| HUMAN RESOURCES MANAGER VIS-À-VIS | | | | of commissions, time saving bonus, merit pay etc., is |
| MOTIVATIONAL | | | | known as rewards. It is also a strong motivational |
| CLIMATE | | | | monetary incentive. When the nature of work |
| BY PROF. M.S. RAO | | | | demands its employees to work in teams in |
| Now-a-days, there is a growing significance attached | | | | co-operation especially when the tasks are |
| to Human Resources(HR) manager due to the opening | | | | interdependent, the company offers group bonus as a |
| up of economy, due to the growing liberalization, | | | | financial incentive. |
| uncontrolled economy and also due to the fast | | | | ‘Man can not live by bread alone’, goes the |
| changing global business environment. In the past, he | | | | saying. Man has many needs to accomplish and |
| was mostly treated as an executive involved in | | | | money is the major source of motivation. When |
| conducting picnics and parties in the organization, apart | | | | people are motivated by non-monetary factors, it can |
| from the traditional role of dealing with all aspects of | | | | be termed as non-financial incentive. The process of |
| employees from recruitment to retirement. From the | | | | consulting, team work, quality circles, job security, job |
| last two decades, there was gradually more emphasis | | | | enrichment, job rotation, flexi time etc., fall in the fold of |
| of HR manager involving in the institution building. He is | | | | non-financial incentives. |
| considered as an integral part of the institution and he | | | | When the management encourages the employees to |
| participates in the formulation of the organization | | | | take part in major strategic plans and encourages |
| strategy and policy on par with any other line manager. | | | | them to actively involve in formulating strategies and |
| He plays a pivotal role in meeting the organizational | | | | policies for the organization, the employee draws a |
| goals and objectives. | | | | great pleasure and feels a sense of great |
| One of the challenging areas for an HR manager is to | | | | achievement and contributes his best. Rather he |
| maintain a motivational climate within the organization | | | | unconsciously delivers his best and he is closely |
| so as to ensure better productivity and performance. | | | | associated with the goals and objectives of the |
| He needs to ensure a healthy, positive, vibrant, | | | | organization. This is known as consultation. And we |
| constructive, creative climate so that the employees | | | | can say that consultation is the key to motivation. |
| get motivated and in turn deliver best possible results. | | | | The process of forming various teams from the staff |
| Earlier, organizations laid stress on technology only and | | | | with similar backgrounds of trade will encourage them |
| neglected the most precious capital i.e. human | | | | to work harder as no team wants to loose. All human |
| resources. It is a well admitted fact that there is | | | | beings have competitive spirit and all teams put their |
| always a man behind the machine. Whatever the | | | | best efforts and energies in order to ensure their team |
| inventions made by man leading to technological | | | | to win from the rest. This concept is popularly known |
| revolution, brought drastic changes in the day to day | | | | as team work which is again a non-monetary one. |
| quality of work, life styles etc., It proves beyond doubt | | | | When the group of employees led by a higher official |
| that it is the man who calls the shots everywhere | | | | takes the lead in order to improve the quality of the |
| despite marvelous growth in technology as the | | | | products and services it is known as quality circles. |
| technology is again in the hands of the man. | | | | Forming small groups under the leadership of an |
| Several ways and means are adopted to keep the | | | | individual not only ensures accountability but also |
| employees moving in the right direction so as to meet | | | | motivates the body of employees and also the official |
| organizational goals and objectives. Different people | | | | to give out his best. In a nut shell, quality circle as a |
| get motivated by different ways depending upon their | | | | concept ensures quality of products and services and |
| needs. The HR manager must be able to find out the | | | | also pins responsibility and motivates employees to |
| basic needs and wants of the employees so that right | | | | contribute their best. |
| ambience can be ensured for effective output. Apart | | | | When a temporary employee is converted as a |
| from the regular pay and perks, the employees expect | | | | permanent one, it is known as providing job security. |
| incentives which are both monetary and non-monetary | | | | The Govt. institutions provide job security while is not |
