CH7: Human Resources Flashcards
What is employee motivation and why is it a key management concern?
Employee motivation is the internal drive that inspires individuals to take action and achieve goals. According to Inc.com (2020), it is crucial for productivity and business success. Motivation is a constant concern because it directly impacts performance, and competing theories exist on how best to motivate employees.
What are the challenges and advantages of motivating staff in small businesses?
Small businesses often struggle with limited resources, making motivation difficult. Low motivation can lead to turnover, poor performance, and morale issues. However, small firms have the advantage of personal connection and flexibility, allowing for tailored motivation strategies.
What are the effects of employee motivation on business performance and morale?
Motivated employees show initiative, self-realisation, and loyalty. Motivation improves performance, customer satisfaction, workplace safety, and reduces turnover. Recognition programs and alignment with personal goals reinforce motivation, even during economic fluctuations.
What are the core administrative responsibilities of HRM?
Key responsibilities include benefit administration, ensuring health and safety compliance, managing labour relations, and maintaining accurate employee records. These functions support both legal compliance and organisational efficiency.
What global and technological challenges face HRM today?
Globalisation and technology introduce new complexities to HRM. Challenges include managing remote teams, adapting to diverse cultures, and leveraging digital tools. HR must innovate to attract and retain talent in this shifting landscape.
How has HRM evolved in modern organisations?
HRM has shifted from administrative support to strategic partner. Williams Olalekan notes HR must drive culture, change, and innovation. Core functions now include workforce planning, performance management, and global strategy alignment.
What are the common criticisms and strategic demands on HR in the 21st century?
HR is often seen as reactive and lacking strategic influence. Major challenges include talent acquisition, retention, adapting to tech, and shifting to a long-term mindset. To remain relevant, HR must position itself as a driver of business strategy.
