selection and recruiting. For example, the firm will look after the anti discrimination process that
will help in good rise in the effectiveness of the firm and provide good employee satisfaction.
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SECTION 5: Training and Development
A good training and development process is been utilized by the cited retail enterprise
that will help in good rise in the effectiveness of the organisation to carry out the operations by
the retail entity with an efficiency. The effective management of the operations will help in good
handling of the operations will help in suitable rise in operational capability of the organisation.
On the macro environmental level, the recruitment and managing of the human capital helps in
suitable rise in the functionality of the firm (Ployhart and Kautz, 2017). This will help the
company to contribute in economy of country and rise the suitability of the firm to handle the
business organisation in an effective and suitable manner. On the micro environmental level, the
human capital management of the handling of the effective work force will help in proper rise in
the handling of the business operations and thus will support an effective execution and
following of the business activities by the retail enterprise.
Talent is the ability to perform the specific task in much effective manner. It is the key
driver to performance and thus help in suitable rise in more sensible and skilled labour and
develop a good investment implication within the firm that help in gaining a good financial
stability and manage the career of the employees. Training helps in the modification and
moulding the behaviour as per the task or job while development helps in improving self
potential. Various models of training are been taken in consideration by the firm that will help in
improvement of the knowledge and skill set of the employees. Some major training and
development measures that are been taken in consideration are as follows:
 Bowman's model of management development: It will help in making of the strategic
plan that will help the firm to handle the business operations and meeting of the targeted
goals and objectives that will help in suitable rise in the meeting of the targeted aims and
objectives related to the training and development process within the firm. It helps in the
proper decision making that helps in the good rise in the operational capability of cited
retail enterprise. Besides this, it will help in good rise in development of high quaity
product and services by the Chain supermarket to lurk in the customers in higher
number.
 Skills Approach: the skill approach is the effective measure to develop the better
employee roles and following of leadership that will help in good rise in the operational
capability and thus help in effective handling of the operations which are been followed
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by the firm. It is basically comprised of three sub categories (Technical, human and
conceptual) that will help in suitable rise in the operations and handling of the
organisation in a better way. On the major part, the conceptual skills are been taken in
consideration by the organisation that help in effective rise in the functionality of the
employees at a firm (Bidwell, M. and et.al., 2015).
Other than this, the training and development is been affected by various contextual
factors that help in good rise in the operational capability and thus help in suitable rise in the
fulfilment of requirement criteria set by HR department of cited retail entity in Malta. Some
major factors are:
 Global economy: To meet the requirements on the global level, the firm will look after
the selection and training process of their employees that will help in good planning of
operations and thus will support an effective meeting of the needs and demands on global
scale.
 Domestic economy: to meet the requirement criteria of the organisation in local level.
This will also be affected by the level of literacy and the training policy of the firm. That
will help in good rise in meeting of skill requirement of the firm.
 Ownership: the training will also be affected by the ownership of the firm that will
decide the adoption and implementation of the training and development process by the
organisation.
 Ethos of management: both hard and soft skills that are associated by the Ethos of
management within the firm will help in good handling of training and development
process that will help in good increase in the effectiveness of the firm (Ployhart and
Kautz, 2017).
 Cultural factors: The work and environmental culture of the firm will also influence the
selection and adoption of the proper training and skill development process that will help
in good rise in the meeting of needs and requirements of the cited retail enterprise. Also it
will help in effective rise in functionality of firm.
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SECTION 6: MOTIVATION
For an efficient set of motivation in the employees for the business operations and
functions, it is important that they make involvement of an appropriate set of theories so that
every single process can be done in an effective and managed way. There are enormous theories
that have an impact on increasing the motivational rate of the employees and management and
some of well known and common examples are considered as Maslow's theory of motivation,
Herzberg theory of motivation etc. According to the Herzberg theory of motivation, it focuses on
the fact that there are some factors because of which some employees of the chain supermarket
will be satisfied and some are not. So, this theory focuses on these factors that what actually are
the factors throwing a positive and negative impact on the operations and functioning of the
supermarket (Wlodkowski and Ginsberg, 20170. Also, it considers the fact that rather than
providing beneficial factors, hygiene factors can actually throw a negative impact and can cause
dissatisfaction to the employees. Therefore, the chain super markets can ensure to developing an
efficient set of motivational theories so that they can be able to provide satisfaction to their
employees to a huge extent. It is because when the employees will stay motivated towards the
work, there are major chances of the operations of business to get expand and bring huge amount
of productivity to the company.
