Human Resource Management Approach

The Approaches of Human Resource Department

The approaches which human resource department tend to use in the organizations play a significant role in the operations of an organization. The traditional method which has been used in extensively in the past years has proved to be ineffective in the activities of the organization (www.handmadedesigns.com, 2018). The traditional approach dwells much on the functionality of the organization. The traditional theory covers the functions of human resource management such as planning, recruitment, performance appraisals of employees and the development and training of employee skills.

The Strategic Approach in Organizations

The strategic approach has proved to be effective in various organizations as it gives employees the freedom of working in the various departments they feel comfortable. The strategic approach has caused an elevation in the productivity of the organization and reduced the turnover which had led to most executives of organizations to maintain the method in its operations. The bureaucratic perspective approach has been extensively used in public institutions, and the approach may be either dormant or active. The strategy has various pros such as it promotes democracy among organizations and encourage transparency which will lead to good governance in the management of public institutions. Active representation in public institutions may be because of representing social groups in the public institutions.

The Cognitive Appraising Theory

Cognitive appraising theory is the other technique used by human resource departments to in running the operations of the organization. The approach ensures that the employees are involved socially in the various organizational roles of the organization (Yang & Treadway, 2016). The behavior of employees towards the work of the organization plays a dramatic role towards the approach. The approach focuses on the well-being of employees in the organization (Yang & Treadway, 2016). The approach excludes employees with high behavioral skills for appraisals. The method entails the management recognizing the employees with top expertise skills who are more susceptible to build their sense of control over the company’s operations.

The Organization Structures

The organization has various structures which include team, function, networking, divisional and matrix that play an essential role to ensure that the company can achieve the primary goals set by the company. The functional structure of organization provides the human resource management groups employees who have similarity in the skills, expertise, and activities in their line of duty (Ismail & Rishani, 2018). The human resource management provides that the various functions of the organization are divided into the various departments. Each department is tasked with a specific role such as manufacturing, sales, accounting, and purchasing. The advantage functional structure is that it ensures the employee can develop their relevant skills and expertise in their area of duty. The functional structure promotes specialization which leads to increases efficiency in the organization’s operations. The disadvantage of the functional structure is that it ensures that employees tend to be monotonous an inflexible which makes implementation of new ideas by the management difficult. Integration of the various departments by the management may prove to be difficult as each department carries a specific role in the organization. The pros of bureaucratic approach are that it creates the links between the subordinates and their leaders in the public institutions. The approach enhances responsiveness and representation.

The Matrix Structure

The matrix structure is the type of organizational structure which combines two or more structures with the primary aim of attaining the organizational needs. Product structure and functional structure due to the management of the project which has been developed by the organization. The matrix structure integrates the various organizational structures to enhance productivity and efficiency of the organization. The employees who are selected to work for the project tend to operate under one manager for a specified duration of time. The benefit of matrix structure is that it develops the skills of employees as employees are flexible in acquiring the diverse knowledge at their disposal. The matrix structure promotes innovation which will assist the success of the project. The matrix structure also promotes the expertise of employees. The cons of the matrix structure are that it ensures that its prone to conflicts among employees that arise due to the structure of dual reporting.

Motivation of Employees in an Organization

Motivation plays a significant role in the motivation of employees in an organization. In Mullins article, she notes that most retailers tend to believe that the best way of motivating their employees is by offering them monetary benefits. The other strategies of motivation which employees tend to increase the wages of their employees as a technique of giving them psyche they need to carry out the company’s obligations (Mullin, 2005). The employers also offer overtime as a way of motivating their employees to achieve the primary goals of the organization. The employers tend to provide their employees better health perks which enable act as the motivation tool for the employees of the organization (Ismail & Rishani, 2018). Mullin suggests in her article that the benefits offered by employers to their employees have played an essential role in maintaining at 17% per annum which is a relatively low turnover for the retailers (Mullin, 2005). Training of employees tends to nurture employees into achieving the goals of the organization. Training is a motivational tool for employees as it increases the expertise in the duties they carry out in organizations. Training of employees tends to develop the self-esteem of employees as the retailers tend to give the employees the green light to handle the various functions of the organization. However, not all employers implement the program of motivating all employees in the organization. Some organizations ought to reward top managers and the employees who perform exemplary well in the operations of the organization. The theory of mix management is that not all employees have similar performances in the organization (Mullin, 2005). The motivation of employees maintains the competitiveness of the organization in the market as the employees are motivated to achieve the company’s goals.

References

Ismail, H., & Rishani, M. (2018). The Relationships Among Performance Appraisal Satisfaction, Career Development, and Creative Behavior. Retrieved 27 April 2018

Tracy Mullin. (2005). Hiring the very best. How to increase your employees’ morale and productivity., p 34. Retrieved from http://www.chainstoreage.com 

www.handmadedesigns.com, H. (2018). Examining the Impact of Federal Employee Wellness Programs and Employee Resilience in the Federal Workplace | Journal of Health and Human Services Administration. Jhhsa.spaef.org. Retrieved 27 April 2018, from https://jhhsa.spaef.org/article/1795/-Examining-the-Impact-of-Federal-Employee-Wellness-Programs-and-Employee-Resilience-in-the-Federal-Workplace

Yang, J., & Treadway, D. (2016). A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior. Journal of Business Ethics, 148(4), 879-891. http://dx.doi.org/10.1007/s10551-015-2912-x