Introduction

Yes, in my opinion, can effective HRM practices support organizations to increase employee
motivation and performance. Human resource management (HRM or simply HR) is
the management of human resources. HRM is importance for an organization, an organization
cannot build a good team of working professionals without good HRM. HRM is the process
of recruitment and selecting employee, providing orientation and induction, training and
development, assessment of employee, providing compensation and benefits, motivating,
maintaining proper relations with employees and with trade unions, maintaining employees’
safety, welfare and health of employees. HRM can effectively support organizations to
increase employee motivation and performance because if an organization uses and utilizes its
human resources to achieve the greatest potential advantage, there is very little potential to
prevent an organization from achieving its goals and objectives. Furthermore, HRM may help
employees to achieve performance in the organization. The quality of employee work
performance depends on the ability, motivation and opportunity function. This means HR
managers intervene to develop employee ability, motivation and opportunity in order to
maximize work performance in the organization. Motivation refers to external and internal
factors that influence employees to perform a particular task or job well. One of the roles of
human resources managers is to maximize the level of employee motivation.
Google with the most motivated employees

When it comes to motivating employees, there is no doubt that Google stands out from the
rest. Google was named the 2014 “Best Company to Work For” by the Great Place to Work
Institute and Fortune Magazine. The organization topped the list for the fifth time. True, in its
short lifespan, Google has acquired for itself a huge and bright workforce (over 50,000
employees spread throughout the world) that serves millions of people all over the globe. In
any case, what is much more model is the way Google vigorously spoils its representatives
while as yet having the capacity to concentrate unique and remarkable thoughts and items
from them. Google’s success is underpinned on its effective motivational policy. In the past
few years, Google has been named one of the world's best employers. Google used
compensation and benefits system to motivate their employees. Google’s compensation
system has all the benefits would expect from a Fortune 500 organization such as health
insurance programs and retirement plans. Core compensation is very importance and has a
large impact on employee’s attitude and performance. Google focuses on rewarding
exceptional performance as well as training in weak areas for underperformers. Google also
uses pay-for-performance bonuses as a large part of their compensation strategy. Besides that,
Google offers benefits such as paid time off of benefit, health insurance programs that cover
employee dependents as well, offers employer sponsored retirement programs which are
401K and IRA, unlimited number of sick leave, additional life insurance benefits and tuition
reimbursement services. This type of discretionary benefit helps Google create a competitive
advantage in the market by giving perks to employees which helps attract and retain quality
employees. These all of compensation and benefits system will help motivate Google’s
employees.
How SAS become the world’s best place to work

The great place to work institute in November named analytics software giant SAS as the
world's best multinational workplace. While it’s long been debated whether "happy" workers
are indeed more engaged and productive than their discontented comrades, and whether
organizations that invest themselves in more generous practices get rewarded with greater
profitability, SAS’s performance provides irrefutable proof that it does. They’ve had 37
consecutive years of record earnings—$2.8 billion in 2012. The reason why SAS become the
world’s best place to work is because SAS have good benefits and perks. SAS want their
employees feel valued and secure so SAS provide competitive pay, discretionary bonus,
financial, retirement and estate planning seminars, company-paid life insurance and accidental
death and dismemberment (AD&D) insurance, and retirement plan benefits including profit
sharing and 401(k). Furthermore, SAS also providing their employees meaningful work, a
stimulating work environment and training and career development opportunities. SAS give
many benefits by providing employees eleven paid holidays, paid vacation starting with three
weeks per year to start for full-time employees, flexible work schedules, jury duty, military
and bereavement leaves and paid sick days. Besides that, SAS also take care of employees’
health by providing comprehensive medical, prescription, dental and vision plans for full-time
and part-time employees, Employee Assistance Program (EAP), health care flexible spending
account, on-site health care center and pharmacy in Cary, short and long-term disability plans.
SAS uses benefits and perks to motivate their employees and employees become more
productivity and happy when working.
How Samsung’s HR Strategy Led to Innovation and Worldwide Growth
HR has been instrumental in the success of Samsung’s talent management strategy. This
conference will help to understand the complexities of large national (local) organizations and
transform them into a leading global multinational corporation. Learn about the challenges of
going global and the responses used by a successful MNC and how HR took the initiatives in
the process of innovation and change. Learn about the challenges of going global and the
responses used by a successful MNC and how HR took the initiatives in the process of
innovation and change. Based on Korea's unique historical and economic background,
Samsung group in the past decade rapid growth. Especially, Samsung Electronics, which is
the biggest subsidiaries in the Samsung Group. Samsung growth in worldwide by using
training and education systems. At Samsung, all employees receive training on managing,
storing and handling of chemicals as well as proper disposal of chemical waste. Training
program includes Certified Chemical Training that employees that may handle a chemical
substance participate in this online training, which includes properties of chemical substances,
safety procedures and protective equipment requirements as well as accident and emergency
response. Second, Material Safety Data Sheets (MSDS) Training which employees are
educated on the detailed properties of each material used in the manufacturing process as well
as how to respond in the event of a hazardous situation. Third, Emergency Response Training
(ERT) that engineers who are responsible for the machinery used in the semiconductor
fabrication process receive additional training on proper response to emergency situation.
Samsung provides these all of training that employees can learn a lot of things through
training. To be a successful company, Samsung needs to have staffs who really likes to work
there, making the best possible effort for the company. The manager of Samsung Electronics
still need to give motivation to their employees. Motivation is a set of forces that initiate,
direct, and enable people to adhere to their efforts to achieve a goal.
Nestle's long-standing success story

