Human Resource Management: Attraction, Motivation, and Retention

1030 Words5 Pages
Time has changed the way organisations operate. Contemporary organisations not only need to compete for reputation and tangible organisational resources, but also participate in the ‘war for talent’ (Bartlett & Ghoshal 2002). Bartlett and Ghoshal (2002) described the ‘war for talent’ as competing for talented and skilled workers by attracting them to work for the organisation as well as retaining their loyalty. Hence, this paper will focus upon three strategies of Human Resource Management (HRM), that is, attraction, motivation, and retention. It is important to address these because many of the Human Resource (HR) activities build upon these strategies to gain competitive advantage (Jensen 2005). Organisations can win the ‘war for…show more content…
Attraction of staff into an organisation is considered one of the main HR activities and is usually the first step towards acquiring skilled employees or talent to build competitive advantage (Holland, Sheehan & De Cieri 2007). The relationship between employee attraction and organisational factors can be perceived through the workplace attraction model developed by Amundson (2007). In developing his model, Amundson (2007, p. 161) reviewed different approaches and identified ten attractors that appeared to heavily influence workplace attraction; ‘security’, ‘location’, ‘relationships’, ‘recognition’, ‘contribution’, ‘work fit’, ‘flexibility’, ‘learning’, ‘responsibility’, and ‘innovation’. Amundson (2007) drew meaning of attractors from Bright and Pryor’s (2005) ‘chaos theory of careers’ whereby career behaviour needs are mostly understood in relation to ‘uncertainty, adaptability, possibility, ongoing change, and predictability’ ( p.156). Amundson (2007) also espoused that the impact of each attractor differs for everyone and can change with time. In addition, there are basic guides that encourage behaviour on one hand and limits on the other (Bright & Pryor 2005). Consequently, it is important for organisations to actively motivate and retain employees once they become part of the organisation since attracting factors vary according to individual’s needs, desires, and circumstances. In order to gain competitive advantage, organisations need
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