The observation of the departments in the organization has identified the human resource management as the most essential department in the organization. This department deals with the human capital and it largely determines the performance and the realization of the organizational performance. The operation of the human resource practice contributes towards the realization of flexibility and increase in the performance of the organization.
It further enhances realization of competitive advantage. There are various human resource practices used by the human resource managers. Example s of the human resource practices includes training, recruitment, reward, and motivation and performance appraisal amongst others. Generally, majority of organizations in the UAE have adopted the incentive of using employee motivation so as to increase the performance of the organization. An example is the analysis of national bank of Abu Dhabi that has enacted various employee motivational attributes and they have significantly enhanced increased performance of the organizations. The enactment of various human resource practices are influenced by a collaboration of external and internal practices. These practices help the human resource managers in identifying ideal HR practices to be implemented in the organization. Finally, the consideration of the activities initiated, undertaken and implemented by the human resources management department is essential in classifying the department as the most essential department in the organization.
Human resource department is identified as the most critical department of the organization that determines the realization of the organizational goals and objectives. In the wake of the recent attributes of development, the human resource management has been characterized by the involvement of various challenges and opportunities. The records have confirmed that the performance and success of the human resources management department is highly influenced by the types of practices and concepts enacted in the organization (Rawal Priyanka 2009). The enactment of ideal concepts and practices by the HR department is essential because it results in the realization of competitive advantage that further compels the organization to increase the output in the organization (Redman & Mathews, 1998). Given that the organization is subdivided in various departments, the management of human resources has been cited as the most challenging department and this calls for the enactment of HRM practices and concept.
Generally, HR practices and concepts refers to the series of organizational activities that helps in the management of pool of human resources and further seeks to ensure that resources are employed to adequately increase the realization of organizational goals. The enactment of these practices differs between he various locations across the globe. Over the period, the attributes of globalization and regional development has resulted in the onsets of international interaction and mixture of various cultures (Pfeffer, 2000). This further enhances more challenges on the capacity of the HRM. In this consideration, the organizations in the UAE have enacted the aspect of adopting the practice of increased human resource management practices. One of the practices that have been identified with the organizations in the UAE is the aspect of employee motivation. Employee motivation is one of the HR practices that are enacted to ensure psychological influence on the employees. It has always been enacted by the organizations in UAE because it impacts positively on the performance of the organization.
Literature review on nature and practices of HRM
Over the period, the aspect of human resource management has continued to be regarded as the pillar of organizational performance. In reality, human resource management is essential because it involves the consideration of the matters of the employees. The management of the human resource in the organization has proven to be detrimental task that involves critical challenges and disparities. The rise in the disparities is enhanced by the difference in employee behavior and also by the aspect of cultural variations (Ngo Hang Yue et al, 2008). The perspective is essential and further increases the degree of corporation in the organization. Employee management is essential for the organization it differs on various locations based on the essence of cultural depiction.
The conduction of review on the existing literature eon human resource management practices has revealed that the existing practices used by the HR managers are dependent on critical factors. Specifically, certain attributes of internal and external factors have immense influence on the derivation of HRM practices. Some of the factors that have effects on the nature of the HRM are the employee attitude, existing relationship between employee and employer, productivity and communication amongst others. In the development and establishment of the literature review, a normative establishment has been identified and it identifies that ideal human resource practices results in the establishment of ideal corporate governance in the organization (Okpara, and Wynn, 2008). The basis of this realization is the fact that human resource factors are responsible for organization of all other factors in the organization. This aspect is also responsible for the development and performance of the departments within the organization. Organization the departments and the human resources factors is the key to attaining competitive advantage.
