Basically, the process of elaborating human resources strategies is the result of a continuous analysis or diagnosis process of all the activities performed within the organization and of the directions that the organization follows.
In the case of Greater Manchester's transport investments process, this is a very important condition. The project must be closely and continuously monitored. All the activities comprised by the project must be controlled, so that they are performed in accordance with the established standards.
The main purpose of the analysis is to identify the human resources of the organization that are able to be introduced in the project and to establish a correlation with strategic decisions that affect the personnel strategy.
Tactical policies and practices
As mentioned above, the most important challenge that managers involved in the Greater Manchester's transport investments project must deal with regarding human resources consists in personnel's motivation.
The most important theoretical approaches in the field include: McGregor's X and Y theory, Maslow's theory, Herzberg's theory, Vroom's theory, and the contingency approach. According to these theories regarding motivation, there are three sets of essential variables:
Individual: skills, knowledge, effort, behavior, performance
Organizational: organizational strategy, organizational culture and climate, economic situation, management's quality, prestige, and leadership, communications, motivational methods, organizational performance
Contextual: national culture, country's development level, national legislation, taxes, level of incomes
The motivational strategy must be elaborated by addressing all of the components of the motivational cycle:
Employees' needs (material, cognitive, relational) - aspirations and expectations - attitudes, efforts, decisions, actions, behaviors - performances (individual and organizational) - stimulation (rewards and sanctions) - motivation for labor, performance, and professional development.
The motivational strategy comprises a vary detailed range of techniques, that vary from formal to informal techniques, or from economic to moral and spiritual techniques. In the case of Greater Manchester's transport improvements program it is recommended to apply the following motivational techniques:
Formal - economic: wage, bonuses, wage penalization
Formal - moral - spiritual: written warning
Formal - complex: promotion, temporary suspension, dismissal
Informal - economic: gifts, festive meals
Informal - moral - spiritual: appraisal, granting trust, celebration ceremonies, critique
When designing the personnel policy, one must start by analyzing personnel objectives that define, synthesize, or express the goals that must be attained. They represent the qualitative and quantitative characteristics of the pursued goals. Also, personnel objectives represent evaluation criteria for future activities in the human resources field.
It is very important to determine the types of motivation that are the most suitable in this case. Numerous and various possible motivations can be used within the organization, in accordance with certain criteria. Basically, a motivational type represents the ensemble of motivations, delimited in accordance with a set of criteria, used repeatedly by managers in a specific manner, based on certain hypotheses regarding motivational conditioning of the employees' performances.
The basic sets of motivation are:
Positive and negative
Economic and moral - spiritual
Internal and external
Cognitive and affective
It is recommended to apply each of these motivational types, since each of them is suitable in certain conditions. For example, positive motivation aims at increasing personnel's efforts and contribution to achieving the project's objectives, based on amplifying employees' satisfaction.
This type of motivation should be applied in less important cases. For example,...
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