University HRM Report: Analysis of Motivation and Performance

This report provides a comprehensive analysis of human resource management (HRM), emphasizing its crucial role in enhancing organizational competitiveness. It explores various motivation strategies employed by organizations to improve employee performance, including recognition, rewards, promotions, and employee involvement in decision-making. The report also examines the importance of regular feedback, performance management systems, and creating a positive work environment to foster employee engagement and productivity. Additionally, the report includes case studies of Sainsbury's and Barclays, analyzing their approaches to performance management and the challenges they face. The analysis highlights the significance of aligning HRM practices with organizational goals to achieve sustainable success and competitive advantage. The report also reviews performance management processes like performance standards, sales graph rating, forced ranking, and management by objectives. The report concludes by reiterating the importance of HRM in driving organizational success and understanding employee needs.

Running head: ANALYSIS OF HUMAN RESOURCE MANAGEMENT
ANALYSIS OF HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1ANALYSIS OF HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction....................................................................................................................2
Analysis of the different motivation strategies..............................................................2
Analysis based on the two organizations.......................................................................6
Conclusion......................................................................................................................7
References......................................................................................................................8

2ANALYSIS OF HUMAN RESOURCE MANAGEMENT
Introduction
Human resource management plays an important in increasing the competitive
advantage of an organization in the market. The employees are a major part of the overall
operations of the organizations and the ways by which the organizations can increase their
productivity. Motivating the employees is a role played by the human resource managers of
the organization and it is related to the creativity and the understanding of the different areas
where the employees require motivation. Motivation can also be related to the ways of
addressing the various problems faced by the employees in the organization and the
improvement required in their working process (Alagaraja and Shuck 2015).
This motivation strategy helps in delivering the message to the employees that are
important to the organization. The performance of the employees need to be observed on a
periodic basis so that they do not to wait for the performance appraisal process. The job
description of the employees can be compared with the duties that they actually fulfil in the
organization. The management needs to provide regular feedback to the employees so that
they can improve the areas which are weak in nature. The managers can use positive
feedback to encourage them to improve and further provide them feedback in a constructive
manner. The performance related issues of the employees need to be addressed at the earliest
so that immediate improvement can be made in the working process (Anitha 2014).
Analysis of the different motivation strategies
Recognitions and rewards act as important ways to motivate the employees so that
they can improve their performance. Public recognition can help in providing moral boost to
the employees so that they can perform better in their field. Providing promotions to the
employees can also be a major factor of motivation which will encourage them to further
improve their performance. The employees tend to become much more responsible if they are

3ANALYSIS OF HUMAN RESOURCE MANAGEMENT
promoted to the managerial levels. This helps in the improvement in the profitability of the
organization by increasing their revenues. The organization can also encourage the
employees to volunteer for the roles with the help of which they can demonstrate their
capabilities and skills (Barrick et al. 2015). The opinions of the employees are important for
the development of the various processes of the organization. This helps in the engagement of
employees in the organization and they can also be proud of the quality of work that is
provided by them. The different ways that can be effective in to motivate the employees are
as follows,
 The organization can develop a system of feedback which can help them in
providing rewards to the employees for the improvement that they show in the
different jobs performed by them.
 The organization needs to involve the employees in the decision-making
process so that they are made to feel important and involved in the processes
of the organization.
 The management needs to set small goals for the employees on a weekly basis
which can help them getting prepared for the larger goal in the future
(Bedarkar and Pandita 2014).
 The employees can be motivated by providing them with a purpose regarding
their work processes. This will help in developing the vision of the employees
and execute the jobs in a strong way.
 Radiating positive vibes in the organization can help in motivating the
employees so that they can excel in their fields.
 The management needs to be transparent with the employees about the
decisions that are taken by the higher levels. This is important as the decisions
taken by the top management affect the working methods of the employees.

4ANALYSIS OF HUMAN RESOURCE MANAGEMENT
 The managers need to motivate the employees on a personal level instead of
just motivating the teams. This motivation can be provided with the help of
aligned incentives which are related to a common goal (Bradler et al. 2016).
 The management needs to understand the needs of the individual employees
and respond to the queries that are risen by answering their questions. The
company can also take an initiative to invest in their professional goals.
 The organization can provide rewards to the employees based on the feedback
related to their work process. This will motivate them to further improve their
performance in the organization.
 Another technique of providing motivation to the employees is to help them in
creating a balance between their work and personal lives. This enhance their
interest related to the organizational processes (Breevaart et al. 2015).
 The management should take suggestions from the employees regarding the
organizational decisions and the ways by which the employees can provide
their feedback.
 The employees can be provided with opportunities where they can use their
leadership capabilities to take important decisions related to the processes of
the organization.
 The employees need to understand the future goals of the organization so that
they can continue to work towards the bigger picture.
 The company should have a ritual or process of recognising the individuals
who have achieved beyond the expectations of the management. This will
motivate the other employees so that they can also work towards the same
goal (Caillier 2014).