According to Shahnawaz & Juyal Rakesh (2006), human factors are the most important factors in the organization that contributes to the realization of flexibility and adaptability of the organization. This means that the adoption of the organization occurs due to the flexibility of the human employees. In the wake of this realization, the establishment of human resource practices is essential necessary because this is the incentive for increasing the earnings of the organization. In reality, collective research by Schuler and Jackson, (2006) has noted that managing human capital can be more detrimental than the management of capital. According to them, an organization obtains competitive advantage after mastering the incentives and the techniques necessary for managing the human capital. Management of human resource factors is essential for the organization because it helps in the aspect of determining effective usage of resources and further increases the enactment of ideal aspect of information and collaboration of the factors without the aspects of losses. The enactment of these practices has further resulted in the development of competitive advantage of various organizations that live up to their expectations by ensuring the realization of their goals and objectives at the right time.
Employee motivation is an essential human resource management practice and the HR manager should identify the motivating factors for the employees in the organization. Generally, motivation is an employee’s intrinsic enthusiasm and drives to complete the range of activities related to work. It is also termed as the internal drive that causes the employee to make the decision of working harder to realize their goals. In reality, each every employee in the organization has specific goals and objectives but these are really achieved because they lack the motivational factor (Schuler, 1992). Therefore, credible human resources managers must ensure that the sets of motivational attributes are enacted in the organization to compel the workers to realize their dreams. The motive behind employee motivation is to establish an environment that inspires employee to work while at the same time experiencing satisfaction and motivation.
Over the period, analysis of the records from the United Arab Emirates has revealed that motivation is the most commonly used human resource practice. The HR managers in the UAE have realized that the usage of motivation is extremely essential and results in the development of performance. The records have shown that motivation can either be in term of monetary bonus or it may be administered through non-monetary consideration. However, the choice of motivational aspect largely depends with the organization and the industry concerned. The nature of job and the character of the employee also determine the aspect of motivation (Schuler, 1992). Given that motivation has been largely adopted by the worker sin the united Arab emirates, it is essential; to note that motivational practices results in the change of attribute and perception. The change in the perception and attitude are internal and intrinsic and this result sin the enactment of increased performance of the employees. In the view this realization, human resource management is an extremely essential aspect of the organization and it largely contributes towards the realization of organizational goals and objectives.
National bank of Abu Dhabi
The national bank of Abu Dhabi has grown and developed to be identified as the 50th safest bank in the global perspective. Since the establishment of the bank in 1968, it has continued to develop and expand in more than 14 countries (Ulrich, 2010). In the wake of these developments, one of the leading factors that have necessitated the growth of the bank is the realization of increased human resource practices consideration (Saxena Karunesh & Tiwari Pankaj, 2009). The establishment of motivation for the workers in the bank has compelled them to work harder towards the realization of their goals. One aspect of motivation that has been adopted by the bank is the attribute of employee motivation. Employee motivation is essential for the employees because it establishes enthusiasm and enhances increased performance scope of the employees (Tomer, 2011). Certainly, the bank operates in the UAE and is has realized the concerns for the enactment of employee motivation with the aim of increasing the performance e and output of the organization.
The human resource managers at the bank have enac
ted critical measures with the aim of increasing the onsets of employee motivation. The HR has identified the platform for the recognition of the employee achievements and subsequently rewarding the employees’ base don their achievements. This provides the employees with motive to continue impacting their services on the bank (Tilly Chacko, 2010). Employee recognition and a ward of achievements bonus or certificates is an extremely essential attribute that results in the motivation of the employees and further enhances increased realization of the goals and objective of the organization.
Another aspect of employee motivation initiated by the bank is the establishment of career development. The bank has ensured that critical aspect of career development are initiated to enable employee develop their careers. In reality, career development is an extremely essential motivational factor that results in the motivation of both the employee and the organization. The HR of the national; bank of Abu Dhabi has initiated the development of academies that offers training services for the employees and this is essential for the organizations because they result sin the realization of development (Tilly Chacko, 2010). In this regard, HR practices are extremely essential and lead to the development of the organization. The evidence provided by the national bank of Abu Dhabi is critical because it helped illustrate that the aspect to of adopting ideal HR practices often result in the development of the organization (Storey, 2001). The evidence from the national bank of Abu Dhabi has pointed out the bank has continued to experience critical growth characterized by the expansion into more than 14 countries and being listed as one of the safest banks in the global perspective.
