THE IMPACT OF RECRUITMENT AND EMPLOYEE RETENTION

 

According to Rafii (2015) on recruitment, there is a relationship between recruitment and employee performance. According To Patimah ( 2015) good recruitment program has a positive impact on increasing productivity, work quality, and performance. Retention of good employees will result in improved employee performance (Susilo, 2013). Rafii (2015) States that the link between employee retention and performance is extremely complex. If a bad employee is retained by the company, it will influence other employees to leave or increase turnover, and if employees get what they want, the company's performance will improve   (Sumarni, 2011) .                              

Recruitment and Employee Retention

The majority of employee retention is influenced by recruitment. Good recruitment increases employee retention (Janjua, 2014). Employee recruitment practices and policies have an impact on employee retention, according to this study Maina (2014)  the overall employment package has the greatest impact on recruitment and retention; it includes salary, job security, company environment, and Allowances (Maina, 2014).

Benefits of Employee Retention

ü  Cost Reduction 

ü  Moral Improvement

ü  Retain experienced Employee

ü  Recruitment and training efficacy

ü  Increased Productivity

ü  Better customer experience

ü  Better Culture

              Figure 1:               Benefits of Employee Retention 

                                                             (Source - Reserchleap.com )

Video 1 - Employee Recruitment and Retention

                                                 (Source: Youtube.com )

References

Janjua, B. H. &. G. A., 2014. The Impact of Human Resource Practices on Employee Commitment and Employee Retention in Telecom Sector of. IOSR Journal.

Maina, B. W. (. E. o. H. R. M. P. o. E., 2014. Effect of Human Resource Management Practices on Employees Retention in Institutions of Higher Learning in Kenya: A Case Study of. The Strategic of Business & Change Journal of Management, 1.

Pambagio, N. S. U. H. N. &. G. E. (. I. o. P., 2013. Influence of Process Influence of Process Selection Process and Competence of Employee on Employee Performance (Studies on the Employees Division of Administration and Finance. PG Kebon Agung Malang). Journal of Business Administration.

Patimah, S., 2015. The Influence of Recruitment and Selection on The Performance of. State Elementary School Principals Bandar Lampung. Scientific Journals, pp. Peuradeun - International Multidisciplinary Journal, 3(1), 165–190. .

Rafii, M. &. A. S. (. T. I. o. E. R. a. P., 2015. The Influence of Employee Recruitment and Placement on Employee Performance on PT. Bank Riaukepri Pekanbaru. Online Journal.

Rafii, M. &. A. S. (. T. I. o. E. R. a. P., 2015. The Influence of Employee Recruitment and Placement on Employee Performance on PT. Bank Riaukepri Pekanbaru. Online Journal.

Situngkir, S. A., 2013. The Influence of Financial Compensation, Labour Relations and Working Physical Environment on Employee Performance in Regional. E-Journal of Management, University of Udayana, .

Sumarni, M. (. T. I. o. E. R. o. T. I. a., 2011. The Influence of Employee Retention on Turnover Intention and Employee Performance.. AKMENIKA UPY, 8, 20–47.

Susilo, A., 2013. The Influence of Employee Retention and Customer Satisfaction to Performance.. Studia Journal of Accounting and Business, 1(3), 247–262..

 

USE OF PSYCHOMETRIC TESTS IN THE PROCESS OF RECRUITMENT

The majority of the time, some subjective elements were included in the recruitment and selection process. Hiring qualified employees are critical for the organization. It is critical for the organization’s success to generate interest and communicate opportunities for hiring the right candidates. Employees play a critical role in the organization. Human resource management can lead to a company’s success. We can reduce the impact on subjective elements if the process is conducted professionally (Anwar, 2015). If the process is to collect a pool of candidates, the selection is the process of selecting the best candidate. (D'Silva, 2020).

Recruitment is a broader category that includes sub-functions such as attraction, selection training, and retention of appropriate candidates (Jakson, 2010) . Several tests based on the job description are used to assess candidates' mental aptitude during the screening process to identify eligible candidates for further stages. Various tests have been used depending on the context. Psychometrics is one approach to screening that uses specially designed tests (Merwe, 2002) . It is a branch of psychology that studies the theory and practice of measuring knowledge, attitudes, abilities, personality traits, and skills.

