HUMAN RESOURCE MANAGEMENT – MOTIVATION AMONG WORKERS IN

LARGE AND DIVERSIFIED BUSINESS ORGANIZATIONS

Abstract

The management and hospitality department of the organization tries to provide good food
service and accommodation when people travel. This industry is also called “People Business”
industry.The hotel and catering service is responsible to deliver adequate service, they provide
lesser facilities if we compare with other businesses
Chapter 1: Introduction2000
1.1 Introduction300
The main resource of the organization is the human and other resources are like financial and
physical resources. If there is no manpower or employees the organization will not exist. To
reach the peak of the success to have good results to do good for the future , the organization
needs to sustain the efforts of the manpower. Thus the employees work with high abilities ,with
passion and with good commitment. Hence the business grows up exponentially. Rao says that
when employees give their best by using the abilities the business grows continuously.Generally
in all organization all the basic elements like land , labor, buildings,equipments , materials all are
same but the only factor which changes is the Human resource factor.The organization recruit
some employees for some potential advantage. There is very little chance that can affect the
success of the organization.Jack Welch, (director of Generator Electric) says that the backbone
of an organization is the Human resource. The HRs provide their suggestions for the
organization for development and give super customer service.They analyze, collect and
distribute the information and create strategies to inspire and motivate the employees. The
motivated employees always do their best by giving the high potential.In the companies and the
organization Human Resource management is designed to achieve the employer strategies and
goals. HRM tries to focus on the policies of the people within the organization. HRM is the
process of recruiting employees , the process of selection , providing orientation and proper
training. HRM also does employee assessment like facilitating proper salary, Performance
appraisal. This department takes care of the health and the safety of the employees . HRM is
responsible for obeying the labor law. By collecting the information from the job analyst
employees are informed about the motive of the company and the motive and the area of the
work . Employees under a training program thus can assist the machinery properly.
1.2 Background of the Research400
“Human Resource Management” - this term is now common in people's world. This
management has come from about the last eleven to sixteen years.Before that it was named by “
personnel administration”. The name is not nearly cosmetic. Personnel Administration was
created in the year of 1920. This department was highly responsible for the training, hiring,
evaluating and compensating the employees of the organization.The field was not responsible for
maintaining the relationship between employees and organizational performance. This
department was also not able to make a unifying paradigm.HR management department
developed to respond to the substantial increase of the business in comparison to the American
business.As a factor of globalization in the 1970s American business organizations developed
this HRM system. Human Resource management system is also named as personnel
management system. It consists of all activities under an enterprise to ensure the effective
utilization of the manpower by dividing them in some individual groups to achieve
organizational goals.in an organization human resource department’s work is to manage the
people's side. During the various phases of the employment stages the HR department is ready to
help the people effectively including pre and post hiring process. Planning practices included in
the pre-hire process and in the post-hire process they decide what to do. The organization must
ensure the required qualification for that job.The organization should ensure the future opening
of jobs and the further job vacancies. During the hiring process the organization chooses the
employees. The total procedure including recruitment of applicants confirming their qualification
and ultimately selecting the desired candidates is under in this department. Human resource
management has changed its name several times in its history. Due to environmental and social
changes the name changed. The first world war changed the acceleration of personnel
management. At that time huge numbers of female candidates were recruited in the army to fight
the war. During the 1921s, labor management and employee management were introduced in the
history of the engineering field and also in the industries and large factories. The role of handling
the dismissal ,absence and recruitment is under the department of Human Resource management.
During the 1931s the economy was rising again . Big industries were showing interest in the
field such as textiles,buildings,mining etc.These sectors did not have the experience to recruit the
laborers. As a sensible person HR should always emphasize the spirit of the employees and
enrich the growth of the organization.

1.3 Research Aim100

For human resource management the ultimate aim is to identify and justify the HRM practices
for employee job performance , motivation of employees, support and satisfaction of the
employees. This is so important to sustain the business.The HR should take care of the
employment process , the salary , the training of the employees and the safety of the employees.
To attain the maximum efficiency and to reduce the chaos among employees HR are responsible.
The food and accommodation are now playing a vital role for maintaining the employees.
Ultimately job satisfaction is needed ,that's why HR should always try to accommodate and
satisfy the employee by giving a proper salary.

1.4 Research Objectives100

1. The major objective is to determine and identify the suitable HR practices like employee
motivation,satisfaction and job performance.
2. To identify the factors which motivate the performing employees.
3. To determine the factors that bring high level job satisfaction.
4. To test the effect of training in the employees performance at work.
5. To identify the effect of the incentives implemented or not by the performance of
employees' work .
6. To confirm the relationship and friendship among employees of the organization.
7. To facilitate a safe workplace and accident free zone in the industries is also a necessary
job for the HRM.

