UGB162: HRM Report on Absence, Procedural Documents, and Motivation

This report, prepared for an Introduction to Human Resource Management course, explores key aspects of HRM. It begins by analyzing the importance of proactively managing high levels of employee absence within an organization, emphasizing the impact on efficiency and productivity, using Tesco as an example. The report then details the components of a procedural document, highlighting its role in defining responsibilities, outlining policies, and ensuring compliance with employment laws. Finally, it examines three prominent motivation content theories: Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and McClelland's Theory of Needs, explaining their application in fostering employee engagement and achieving organizational goals. The report provides a comprehensive overview of these critical HRM concepts, offering insights into their practical implications and relevance in the workplace.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Describe why high level of absence important to proactively manage in organisation..............1
Explain what might be included in a procedural document.......................................................2
Describe three motivation content theories and what are their role in the organisation.............2
CONCLUSION................................................................................................................................4
References:.......................................................................................................................................6

INTRODUCTION
Human resources management is exercise of people managing to achieve targeted goals
and objectives with the help of effective performance. HRM play very important role in various
terms such as hiring and selection process, payroll and training process is also under this
department and many other roles also they play (Alam and Raut-Roy, 2019) . It is also a strategic
formulation to the effective management of people in organisation, they are helps getting
benefits form competitors. The below report is based on Tesco, it is trading and British
multinational groceries retailer based in Welwyn city in England. It is founded by Jack Cohen in
1919 and they have various stores or markets in different countries or areas (Bahadoran, Benito,
Vassallo and Reiss, 2018). The below report cover importance of high level of absence in
business, what is procedural document. what are included in this and three theories of motivation
content and what are their roles in the company.
MAIN BODY
Describe why high level of absence important to proactively manage in organisation
High level of absence or absenteeism in the workplace refers to any failure to report for
or to remain at work as scheduled. It generally refers that the person was scheduled to work but
was not able to carry up. The high level of absence or absenteeism at the workplace can be
measured by evaluating the absenteeism rate at the workplace. High level of absence creates an
impact on the performance of the business companies which as a results slows down the
efficiency and effectiveness of the companies in the markets. To deal with this challenge it is
necessary to have absence management at the work place (Baron and Spulber, 2018) . Absence
management refers to the reducing of the employee absenteeism in the companies with the use of
different policies and procedures. As a result in order to have an effective management system,
the policies and the processes are need to be communicated and implemented to the managers
and the employees of the company. Every business companies can determine its own standards
and the policies that are informed to the employees and implemented. The absence policies
should provide the fair and consistent procedure that helps the superiors to manage the high level
of absence in the companies.
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For instance the company TESCO plc, which is a British retailer company that deals in
groceries and merchandised products. As being one of the largest retailer of the global world, it
is essential for the company to maintain its position in the market. For having efficiency and
effectiveness in the workplace it is necessary that the high level of absence should be reduced in
the company (Chams and García-Blandón, 2019). So that TESCO plc can be able to maintain its
performance in the market and maximize the profits. The absence management can be used in
the company to reduce the amount of high level of absence in the company. There are some of
the ways through which high level absence can be reduced in the companies. The different ways
through which high level absence can be reduced are as follows:
 With the help of having workplace surveys and taking the employee opinions actively in
the company can lead to reduce in the absenteeism of employees.
 By having the flexible working schedules in the company can reduce in the high level of
absence.
 By constantly carrying the employee engagement programs at the workplace can lead to
generate the higher amount of efficiency and effectiveness in the company.
Absence management plays a vital part for having the efficiency and effectiveness in the
Company as it:
 It helps in generating the productivity of the employees and managers of the company.
 It helps in increasing the employee engagement towards their work.
 It helps in reducing the number of absenteeism in the company.
 It helps in increasing the performance of the company in the market.
 Absent management at the workplace can helps the company to accomplish its objectives
and employee satisfaction towards the company.
