HR Report: Analyzing Motivation, Leadership, and Performance at FETes

This report analyzes the human resource challenges faced by Fantastic Events and Tents (FETes), a company formed after a merger. The report identifies and examines two key issues: conflict between employees stemming from differing work cultures and opinions, and issues with virtual workers regarding cooperation and productivity. The analysis uses concepts of motivation, performance, reward, leadership, and management to understand these problems. The report suggests practical recommendations, including employee engagement, recognition programs, and the development of leadership skills to improve organizational efficiency, effectiveness, and employee satisfaction. The report suggests that the HR department should define effective leadership, develop leadership skills and create systems, processes, and policies for leadership development. It also recommends checking the performance of departmental managers and providing suggestions for improvement. These recommendations aim to improve cooperation, coordination, and productivity in the newly merged company.

Human
resources

Contents
INTRODUCTION...........................................................................................................................................3
MAIN BODY.................................................................................................................................................3
Motivation, Performance and Reward....................................................................................................3
Leadership and management..................................................................................................................4
Recommendations.......................................................................................................................................5
CONCLUSION...............................................................................................................................................5
REFERENCES................................................................................................................................................6

INTRODUCTION
Human resources refer to people who make the workforce of a particular organization,
economy or a country (Amuna and et.al., 2017). The branch of management which deals with
human resources is known as Human Resource Management. The department which deals with
them is known as HR department. This assessment is focused on a company named Fantastic
Events and Tents (FETes) formed after merger between two companies- TeT and MaM. In this
report, a detailed analysis on human resources will be made. For this assignment, two issues
related to human resources within an organization will be considered such as Motivation,
Performance and Reward and Leadership and Management.
MAIN BODY
After the merger between the two companies the new company formed i.e. FETes is
facing certain problems related to HRM. These problems are as follows-
 Conflict between employees- There is a lot of conflict happening between the
employees of TeT and MaM. This is so because of different work culture both
companies followed and the lack of understanding between the employees after merger.
Every employee wants to be superior to another one which is creating conflicts. Also
conflicts are being created because everyone wishes to take decisions on own rather
than consulting with the team-mates before taking of decision. Difference in opinions
also makes situation complicated as everyone has different views about dealing with a
particular situation. Thus this is not good from the perspective of an organization
because will reduce the overall efficiency, effectiveness and productivity.
 Issues with virtual workers- Many of the members of staff have demanded to do work
from home. Thus this has created an issue as many people who work in the office are
complaining about the lack of cooperation they receive from the staff working remotely
because many of them do not respond on time to emails and phone calls. Also the
employees at office doubt about the efficiency, effectiveness and productivity of staff
working remotely. This has created an issue of cooperation and coordination as it has
been seriously impacted which is leading to a decrease in the overall output of the
company.
Motivation, Performance and Reward
Motivation refers to an internal process (What is Motivation?. A Psychologist Explains,
2020). It can be a drive or a need. It gives a person energy to achieve something which is desired.
It helps in achievement of goals and objectives. This is required to be given to employees of a
particular organization so as to improve their efficiency, effectiveness and productivity.
Techniques used by HR department to improve motivation-

 Employee engagement- The HR department can use this technique so that it can engage
with the employees and gets to know them better (Bluth, Bansal and Bender, 2017).
Using it, it can improve the overall motivation level of the employees. Using this
technique, the HR department of FETes can resolve the conflicts between the employees
working in different companies prior to merger. Employee engagement will help the
workers of both companies to connect better after merger as they will be able to know
each other better which will help them a lot in ensuring cooperation and coordination.
 Recognition- HR department can provide adequate recognition to those employees who
have exceeded expectations and have performed well. This will ensure that those workers
who are performing better get due recognition which will lead to an improvement in their
motivation level and will enhance their efficiency, effectiveness and level of productivity.
By recognizing employees of both companies for their good work which has been done
by them and acting with them impartially without any bias the HR department can ensure
that the cooperation and coordination is maintained between the staff to avoid conflict-
like situations.
Performance refers to completion of a particular task with the use of the required skills
and abilities. HR department has to focus on improving the overall performance of the
employees so that the organizational goals and objectives can be achieved.
Techniques used by HR department to improve performance-
 No bias attitude- If the HR managers of an organization display a no bias attitude then
this will lead to proper measurement and assessment of performance of the employees
and they will be motivated to work hard.
 Training sessions- If the HR managers of an organization organize training sessions for
the employees then this will lead to identification of problems and issues which are being
faced by the employees so that proper steps can be taken for removing these problems
and issues.
Reward is something which is given in recognition of a service, effort or achievement
(De Mauro and et.al., 2018). The HR department has to give appropriate rewards to employees
when they perform better and meet the expectations of the management of the organization.
Types of rewards given by HR department-
 Incentive- HR department can provide different types of incentives to the employees if
they exceed expectations and their performance is up to the mark. This can increase the
motivation level of the employees so that they can perform better.

