The role of human resources management in employee motivation

Introduction
Human resource management (HRM) is a strategic and coherent approach for the management of an organization’s most precious assets – the employees working there who individually and collectively contribute to the achievement of the objectives of the business. The term “human resource management” and “human resources” (HR) have strongly replaced the term “personnel management” as a description of the processes involved in managing people in organization. In very simple words, HRM means employing people and developing their capacities and utilizing and maintaining and compensating their services in tune with the job and organizational needs and requirements.
Human resources management includes several processes and stages. Both Together they are supposed to reach the above mentioned targets and goal. These processes can be carried on in an HR department, but some of the tasks and jobs can also be outsourced or performed by line managers or the other departments. When effectively performed they provide significant outstanding economic benefits to the organization.

Human resources management presses and stages are:
Workforce planning
Recruitment (sometimes separated into attraction and selection)
Induction, Orientation and Onboarding
Skills management
Training and development
Personnel administration
Compensation in wage or salary
Time management
Travel management (sometimes assigned to accounting rather than HRM)
Payroll (sometimes assigned to accounting rather than HRM)
Employee benefits administration
Personnel cost planning
Performance appraisal
Labor relations
How Human Resource Management plays an important rule in employee motivation?
Employee motivation
To be able to have a good effective workforce and to encourage and motivate them to give and do their best while at work it requires attention to all of the financial and also psychological and even physiological rewards offered by the organization as a non stop continuous exercise.
The Basic financial rewards and conditions of service example working hours per week are determined externally by the national bargaining or government minimum wage legislation departments in many occupations but as much as 50 per cent of the gross pay of the manual workers is often the result of local negotiations and details example which particular hours shall be worked of conditions of service are often more important than the basics. Hence there is scope for financial and other motivations to be used at all levels.
As the staffing needs will vary with the productivity of the employees (and the industrial peace achieved) so good personnel policies are desirable. The latter can depend upon other factors (like environment, welfare, workforce benefits and so on but unless the pay rat is accepted as a fair and just there will be no good motivation.
Also the technicalities of payment and other systems may be the concern of others; the outcome of them is a subject of a great concern to human resource management.
Increasingly the influence of behavioral science discoveries is becoming important not merely because of the widely acknowledged limitations of money as a motivation factor, but because of the changing mix and the nature of tasks example more service and professional jobs and far fewer unskilled and repetitive production jobs.
So the situation demands a better educated mobile and multi-skilled workforce is much more likely to be influenced by other things like job satisfaction, involvement, participation and so on. than the economically dependent workforce of the past.
Human resource management are suppose to be acting as a source of information about and a source of inspiration for the application of the findings of behavioral science. It may be a matter of paying the attention of the senior managers to what is being achieved elsewhere and the gradual education of middle managers to new points of view on job design, work organization and worker autonomy.
Leadership Skills and Leadership Behaviors
A good leader must develop their leadership skills and work to demonstrate and improve many positive leadership behaviors and to eliminate all of the negative leadership behaviors. These positive behaviors must be demonstrated at all times in all situations so that it is simply how the good leader works on. Leadership development is a continuous nonstop process of personal development.
Effective Leadership Behaviors
So many Different leadership studies highlight the importance of effective leadership behaviors, whether they are based on under-graduates or commercial managers at every level in an organization. In short words, there are commonalities that emerge from this research time and again, which characterize positive behaviors and negative behaviors. Whilst there may be significant differences at the detailed level there seems to be a broad consensus of positive leadership behaviors:
Effective project planning and management
Conducts regular, effective meetings to set objectives, allocate tasks and review performance
Identifying the right person for the right role
Appropriate delegation of responsibility whilst retaining accountability
Consults and includes others in decision-making
Shows an interest in others and responding to their needs whether that is for more information, guidance, support, personal development, positive feedback or reward and recognition
Takes ownership and shows commitment for solving problems or difficult/sensitive issues
Direct, clear, open style of communication
Considers impact before action
Leads by example, showing a contagious passion and enthusiasm, engaging and motivating other
CONCLUSION