Finding the best people for various positions within an organization is a challenge for all businesses today. Due to the current labor market, multiple candidates have been identified who meet the requirements for the required position. According to Chiavenato ( 2007 ) , personnel selection is a step after recruitment in the integration of human resources. Personnel recruitment and selection should be viewed as two stages in the same process: the first phase is the entry of candidates into the organization. The second phase, selection, entails activities such as choosing, deciding, selecting, classifying, filtering, and restricting, and is the phase in which all selection techniques are used. Castaño ( 2011) applied a variety of evaluation methods and techniques to human resources.

According to Wayne (2010), many companies have added specific tests to their hiring processes. These tests assess potential employees' skills, personality skills, and motivation. It will support managers to make better hiring decisions because this method can predict an individual's job performance. (Bryon, 2011).

It has been determined over the years that personnel selection is essentially a comparison of two variables.

           1.        Recruitment of vacant position

2.      The characteristics of the candidates presented in a profile

According to (Pascale, 2013) a psychometric test for personnel selection consists of a series of standardized questions.

Types of psychometric tests

Ø  WAIS Test

Ø  Raven's progressive matrix test

Ø  Terman Merrill Test

Ø  Moss test

Ø  Personality tests

Ø  Eysenck Personality Test

Ø  Work sample test

Ø  Situational awareness questioner

Ø  IQ test

 Work sample test

Psychometric tests will be developed to evaluate an applicant's suitability for the position in question. Employers use the information gathered from the psychometric test to identify hidden aspects of candidates that are difficult to observe during a face-to-face interview or through formal selection tools (Bryon, 2011). 

Video1: Types of Psychometric Tests: Used in Recruitment

 

                                                             Source - Youtube.com

 

References

Anwar, G. &. S. I. (. J. s. a., 2015. Job satisfaction and employee turnover intention: A case study of private hospital. A case study of private hospital in Erbil. International Journal of Social Sciences & Educational Studies, 2(1), 73..

Bryon, M., 2011. How to pass Graduate Psychometric tests. 04th ed. Kogan Page, London..

Bryon, M. t. p. G. P. t. e. K. P. L., 2011. How to pass Graduate Psychometric tests. 04th ed. Kogan Page, London..

Castaño, M. L. G. &. P. J., 2011. Technical guide and good practices in recruitment and selection of personnel. Madrid: Official College of Psychologists of Madrid.

Chiavenato, I., 2007. Human Resource Management (Eighth ed.). Mexico: McGrawHill. .

Cohen, R. J. &. S. M. E., 2009. Psychological Testing and Assessment: An Introduction to Tests and Measuremen. McGraw-Hill..

D'Silva, C. .., 2020. A Study On Increase in E-Recruitment and Selection Process.. International Journal of Research in Engineering, Science and Management, 3(8), 205-213..

Jakson, C. R. K. &. S. K. J., 2010. Human Resource Management:. The Key Concepts,, p. Taylor & Francis.

Merwe, 2002. Psychometric testing and Human Resource Management. SA Journal of Industrial Psychology, 28.

Pascale, 2013. Sélectionner les candidats au moyen de tests psychométriques: Qu’enseignent la doctrine et la jurisprudence québécoises?. Canadian Psychology/Psychologie canadienne, 54(4), 269. .

 

THE PROCESS OF THE RECRUITMENT SELECTION

 

According to Stonner (2000), the selection process is a mutual process in which the organization decides whether or not to make a job offer and it is up to the candidate to decide whether or not to accept it. In the view of Flippo  (1984) selection of qualified and potential employees from a pool of candidates matches the company’s requirements. Mondy (2010) states that the process of selecting individuals best suited for a specific position in an organization from a pool of applicants. According to the above statements, the company always tries to select candidates who meet the company's requirements. When the Home Lands Company selects candidates for the sales department, they look at the candidates' qualifications as well as their previous company's experience.

Furthermore, Henry (2009) stated selection is an extremely important aspect of the organization. In order to maintain organizational efficiency, the right people must be hired. The selection process is essentially the type of procedure in which an organization tries to choose the most suited applicant from a vast pool of candidates. Because recruitment is an expensive process, companies make every effort to hire the appropriate individuals right from the start. According to Gamage (2014), in order to improve the firm's efficiency and productivity, the company needs to select the right candidates for the right role.