Another important aspect that needs to be ensured by the chain super market is that when
employees are working with a huge amount of motivation, it is obvious that they will expect
something from company as well. So, the chain super market can ensure implementing ways of
providing motivation to the employees such as they can provide them an efficient arte of
increments and incentives (Hanus and Fox, 2015). It is because by such means, the employees
will also consider the fact that they are important for the company. Thus it will further help them
to stay more focused and motivated towards the achievement of the operations and processes of
the company. Incentives for long term cannot be termed as an effective idea because employees
can take disadvantage of the same. When after the achievement of the targets and goals, they will
receive incentives and increments, that time, its importance is much and enough than of the long
term incentive benefits. Therefore, the chain super market can ensure that even if they implement
short term benefits, they should provide a better and appropriate amount of incentives and
increments to the employees because it is obvious that after a huge amount of hard work, the
employees will also expect some sort of benefits from the company. Also, the chain super market
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should ensure that they choose the pay scale wisely because every employee is important for the
company. So, it is important that equal amount of respect, care etc. is being given to them. This
can also boost the confidence level of the employees (Lepper and Greene, 2015). Providing an
efficient rate of motivation is very important because by such ways, the confidence level of
employees also gets increased so that they can be able to use that encouragement and motivation
for an effective achievement of the targets and goals. There are other various ways as well that
can be used by chain super market in order to provide an appropriate rate of motivation to the
employees and these involve organising sessions for the employees so that they all can be able to
interact with each other. An appropriate rate of interaction is important to be maintained because
from a hectic schedule, it is obvious that the employees also need some sort of motivation and
relaxation so that they can get relaxed and can be able to concentrate on the operations. So, the
chain super market should ensure that they make involvement of various ways so that the
employees can stay motivated enough. Also, this will help in maintaining the whole atmosphere
of the organisation happier and healthier (Peters, 2015). Keeping every employee equal is also a
major concern. So, the management of the chain super market should ensure that every employee
of the organisation should be given an equal amount of care and attention so that they all can stay
motivated and encouraged. This will help in maintaining the whole environment of the chain
supermarket and in a way that all the employees stay encouraged and motivated enough that they
can be able to achieve all the targets and goals of the company.
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SECTION 7: Leadership
In respect to determines leadership approach, following elements consider that play very
important role in success of program:
Trait approach of leadership
This approach of leadership consider more qualities to develop relationship with
followers in Chain Supermarket. This style attributed to leader to innate qualities and
characteristics that possessed by leaders. Furthermore, it is also responsible to make successful
results and influence to measure correct traits. In order to consider this style, it can be stated that
leaders are born not made (Hohmeier, Borja-Hart and Fisher, 2017). In order to understand
personality traits, it can be stated that successful leadership develop variety of situations which
emerged as one of the earliest investigation into nature. This ability help to the chosen enterprise
to lead something in which people simply born.
Style and management grid
Managerial grid model of leadership develop by Robert R. Blake and Jane Mouton.
According to this model, there are five different kinds of leadership styles based on concern for
people and production in Chain Supermarket. Concern of people is the degree in which leader
consider needs, interest and areas of development of team members. Therefore, task will be
accomplish to attain more effective and desired results. Furthermore, concern for results
emphasis on concrete objectives that assists to increase organisational efficiency and high degree
of productivity (Dobson, Kim and Lan, 2016).
Hersey Blanchard-Situational approach
In respect to consider this approach, it can be depict that leadership style consider task
behaviour and relationship behaviour which provide by leader to their followers. As results, it
includes directing, coaching, supporting and delegating. In Chain Supermarket, implementation
of Hersey Blanchard-Situational approach consider several advantages. It is the simplest theory
which could be easily applied (Jarvis and Williams, 2017). Furthermore, maturity and
competence of group often overlooked to maintain good relationship that assists to focus on
systematic work performances. This theory simply define assessment of leadership style to use
effective source of scale. However, there are certain disadvantages also exist in which it can be

stated that this theory is not applicable to managers as administrators who possess limited power
in structurally leadership position. There are situations in which theory also less applicable to
involve time constraints and task complexity (Hohmeier, Borja-Hart and Fisher, 2017).
