BUS 3007 HR: Impact of IPRP on Employee Motivation Strategies

This report examines the role of Human Resource Management (HRM) in motivating employees, focusing on the impact of Individual Performance and Reward Programs (IPRP). It discusses various strategies such as performance evaluation, training, creating new job titles, and setting goals. The report also identifies barriers to effective HR strategies, including lack of support, approach conflicts, and absence of coordination among managers, as well as enablers such as understanding business needs, identifying success factors, and ensuring proper communication. Furthermore, it addresses the influence of occupation types, income standards, and individual differences on employee motivation. The conclusion emphasizes the importance of a positive work environment and motivated employees for organizational growth, highlighting HRM's vital role in fostering such conditions. The report also references books and journals to support its analysis.

BUS 3007 HR

Table of Contents
BUS 3007 HR..................................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Circumstances IPRP tends to motivate employees......................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
In general, the business or any department requires many activities and management to
handle the entire organization. The management includes many department in which one of the
important is human resource management. Moving forward it is required to know about the
HRM. This management has responsibility of recruitment, firing, payroll process and
maintaining the policy and law of organization(Buenechea-Elberdin, and et.al., 2017). It also
includes the training session, promotion, compensation and problem-solving issues with them.
The report is illustrating the concept of human resource management, their issue which they have
to face and other strategies to attain the growth of the organization. In this department there are
many blockages and barriers to the development so the report will help in analysing such
obstacles and how to overcome them in this industry.
MAIN BODY
Circumstances IPRP tends to motivate employees.
In human resource department, they have many kinds of work responsibility and by
fulfilling them only they can be an excellent HR manager. This management includes the
policies and laws which has to be implemented in any company. The main purpose of making
these laws are employee and administration both can get a clear vision and mission about their
targets and goals. In this report IPRP tends to motivate the employee in an organization with the
human resource department. A clear instruction will lead a company to the move forward in the
future. When any kind of business is started firstly it needs to make a law for maintaining the
proper discipline and ethical policies for the betterment of the organization. Maintaining the
proper policies in industry only can motivate the people working in the organization.
Highlighting the significance strategy to human resource management to understand it in a better
way.
Performance Evaluation : The first factor is performance evaluation which basically describes
that employee or worker should have a proper performance or representation activity which will
keep the employee detailed about the methods and how it will affect the job and their payroll
system(Miao, and et.al., 2019). The second policy describes the leave and time off activities of
an employee. The organization has made the police of holiday period and sick leaves for the
employee entertainment and emergencies. These all leaves are paid under the organization and

worker can get a leaves and off during family issues, violence juridical laws and their objectives.
Evaluating the performance only HR management can identify the obstacles and resolve them so
that it will be helpful to the motivation of the employee.
Provide Training : The third rules is about the work process pattern of the employee working in
a company. Training is the major issue in this modern era, recently due to the pandemic Covid
19 it has proved that in office and company also it is needed to make a clear platform and follow
the session-al activities. It is the responsibility of HR department to make a proper learning in an
organization and the equipment regarding the training session happens in an organization.
Conducting the accurate training can make a person to stay for the long duration in a company
and which will make an employee to feel a job safety and motivated(Ewing, and et.al., 2019).
Create new job titles: This is the fourth function of this management which includes the power
and right on an individual person. Creating a new job positions and giving opportunities to the
employee which makes them feel courageous and build a good mind set of being a part of the
company. As company always needs to growth better and better but it is mostly in the hand of
employee when a company will offer a new and great chance to exhibit and perform the skills
and knowledge makes them feel good and happy in the surroundings.
Set goals : The last strategy which has been mentioning in this report is setting goals and target
function of an employee. Every department has set their in and out tie and a fixed number of
targets to achieve in the particular time. For example : Most of the organization keeps the
flexible time as it is depended on employee when they had to come and when to leave but in that
case it is necessary to give the set working hours to the office and a company for the proper
achievement. If a worker not serving the hard and their best efforts which can be an obstacle in
the growth of the company.
In human resource management, there are both kinds of relation to implement the HR
strategies at positive and negative way. The organization required this management to drive a
better growth and for running the business a team goes through barriers and some enabler as well
in the company. According to the IPRP tends circumstances here performing both barriers and
enabler to the HR strategies which they suffer in motivating the workers.
Barriers
Lack of Support : In any organization, a management should focus on the internal environment
of a company(Nielsen, and et.al., 2018). Many people have demonstrated that they don't feel

appropriate or useful to communicate with the HR management. This mental though has been
made because employee thinks that it will consume their valued time and will not be effective to
a change.
Approach Conflict: The human resource planning of the organization must consider the number
of employee and some focus on the quality of the employee working in a company. The
management should resolve the worker's disagreement, and they should understand the thoughts
and planning by keeping the employee benefit in mind(McNeish, and Kelley, 2019.). Because of
not matching the thoughts it creates misunderstanding which it is difficult o motivate people of
an organization.
Absence of coordination of managers : An HR department can be effective when they will get
a proper communication and coordination with the upper authorities. Lack of connectivity with
the operational managers makes a barrier in the human resource management field the upper
management can only direct them according to their planning.
Enablers
Understand business needs : Working at an HR manager position must require the
understanding of the work process and what an organization wants to achieve in what period. HR
is the one who can make the infrastructure of the company and makes the organization to drive at
a successful position. Knowing the mission and vision of the company then only an HR manger
can motivate and encourage the employee to attain the targets in such time.
Identify the success : The success of the organization based on different people and
management. Success cannot be attained with the one or by an individual effort. To achieve a
success it needs to be work in a unity and putting the efforts and power together to make a stable
growth. HR has responsibility to maintain the culture of the organization, employee working
their and at last own efforts to balance all such actions.
Proper Communication : The last enabler to the planning of HR strategy is proper
communication. Making an effective and a perfect relation to the employee will make an
understanding and combination of each other thought. Sharing the ideologies and thoughts can
make the clear solution of the obstacles if any. Communication is one the major key to make an
employee feel good and push them to be a motivated and courageous person(Williams, and et.al.,
2020).