 

The Process of Selection

Because recruitment is an expensive process, it is generally observed that organizations do their best to select the right kind of people from the start of the process so that at the end of the process, that organization can show that it was worth their time and money in choosing the suitable candidate for a better type of job.

Collection of Application

The primary hiring procedure begins with the collection of the candidate's application. Applications can be used to obtain incorrect data. We should not assume that all of the information on the paper is correct. The application must be evaluated based on the information provided.

Preliminary Interviews

Interviewing is probably one of the most commonly used approaches in the selection of candidates (Sims, 2002) . The HR manager and the sales managers of the Home Lands company will conduct preliminary interviews with selected candidates in the board room. The interview panel will evaluate the physical appearance of the candidates and their speeches. To make the process easier, several companies conduct preliminary interviews to weed out unqualified candidates.

References

The purpose of the reference check is to gather information about applicants' past behavior and to double-check the accuracy of information provided on the application. According to Cole ( 2005), most public sector organizations obtain references before calling short-listed candidates for interviews, After the candidates have completed the interviews, the private sector obtains references.

Line Manager Approvals

In general, after completing the various types of interviews, the candidate should be chosen for the final round of interviews conducted by the supervisors of various types of organizations (Broyles, n.d.)). It has been observed that in most cases, supervisors are the people who have knowledge and access to the various types of jobs and are aware of the competencies required. As a result, such interpersonal sessions aid in making better decisions and investigating all theoretical and practical aspects of the job.

 Psychological Tests:

The testing process is the next step in the selection process. The majority of large corporations employ detailed selection testing procedures (Sims, 2002). The nature of such information can range from a simple type of physical examination to a highly evaluative type in testing the various types of physical qualities of a candidate in performing a specific type of job.

Employee recruitment and selection, to a large extent, determines an organization's performance, and it is absolutely essential.

 

Video 1: The recruitment and selection Induction

                                                                Source -   (Wales, 2015) youtube.com

References

Broyles, L. M., n.d. Overcoming barriers to the recruitment of nurses as participants in health care research.. pp. 21(12), 1705-1718..

Cole, G., 2005. Personnel and Human Resource Management Book Power..

Flippo, E. 1. P. M., 1984. Personnel Management.. Sixth Edition, New York, McGraw-Hill Book Company..

Gamage, A. S. (., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance.

Henry, O. &. T. Z., 2009. Recruitment and selection practices in SMEs. advances in Management, 3(2), 52-58.

Mondy, R., 2010. Human Resource Management.. 11th Edition. Upper Saddle River, New Jersey:, Issue Prentice Hall..

Sims, R. R., 2002. Organizational Success through Effective Human Resources. USA..

Sims, R. R. 2., 2002. Organizational Success through Effective Human Resources. USA..

Stonner, F. &. G. (., 2000. Management.. 6th Edition, India Prentice Hall..

Wales, B., 2015. The recruitment process - YouTube. 

THE RECRUITMENT AND SELECTION PRACTICE IN THE REAL ESTATE INDUSTRY

 

The recruitment process can be defined as attracting individuals on a regular basis with the required number of candidates who meet the required qualifications (Walker, 2009). Companies are following different processes to fulfill the requirements. (Akuamouh, 2016) stated that some of the processes are Screening applications and resumes, interviewing, and references and the working history. Different hiring processes are used by organizations to find the right person for the job (Walker, 2009). f you're dealing with a recruitment process in a professional way, We can reduce the impact of subjective elements (Djabatey, 2012) . The majority of those involved in this process has elements of biased judgment. However, treating candidates professionally will leave a positive impression on the organization (Opatha, 2010).

 

Recruitment

Recruitment according to (Weihrich, 1994) implies attracting candidates to fill positions in an organizational structure. (Opatha, 2010) emphasis on the process of finding qualified and suitable people for the vacancies in the organization. It is a set of activities used by a company to attract job candidates with the necessary skills and attitudes. The recruitment process generates a qualified group of people to suit organizational job vacancies. The first step in the recruitment process is to locate company personnel with the goal of gathering positive and qualified candidates to apply for the job (Armstrong, 2009). In the view of (Henry, 2009) recruitment is a procedure for allowing talented individuals to join an organization after receiving training. As a result of the evidence presented above, we can conclude that various types of recruitment and selection methods are considered by various types of organizations.