Ideally, the performance of the bank has been enacted by the existence of ideal human resource practices. This information is based on the realization that the performance of the organization is influenced by the capacity of the human capital. Organization of the human capital is the responsibility of the human resource manager (Storey, 2001). In this regard, the human resource manager in national bank of Abu Dhabi has ensured enactment of ideal human resource practices that enhances increased performance of the employees. The summary of the results from the bank has shown that employee motivation is one of the critical practices that have resulted in the increased performance of the bank.
Factors that influence HR practices
The activities initiated by the human resource managers are generally influenced by critical factors in the organization. The result form the analysis conducted has revealed that the attributes of these factors differs between various nations and this calls for the enactment of different corrective measures that are based on the establishment of prevailing factors in the national economies. In the consideration of the information mentioned in the paragraphs above, both external and internal factors have impact in influencing the performance of the human factors in the organization (Tayeb, 1998). Economic changes are one of the external factors that impact son the performance of the human capital. Over the period, the advancement of globalization has resulted in the emergence of critical concerns for the HR practices because the international HR practices has taken over to over rule the existing internal and local organizational practices. This resulted in the violation of internal rewards and selection concepts and their subsequent replacement by the international HR practices.
Furthermore, advancement in technology has also increased the rate of changes in the conduction and admission of HR practices. The changes in the technological paradigm have significantly enhanced the derivation of changes in the organizational human resource practices. Technological change has been identified as an essential factor because it results in the establishment of ideal HR advancement. Technology has been considered as an immense contribution in the Human Resource practice because it results in the change of roles, interactions, growth perspectives and problem generation (Tayeb, 1998). The incorporation of technological has had effects on the motivation practice of HR by ensuring ideal changes in the roles and by changing the modules of performing tasks. Certainly, technology has also been adopted as one of the motivational fat ors in the organization because it has necessitated the invention of ideal factor that enhances completion of the duties and change of roles. The adoption of technological attributes has resulted in the evaluation of new human resource practices.
On a different capacity, the contributions of national culture have been attributed to have immense effects on the existence of human resource practices. Culture has been identified as an essential factor for the enhancement of human resource practices because it results in the establishment of preferences and choices of the managers (MacMahan, and MacWilliams, 2010). Cultural attributes impacts differently on the enactment of essential human resource practices because it helps in determining their validity. In the wake of this consideration, the establishment of essential factors and transformation in culture has the aspect of rendering the existing human resource practices. The consideration of these factors generally results in the consideration of impacting on the performance of the organization. Certainly, constant establishment of human resource practices has evolved over the period and the emergence of new cultural consideration has impacted on the performance and performance of the organization (Verkinderen, & Altman, 2002). Therefore, the performance of organizations is largely influenced by kind of human resource practices enacted and further by the external factors that influences the operation of the human resource practices.
Organizing the HR function
Organization of the human resource function is an essential attribute that determines the range of human resource practices that are enacted by the human resource managers. In reality, the performance of the organization largely depends on the efforts of the human resource managers. However, the records from various organizatios have stated that the organizational managers have identified the attributes of government intervention strategies and their impacts in the development of human resource practices (Wright & Snell, 2009). Even though the choice of the human resource practices depends on the HRM, the human resource personnel must rely on the provisions of the government. The choice of the motivational practices in the organization is regulated by the government legislation and this asserts degree of control. An example is the issuance of financial bonus as motivational factor the exemplary performing employees. In reality, this is an ideal attribute to motivating the employee but the existence of government regulation aides the control of the amount of financial benefit accorded to the employee (Verkinderen, & Altman, 2002). In this regard, government regulation normally impact on the development of human resource practices.
Apart from the aspect of government intervention, the contribution of the internal factors like the concepts of business strategies and organizational culture has also been identified as essential determinants of human resource activities. These factors have been identified to have ideal control mechanisms for the matters that result in the establishment of ideal motivational factors (Vyas Sumita, 2009). Generally, the basis of this research academic paper is to focus on the establishment of motivation as one of the practices of human resource management. The choice of business strategy and organizational culture immensely contribute towards the choice of HR practices. Some of the exiting culture and strategies have motivational attributes and this impact on the performance of the organization. Finally, human resource managers have significant role in ensuring that the performance of the organization is highly enhanced. One of their critical roles is to ensure that ideal magnitude of organization is achieved amongst the human factors. The basis of this consideration is to enhance performance of the organization.
