VALUE OF HRM POLICIES AND PRACTICES TO ORGANIZATIONAL PERFORMANCE

Value of HRM policies and practices to organizational performance

Introduction

Employing right individual has potential to, in long run save organisation money by reducing turnover. This highlights importance of recruitment and selection of sales people. Various techniques should be employed to best avoid selecting wrong individuals for job. Effective recruitment processes are vital in attracting and retaining high quality staff. (Schuler Jackson 1999:18)

Motivation Hygiene' Theory

According to Herzberg's `motivation hygiene' theory; two groups of factors affect employee motivation. Herzberg suggested that achievement and recognition motivate employees rather than hygiene factors such as pay and working conditions. Marks and Spencer agree with this and have introduced performance related pay within last few years. (Prickett 1998:13)

Managers have a responsibility to ensure that employees are aware of health and safety regulations and the requirement to report all accidents and dangerous occurrences to the appropriate person/department. Marks and Spencer operates a system that ensures workplace health and safety is safeguarded and provides a range of professional health services to their employees.

Employees who work hard receive the higher wage than those who do not which encourages all employees to work as hard as possible in order to gain extra pay. They also use appraisals as the form of performance management to analyse which areas employees need to be motivated on. In many companies, appraisal takes place once or twice the year but Marks and Spencer carry it out every three months, more frequently appraisals are carried out, better. Performance management allows Marks and Spencer to ensure that all of their employees are properly trained as the properly trained employee will be more confident in their job and will be better motivated to perform more efficiently(Marterella 2005:1)

This statement supports argument that recruitment and selection is main activity within human resources. Recruitment and selection are the set of activities and processes that are used to select qualified individuals for open vacancies within an organisation. Recruitment is process of attracting individuals for vacant posts; selection process measures these individuals and finds best candidates to fulfil job description. It is essential for organisations keep up with changing business environment and amongst other factors organisations depend on their workforce to effectively respond to these changes, therefore there is the great need to employ highly skilled individuals. (Schuler and Jackson 1999:18)

Recruitment

There are different methods that an organisation can employ when recruiting and selecting applicants; internally and externally. Internal recruitment offers vacancies to existing employees, job post are distributed through staff notice boards and company newsletters. This method is cost effective as it avoids using agencies having to pay consultant fees also training and induction is eliminated. The employees already have knowledge of how organisation operates making them easy to work with and their chance for the career development gives them an incentive to work harder as they feel appreciated. However, limitations of this method are lack of new skills or experience brought into organisation which could differentiate from competitors, therefore external method maybe more ...