The recruitment process at Home Lands Skylines is handled by the HR department, which assigns a team to collect the information of the qualified candidates.

Video 1:The process of the recruitment

                                                            Source : (Net.com 2018)

 

Types of Recruitments

An Advertisement

(Russo, 2000) observed that organizations can advertise job openings in a variety of ways, including electronic and print media, to attract the best candidates. The Home Lands Company primarily advertises job openings on paper and online through top job sites.

Through Agencies

Using a recruitment agency to hire employees based on contract responsibilities is one of the most effective ways to hire capable employees (Florea, 2014). The Homelands company's HR department recruits the sales team through local agencies to find the best candidates. These companies carry out preparatory activities that are compatible with the organization.

Employee referral

This is one of the common techniques used by the organization. Employees of the company can recommend potential friends and candidates from outside the company (Maloney, 2001). Employees are chosen using this method based on a referral from a current employee of the organization.

Educational and Training Establishments:

The organization's human resources department will visit educational institutes and universities to hire top students who will be in their final year of study and will be able to fill the vacant position. This method is one of the cheapest ways to hire fresher for the organization (Hart, 2005). Home Lands company recruits 10% of the total recruitment from the universities in Sri Lanka and the leading education institutes such as NIBM , SLIM.

E-Recruitment:

Employers are recruited through web-based techniques or an online platform Cappelli (Flippo, 1984).  During the Covid 19 Pandemic situation, mostly real estate companies used to hire employees via Zoom meetings or Teams.

 Internal Advertisements (Job Posting)

Internal Advertisements refer to the process of posting/advertising jobs within an organization. This career placement is an open invitation to all employees within the organization to apply for open positions. It provides equal opportunities to all employees within the organization. As a result, recruitment will take place within the organization, which saves a significant amount of money. In Homelands company, the open advertisement is always posted within the company to move to a different position.

 

References

Akuamouh, 2016. The Impact of Effective Recruitment and Selection Practice on. Global Journals Inc. (USA), Volume 2249-4588 & Print ISSN: 0975-5853.

Armstrong, M., 2009. Armstrong’s Handbook of human resource Management practice. 11th edition, Issue Longon: Kogan Page..

Djabatey, E. N., 2012. Recruitment and selection practices of organizations. A case study of HFC Bank (GH) Ltd. Unpublished thesis submitted to the Institute of Distance.

Flippo, E., 1984. Personnel Management..

Florea, N. V., 2014. Using recruitment agencies to obtain the best candidates.. Land Forces Academy Review,, Issue .v 19(1), 80-89..

Hart, C. 2., 2005. Doing Your Masters Dissertation.. 1st edn. London: Sage..

Henry, O. &. T. Z., 2009. Recruitment and selection practices in SMEs. Empirical evidence from a developing country perspective., Issue Advances in Management, 3(2), 52-58..

Maloney, T. R., 2001. Employee recruitment and selection: how to hire the right people. USA: Cornell University..

Opatha, H., 2010. Human resource.

Opatha, H., 2010. Human resource management. Colombo:. Author published..

Russo, G. R. P. N. P. &. G. C., 2000. Recruitment channel use and applicant arrival. pp. 25(4), 673-697..

Selase, A. E. (. T. i. o. r. a. s. c. o. o. p. G. B. G. A. R. o. G. a. t. M. J. o. P. A. a. G. 8. 2.-2., n.d.

Walker, J., 2009. Human Resource Planning.. New York: McGraw-Hill Book Co., P95..

Weihrich, H. a. K. H., 1994. Global Perspective.. McGraw Hill Int. Editions Management Organisation, Issue Tenth Edition, New York.

 

 

EMPLOYEE MOTIVATION

                            

Employee motivation is regarded as an important factor in achieving goals and achieving desired results. Among many real estate companies in Sri Lanka, Prime Land, Access, and Home Lands Skylines have emerged as market leaders in the housing construction and the large scale condominium projects with unique themes. . Many employees are eager to join the company. This company treats employee rewards in order to maintain a high level of motivation.