Explain what might be included in a procedural document
Procedural document is potential physical document which carry collective position for
guidelines, procedure and policies. The policies define the responsibilities and roles, explain
scope of topic covered and provides description of control at high level which must be take place
to secure compliance (Chams and García-Blandón, 2019). The compliances of human resources
is process of defining about procedure and policies to ensure for employment and work practises
demonstrate through understanding where it implies effective rules and regulation. Furthermore,
Human resource compliances being aware of the company's larger human capital resources
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objectives. The companies of all sizes that faces increasing Human resources complexities as the
number of employment where laws and regulation that rises on high rate of outcomes or
penalties for non compliances where employment laws and regulation are on towards rise and
risk for high penalties towards greater developing Human resources polices and procedure,
business owners . Employment laws like National Minimum Wages, Superannuation Act, Bonus
Act and Apprenticeship Act. These laws and regulations are more essentials Human resources
department is developing gap between to rectify objectives. Some of the duties which Human
resource is mainly conducted to better for handling working activities such as hiring, employee
development and retention.
Some of the examples about human resource compliances issues in Human Resource
related:
Human related compliances where it centres around towards employee related matters
including when and how to pay attribute in terms of overtime, rewards and employee
documentation that must be monitored or managed, administrative benefits proper hiring
procedure and separation and policies within separation policies.
 Recruiting Strategies: These strategies to get analyse by human resource manager
where they scrutinize plan as per procedure that contains for hiring schedule, forming
policies and training and development that consists more developing business more
positive manner.
 Benefits of compliances: To better understand about responsibilities are optimise when
it comes to offering recruiting plans, health base insurance and other type of company
towards employee benefits in terms of more employee benefits an employer decides to
an offer to complex management can becomes more productive manner.
Describe three motivation content theories and what are their role in the organisation
Content theory mostly focus on “ whats ” of motivation. More particularly focus on
various things that employee feel motivated towards their work and achieve common goals.
Some of motivation theories that can be classified into broadly manner (Coleman and Stern,
2018) (Gunarathne and Lee, 2019) . It is mainly describes about motivation that describes about
to get optimised for setting up require about to motivates people actions in effective manner.
There are three content theories company use;
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Maslow's Hierarchy of needs: This theory refers that employees are motivated to achieve
specific needs. This motivation theory divided into three parts one is self fulfilment needs,
psychological needs and basic needs. It mainly argues towards higher needs that is helps to
attain importance when an individual assess about they have sufficiently satisfied the previous
for getting needs about major requirement fulfilled. The needs are comprising about satisfied
through getting analyse physiological, safety, love and belonging, esteem and self actualisation.
 Physiological Needs: This needs to defines about basic needs that tend to evaluate
requirement for human resource survival e.g air, food, shelter, clothing etc.
 Safety Needs: It is an individual physiological which is highly satisfied where the
needs for better security and safety becomes salient people are necessary to fulfil about
health base relates for experience order, predictability through better control in their
lives. As for employee perspective they are expecting from company to facilitates about
by Employee insurance, incentives and medical care.
 Love and belongings needs: They are having psychological and safety needs towards
combined which is get to fulfilled, the third level of human needs is social and involves
feeling of belongings. These type of needs are interpersonal relationship which
motivates behaviour (Kantorová and Bachmann, 2018). For examples, the relationship
increase through friendship, intimacy, trust and acceptance, receiving and giving of
affection and love.
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 Esteem needs: This is second last level in Maslow Hierarchy model in which it
classified through two categories such as esteem for individual achievement, mastery,
independence and desire for reputation which is most considerable to maintained self
esteem dignity.
 Self Actualisation: These are one of highest level in Maslow Hierarchy where it refers
to self assessment about person potential towards seeking for self growth and
experiences (McDavid, Huse and Hawthorn, 2018). Maslow describes about the level
as desire that cover overall to becomes most that can be effective manner to sustain
competitive goals.
Herzberg's two factors theory:
According to this theory of motivation where it tries to get the roots towards motivation
within the workplace. It is describes by classifies into two factor of Hygiene factor and
Motivators factors.
Hygiene Factor: This factor are highlighting those job factor which are essentials for
influence through positive leads satisfaction towards long term. As per these factors are
determining about non existent at workplace where it leads towards dissatisfaction. It is mainly
highlight on employee perspective where they not shows their work interest that not able to gain
competitive gain in effective manner. Some of factor is involves to be highlight in followings:
 Pay: The structure of pay where it appropriate and reasonable and it also necessary
towards competitive towards same industry as per similar domain.
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 Company policies and administrative policies: These company where policies not
getting rigid as well as fair and clear (Peeroo, 2019). It calculated on basis of working
hours, dress code, holidays and vacations.
 Fringe benefits: To provide health care plans that benefits for family members towards
employee assists program etc.
