Organizational Environment: A Human Resource Management Perspective

The private sector is that part of the economy, sometimes referred to as the citizen sector, which is run by private individuals or groups, usually as a means of enterprise for profit, and is not controlled by the state. The public sector is the part of the economy concerned with providing various government services. The voluntary sector or community sector (also non-profit sector or "not-for-profit" sector) is the duty of social activity undertaken by organizations that are not for-profit and non-governmental.

Scott, Clothier and Spriegel (2002) have defined Human Resource Management as that branch of management that is responsible of operations which are mainly concerned with the relationship of management to employees and employees and to employees with development of the individual and the group. People are responsive, they think, feel and act moreover cannot be operated like machines. They therefore need a tactful handling by personnel management.

Human resource system can be of two types Open system and Close system. Some Human Resource Systems allow the external environment to involve and they interact with external environment. These kinds of systems called Open systems. Mostly organizations adopt open system to survive. They receive input from external environment and then produce output. Systems which don’t allow anything to come in to them or they don’t interact with external either are Closed Systems, an organization adopting closed system cannot survived mostly. Taking this view of open system and close system from General concept theory, human resource system works in an organization. When an organization adopts open system we called it a dynamic relationship with the environment. By this point, all of the above definitions focus on a close fit between Human Resource Management and management strategy. The proponents of this way of thinking believe that the optimal Human Resource Management practices will vary with the management strategy. They stress the importance of how the strategy and Human Resource Management system fit together (external fit).Schuler (1992) lists philosophy, policy, program, practices and processes as components of Strategic Human Resource

When an employee gets attention and prominent identity in a company, he/she gets associated to it by heart and then it becomes a reason for them to stay in the company and not leave their jobs. This dimensions tells that an employee will not leave the job in organization because he do not want to leave it. So this is the congruence between organizational goals

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

Managers face two types of behavior from their employees in an organization. Behavior can be categorized as desirable behavior or undesirable behavior. Desirable behavior is behavior that aims for the best interest of the organization, whereas undesirable behaviors include behavior not in the organization's best interest. Managers should focus on bringing out desirable behavior out of employees and aim to abolish undesirable behavior. To achieve this feat it is important to understand what motivates employees. By knowing what motivates them, managers can use that to promote behavior in the organization's best interest. Environmental factors play a role in employee motivation. Environmental factors the manager control include

Having always in mind how important the factor of human resources, rewards productivity, spurring employees to take initiatives and share their innovative ideas. Even attracting new workers, in an environment where there are high professional goals, with many challenges, emphasizing the support and boost the best, giving the opportunity of a personal development of each employee.

The main objective of any company is to be successful. In order to be successful, the employees that have been entrusted with meeting the goals of the organization must be motivated. Management must understand and relay the importance of motivation by assessing their employees’ performance. Provide constructive feedback on their subordinates’ performance as well as rewarding those who have exceeded expectations and providing training to those who have underperformed. Investing resources into a company’s human capital can positively influence the quality of work that is performed, therefore increasing the firm’s competitive advantage (Lorenzat and Cook).

” An organization is a social system that is consciously constructed to achieve specific goals”.[1] The term social system reflects the notion that there are groups of individuals working together. Management organizes the group(s) which, will cooperate in reaching the organization’s determined and set goals. Thus an organization can be defined as: ”a group of people, with individual goals, who work together to achieve and materialize the organization’s set, common goals within the frame of their own goals and

that can motivate the employee to reach greater heights of productivity within the limited time period. Thus through motivation, the HR professional could improve the efficiency and the effectiveness with which the employees work. Alongside the HR policy should in particular focus on employees‟ innovation through managing motivating and rewarding the employees at the right time to enhance the competitive advantage (Gupta and Singhal 1993).

During the development of the enterprises, the team motivation is an important issue for the human resource manager. Through the communication with quite a few managers, the similar problems were faced.

The human resources department of any firm or business entity, is engaged with many different requirements. Although it is oftentimes understood that the primary requirement that such an entity has is to maximize profitability, this particular paper will instead argue that the primary focus should be to maximize employee motivation. The reason for such an approach is contingent upon the fact that without proper levels of employee motivationI. it is essentially impossible for the firm/entity to realize any of its other goals. Moreover, within the current business environment, profitability is oftentimes something that is determined at the very margins. As a function of this reality, it is necessary for business leaders and individuals

The Human Resource Management is a principal and novel field in the Management. The Human Resource Management is a specious economic and social resource role in the Management field. The foundation of HRM is that effectively organize and impact the employees. In addition to, it is more significant that than manage the staff. That is the reason why the human resource management as a new and positive management model to be accepted by the companies. Meanwhile, the human resource department in every organization as a decisional role to service for the companies. The effectively human resource management is needed by every organization and company. Furthermore, the new model of human resource management is built by nine parts of elements to develop.

Motivation is all grounds which cause someone to conduct a specific action or to tend to accomplish certain goals (Hauser, 2014). The most important factors is motivation which influencing human behavior and performance.The Project teams commitment directly related with the level of motivation which directly affect the overall success of the company or organization. Employees motivation crucially decide organiazational success as they are the major resources of organizations. To achieve overall organizational goal organization should acquire clear understanding between employees and develop the factors of motivation to increase the performance (Wan Fauziah Wan Yusoff, 2013). Managers have to start a motivation program when they see result of a motivaton is a happyier worker. Increased output, cost reduced, increase profitability is an result of effective motivation (Davidmann, 1989). Through a study figure out that, most employees can keep their jobs without being fired by working only 25% of their total ability when motivated same workers working 85-90% of their total ability to achieve goals (Rodda, 1997). HRM practices working as a lever to increase the motivation of employees. They have few variables like- training, competition, promotion, performance appraisal, incentive, rewards, skill based compensation which are the number of efficient factors (Fey, 2009). Through job satisfaction and postive motivation Human Resource Management practices directly influnces

The goal of an organisation is to reach and achieve optimal purpose. They want to make the most out of their atmospheres and existing environments in order to their accomplishment.