| from time to time from the organization. | | | | so in the private enterprises. Employee feels more |
| The financial incentives basically offered in the industry | | | | safe and secure when his job is made permanent. Or |
| are, compensation based on performance, | | | | else, he will be always under the constant pressure |
| compensation based on competence, stock options, | | | | and fear of getting fired. |
| rewards, group bonus etc., When an employee delivers | | | | With increased responsibilities and duties at the higher |
| better results within a stipulated time frame by | | | | level, can boost the morale of the employees as they |
| exceeding the given standards it can be termed as | | | | get enriched with their jobs and it known as job |
| compensation based on performance. For instance, | | | | enrichment. For instance, when the vice-principal of an |
| when an employee is expected to produce 90 units, | | | | educational institution is offered the role of principal, he |
| with in the allotted working hours and if he produces | | | | feels more important with the pride and status |
| 100 units, then the employee is compensated with the | | | | attached to the designation and delivers his best. |
| amount for 10 units by way of monetary benefit. | | | | In the present days, there is growing importance to the |
| Similarly, when an employee delivers better, he can | | | | results not the presence of the employees. The |
| also be compensated by way of additional bonus. In | | | | organizations are providing the opportunity to work in |
| the case of a small scale industry, when an employee | | | | flexible timings and laying more stress on results. The |
| contributes his best with his hard work, determination | | | | BPO and call centers are also fast adopting this |
| and dedication and enhances the profits of the | | | | concept of flexi time as the timings are different in |
| company, then the management takes notice of his | | | | different places in the world. Flexi time will also |
| sincere efforts and motivates him by giving either a | | | | encourage the employees to choose their convenient |
| stake in the company or give away a percentage of | | | | times to work so that the rest of the day can be |
| their annual profits. | | | | allocated for other constructive activities creatively and |
| When the employee at the higher level management | | | | judiciously. |
| demonstrates his extraordinary leadership qualities by | | | | When an employee works in a particular job for a long |
| resolving the conflicts either amongst the employees | | | | time, he gets boredom and monotony. Everyone |
| or between the management and employee, he can | | | | wants change whether in his life or work. Continuously |
| be offered monetary incentives and this concept is | | | | doing the same task for long time kills the creativity of |
| known as compensation based on competency. The | | | | an individual. For instance, if we take the same type of |
| word competency itself indicates extraordinary | | | | food every day we lose interest to eat, yet we eat as |
| qualities like leadership or trouble shooting, problem | | | | we have to survive. But, it will not please our taste |
| solving, conflict management etc. | | | | buds. That is why it is said aptly ‘Variety is the |
| The software companies, now-a-days, are offering | | | | spice of life’. When an employee is changed from |
| Employee Stock Options (ESOPs) to its employees | | | | one task to another different task of his same field |
| who stick to the organization loyally and who | | | | continuously it is known as job rotation. It is like rotating |
| contributes their best. The employees think that they | | | | the job continuously to generate new energy and |
| are an integral part of the company and are motivated | | | | enthusiasm amongst the employees. It also helps the |
| to work harder. They try to be more loyal and do not | | | | employees to know all aspects related to his |
| intend to quit to other institutions for better pastures as | | | | profession and when he is promoted to higher level he |
| they are already getting best from the present | | | | will be in a position to execute his tasks at ease and |
| company. The stocks that are offered will have a | | | | comfort. |
| lock-in period to prevent the employees from selling | | | | To sum up, the HR manager played a pivotal role in |
| and going out of the company. It minimizes attrition rate | | | | the past, is presently playing complex roles and will |
| too. These days, the non IT companies like Reliance | | | | continue to play more challenging, constructive and |
| are also resorting to ESOPs to their employees in | | | | creative role in future especially in ensuring a positive |
| order to retain the experienced staff. | | | | motivational climate with in the organization. |
| The process of providing individual incentives by way | | | | |