Figure 1 – Motivational subcategories

                                                               (Bratton J & Gol J, 2007)

Definition Of Motivation

Motivation can be defined in various ways. Motivation is like the steering wheel of a vehicle that drives you to achieve your goals (Ismail, 2008). Bartol (1998) defines motivation as forces that strengthen to energize the behavior and inspire the learning to continue. The motivation factor plays an important role of to achieve the company goals (Bartol, 1998).

P.Korzynski( 2013) According to the study,  employee motivation is influenced by two factors: technology and organizational changes. When a company moves to new technology systems and new developments, it motivates its employees and gives them a sense of confidence (Anastasiu, 2009). This is a long-term strategy for a company to encourage consistent growth. Employees are willing to work in a modern and wok environment where they feel confident.

To motivate employees, the Home Lands Skylines company is constantly embracing new technology. In place of carrying laptops, recently introduced lates tabs to the sales department demonstrate the virtual presentation even when they are not inside the project. The new technology motivates the sales team.

Motivated employees are more willing to work (Weerasinghe, 2009). Graham ( 2009) stated that motivation and job satisfaction show a relationship in the organization to achieve the goals, satisfied employees deliver the maximum commitment to work and unsatisfied employees failed to deliver their best to the organization. According to Kreisman (2002), a well-motivated and stable workforce that is skilled, committed, and effective is the most valuable asset to the organization.

All organizations are considered what can be done to achieve cons outstanding results through people, it means paying close attention to how individuals can best be motivated through means such as incentives, rewards, recognition and, importantly as a result company gets outstanding performance (Armstrong, 2010). Job satisfaction always has a positive influence on employee performance and needs to provide them challenging work to the employee and motivate them with good rewards to satisfy them (Pintrich P, 2003)

The company will hold an annual general meeting to reward and recognize the best salesperson for the year, who will be awarded a cash prize. Motivation accelerates you to achieve exceptional results.

When an organization's employees are dissatisfied, managers will find it difficult to complete the assigned task. Organizations should understand the loss of performing employees due to dissatisfaction with the job and the lack of motivation is big damage to the company in the long run. (VARMA, 2017) stating that motivated employees always have a committed approach toward company goals.

Azash S ( 2011) specified that organizations today recognize the value of motivated and satisfied employees as important contributors to long-term goals and it has caused organizations to cater to their employees' expectations and needs, and they can expect the same in return. Further, he stated that motivation also has a positive impact on individual and group performance, which in turn has an impact on organizational performance (Azash S, 2011). Without increased employee motivation and morale, the organization risks losing valued employees and will be at a significant disadvantage in attracting potential best talents (Dessler, 2003) , Motivation is a powerful tool that influences human behavior because no two people have the same attitude or behavior, organizations must develop practices that will satisfy the group as a whole rather than just an individual (VARMA, 2017). Successful companies must be able to identify and evaluate internal motivation resulting from an employee's job satisfaction, and supported by external motivation as needed (Kuranchie-Mensah & Amponsah-Tawiah, 2016)

Rewards can be used to attract prospective job applicants, achieve human resource goals, and gain a competitive advantage (Bratton J & Gol J, 2007). This is especially important for companies to higher high caliber employees in order to improve the work quality and gain market share and gain a reputation in the industry. Hellriege & Slocum (2007) also stated that reward systems are the main key factor of motivation and employee skills, knowledge, and abilities are the main factors to drive the organization towards success and they will be rewarded based on their performance. According to Hafiza, S.N  (2011) several factors such as training and development opportunities, working conditions, the worker-employer relationship, job security, and the company’s policies and practices for employee recognition can all have an impact on job satisfaction.    

 

They are different ways to motivate employees ranging from simply recognizing the employee by saying “Thank you “to more complex rewards combined with set targets (Torrington, 2008). Employee motivation reflects the number of effort employees is willing to put in order to achieve good results, which means that both intrinsic and extrinsic motivation contributes to employee satisfaction, which improves performance and productivity. (Bhattacharyya, 2007) . Lawler (2003) emphasizes that in the twenty-first century, treating people well is not an option but a necessity.