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Fiedler's contingency approach
According to this approach, it is a qualification and type of contingency theory that
assists to maintain effectiveness with implement numerous factors. In this regard, different
aspects will be included such as leader's personality, attitude, etc. In order to implement Fiedler's
contingency approach in Chain Supermarket it can be stated that extremely well researched
consider in given parameters. As results, leaders possess good personal relations that are
matched in the structured tasks environment. Contingency theory also applicable for more
flexible elements for all theory (Dobson, Kim and Lan, 2016).
House path goal theory
In order to implement House path goal theory, it can be stated that it is based on
specifying leaders style and behaviours. Therefore, it could be fits for employee and work
environment to accomplish desired goals. Goals are also increasing employees' motivation,
empowerment and satisfaction to develop productive members in the Chain Supermarket.
Furthermore, it can be interpreted in the best aspect of thoughts as per process in which specific
behaviours suited for employees needs and working environment as well (Rexhepi, Stringa and
Tirana, 2016). This theory help to guide with the best path to obtain activities and goals with
detailed process. As results, it assists to consider determines employee and environment
characteristics. Furthermore, it also helps to select leadership style. Hence, focus is also needed
to make successful operations and functions.
Leader member exchange theory
This theory based on relationship approach that assists to create two way dyadic
relationship between leaders and followers. It helps to Chain Supermarket to select best and
make offers with team members of team. Therefore, it influences decisions and access to
resources and performances (Brancoli, Bolton and Rousta, 2016). Relationship also based on
trust and respect with emotions. LMX theory promote positive employment experience with
arguments to attain organisational effectiveness. It is widely used by managers and replace many
predecessors. It assists to explain growth and vertical team performances to focus on make best
offers.
Transformational
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In this kind of leadership style leaders works with whole team to identify needed change
and creating vision with inspiration. Therefore, it assists to execute change with tandem and
committed members of group. In Chain Supermarket, this kind of leadership style assists to work
with team and make changes to create successful vision. Transformational leadership also serves
increases motivation, morale and job performances with variety of mechanisms. It assists to
connect followers with sense of identity in organisation. In this kind of leaders, several
characteristics included that make successful results and outcomes (Landazuri-Tveteraas, Asche
and Tveteraas, 2018). For instance, model of integrity and fairness, sets of clear goals, high
expectations, encourage others, provide proper support and recognition, etc. Transformation
leadership style assists to create and inspiring with vision of future. Therefore, it helps to
motivate people and managing delivery of vision.
CONCLUSION
Managing human and capital consider important role in business to develop effective
functioning. In this regard, present study based on Chain Supermarket which is one of the largest
supermarket of Malta. In order to focus on the report, it covered application of different HR
models that assists to understand vision, current market position, rivals, strategic challenges,
culture and attitude to HRM. Furthermore, it summarized about recruitment and selection
program which consider employer value proposition to analysis process and implement tools.
These tools are used to implement proper recruitment and selection program at workplace to
ascertain effectiveness. In addition to this, it also tends to consider legal framework such as
discrimination. Along with this, it also articulated about training and development program in
which HRD approach consider improve systematic work performances that help to make growth
of the chosen industry. At last, it summarized about leadership in which different theories
consider to focus on attainment of effective work performances.
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REFERENCES
Books and journals
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organizational status in the market for human capital. Strategic Management
Journal, 36(8), pp.1164-1173.
Brancoli, P., Bolton, K. and Rousta, K., 2016. LCA as a supporting tool for supermarket food
waste management‐A case study in a Swedish supermarket.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chatterji, A. and Patro, A., 2014. Dynamic capabilities and managing human capital. The
Academy of Management Perspectives, 28(4), pp.395-408.
Dobson, P.W., Kim, S.H. and Lan, H., 2016. Identifying Price-Leadership Structures in
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Hohmeier, K.C., Borja-Hart, N. and Fisher, C., 2017. Training and retaining community
pharmacy leaders: Career pathways after completing a PGY1 community pharmacy
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Jarvis, J.E. and Williams, I.A., 2017. A Case Study Exploration of Strategies to Improve First-
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International Journal of Applied Management and Technology, 16(1), p.6.
Landazuri-Tveteraas, U., Asche, F. and Tveteraas, S.L., 2018. Farmed fish to supermarket:
Testing for price leadership and price transmission in the salmon supply chain.
Aquaculture Economics & Management, 22(1), pp.131-149.
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psychology of human motivation. Psychology Press.
Peters, R. S., 2015. The concept of motivation. Routledge.
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Ployhart, R.E. and Kautz, J., 2017. Managing the selection and retention of human capital
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