A renowned name in the fast-moving consumer goods (FMCG) industry, the Nestlé Group
needs no introduction; the name itself is recognised as a leading global brand. Standing proud
at 147 years, Nestlé attributes its successful longevity to its adherence to sound human values
and principles. The company added another feather to its cap recently when it bagged the
award in the “FMCG/Retail” category in this year’s Malaysia’s 100 Leading Graduate
Employers Awards. According to Nestlé’s executive director, human resource, Uzma Qaiser
Butt, the success of Nestle in the hearts of young generation of Malaysians have a special
place, there has been operating for over 100 years. So, human resource management is so
important for an organization to success. So, Nestlé use compensation and benefits to
motivate their employees. Compensation is a key part of Nestlé Real Rewards package and
helps to attract, motivate, and retain a workforce of top performers. Benefits are also provided
to all employees with no discrimination which are Leave-Personal and Medical, Children
Education Assistance Scheme, Provident Fund, Group Insurance and Accidental Insurance
Scheme, Conveyance Reimbursement Scheme. Furthermore, Nestlé regards its people as its
most valuable asset and places the highest priority on protecting them, so Nestlé also provided
safety and health measures for employees.
Conclusion and Recommendations

In conclusion, employees’ motivation is very importance in the human resources management.

The motivations of employees are a variety of reasons that are beneficial to the organization.
The reasons include retaining well-performing employees, improving organizational
productivity and output, and improving teamwork. Other reasons include lower the operating
costs, reduced employees’ turnover and reduced absenteeism. If without a proper setup for
HRM is bound to suffer from serious problems while managing its regular activities. So, an
organization must put a lot of effort into setting up strong HRM. It is because employees are
valuable asset of an organization. For recommendation, what a leader does can motivate the
workforce to respond with a desire to work harder and more efficiently. It is because an
employees look to leadership for guidance, support and direction. If leadership’s behaviour
that does not meet their encouragement, morale and motivation can be lost.
Reference
https://www.cleverism.com/google-way-motivating-employees/
https://studymoose.com/benefit-and-compensation-system-of-google-essay
https://www.fastcompany.com/3004953/how-sas-became-worlds-best-place-work
https://www.sas.com/content/dam/SAS/en_us/doc/other1/benefits-brochure.pdf
https://ondemand.shrm.org/conference/2014-annual-conference/session/case-study-how-
samsung%E2%80%99s-hr-strategy-led-innovation-and
http://mystarjob.com/articles/story.aspx?file=/2013/11/16/mystarjob_careerguide/13899650&
sec=mystarjob_careerguide