Human resource management - Essay Example

She called attention to psychology as a measure to improve not only productivity, but also the welfare of the workers. Through this, she was able to advance the humanistic side of Psychology and its application to the industry. Among the key domains where HRM is oftentimes applied and executed are Performance Management, Motivation and Leadership. In these domains, HRM is able to exercise its goal of developing people skills and helping them work efficiently in order to improve organizational productivity.

In the area of Performance Management, HRM strategically develops and improves performance through policies that emphasize customer needs and service quality through systematic monitoring, evaluation, rewarding, and instilling a sense of accountability among individuals and teams. In Motivation, HRM helps in identifying concrete steps to determine the primary motivators of the workers and to provide these motivators to ensure optimum performance of duties. Paul J. Meyer is known to have identified five warning signs for waning motivation, and he subsequently formed a 5-point plan to correct motivational problems and to help in maintaining its momentum.

Finally, in Leadership, HRM helps leaders develop proper communication within and beyond the organization, establish an aware and responsive culture among its members, and promote high standards through setting examples (Gibbs, 2000). HRM goals should be in line with organizational goals, yet it should keep up with the needs of the individual workers and the constantly changing environment of the workforce, in response to the changing supply and demand. HRM models serve to outline the relationship of the essential elements needed to provide effective HRM, at least to grant concrete structure all throughout the face of continuing changes, and to guarantee that the basic aspects are being met.

The traditional HRM Model by M. Hanada Keio involves a four-way system of grading – through rewards,