Employee Motivation: A Powerful New Model in HRM

Performance appraisals, performance reviews and/or appraisal forms are a part of the performance management process. In general, performance appraisals are not favored. People in organizations would prefer not to be advised they did not do tell this year compared to the previous years. Managers would prefer not to put themselves in a scenario that could possibly turn into an argument from an employee about a performance appraisal that was not that great. If the ultimate goal of a performance appraisal is employee development and organizational improvement, we have to consider moving to effective performance management system to avoid any conflicts. The successes of performance management strategies sound favorable to many, however, there are managers and supervisors that make decisions that affect the moral and performance of the employees. Moral can become the heart of an employee’s motivation to succeed and be happy at work.

The function of the Human Resources department is to ensure that company policies are current as well as properly distributed to the workforce. Additionally they are tasked with recruiting, interviewing, and hiring employees.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.

In organizations all across the world you will find management working diligently to enhance or maintain productivity. There are many things that can affect productivity, some that are within our control and some that are not. Employee motivation is something that can directly affect an organizations production. It is no secret that un-motivated employees equates to un-productive workers, but how can we combat this? In order to better understand this concept we will look at the definition of employee motivation, some of the motivation theories and some motivation techniques that could be useful in our organizations.

Performance appraisals are a tool that most companies use when assessing their employees. A well prepared and well delivered performance appraisal can be beneficial to both the employee and the company. The company benefits in many different ways when they deliver this type of performance appraisal. The performance appraisal process

The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).

The main concept of human resource department is that all labor is equal and the quality of labor is produced by investing on them. Basically, HR department cultivate, acquire and retain human capital.

On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.

Performance management is the foundation for employee performance and engagement…it is larger than the annual performance review (“Guide to,” 2016). It is not merely a tool, but rather an act – an act of management (Ammons, 2015). One key best practice of performance management is having an effective appraisal cycle, as well as knowing how vital performance feedback is to the appraisal cycle and to the overall wellbeing of the human resources and to the company.

Performance management is the process of management that contributes to the effective management of individuals and teams to achieve high levels of organizational performance. Some see performance management as performance related pay schemes and others as the performance appraisal systems. In simple terms, performance management provides the means for people to improve their performance or apply their abilities more constructively.

This topic was chosen as my research because I believe a company is nothing without its’ employees. In choosing this topic, it better helps me to understand motivation and how it is used to push employees, helping in the success in the business.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

In the motivating of employees, there are certainly many theories, definitions, and ideas. Motivation is a continuous battle in the work place, and close attention must be paid to it in order to ensure productivity and performance. It is hard to look at one of these theories and say that one is the most accurate or represents the landscape the best, but I will apply my own ideas and experiences to the topic to better understand how motivation works from my perspective. In the second part of the paper, I will look at my own experience as an employee at Google and at an insurance company, to help understand the various theories in practice. I suffered from lack of motivation as an employee in my first two jobs for two different reasons that can be explored in further depth based on the readings.

Human Resources include all the actions to recruit the right workers for the business and train them for the job. In the human resources department they work out what level of skills are needed by the workers and how many workers are needed for business. They have to create a positive working environment for the workers to insure that the workers are happy and working well to achieve the business’ goals. They also deal with the conditions of employment and the workers’ salaries. The human resource department’s job is to recruit the best workers for the job, also make sure training is put in place so that the new employee’s know how to work to their full potential and help achieve profits for the business and the business ‘goals. Their job is also to fire workers if they aren’t obeying working procedures and then hiring new workers to replace the old. They also help develop a competitive advantage which includes building the capacity of the company so they can offer an exclusive product/service to customers. They try developing strategies for the business and opportunities.