Human Resource departments can

influence the behaviour of

employees. identify and discuss
specific ways by which this may be
achieved.
 What is HRM?
• Maslow’s theory of hierarchical needs justifies the
reason why people want to work and accordingly
what satisfies them in the job they do, the rising
needs from survival needs to self actualisation
needs keeps human beings to engage in
employment which satisfies their needs.
Researches prove that people who gains
satisfaction from their job gives more to the job
and the organisation therefore Jobs should be
designed to be interesting and motivating within
to enhance the dedication of the employees,
which is one of the core concept of Human
Resource Management.
 HRM?

• According to American Management Association ‘HR can be

described as the organisational function accountable for
obtaining and maintaining qualified employees, In today’s
complex environment, fulfilling the mission is a major
contributor to an organization’s success’.

• The concepts of human resource management have evolved

over the years. Gradually and continuously most organization
began to understand the underneath impact of adopting HRM
policies within the organization which is understood and
justified by concepts developed by researchers
 HRM?

• Elton mayo’s Hawthorne experiment to McGregor’s X,Y

theory and Mintzberg’s Hygiene Factors gives different views
and ways on understanding and developing HRM in
organisations, and it is essential for human resource
management team to understand the behaviour of the
people of the organization and then influence them to
incorporate organization goal and objectives as their own
individual goal and objective. There are some of the ways by
which human resourced department can influence the
behaviour of the employee are discussed below:
Human resource department functions of
motivating, managing employees and
establishing reward management
policies.
 
• Performance management is defined as the vital and
strategic approach, which sets a target, evaluates staff on
it and provides relevant resources to increase the value of
the organization by improving the performance of the
employee and also by developing the capabilities of
teams and individual contributors.

• Depending on employees’ commitment and their working

behavior in relevance to the organization objectives they
are appraised and through these appraisals and
performance related pay systems HRD influences its
employees.
•  
• There are many tools, which can be used to
assess the performance of the employee of the
organization such as self- assessment, peer
assessment, line management, upward appraisal
and 360- degree or multi-rater feedback etc.

• Through well establish performance

management, the right candidate can be
rewarded for their contribution and Reward is a
kind of compensation and influence method
which performs as a return of exchange between
the employee and employer
 Human resource team equip employee with new skills and
training through learning and development programs.
 

• Every organization should have people with appropriate skills, abilities and
experience to stay ahead in the competitive market and adapt to the market
situation and these qualities can be acquired in the organization through
recruitment, consultancy and sub contracting or by training and developing
existing employee. Strategic decision must be taken on whether to buy qualities
through sub contracting or grow talent within the organization and most of the
times latter is considered by organisations as it can have huge impact on cost,
urgency of requirement and the need to motivate staff.
•  
• Human resource development and learning have significant role to play to acquire
employee royalty within the organization. As a result of individual development
within the organization they began to witness the successful career in future. The
employee acknowledge the fact that through developing and learning new skill
and knowledge they are more secured in the twenty first century changing
business environment.
 HRM team resolve conflict within the employee
fairly, bargain on subject keeping both employee
and organizations benefit

• An organization is consisting of people who differ in culture, ethnic

background, race, origin and most importantly thinking. Due to the
difference in the different thinking there can be outburst of conflict
among the employees. At this stage the human resource
department should take out a plan to resolve the problem fairly and
also it will be beneficial for the team to keep a plan to develop
employee relation in order to avoid this kind of conflict in the future.

• HRD influences employees’ activities and behaviour depending on

the organisations rules and regulation and the constitutional laws
which the organisation should abide to take on its business process
and when employees deviate from it HRD can take disciplinary
actions such as suspend, timed punishment, constructive criticism
and even dismissal to keep the organisations boundary line where it
should be and to warn other employees from repeating it.
 Human resource department need to prove equality of
opportunities and also deal with discrimination fairly
within the organization
 

• In the twenty first century when the competition within the different organization
is tremendous it would be nomads for the human resource team to recruit
candidates from selective background or culture. According to Ross and Schneider
(1992) organization can be benefited by committing equality of opportunity in the
following ways:

• Diverse workforce can bring new ideas and perspectives within the organization.

• New generated idea can be useful in the movement of total quality management

• Recruiting and promoting people who fit into the organizational role.
There are many facts which can acts as a barrier in diversity

• gender and sexual discrimination

Barrier in diversity

• sexual harassment
Barrier in diversity

• ethnic discrimination
Barrier in diversity

• disability discrimination etc.

Human resource team influence the staffs by developing a strategy for the organization
to select and recruit people fairly.
 

When the employees of the organization finds that they are treated well within
the organization and not discriminated by their ethnic background or age they
tends to be loyal for the organization. Human resource department plays a huge
role to encourage and develop employee loyalty and eventually can influence the
employee behaviour to set their direction to fulfil organization goal and objectives.
 Conclusion
 
• HRM involves motivating staff, training and developing staff,
develop a knowledge and learning organization and tries to
keep these trends of development continuously. In this way
HRM develops a influencing method on the behaviour of the
staff and it helps it to incorporate organizational goals with
the people’s goals and objectives.
 
• There is always a argument that the best practices in the
human resource management is any good for the workforce.
It is found that the relationship between HRM and
achievement of organizational outcomes is complex and also
there are influential factors such as national, sectoral and
organizational factor to the human resource strategies.
•