HRM in Context

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this assignment is about to develop students skills in analytical thinking and writing and crtitically theory in practices.

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Part 1

Part 2nd

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Proportion of final mark You will be marked on: 20% Q. 1. The extent to which the discussion of why both senior managers and line managers of an organisation should be involved in the direction and implementation of HRM policies and practices produces a coherent, structured argument using supportive theory (including one HRM model) from a range of appropriate sources (e.g. textbooks, journal articles, trade media and professional institutes). 10% 40% Q. 2. Short Case > The extent of introduction that relates key ideas of the issue. The substantial content of the essay emphasising examples and critical analyses with the appropriate application of Employee Motivation Theory. > The depthness of opinion with justifications ► The extent to which the essay is structured based on the required tasks and logical or coherent presentation. A range of appropriate sources (e.g. textbooks, journal articles, trade media and professional institutes) 20% 10% giarism Farism, which can be defined as using without acknowledgement another person's words or esment as though it were one's own work, for instance by copying, translatin nginricm are given below: for Gulf College - Faculty of Business and Management Studies - In academic Affiliation with CARDIFF SCHOOL OF MANAGEMENT Specific Assignment/coursework Brief Key Skills Developed This assignment will develop your skills in analytical thinking and writing and your ability to critically apply theory in practice. It will also develop your skills in applying analytical tools to business context. 1. Analyse why both senior managers and line managers of an organisation are involved in the direction and implementation of HRM policies and practices? (1000 words) 2. Short Case Situation: (2,000 words) Your friend, who supervised the Human Resource Department of his own business, consulted you about his concerns. What guidance should you provide considering the application of Employee Motivation Theory? He sent you a letter that contains the information specified below. Dear Friend: I request you to please advice me regarding the following queries: "What are the different ways to keep the employees happy and how to reward them when the budget is tight?" I believe happy employees are more productive employees. But in this circumstance, many business owners believe they don't have the means to make their employees happy because they can't increase their salaries. Please share with me your valuable advice. Cordially yours, Your Friend, Abdullah Tasks Required: Write an opinion essay that is relevant to the short case's situation. a. Introduce the key ideas related to the issue. (400 words) b. Suggest solutions emphasising examples and critical reasons of your arguments with the application of Employee Motivation Theory (1,200 words) C. Conclude the essay with your opinion and concrete justification. (400 words)
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Running head: HRM POLICIES AND EMPLOYEE MOTIVATION

HRM Polices and Employee Motivation
Name
Institution
Date

HRM POLICIES AND EMPLOYEE MOTIVATION

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Part 1
The success of a business is linked directly to the efforts of employees. Management
often develops policies aimed at ensuring a smooth running. Senior and line managers are
responsible for providing that the initiated policies have been put in place, monitor their
implementation, and assess their effects on productivity and overall performance. The human
resource managers ensure that the right personnel based on expertise and experience is
employed. The line managers are involved directly with the operations of employees and are
answerable to the senior managers (Legge, 2015). For instance, the actual recruitment and
management of employees is a role played by the line managers. They advise HRM on the
expertise required for a particular post and all other requirements. Senior managers monitor the
performance of employees through the line managers and are answerable to the directors or the
top-level management. Additionally, they carry the image of a company in its external
environment. Therefore, they always ensure that the policies created are implemented fully. The
following are the reasons for engagement of senior and line managers in direct implementation
of HR policies.
Employee Engagement
Line managers bear the largest responsibility of engaging the employees. Their approach
towards supervising the workers is critical in engaging them. They also create the desired
organizational culture for the teams available. This culture is important as it allows the workers
to relate among themselves as well as with the management. Line managers create and
encourage open communication within the workplace (Legge, 2015). This way, they develop
healthy working conditions with a united workforce. On the other hand, the line managers who
concentrate on the negative attitude of the employees, micromanage them or develop means

HRM POLICIES AND EMPLOYEE MOTIVATION

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necessary to boost their status develop a disgruntled and disorganized workforce. As such, since
they know their employees, they are in the better position to implement the human resource
policies. These policies are performed based on the ability and expertise of employees. Finally,
they are aware of the best means to use in performing the policies based on the created culture as
well as the engagement developed.
Performance Appraisal
Companies always conduct appraisals and promotions based on performance. The HRM
department and the management still create policies to enhance performance and as the measures
to use when evaluating the best performing employees. The line managers and the senior
managers must work carefully to ensure that the employees receiving performance-related
appraisal are the right candidates. These managers know the employees well based on their work,
expertise, ability, problem-solving approaches, interaction with other employees, and dedication
to achieving personal and organizational goals (Legge, 2015). Therefore, they are the best
position to implement the HR policies aimed at ensuring that the worker appraisal is based
explicitly on performance.
The relationship between line managers and employees allows proper implementation of
organizational policies. These managers are in direct contact with the employees giving them a
better chance to monitor the process and accomplishment of a particular policy. They take
feedbacks concerning these systems and their applicability sincerely and understandably
depending on the organizational culture created (Legge, 2015). When the line managers fail to
monitor or are not interested in ensuring that these policies work, the HR department and the
management will not achieve the desired outcome.

HRM POLICIES AND EMPLOYEE MOTIVATION

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Disciplining Employees
The line managers are responsible for ensuring that the employees are disciplined while
in the workplace. The attitude of approach embraced by a line manager determines the future of
employees. The company's healthy and disciplined workforce is solely dependent on the attitude
of the line manager (Purcell,...