The nature and performance of various organizations are largely dependent on the existing practices adopted by the human resource managers. In this regard, human resources department is an essential department in the organization because they coordinate all the activities that concern the employees and other staffs. In order to realize performance, the HRM must identify specific performance stimulators and this activity involves the enactment of various HR practices. One of the HR practices that have served as a useful aspect in the UAE is employee motivation. Employee motivation has been used by the national bank of Abu Dhabi to ensure that performance of the bank is adequately enhanced. Finally, despite the presence of many factors influencing the establishment of organizational performance, human resource management is an essential contributor of the performance.
MacMahan, G.C., and MacWilliams, A (2010),“Human Resource and Sustained Competitive advantage :aresource based perspective”,The International Journal of Human Resource Management ,Vol.5,No.2,pp.302-26.
Ngo Hang Yue, Lau Chung Ming and Foley Sharon (2008) “Strategic Human Resource Management, Firm Performance , and Employee relations climate in China”, Human resource Management, Vol.47,No.1,pp 73-90.
Okpara, J.O. and Wynn,P. (2008), “ Human Resource Management Practices in a Transition Economy”, Management Research News,Vol.31,No.1,pp.57-76
Pfeffer ,J.(2000 “The Human Equation : Building Profits by Putting People First”, Harvard Business School Press,Boston,MA
Rawal Priyanka (2009),”Engaged Employees: Carrying high degree ofOrganisational Pride” HRM Review, ICFAI University Press, Hyderabad, Vol.IX ,Issue VII,pp.41-45
Redman T & Mathews P.B (1998), “Service quality and human resource management: A review and research agends”, Personnel Review, Vol.27, Issue.1, pp.57-77.
Saxena Karunesh & Tiwari Pankaj (2009), “A Study of HRM Practices in Selected IT Companies of UAE”,AIMS Journal of Management, Vol.1, No.3,pp.29-44
Schuler, R.S. and Jackson, S.E. (2006) “Linking competitive strategies with human resource management practices”, Academy of Management Executive,Vol.1,No.3,pp. 207-19
Schuler,R.S (1992), “Strategic Human resource Management : Linking People with the needs of the Business”,Organisational Dynamics,Vol.20,pp.19-32
Shahnawaz M.G & Juyal Rakesh C (2006) Human Resource Management Practices and Organisational Commitment in different organization.Journal of the Indian Academy of Applied Psychology, Vol. 32, No. 3,pp. 171-178
Storey, J. (ed.) (1995). ‘Human Resource Management: A Critical Text’. London: Routledge.
Tayeb, M. (1998): Transfer of HRM practices across cultures: An American Company in Scotland, The International Journal of Human Resource Management, 9:2, 332-358
Tilly Chacko M (2010), “Best HR Practices” ICFAI University Press, Hyderabad,Vol .X , Issue- I, pp. 38-40
Tomer,J.(2011), ‘Strategy and Structure in the Human Firm:Beyond Hierarchy,Toward Flexibility and Integration”,Journal of Socio Economics, Vol.24,No.3,pp.411-432
Ulrich, D. (2010). HR of the future: Conclusions and observations. Human Resource Management, 36, 175-179
Verkinderen, F. & Altman, Y. (2002), “Leisureplanet.com –Organization and HRM in the New Economy” Human Resource Planning, 25 (4), 19-29
Vyas Sumita (2009),” Employee Involvement –Key of Success in Change Management”, HRM Review , ICFAI University Press, Hyderabad, Vol.IX ,Issue VII,pp.46-51.
Wright, P. M.,& Snell, S. A.(2009), “ Toward an integrative view of strategic human resource management”, Human Resource Management Review, Vol.1,pp. 203-225