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