1.5 Research Questions100

Based on the statistics of the research of the Human Resource Management some question
arrives and some of them are:
● What is the economical dependency through the eye of a loyal employee?
 ● Should the workplace be kept calm by the help of meditation?
● Should HR recruit the current college student as an employee?
● What are the ethical standards while working in the international market?
● Is online audio visual courses enough for the training of the employee?
● Is the company needed to spend more money for the education of the employee?
● What are the pros and cons of the freelancing market?
● What are the previous financial and economical risks?

1.6 Research Hypothesis100

From the study of Human resource management some hypothetical concept came out and they
are:
H0: HRM motivates the employees thus they can work with full efficiency.
H1: HRM does not motivate the employees thus they can work with full efficiency.
H0: HRM is responsible for the growth of the organization or the company.
H1: HRM is not responsible for the growth of the organization or the company.
H0: In the organization bad behavior of the HR department can affect the minds of the
employees
H1: In the organization, bad behavior of the HR department does not affect the minds of the
employees.

1.7 Research Rationale300

In the foreign countries survey research shows that the sampling opinion is related to
compensation,collective bargaining , quality of life and quality of work is going very smoothly
after the involvement of HR management. It makes a series of queries or questions from the
research. An adequate sample of individuals is taken to fill the data and analyze the concluded
formation. This method is not suitable for ministers to protect the questions. The survey takes
large examples for preparing the series of misinterpret questions.This a very time consuming
method.Though the case study method is very systematic and has depth for significant
relationship under given circumstance is possible. The case studies should be very careful to
analyze the HR management and Human relation. Under the method of the collection ,analytics
and interpretation people can see the stats. In modern times chi square , trends and the index
numbers are effects of computers. Mathematical modes are also very important between
variables and specific relationships. Mathematical problems help to resolve the relation among
variables and constants. Based on the theory of the simulation models, training of employees is
classified. Inventory and production control is so much related to the problem of study.From the
research of field and action people are aware of the behavior of organizational studies. This is a
very useful method to study group behavior in the organizaton.In the organization humans are
working. In the workplace several problems and difficulties come in. HR should give some
solutions to prevent accidents. The research team has the expertise to publish the research about
the findings of all the reasons for the problems. All kinds of organizations try to maintain the
records of all the employees , records like salary,performance,wages,turnover,accident,absence.
This method is very systematic and takes a pretty long duration of time.
1.8 Research Significance400
The purpose of human resource management is to achieve a positive attitude among
workers.This process can not be utilized among normal people. By reducing wastage and and by
using maximum number of resources the HR department tries to maintain the objective of the
company. If the HR department does not analyze the performance of the employees thus they can
increase the salary and do the promotion. The workmen who are working in other companies can
join this company in future. Also the employees of this company who have resigned they also
can rejoin in the near future.To maintain the good relation with the union of the company the HR
should make a healthy relation with them. This attitude has to be maintained not only in this
company but also in future companies. If the policies go against the motive of the employees
they can strike. Effective human resource practices can teach the individual teamwork and their
adjustments. When a large number of employees leave their job then a huge amount of vacancy
is created. This happens only because the HR does not reach the demands or the turnover of the
employees. When a company goes to a new business the company tries to achieve better
performance. When this happens the HR tries to give higher profit to the company. As the
company workers are continuously trained , the workers are ready to achieve the job
requirement. The companies are also able to summarize the potential employees who are actually
suited for promotion. If the HR follows the proper recruitment procedure the company can select
the proper people for the proper job. Human Resource management helps not only in the study
but also in the management of people in their own style. There are so many reasons to study
Human Resource management. When a huge number of complaints come to the HR from the
company they are responsible to solve the issues of the company employees. HR should
recognize what kind of framework is going on in the company. According to it, they have to
recruit people. There is definitely a need to maintain the local scenario of the specific business
challenges. But at the base level all the principals remain the same. Most people think that
human resource management is about the workforce.But this thought is absolutely false. Hr
management is also related to the stakeholders management. It is also important to sync the Hr to
the team leaders. For managing campuses and relationships among brands and the employer HR
give their effort. By studying Human Resource management the people can gather these
knowledge. In future people will be more evident of the biggest competitive advantages and
differentiator for any organization. Any other department of the function can not give the power
of resources. Only the Human Resource knowledge is applied
here.

