Case Study: Motivation, Culture, and HR Practices at LMA Recruitment

This case study examines LMA Recruitment, a UK-based organization specializing in recruitment across various sectors. The study focuses on the HR department's role in aligning employee motivation with organizational culture to facilitate successful recruitment. It explores the processes of telephonic and personal interviews, orientation, and training programs designed to enhance employee skills and confidence. The case highlights the application of motivational theories, such as Maslow's hierarchy, and emphasizes the importance of understanding cultural differences among employees. It also addresses conflict resolution strategies, including clarifying disagreements, setting common goals, and identifying barriers. Furthermore, the case study discusses performance appraisal methods, particularly the 360-degree feedback system, and differentiates between monetary and non-monetary rewards. The overall analysis underscores the importance of effective HR practices in fostering individual and organizational development.

Human Resource
Case Study

Table of Contents
Case Study: Motivation or Culture..................................................................................................1
REFERENCES................................................................................................................................4

Case Study: Motivation or Culture
LMA recruitment organisation situated in UK and provide services of spectrum
recruitment in broad range of several enterprises where consist of HR, finance, risk, IT and
general insurance. In this organisation Human resource department plays important role to
conduct business activities and helps to generate profit. The aim of the organisation to recruit
right people at right place to provide manpower to other companies as per the requirement. For
this they are motivating to people and connect with organisation culture. To recruit people in the
organisation take telephonic interview after that call for personal interview. If a person have
good ability to take employ in other organisation so company recruit him. After recruitment
provide orientation and define that how to organisation work for them and conduct their
operations. Then provide training to employees who are coming different backgrounds and
improve their skills according to recruit in other organisations. Many candidates have low
confidence regarding to work so for this required to motivate them and apply motivational
theories such as Abrham Maslow theory. This theory work on several stages to fulfil the
expectations of staff members. Different employees belongs from different culture so require to
they understand which type culture require to follow to become eligible for particular
organisation. According to their qualification they select company and LMA provide training &
development according to skills and activities. Many time in the organisation create conflicts
between employees due to their work and ability regarding to particular task. The reason of
create conflict When employees are belonging from different culture so they are not understand
each other and create disputes. That time head of the team apply take appropriate steps for
conflict resolution such as: Clarify what the disagreement: There is defined the reason why create conflict in the
organisation. The main reason of this step to listen both sides to agree on the
disagreement. For this required to discuss about the what they want and how to arise
conflict between both person. During to this procedure collect all the information in
appropriate manner from both side's point of view. There are asking question both parties
until all parties involved. Set up a common goal for both parties: In this step both parties must agree for the
desired results after the conflict. When they are know both are working for same
objective and goal so create jealousy and wants to recruit early. That time team leader
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provide surety to both person that they meet with goal equally. To achieve this discuss,
both person like to see happen and find a commonality from beginning point. Discuss ways to meet the common goal: There are consisting of listening,
communicating and brainstorming together. Due to continue both sides working together
to identify communication ways that help to reach the goal that they wants. Determining the barriers to the common goal: The particular step acknowledge to both
parties that carried out them into dispute and discuss about the problems may prevent a
resolution. Due to achieve common goal people face several problems and many barriers
are coming in their working life. But for this require to face challenges and focus on the
goal. Agree on the best way to resolve the conflict: The mentor of the both person find out best
way to sort the the problem that create in between the individuals. For this require to take
appropriately decision where both are ready to resolve and work together to achieve
organisational goals and objectives.
 Acknowledge the agreed upon solution and analysis the responsibilities each part has
in the resolution: After apply appropriate strategy both party must agree upon solution
after that giving them responsibility regarding to their work that require for both. Every
person plays important role in the organisation in order to support to achieve objectives
and goals.
Company focus on the cultural activity and provide guide lines how to different
background people come in a organisation and work together. For this require to understand each
other that will help in individual development as well as in organisational development n
effective manner. According to performance of the organisation and motivate to people for
conduct business activities efficiently require to appraise their performance effectively.
Performance appraisal is an annual procedure where consist of analysis the performance of staff
members and their productivity regarding to set objectives for certain period of time. For this
company apply the different methods for the performance appraisal. Such as ranking method,
360 degree feedback, management by objectives, performance test and many others. This
company mainly focus on the 360 degree feedback where focus on the overall performance of
the employee according to that promote them. It will show impact on the performance of
employees and motivate to do hard work for an organisation. It is categorised into two parts,
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monetary and non monetary appraisal. In monetary appraisal provide bonus, promotion,
vouchers and many other in which employee get money from the company. In the non monetary
provide rewards like holiday package, flex time, gym membership discount, child care and
tuition assistance. So LMA recruitment provide all information to employees who wants to
recruit in other companies. The company helps them to get confidants and understand the culture
of the organisation. Due to get confidants they are motivating for their work and efficiently
present their work in effective manner. After all the training & development company recruit
these employees according to their skills and help to gain success in their career.
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REFERENCES
Books and Journal
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Sekiguchi, T., Froese, F. J. and Iguchi, C., 2016. International human resource management of
Japanese multinational corporations: Challenges and future directions. Asian Business &
Management. 15(2). pp.83-109.
Popescu, G. H., Comanescu, M. and Sabie, O. M., 2016. The role of human capital in the
knowledge-networked economy. Psychosociological Issues in Human Resource
Management. 4(1). p.168.
Jayasinghe, M., 2016. The operational and signaling benefits of voluntary labor code adoption:
Reconceptualizing the scope of human resource management in emerging
economies. Academy of Management Journal. 59(2). pp.658-677.
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