What is the role of HR on employee motivation?                   

                                           Figure 1: Inspiring Employee Motivation

A positive work culture and a good organizational climate helps bring effective results to a company. Using this strategy, it’s possible to increase employee productivity and engagement, as well as create an environment conducive to innovation. However, these benefits are only achieved with employee motivation and performance.

The main role of HRM in any organization is planning, training, recruiting and developing for its employees, as well as motivation of employees to improve organization culture and outcome (gerhart, 2006)

 

Impact of motivated employees on your business

Internal and external factors, such as social, biological, emotional, and cognitive inputs, all have an impact on motivation. It guides people's actions so that they all work together to attain a common goal. A very simple example is when personal and company interests are aligned. In this case, the shared interests for both parties act as a stimulus that encourages employee motivation. However, if the employee is demotivated, the losses that can occur are significant (ella, 2018).

Dissatisfaction can be caused by a variety of circumstances, including issues with top management, poor working conditions, a lower-than-expected salary, setbacks in interpersonal and family connections, and so on.

In these circumstances, the unfavorable consequences are as follows:

·         Rise in absenteeism

·         Higher rate of turnover

·         Decrease in output and productivity

This scenario is altered by motivation, which enhances the likelihood of employee engagement. This is because they are treated as valuable members of the team. In addition, the distinct recognition of their functions is essential for them to understand what their role is in the face of the results achieved.

What is the HR Role in Employee Motivation?

The Human Resources sector has a very strategic role in organizations. Through their activities, motivation can be encouraged and in such, increase the quality of life-work balance for their employees. In the same way, the organizational climate can improve and directly impact productivity. Motivation is intimately tied to individual performance growth, and the HR manager must grasp this. This is how you'll be able to work on this component in a strategic method to help the organization get the results it desires.

 

                       

                                         Figure 2: Diagram of Employee Motivation

What Strategies Can HR Use to Improve Employee Motivation

To ensure employee engagement and performance, the HR position must be well-executed. It is also vital to grasp the tactics that can be used, since they may be put into practice, in addition to the theoretical component of the task.

To better understand this scenario, here with listed some important techniques that can be put into practice in this context.

·    IMPLEMENT PERFORMANCE GOALS

One of the most effective strategies to boost employee motivation and engagement is to set performance targets. Bonuses, awards, career advancement, and other types of incentives can be used to motivate employees. In order to achieve favorable outcomes, targets must be bold enough to promote production while remaining realistic. Setting an unreasonable objective has the opposite effect, causing dissatisfaction and conflicts among the team.

·    RECOGNIZE POSITIVE ATTITUDES

Employees with a proactive and effective attitude should be rewarded. Because autonomy gives more flexibility and dynamism to work, this is a professional position that is now in demand.

·    INVEST IN TRAINING

One of the most significant instruments for improving employee performance and motivation is training. This is also a sign of acknowledgment and gratitude. As a result, whatever your field of endeavor, make sure to invest in professional, technical, postgraduate, and language courses, among other things.

·    PROVIDE OPEN AND TRANSPARENT COMMUNICATION CHANNELS

HR managers should be willing to talk to employees about any issue. Possible problems, anxieties and frustrations must be shared so that they are dealt with and do not go on to cause negative impacts to the organization. In this way, it is possible to monitor incidents and resolve conflicts before seeing adverse results.

·    PROVIDE CONSTANT FEEDBACKS

These feedback loops indicate to the employee what parts of their work are satisfactory, and which areas they should focus on improving. This practice can be performed in either a formal or informal way.

Conclusion

The aim of this blog is to identify what HR practices influence the motivation and performance of employees. This is in relation to training and development, performance appraisals, employee relationships and employee motivation. As seen in the literature review, HR plays a huge part in the motivation and performance of employees within organizations.

References

 

ella, 2018. [Online]
Available at: https://ellaexecutivesearch.com/blog-1/2018/10/13/what-is-the-role-of-hr-in-employee-motivation-and-performance
[Accessed 24 4 2022].

gerhart, 2006. ‘The impact of HR practices on employee, s.l.: cardiff metropilitan university.