 Physical working condition: The working condition should be safe, clean and having
hygienic. The working updated and well maintained.
Motivational Factor: According to this factor is one of important Herzberg theory factor
cannot be regarded as motivations. The motivational factor is emphasis about yield positive
satisfaction. These factors are most influencing and employees capabilities that suits with their
jobs, employees find out their factor to investigating better job factor rewarding in behalf for
generating positive outcomes.
 Achievement: In job situation about to give an employees where they get feels sense of
achievement in order to provide positive outcomes and reducing difficulties but
worthwhile.
 Recognition: After achievement factor recognition is similar aspect in which employees
are getting praise for their extra efforts, creativity, innovation etc (Whysall, Bowden and
Hewitt, 2018). The recognition is commence towards superiors and peers.
 Responsibility: This is one of understanding concept that handles through itself for
monitor and handling major job responsibilities towards completing overall task
accomplishment.
 Advancement: It is generally refers about promotional opportunities where it must exists
for employees. Through this practises can get encourage for employee job satisfaction in
positive manner.
 Growth: On the basis of job must provide employees for opportunity where they could
learn new skills and knowledge towards gaining high positive outcomes.
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McCllend's theory of needs: This theory is explain about such theories in which it
explains about this process in which it enhance high effective motivation where the breaking
down about to better develop approached. The theory is defining about to get better understand
in Achievement, Affiliation and Power (Płotka-Wasylka, 2018). As this theory is extended
version of Maslow Hierarchy need theory where iy measure to generates information through
individual perspective in which it significantly get influence that attain high positive managerial
context. In following there is explantation about driven for three important factors are elaborates
given below:
 Need for achievement: It is process where achievement towards getting suggests in
urge for accomplish to generating analysation for about accomplishing where it get to
need about accomplish objectives (Rosedi and Mat Jaafar, 2018). The people are tend to
focuses for better high achievement where they get to needs about to conducts for
reducing low risk situation in aspect achieve high risk situation in complexion goals
attainment. This is not easier way to accomplish objective as it generates so much of
complexities that need to clear out to reducing all uncertainties. Within the perspective
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Illustration 1: McCllend's theory of needs, 2019
Source:
https://www.pinterest.com/pin/218635756889959703/

of individual which is motivated by need of achievement where is usually to get attain
appreciate by providing better outcomes in effective manner (Roy, Balaji and Nguyen,
2020). Thus, Achievement is related within individual to undertakes calculated where
risks to reach attain goals and may cir cumulative both low and high risk situation in
effective manner.
 Need for Power: As per the need of power is having desire within person to better hold
control as well as higher authority get influence and change as per decision undertaken
to attain as per accordance with needs or desires on basis of people views as well as
perspective of ideas that generates positive way of outcomes. These are people in which
strong leaders can be consider to leads from their positions. In perspective of individuals
motivated through motivated within the influence where it desire for control to impact
on others. The competition generates motivation factor where they enjoying arguments
through loosing sides.
 Need for Affiliation: It has motive for a person where they having interpersonal and
social relationship within other towards particular that set of people. Mainly people are
seeking for work in group creating where friendly gestures and having better
relationship that enables to motivate or positive influence by others. They like to
collaborate with others that being apart for the group (Safa, Maple, Watson and Von
Solms, 2018). To contribute their time socialising and maintain within relationship and
posses a strong desire to being social belongingness. As in workplace where people who
are working on current condition where their group tend to get adhere within norms
towards better culture in particular culture where it not suppose to change because of
work place fear that optimise more cautions approach (Shibly and Chatterjee, 2020) .
CONCLUSION
In above report of human resource management that describes towards it plays an
important role for attaining positive outcomes through handling internal as well as external
working activities such as recruitment, selection, training and development that enhance more
compliance oriented. There are many activities that mainly handle to get better optimise in
positive outcomes in term for forming policies and regulation that generates to detailed
understanding about work pursue under effective work compliance that attain high competitive
advantages. At last it involves about three content theories of motivation that allows to high
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degree of people's base needs elaborates through Maslow Hierarchy needs, Herzberg Two factor
theory and McCllend's need theory to attain high positive outcomes as well as it generates to
valuable traits that explain about individual needs importance to accomplish. Therefore, it
conclude to human resource to ensures that employees of particular organisation must get all
resources as well as training and development to attain positive way of outcomes in effective
manner.
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