Performing some steps from which HR management can motivate their employee in such
factors:
Types of Occupation : Many of the organization only focus on the productivity and how much
an employee is able to give the best productivity to them. In research, it has been discussed that
many industries are well concentrated on the work and their benefits only and not paying
attention towards the employee or about the employee obstacles. These companies only needs
money and their position in a market(Foster, and et.al., 2017). Companies who are at a small
scale and spreading their business in the particular region are more desperate to make their
business at global level. In such type of occupation, people working there started feel
demotivated and stressful in completing the deadlines. Every industry and an individual needs
and requires economy but person who always want more than sufficient can create difficulty to
itself. These activities are performed in many states and even in countries at global level which is
a huge loss for them as when a person started feeling demotivated they cannot provide the best
results and outcome according to their abilities and skill. Instead of focusing on production a
management required to balance and evaluate the employee performance so that they can
provide a satisfied outcome to the industry.
Standard of income : In any organization, the main purpose of working of people to gain more
and more development and economy. According to IPRP, people can feel motivated and
courageous by giving them incentives and rewards in return of their efforts they are putting to
develop a company at high position. This duty is also included in the human resource
department. When an employee is giving their best and going through many obstacles and still
providing their best of outcome deserves an appreciation and a kind of rewards which can be in
any form. The rewards can be given in the form of incentives and bonus. This reward giving
system makers an employee to work harder and feel motivated from this method. Along with
this, due to their such efforts a company also can provide a health insurance and increase or offer
them a holiday leaves from the office side(Kniffin, and et.al., 2021). Following these methods an
employee feel happy, motivated and feel a valued member of an organization.
Individual Differences : With the going time, the global organization is increasing their growth
and developing rapidly but it also creates a difference between an individual. This factor can be
explained better with an example. Let's consider a person who belonging from foreign country
India and another person from United Kingdom, working in a same company. As it is obvious

that when employee works in an organization they had to keep a good behaviour and work
relation for any kind of work purpose. These two different community and belonging people are
not interested to talk with each other and making cultural and county difference in an
organization. This activity is not accurate and seems good at a workplace. Because of these
differences it creates a misconduct in environment and attains all the focus on each other by a
rude nature(Bakker, and Leiter, 2017.). In such surrounding, people will not feel comfortable and
focused at their work which will impact the organization outcome and productivity.
CONCLUSION
In this report, it has been concluded that in any kind of department people need a good
environment and motivation to provide an effective work and productivity to the organization.
For developing a company at stable growth requires a good leader or management along with
best of the employee to perform their skills and knowledge. A human resource management is
responsible and have a duty of keeping the record of the employee performance and its
individual needs in a company(Pollock, 2020.). A management can increase and improve the
growth by making their employee feel comfortable and motivated with the work process and
pattern. Human resource management plays a vital role in the organization growth.
In this report, according to the IPRP tends it has been discussed the different situations
happens in a company where people feel demotivated. Apart from this, it demonstrates the
strategy from which a management can increase and enhance the courage and strengthen the
workers motive which can help them to attain a great profit and productivity. Along with this,
this article illustrating the three different situations by which it affects the maximum income of
an industry.

REFERENCES
Books and journals
Buenechea-Elberdin, and et.al., 2017. Exploring the role of human capital, renewal capital and
entrepreneurial capital in innovation performance in high-tech and low-tech
firms. Knowledge Management Research & Practice. 15(3).pp.369-379.
Miao, Q., and et.al., 2019. Public service motivation and performance: The role of organizational
identification. Public Money & Management.39(2).pp.77-85.
Ewing, and et.al., 2019. Using social media to engage employees: Insights from internal
communication managers. International Journal of Strategic
Communication.13(2).pp.110-132.
Nielsen, K., and et.al., 2018. IGLOO: An integrated framework for sustainable return to work in
workers with common mental disorders. Work & Stress.32(4). pp.400-417.
McNeish, D. and Kelley, K., 2019. Fixed effects models versus mixed effects models for
clustered data: Reviewing the approaches, disentangling the differences, and making
recommendations. Psychological Methods.24(1).p.20.
Williams, and et.al., 2020. Public perceptions and experiences of social distancing and social
isolation during the COVID-19 pandemic: A UK-based focus group study.BMJ
open.10(7).p.e039334.
Foster, and et.al., 2017. The strategic use of historical narratives: A theoretical
framework. Business History.59(8).pp.1176-1200.
Kniffin, and et.al., 2021. COVID-19 and the workplace: Implications, issues, and insights for
future research and action. American Psychologist.76(1).p.63.
Bakker, A.B. and Leiter, M., 2017. Strategic and proactive approaches to work
engagement. Organizational Dynamics.46(2).pp.67-75.
Pollock, K., 2020. School Leaders’ Work During the COVID-19 Pandemic: A Two-Pronged
Approach. International Studies in Educational Administration.48(3).p.38.
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