 Bonus- HR department can declare bonus for those employees who have done extra work
and their efforts have helped the company. This will lead to motivation of employees and
they will concentrate more on their respective tasks.
Leadership and management
Leadership- Leadership refers to the skill which is used by the leaders to guide and
motivate other people in an organization to work towards achievement of goals and objectives of
the organization (Harolds and et.al., 2016).
The steps which can be taken by HR department for facilitating leadership
development are as follows-
 Definition of effective leadership- HR department has to define what is meant by
effective leadership. This will enable it in developing future leaders who can lead the
organization in the future. Also this will allow enhancing the leadership qualities of
existing leaders.
 Development of leadership skills- HR department needs to facilitate the development of
leadership skills. It will lead to improvement in the leadership skills of the existing
leaders but will also ensure that the skills of potential leaders are developed effectively
without any problems.
 Creation of systems, processes and policies- HR department needs to create systems,
processes and policies to facilitate leadership development. This will ensure that proper
leadership is there to guide other people in the organization. Thus in this manner
efficiency and effectiveness of new leaders can be ensured in the organization.
 Internal, external and cultural alignment of leadership model- Internal, external and
cultural alignment of leadership model can be facilitated by the HR department. This is
done to ensure that leadership is done correctly.
Using effective leadership and implementing the above steps for leadership
development the HR department of company can ensure that the efficiency and
effectiveness level of both the virtual and office workers is maintained. Leaders
have to step in and have to ensure that the cooperation and coordination is
maintained between both the types of workers. The challenge has to be fulfilled
by using different techniques of management
Steps taken by HR department to bring efficiency in management-
 Checking of performance of departmental managers- The HR department can check
the performance of the departmental managers like production, sales, marketing, finance
etc. This is done to ensure that their performance is up to standards. If there are any
deviations and variances in performance then they can be identified easily.

 Giving suggestions for improvement- The HR department can provide various
suggestions for improvement in the management of other departments of the organization
(Pulcini and et.al., 2017). This will help in removing deviations and variances in
performance and will lead to improvement in the overall processes of the organization.
Thus by providing good suggestions for improvement the HR department can improve
the overall performance within an organization quite easily so that efficiency,
effectiveness and productivity are maintained.
Using the above-mentioned steps, the management of FETes can ensure that the
efficiency and effectiveness level of both the office staff and virtual workers is
maintained. Also the management has to take it as a challenge to improve the cooperation
and coordination between these workers. It needs to build an understanding between both
the types of workers and must use effective techniques for doing so. By the use of these
techniques the understanding level between employees can be increased which raise the
overall efficiency, effectiveness and productivity in the future of both the office-workers
as well as the home-workers. Goals and objectives of the company will be also achieved
as a result due to better understanding.
Recommendations
The HR department should take significant steps for development of leadership in an
organization. This is necessary because enhancing the skills of current leaders and preparing
future leaders for leadership role is important in the company. This will not create a leadership
vacuum within the organization. Also this will make sure that leaders are prepared for different
challenges.
The HR department needs to take steps for checking the efficiency of other departments
within the organization. By doing this it can eradicate the problems and issues and make sure
that productivity level of these departments remains high enough.
CONCLUSION
From the above report, it can be concluded that human resources are required within an
organization so as to ensure that it achieves its goals and objectives. The issues of motivation,
performance and reward and leadership and management have to be addressed by the HR
department effectively and efficiently.

REFERENCES
Books and Journals:
Amuna, Y. M. A. and et.al., 2017. The Reality of Electronic Human Resources Management in
Palestinian Universities-Gaza Strip.
Bluth, E. I., Bansal, S. and Bender, C. E., 2017. The 2017 ACR commission on human resources
workforce survey. Journal of the American College of Radiology. 14(12). pp.1613-1619.
De Mauro, A. and et.al., 2018. Human resources for Big Data professions: A systematic
classification of job roles and required skill sets. Information Processing & Management. 54(5).
pp.807-817.
Harolds, J. A. and et.al., 2016. Burnout of radiologists: frequency, risk factors, and remedies: a
report of the ACR Commission on Human Resources. Journal of the American College of
Radiology. 13(4). pp.411-416.
Pulcini, C. and et.al., 2017. Human resources estimates and funding for antibiotic stewardship
teams are urgently needed. Clin Microbiol Infect. 23(11). pp.785-787.
Online
What is Motivation?. A Psychologist Explains. 2020. [Online]. Available through:
<https://positivepsychology.com/what-is-motivation/>