1.9 Research Framework (Smartart)

1.10 Conclusion200
This study of research of human resource management gives a suitable path and direction to the
Industries and companies to have maximum performance. There are some factors that can
influence organizational performance. So many factors are related to maintaining the
organization's performances. If the company carefully follows the HR rules and regulations the
company can achieve the highest achievement. The hotels will get the desired results that may
help them to go up continuously for the highest benefit. Apart from this the other important point
is the effect of the HRM practices. For suitable business results,sustainable business
strategies ,quality of customer support, financial management, marketing strategy companies are
dependent on the HR department. These are the details of some areas in the scope of Human
Resources. The HR department carries out the problems and functions , and also connects the
business goals to the organizations. In many countries, to study the HR department is highly
rewardable. In every organization understanding and gathering knowledge is highly expected
from the HR. That's why human resource management can help to expose the organizational
environment. The gathered skills people acquire by studying human resource management is
relevant across every business type and factor. These are the purposes of Human Resource
Management.

Chapter 2: Literature Review9500

2.1 Introduction200
The Management study of Human resource is the culture of the organization and it is the most
important source to achieve the competitive advantage. Human resource management is the
process of ensuring the organizational activities which are directed to manage the group of
human resources. Organizational culture has a deep impact on the development and the
establishment. For society organizations are the most important key. During fulfillment of the
organizational goals some specific types of organizational impact appear. The purpose of the
organization is to improve solidarity and operation. The enthusiasm and the creative nature of the
employees have to be emphasized by the management department. This department is directed
to manage the groups individually. Leadership ability has to be influential for the behavior of the
employees. In the current scenario the management skills are more complex and have more
diversity. Human Resource may be defined by the total ability of work, talents, aptitude,
knowledge and organizational work. Human Resource is the management activity of actions and
effect of decision and the relation between organization and its workers.In 1940s human relation
can not be tracked but in 1980s the culture was adopted to strengthen the weak points of the
management.

2.2 Empirical Study8300

According to Davidescu et al 2020 employees are the main stakeholders for the formation and
also the development of the organization . It is so important for the durability and the
sustainability of HRM. Most organizations ignore the organizational behavior that is needed. It
has been observed that most of the unutilised and mishandled tools are used for driving
organizational performance. In the human resource cycle rewards are the most effective process
to push up the motivation of the employees. As a conclusion, rewards are used to influence the
performance of the workers. To manage the payment of the organization and to try the limited
fashion which is happening among the company. The major issue is how to apply the reward
system to fix the problems in the United states by doing short sighted management. The reward
for each year is normally turned into both financial incentives and promotional activities.
Motivation from senior persons are very effective and very strategic towards long term strategic
goals. The reward system encourages short-term achievements.
This is not wise or reasonable to recommend that managers are only rewarded for long term goals in
business which must have to perform in the current state to be successful in the future.Thus the reward
system should provide support which can balance the future strategic goals. Some companies are
examples who work with strategy and explicitly. In the early 60s it was determined to learn curve theory.
Simply put, the cost of the manufacturing can be brought down through percentage by the availability of
the product. Each time when the cumulative volume is twice of its original volume the strategy is applied.
The process involves constant design of improvement that can drop the price as soon as possible. This
process was first implemented by connecting the Customer center of products which is needed for the
division of the organization.
By the dilemma of the PCC structure the strategies and techniques are implemented. For the long range
strategic plans the formulation and the strategic effectiveness is done. The top managers at IT wear two
different types of hats. One of them is focused on the efficiency of the bottom line and another works on
the principle of the effective objective. For example , the manager is responsible for OST while working
at the same time as PCC. If 61% of the time is split among the short and long time jobs.

According to Zhou et al 2019 the research work on organizational innovation and high work
performance relationship(HPWS) has been paying the important attention to the boundary effort
of the participation of the employees. By connecting the human resource management and the
relation of the employee. By testing the three types work model and the mechanism of direct
voice the relationship between HPWS and innovative organization has been achieved . By
checking how the employees invest in employee participation the three way interaction is tested.
According to the employees result og china 108 nos firms and near about 1250 employees are
moderated. Lesser the capitals of the human will be coupled more nos of organizational
innovation will be generated. It is very contrasty that in a direct voice mechanism the capital of
the human is coupled. The management implications and the theoretical implications are directly
discussable.

2.3 Theories and Models500

2.4 Literature Gap300

2.5 Conceptual Framework

2.6 Conclusion200

Chapter 3: Methodology2000
Chapter 4: Analysis1500
Chapter 5: Results and Discussion3000
Chapter 6: Conclusion2000