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Evaluation of HRM and Organisation Behaviour Theories Frameworks - Coursework Example

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The findings of this research will provide insight to keep the employees motivated and committed to the organization which enhances individual as well as organizational performance. Motivation is the most important tool and that too intrinsic motivation is what the managers should strive to achieve…
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Evaluation of HRM and Organisation Behaviour Theories Frameworks
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Download file to see previous pages The paper tells that the ever-changing business environment, increased opportunities and demand for career orientation requires a strategic approach to human resources management. The HR managers must be aware of the skills gap among their employees and identify the need for the essential skills. The success of the organization depends upon the capability of the staff to tap the talents and the skills of the staff. This demands a holistic approach to recruitment and growth and development of people. The difference between success and failure depends upon the recruitment and retaining the right people with the right skills in the right position. Recruitment methods can be formal and informal or active and passive. While the formal methods of recruitment include job centers and press advertisements, the informal methods include a recommendation from the existing staff as well as a personal network of existing employees and others. Word-of-mouth method of recruitment has its own distinct advantages as the existing employees that recommend new recruits would also ensure that these new recruits are immediately socialized. This is the preferred method of recruitment as it helps reduce employee turnover. The larger firms are more likely to employ the formal methods of recruitment while the smaller firms employ the informal methods of employment. The formal methods are cost-effective for larger firms as they hire in huge numbers. However, the managers are likely to face some adverse situation because those employed through informal methods are likely to receive higher performance appraisals because of the personal involvement (Tanova & Nadiri, 2005). Besides, the employees that are taken in through referrals obtain accurate information about the organization and the job role and hence they have realistic expectations. Nevertheless, the HR managers would need to evaluate the situation and make decisions based on the business environment as the formal methods have their own advantages. ...Download file to see next pagesRead More
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