 

 

 

References

Anastasiu, L., 2009. HOW CAN THE CHANGING OF TECHNOLOGY BECOME A MOTIVATING FACTOR IN HUMAN RESOURCES MANAGEMENT corect. onference: 5th International Conference Management of Technological ChangesAt: Alexandroupolis, Greece, Issue Universitatea Tehnica Cluj-Napoca.

Armstrong, M., 2010. A Handbook of Human Resource Management Practice. Kogan Page: London., Issue 10th ed.

Azash S MD, R. S. K., 2011. The motivational Factors and job satisfaction. a study on public and private sector bank employees in Kadapa district andra pradesh, International Refereed Research Journal Vol.– II, Issue –4, [161], (Journal of arts , science & commerence E ISSN 2229-4686).

Bartol, K. a. M. D., 1998. Management, 3rd ed. McGraw-Hill, Issue New York, NY.

Bhattacharyya, D., 2007. Human Resource Research Methods. New Delhi: Oxford University press.

Bratton J & Gol J, 2007. Human Resource Management:. Theory and Practice , (4th ed.).(London: Palgrave Macmillan.).

Dessler, G., 2003. Human Resource Management. Upper Saddle River, New Jersey: Prentice Hall. , Volume 9th ed.

Graham, S. &. W. C. (., 2009. An attributional approach to motivation in school. In K. R. Wenzel & A. Wigfield (Eds.Handbook of motivation at school, Issue . Routledge/Taylor & Francis Group., p. (pp. 11–33). .

Hafiza, S.N., Shah, S.S., Jamsheed, H., & Zaman, K, 2011. Relationship between rewards And employee’s motivation in the non-profit organizations of Pakistan. Business Intelligence, Journal, , Volume 4(2), 327-329..

Hellriegel . D & Slocum. J W, 2007. Organisational Behavior.. Thomson South-Western..

Ismail, R. I. A. Z. H., 2008. "Employee motivation: a Malaysian perspective". Journal of Commerce and Management, Vol. 18 Iss 4 pp. 344 - 362.

Kreisman, B. J., 2002. Insights Into Employee Motivation. Commitment and Retention, Issue White Paper. Insights Denver..

Kuranchie-Mensah, E. B. & Amponsah-Tawiah, K., 2016. Employee motivation and work performance: AEmployee motivation and work performance:. Journal of Industrial Engineering and Management (JIEM), Volume Vol. 9, Iss. 2.

Lawler, E., 2003. Treat people right.. . San Francisco: Jossey-Bass Inc. McGraw- Hill Irwin. .

P.Korzynski, 2013. Employee Motivation in new working environment. International Journal of Academic Research 5(5), pp. 184-188.

Pintrich P, R., 2003. A Motivational science perspectives on the role of student motivation in learning and teaching context. Journal of educational Psychology , 95(4),667-686.

Roger, R., II. UU. YFF: s.n.

Torrington, D. H. L. &. T. S., 2008. Human Resource Management. Harlow: Pearson Education Ltd..

VARMA, D., 2017. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION. International Journal of Social Science & Interdisciplinary Research, Volume IJSSIR, Vol. 6 (2), FEBRUARY (2017), pp. 10-20.

Weerasinghe, M. A. M. S. &. T. D., 2009. The Impact of Financial Rewards on work Motivation of Operational Level Employees…. Volume Sri Lanka Journal of Advanced Social Studies Vol. 9 No. 1, .

METHODS OF MOTIVATING EMPLOYEES

                        

Motivation is commonly referred to as thinking or acting in a specific way. Motivated employees are more active, and happy to work in an organizational environment.   (Sabir, 2017) Stating that motivated employees will be having the following qualities.

1.             A more efficient method of completing a task

2.          .   Be more concerned with quality.

3.             Increase your productivity and efficiency by recognize.

To gain the maximum an organization must recognize that employees are not the same, they are with unique characteristics. Therefore, an organization can motivate its employees with many types of methods.

