Corporate Strategy on Human Resource Perspectives Management

Question: Discuss about the Corporate Strategy on Human Resource Perspectives Management. Answer: Introduction The management of the employees within the organization is important so that the company will be able to enhance the business with the help of the employees (Mondy and Martocchio 2016). As a result, the human resource management is important and the evaluation of the best practices is necessary for the organization (Armstrong and Taylor 2014). Audit of the human resource management practices will help the organization to understand where they are lacking as far as the management of the employees is concerned (Hendry 2012). For the present report the best practices of human resource management will be audited for EMAAR. EMMAR has been operating in the marker of Dubai since the year, 1997(Emaar.com 2016). It is a public joint stock company and is present in list in the Dubai financial market. Even though the company started its venture with the real estate, it has been able to spread its business in hospitality, leisure, retail chains and shopping malls. However, the audit report will help the organization to strengthen the base of the employees. The Management by Objectives (MBO) approach to audit the company is the best way to evaluate the human resource management of the company. Audit of Functional areas of Human Resource Management (HRM) To carry out the audit of the best practices of human resource management, the Management by Objectives (MBO) approach will be taken into consideration (Bratton and Gold 2012). There are certain set objectives that an organization should follow and the audit will evaluate whether EMAAR is able to meet the objectives as set by the auditors (Brewster, Mayrhofer and Morley 2016). While auditing the human resource management practices at EMAAR, it has been found that the organization follows the Michigan school model that helps them in managing the employees in the organization EMAAR follows the Michigan school model and hence, it can be said that the human resource department is mainly divided into four main focus areas after the selection of the employees: Performance management Rewards Development Performance The model helps the employers to understand the performance of the employees within the organization and evaluate the ways the performance of the employees can be enhanced (Purce 2014). The organization believes that once the performance of the employees will be enhanced, it will help in enhancement of the business of the employees. Review progress While reviewing the human resource management practices in the organization it has been found that EMAAR believed in employing a diversified employees in the organization (Storey 2014). They employed the employees from various backgrounds and believed in employee engagement to a great level. They further believed that once the employees from various backgrounds will be involved in an organization, the organization will be able to perform in a better manner (Renwick, Redman and Maguire 2013). When one hand, the diversification of the employees was more, on the other hand, the rewards given to the employees were not up to the mark. The model suggests that after the selection of the employees, the employer would look into the performance of the employees and the rewards that will be given to the employees (Budhwar and Debrah 2013). However, the model was not followed as far as proper rewards to the employees should be given. Rewards that is one of the main factors of extrinsic motivation has been lacking in the organization(Mondy and Martocchio 2016). The engagement of the employees helped the company to grow and get more business but the lack of proper reward on the other hand diminished the involvement from the part of the employees (Hendry 2012). Strength and weakness The main strength that has been identified in the organization is that they does not discriminate the employees based on the background (Armstrong and Taylor 2014). A person who hails from Dubai and other employees who hails from another country is given the similar chance in the organization. In addition to this, discrimination based in religion and gender is not present in EMAAR. As a result, the employee feel good about the organization and feel good that they are not discriminated even if they are working in the same position or designation (Bratton and Gold 2012). The main weakness of the organization as far as the human resource management practices are concerned is that they do not give enough rewards that will help motivating the employees(Brewster, Mayrhofer and Morley 2016). Rewards, either in monetary form or any other benefits helps the employees to feel motivated in their work (Purce 2014). The employees will feel motivated to work more in the time of pressure as they will feel that their work will be recognized by the organization (Storey 2014). Every individual has the expectation that the work that person is delivering for the enhancement of the business of the organization will be recognized by the employer (Renwick, Redman and Maguire 2013). Once their work will not be recognized by the employer, the employees will feel demotivated (Budhwar and Debrah 2013). Demotivation is not a part of best practices of the human resource management of the organization (Mondy and Martocchio 2016). Conclusion After going through the audit report of EMAAR, it can be said that the business of the organization is going well and the human resource management model as practiced by the organization is simple. The model helps the organization to keep a check the after-selection process. The organization measures the performance of the employees and the rewards given to the employees. Based on the rewards and the performance of the employees, the organization carried out the performance management of the employees. The audit report reveals that the employees neither are nor discriminated by the employer and hence the employees are happy to work in the company. However, it has been seen that the organization does not provide proper rewards to the employees, which is necessary for extrinsic motivation. Based on the conclusions, the following recommendations can be given to the company. It can be recommended to EMAAR that other than the annual appraisals that formally take place in the organization, there should be informal appraisals for the employees once they complete a project or perform well. The reward ceremony can be small and can happen on a monthly basis. The rewards can be monetary as well as other benefits that the employees will receive from the company. In this way, they will be able to perform well in the organization they will look forward to the rewards ceremonies that will help them to stay focused in their work. They will eagerly work for the enhancement of the business as they will know that will be rewarded for their contribution to towards the organization. Other than the concrete rewards, they can be awarded with the titles like employee of the month. It will be helpful mainly to motivate the new employees in the organization. It would not result in any financial gain on the part of the employees. However, the title will be helpful give the emp loyees the intrinsic motivation needed for their work. Thus, the best practice for the organization that could be identified is the motivation of the employees in the organization. The company should motivate the employees with timely rewards and other methods of intrinsic motivation that will make the employees will feel that their work us being recognized by the organization. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New Challenges for European Resource Management. Springer. Budhwar, P.S. and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Emaar.com, 2016.About Emaar Properties Group. [online] Emaar.com. 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