5ANALYSIS OF HUMAN RESOURCE MANAGEMENT
The managers of an organization play the major role in providing motivation to the
employees so that they can perform better and the achieve the goals set by the management.
The managers need to have a good relationship with the employees so that they easily
understand their needs and desires. The managers also need to create an organizational
culture and work environment with increases the employee engagement and motivation. The
positive work culture mainly consists of employees who are trusted by the management and
treated like adults (Lazaroiu 2015). The employees need to be provided with vision, values,
mission and the strategic framework which is related to the accomplishments of their goals.
The employees can also receive communication from the managers frequently and they need
to be treated with the respect that is important. These factors can motivate the employees to
accomplish the various requirement that are related to their work process.
Performance management is another important function of the human resources team
of the organizations. The major goal of the performance management system is to promote
the effectiveness of the employees and thereby improve their performance. This is considered
to be a continuous process taking place in the organization where the managers and the
employees work together so that they can plan, then monitor and finally review the objectives
of the employees related to the job (Leroy et al. 2015).
The performance of the employees can be managed with the help of different
processes like,
 Performance standards – The employee performance related measurements
can help in determining the compensation of the employees, the status of their
employment and the opportunities that they have in the future. The
performance management related methods need to contain accurate and fair
assessments of the performance of employees,

6ANALYSIS OF HUMAN RESOURCE MANAGEMENT
 Sales of graph rating – The graphic rating related scales are suitable for the
work environments which are production-oriented. This rating scale consists
of the list of the duties related to the particular job (Melnyk et al. 2014).
 Forced ranking – This process is related to the ways by which the employees
are ranked by the managers. Forced ranking is mainly related to the process of
ranking the employees with respect to the achievements made by the other
employees. This deals with the comparison of the current performance of the
employees with their past performance in the same field.
 Management by objectives – This process is related to the measurement of the
performance of the employees who are in the managerial or the supervisory
positions. MBOs are related to the identification of the goals of the employees
and the manager and the employees can then start making a list of the
resources that are required to achieve the goals. The next section is related to
the development of the timelines for the achievement of the goals (Mone and
London 2014).
Analysis based on the two organizations
The two organizations that are taken into consideration for the performance
management systems are Sainsbury’s and Barclays Bank. Sainsbury’s uses the process of
performance management to improve the services that they provide to the customers. This
further helps them in providing quality service and gaining competitive advantage in the
market. The performance management process used by Sainsbury’s helps them in keeping a
track of the performance of the employees and the ways by which this can be further
improved. Sainsbury’s has been facing many challenges in the implementation and pursuing
of the system of performance management and this disrupts the performance of the
employees (Vivares-Vergara, Sarache-Castro and Naranjo-Valencia 2016).

7ANALYSIS OF HUMAN RESOURCE MANAGEMENT
Barclays is a global multinational organization which provides financial services in
the commercial and retail banking sector. The global network of Barclays consists of greater
than one hundred and fifty thousand employees. The company therefore faces major
challenges in the management of the employees who belong to a diverse background and
have different needs. Barclays has however been able to attract and retain employees who
have the best of abilities. The human resources management team of the organization has
created sustainable benefits for the employees so that they can do all the right jobs in the
organization and provide their best performance (Leroy et al. 2015).
Conclusion
Motivation therefore plays an important role in the organization and helps the
organization in maintaining a competitive advantage in the market. This also enables them
understand the needs of the employees and use their capabilities for the profitability of the
organization.

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References
Alagaraja, M. and Shuck, B., 2015. Exploring organizational alignment-employee
engagement linkages and impact on individual performance: A conceptual model. Human
Resource Development Review, 14(1), pp.17-37.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
p.308.
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective
organizational engagement: Linking motivational antecedents, strategic implementation, and
firm performance. Academy of Management journal, 58(1), pp.111-135.
Bedarkar, M. and Pandita, D., 2014. A study on the drivers of employee engagement
impacting employee performance. Procedia-Social and Behavioral Sciences, 133, pp.106-
115.
Bradler, C., Dur, R., Neckermann, S. and Non, A., 2016. Employee recognition and
performance: A field experiment. Management Science, 62(11), pp.3085-3099.
Breevaart, K., Bakker, A.B., Demerouti, E. and van den Heuvel, M., 2015. Leader-member
exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7),
pp.754-770.
Caillier, J.G., 2014. Toward a better understanding of the relationship between
transformational leadership, public service motivation, mission valence, and employee
performance: A preliminary study. Public Personnel Management, 43(2), pp.218-239.

9ANALYSIS OF HUMAN RESOURCE MANAGEMENT
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, p.97.
Leroy, H., Anseel, F., Gardner, W.L. and Sels, L., 2015. Authentic leadership, authentic
followership, basic need satisfaction, and work role performance: A cross-level
study. Journal of Management, 41(6), pp.1677-1697.
Melnyk, S.A., Bititci, U., Platts, K., Tobias, J. and Andersen, B., 2014. Is performance
measurement and management fit for the future?. Management Accounting Research, 25(2),
pp.173-186.
Mone, E.M. and London, M., 2014. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of
human resource management on performance in competitive priorities. International Journal
of Operations & Production Management, 36(2), pp.114-134.