Motivating factors can be intrinsic, which means they come from inside, or extrinsic, which means they come from outside. According to (Herzberg, 1987) , intrinsic motivation includes achievement, recognition for achievement, the task itself, responsibility, and progress or advancement. Mainly driving factors include, company policy and administration, supervision, and interpersonal interactions. As per Herzberg (1987) and Knoop (1994) Employees are satisfied when intrinsic motivation factors are available and employees will be dissatisfied in the absence of extrinsic motivational elements. Intrinsic and extrinsic motivation are both necessary and can be encouraging in the workplace to motivate employees and improve productivity.

With a better understanding of the employee, you will be able to motivate them using appropriate motivation methods. It will boost employee engagement and happiness. Intrinsic motivation is a type of internal motivator. Employees work because they enjoy the excitement, sense of achievement, joy, and personal fulfillment. That comes from both the processes and the outcomes of their work-related activities (Bauer K.N Orvis K.A Ely, 2016).

Extrinsic motivate employees that are motivated by external factors. People can be motivated or can provide tangible feedback through rewards such as bonuses, benefits, and awards. K. J Skaggs (1991) states that Salary, bonuses, recognition, praise, flexible working hours, and social rights are examples of intrinsic and extrinsic rewards in the reward management system. (L L Liu ., 2007) stating enterprises can use a reward management system to attract, retain, and motivate employees to achieve high levels of performance.               

Rewards & Recognition

(Eshun, 2011) emphasis that the employees can be motivated by the organization's reward and recognition systems and that would be one of the most important factors in increasing the organization's productivity. The sales team at Home Lands Company is motivated by rewarding the best salesperson every month and the best salesperson of the year.

Employees can be recognized in a variety of ways. Rewards recognition can be displayed in front of the audience as the best salesperson of the year, or it can give them vouchers to spend with their families, or it can provide them with personal development opportunities and training programs. That will encourage employees to maintain the same attitude toward the workplace. (Sabir, 2017) stating that highly motivated employees are always helping organizations to achieve company goals and it is the main plan of the organization’

Satisfactory remuneration and salary package

ISLAM (2020) states that salaries are an important source of income for employees and determine their standard of living and it will provide basic attraction to an employee and leads to employee motivation. Homelands company motivates with the luxury vehicle for transportation and incentive structure.

Training and development programs

According to Lockley (2012) another effective employee motivation approach is to provide training and development programs that effectively contribute to individuals' personal and professional growth. All sales representatives of the company will go through a training program every 6 months.

Job Rotation, Flexible schedule

Llopis (2012 ) has designated alternative working patterns such as job rotation, flexible schedules, and flexible working as effective motivational tools. When an employee has flexible working hours, he or she can report to the office whenever it is convenient for them and complete the working hours in an efficient manner. Flexible working hours will help you to maintain a good life-work balance. (Sussanna Shagvaliyeva, 2014).The sales representatives at Home Lands Company have flexible work schedules. 8 a.m. to 5 p.m. or 10 a.m. to 7 p.m.

Efficient Communication

Line managers and supervisors can ensure efficient communication with their teams by using a direct medium rather than relying on emails will create a relationship and a bond among the team and will increase the team’s motivation (Wylie, 2004).

Additional responsibilities

Additional responsibilities can be a highly motivating aspect of a job for some employees and it allows them to have a greater sense of ownership in various organizational efforts, which motivates them to try so hard for business success (Davidescu, 2020). This will help employees to have their own satisfaction.

References

Bauer K.N Orvis K.A Ely, K. a. S. E. A., 2016. Re-examination of motivation in learning contexts: meta-analytically investigating the role Re-examination of motivation in learning contexts: meta-analytically investigating the role type of. J. Bus. Psychol, pp. 31, 33–50. doi: 10.1007/s10869-015-9401-1.

Davidescu, A. A., 2020. Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employee Implications for Sustainable Human.

Eshun, C., 2011. Rewards as a Motivation Tool for employee performance.

Herzberg, F., 1987. How do you motivate employee. Harvard Business Review,, Volume 109, p. 65.

ISLAM, 2020. What Factors Do Motivate Employees at the Workplace? Evidence from Service Organizations. Associate Professor, Department of Business Administration, The International University of Scholars .

K. J Skaggs, A. D. .. A., 1991. The use of concurrent schedules to evaluate the effects of extrinsic rewards on “intrinsic motivation”: a replication. J. Org. Behav. Manage. 12, 45–83., p. 10.1300/J075v12n01_04.

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