HRM Posts

When it comes to the human resources department, there are many different functions that need to be carried out in order to ensure the success of the organization. There are eight key areas that all HR departments should focus on in order to create a successful workforce.

1. Employee Screening

It is important to screen employees carefully before hiring them. This includes checking their references and performing background checks.

2. Recruiting

The process of finding and attracting qualified candidates to fill job openings within an organization is called recruiting. It is important to have a well-defined recruiting process in place in order to attract the best candidates possible.

3. Hiring

The process of formally inviting a candidate to become an employee is called hiring. It is important to have a clear and concise job description in order for candidates to understand what the job entails.

4. Orientation

New employees should be given a comprehensive orientation upon starting their new job. This includes introducing them to the company culture, explaining their duties and responsibilities, and providing training on how to do their job correctly.

5. Training

It is important for employees to be properly trained on the company's policies and procedures, as well as their specific job duties. This will help them to be more productive and effective on the job.

6. Performance Management

Performance management involves setting expectations for employee performance, communicating these expectations, and providing feedback on employee performance.

Performance management is a process that helps ensure that employees are meeting the expectations of their organization. The process begins by setting expectations for employee performance. These expectations can be based on job descriptions, organizational goals, or other standards. Once expectations are set, the next step is to communicate these expectations to employees. This can be done through job descriptions, performance goals, or other means.

The final step is providing feedback on employee performance. This feedback can be positive or negative and can be given formally or informally. The goal of performance management is to help employees meet the expectations of their organization.

7. Compensation and Benefits

The HR department is responsible for ensuring that employees are compensated fairly and receive appropriate benefits. This can help to attract and retain top talent.

8. Employee retention

The HR department should work to create a positive work environment that encourages employees to stay with the company long-term. This can include implementing retention strategies such as employee recognition programs and good benefits packages.

To enhance productivity at the workplace, Motivation is essential. but the question is how to motivate employees. Well, there are various motivational theories.

• Maslow’s Hierarchy of Needs
• Herzberg’s Two-Factor Theory
• McGregor’s X and Y Theories
• McClelland’s Need Achievement Theory
• The Equity Theory
• Value–Percept Theory
• Vroom’s Expectancy Theory
• Porter-Lawler Model

let's discuss the first theory

Maslow's Hierarchy of needs

This theory is based on the human requirement, Abraham Maslow explained how individuals behave when they met the requirement. Maslow's theory indicates that Job satisfaction revolved around employees' needs and that factors bring them to a reasonable level of satisfaction.

Maslow divided his theory into five different stages as per individuals' priorities, these five stages are based on the various needs of human beings.

• Stage-1 Physiological needs
• Stage-2 Safety and security needs
• Stage-3 Social needs
• Stage-4 Esteem Needs
• Stage-5 Self- actualization needs

Stage-1 Physiological needs

Physiological needs are basic needs like drinking when thirsty, and eating when hungry, Maslow considered psychological needs as the most essential needs. people are more likely to fulfill these needs first, for instance- If anyone is really hungry then it's hard to focus on any other thing besides food.

Stage-2 Safety and security

Once the physiological needs are fulfilled then it's human tendency to think about safety and security which includes saving, investment, and extra income.

Stage-3 Social need

This step involved love feelings and acceptance. These needs include both relationship Romantic relationships as well as tied with friends and family members. It also includes forming a social group. Feeling the love from others and feeling love towards others both are the key points of this stage.

Stage-4 Esteem Needs

This need involved two components- the first component involved Feeling confident and feeling good about oneself. The second component involved feeling valued by others.

Stage-5 Self- actualization needs

Self-actualization needs to involve a feeling of fulfillment all needs are acquired by the individual. A person is living up to the potential. a significant feature of this stage is person looks different from others.

According to Maslow, this feeling of self-actualization is really rare for instance Albert Einstein and Mother Teresa. to read more about Maslow's theory please read my upcoming blog

Importance

Motivation allows management to attain its goals. Without motivation, It’s too difficult to attain organizational goals without motivation workplace could be placed in a very risky position.

The motivated employee can lead the higher productivity and allow the organization to achieve a higher level of output. Imagine having employees without motivation for work, they will probably use their time at their desk surfing on the internet for personal pleasure, Gossiping with others, even applying for other jobs as well. This Is a waste of your time and your resources.

Benefits of Motivated Employees

Employee motivation is highly important for each organization since it brings many benefits which include.

1. Improve Employee Efficiency

2. Improve Employee Commitment

3. Ongoing employee Development

4. Improve Employee Satisfaction

5. Higher Productivity level

6. Lower absenteeism

7. Better problem-solving

8. Creativity and Innovation

9. Pro-Active workforce

10. Goal Oriented workforce

11. a Better understanding of the End Goal

12. Lower turnover

13. Better as a Team Player

14. Influence to another worker

15. Great reputation leads to strong recruitment

16. Client-centric

To know more about Employee motivation, kindly read the upcoming monthly blog.

We often hear the term motivation. We all are human and that’s why we all have emotions and motivation is the driving force behind our behavior. Let’s discuss this in detail.

What is Motivation?

Motivation is the desire to act in service of the Goals. It’s the most crucial objective in setting and attaining business objectives.

We can define the motivation by the line in the book ‘The War Of Art’ written by The author Steven Pressfield “At some point, the pain of not doing it becomes greater than the pain of doing it.”

Motivation is a powerful weapon for any organization yet a tricky one. Sometimes it’s really easy to get motivated and motivate others, other times it's nearly impossible to figure out how to motivate oneself and others as well.

Every choice has a price but when employees are motivated it is easier to bear the inconvenience of action than the remaining same. In other words, employees are at the level ‘ It’s Easier To Change Than The Remaining Same’

Scientists define motivation as a general willingness to do something. It is the set of psychological forces that compel you to take action.

Common Misconception about motivation

How does motivation come?

We all have this misconception that motivation arrives as a result of watching motivational videos or reading inspirational books but one of the most surprising things is Motivation often comes AFTER starting new behavior not BEFORE. It’s the result of an action, not the cause of it.

I hope you get a basic understanding of Motivation. To know more about the motivation stay in tune with upcoming HR Blogs.