Organizational Systems and Employee Motivation

Question: Discuss about the Organizational Systems and Employee Motivation. Answer: Introduction In this assignment, an audit has been carried out for the Human Resource Management (HRM) practices for the company named Abu Dhabi Center of Waste Management. The strengths and weaknesses of the company have been analyzed for each of the functional areas of the business operation of the organization. At first, the background of the company has been provided along with the concept of human resource management. There are various factors related with HRM practices such as job evolution strategy, employee selection and recruitment process and employee motivation and rewarding system for the organization have been analyzed. Finally some recommendations have been provided to the company so that HRM practices can be improved. The company is also known as Tadweer. Since the year of 2008, the company has achieved remarkable growth and progress (Tadweer 2016). The company has achieved a major leap in the field of safe waste management. The company has significant contribution in the developing mechanism in developing mechanism for industrial waste and protection. The vision of the company is to become one of the most sustainable companies in Abu Dhabi within 2030 (Tadweer 2016). Concept of human resource management Yuan and Xu (2013) stated that human resource management is the formal system used for the management of people within a company. It has been found that human resource managers have mainly three types of responsibilities. They are such as employee compensation, staffing and employee welfare and designing and defining jobs (Taylor 2014). It has been found that success of a business is highly dependent on human resource management of an organization. It helps an organization to react quickly to opportunities and help to gain access to accurate information. For this human resource planning has become an important part of organizational activity. It helps a company to assess the future supply and demands of human resources. Klotz et al. (2013) stated that HR planning helps to develop a mechanism to eliminate that gap exist between the current demand and supply of human resources. In addition, it helps to adjust the business policy in accordance to the labor market condition. All the fact ors have discussed below for the company The Center of Waste Management - Abu Dhabi. Job evaluation It has been found that grading method is used as the effective job evolution method for the company. Shackleton (2015) stated that this method is popular among the U.S. Civil Service Commission. The company has an authorized committee to develop classes or job grades. According to Avery et al. (2013), job grade can be defined as a group of different jobs of same difficulty and those required similar skills in order to conduct them in appropriate manner. The committee uses denominators like responsibilities, knowledge and skills to develop different grades of job. These job grades are such as skilled and unskilled labor, waste management engineer, laboratory assistant and accounts (Tadweer 2016). After evolution of the job grades, different wage and salary rate is fixed for every grade. After analyzing the grading method used by the company The Center of Waste Management - Abu Dhabi, some advantages and disadvantages of this job evolution technique has been found. This method is economical, simple in operation and easy to understand. It also helps to solve the pay determination problem for administer (Latham 2012). However, this method used by the company has also some issues. For instance, it suffers from personal biasness. It cannot deal with complex jobs that do not fit neatly to one grade (Avery et al. 2013). Employee selection and recruitment within the company It has been found that, the company uses a five stage model of recruitment. It includes stages like recruitment planning, strategy development, searching, screening and evaluation and control (Mattfeld 2013). This stage includes developing draft of the inclusive job specification for the unoccupied position (Boswell et al. 2012). It highlights all minor and major skills, experience, skills, qualifications and the level of payment. In this stage, the company tries to attract job seekers towards it. The company uses both internal and external sources to attract job seekers (Tadweer 2016). Latham (2012) argued that screening is the starting stage of selection. However, in the Center of Waste Management - Abu Dhabi, screening is considered as the integral part of the selection process. The actual selection process of the company starts after all the applications have been shortlisted and screened. They are screened against the knowledge, abilities, skills and experience required for a job. In this stage, the management has to evaluate and control the cost of recruitment. The cost of recruitment includes salary for the recruiters, cost of the time spent for job analysis and other administrative expenses. Employee motivation and rewarding system The company uses different strategies to improve employee motivation and rewarding system. They are mentioned below: All employees are involved in the organizational decisions and development system adopted by the organization. The company sets reasonable and transparent standard of performance for rewards in order to make sure that employees understand how to earn rewards. The origination uses objective performance data to determine the reward (Skudiene and Auruskeviciene 2012). The company management emphasizes on teamwork and cooperation and recognizes both small and large accomplishments of employees. The management team provides rewards immediately after any worker is able to achieve the desired behaviour (Tadweer 2016). Employees are given the opportunity to select their own rewards. For example, they can select either monetary rewards (increase in payment) or non-monetary rewards (holidays, promotions). When an employee has to do unfamiliar tasks, the company provides rewards depending on continuous reinforcement schedule (Tadweer 2016). Conclusion After analyzing the HRM strategies, it has been found that the company has adopted best practices of the industry. It has been found that grading method is used as the effective job evolution method for the company. The committee uses denominators like responsibilities, knowledge and skills to develop different grades of job. In case of employee selection, the company uses a five stage model of recruitment. It includes stages like recruitment planning, strategy development, searching, screening and evaluation and control. The company sets reasonable and transparent standard of performance for rewards in order to make sure that employees understand how to earn rewards. The company management emphasizes on teamwork and cooperation and recognizes both small and large accomplishments of employees. However, there some issues related with the HRM strategies can be found. For this reason, some recommendations have been provided. They are mentioned below: The company can use ranking method for job evaluation. It simpler and economic compare to the existing grading method used by the company. It is less time consuming and it requires little paper work. In case of employee motivation and rewarding, the company has to prohibit any kind of discrimination. The company management should not select employees depending on their culture, religion, gender in case of rewards and recognition. Instead, they should select employees depending on their performance and organizational behaviour. They have to motivate employees for ethical behaviour. The management of the company has to change the rewarding system more frequently. It will surprise employees and make the process more exciting. It will motivate employees to work hard, so that they can achieve both organizational and individual objectives. Reference list Avery, D.R., McKay, P.F. and Volpone, S.D., 2013. Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices.The Oxford Handbook of Diversity and Work, p.282. Boswell, W.R., Colvin, A.J. and Darnold, T.C., 2012. Organizational systems and employee motivation. InWork motivation: Past, present, and future. Taylor and Francis. Klotz, A.C., Motta Veiga, S.P., Buckley, M.R. and Gavin, M.B., 2013. The role of trustworthiness in recruitment and selection: A review and guide for future research.Journal of Organizational Behavior,34(S1), pp.S104-S119. Latham, G.P., 2012.Work motivation: History, theory, research, and practice. Sage. Mattfeld, D.C., 2013.Evolutionary search and the job shop: investigations on genetic algorithms for production scheduling. Springer Science Business Media. Shackleton, V., 2015. Recruitment and selection.Elements of Applied Psychology, p.153. Skudiene, V. and Auruskeviciene, V., 2012. The contribution of corporate social responsibility to internal employee motivation.Baltic Journal of Management,7(1), pp.49-67. Tadweer, 2016.Home. [online] Tadweer.ae. Available at: https://www.tadweer.ae/en/Pages/default.aspx [Accessed 20 Dec. 2016]. Taylor, S., 2014. Recruitment and Selection.Strategic Human Resource Management: An International Perspective, p.139. Yuan, Y. and Xu, H., 2013. Flexible job shop scheduling using hybrid differential evolution algorithms.Computers Industrial Engineering,65(2), pp.246-260.