UNIT 3: HRM

Meaning:

● HRM is the art of Procuring, developing and maintaining competent

workforce to achieve organizational goals effectively.
● The process of employing people, developing their resources,
utilizing, maintaining & compensating their service in tune with the
job & organizational requirements with a view to contribute to the
goals of the organisation, individual & the society.

DEFINITION

According to Wendell L French “the human resource management

refers to the philosophy, policies, procedures, & practice related to the
management of people within an organisation.

According to Stephen P Robbins, HRM is a process consisting of the

acquisition, development, motivation & maintenance of human resources.

SCOPE OF HRM

The Scope of Human Resource management into the following aspects

1. The Personnel Aspect:-

This aspect of HRM is concerned with the manpower planning,
recruitment, selection, placement, induction, transfer, promotion,
demotion, termination, training & development, layoff &
retrenchment, wage & salary administration, incentives,
productivity etc.
2. The Welfare Aspect:-
The welfare aspect is concerned with working conditions &
amenities such as canteens, crèches, rest rooms, lunch rooms,
housing, transport, education, medical help, health & safety,
washing facilities recreation & cultural activities etc.
3. The Industrial Aspect:-
This aspect is concerned with employees. It includes union
 management relations, joint consultation, negotiating collective
bargaining, grievance handling, disciplinary actions, settlement of
industrial disputes etc.
IMPORTANCE OF HRM

1. Importance for the Organisation:-

HRM is important for the organisation to the following:
● Good human resource practices help in attracting & retaining
the best people in the organisation.
● In order to make use of latest technology the appointment of
right type of persons is essential. The right people can be
fitted into new jobs properly only if the management performs
its HR function satisfactorily.
● Globalisation has increased the size of the organisation who
employ thousands of employees in different countries. The
performance of the company depends upon the qualities of the
people employed. This has further increased the importance
of HRM
● HR planning alerts the organisation to the types of people it
will need in the short , medium & long run.
● HR development is essential for meeting the challenges of
future. The importance of HRM has increased because of the
shortage of really managerial talent in the country.
2. Importance for the employees
● HRM stress on the motivation of employees by providing them
various financial & non-financial incentives.
● Right organizational climate is also stressed upon so that the
employees can contribute their maximum to the achievement of the
organizational objectives.
● Effective management of HR promotes team wok & team spirit
among employees.
● It offers excellent growth opportunities to people who have the potential
to rise. It also encourages people to work with diligence & commitment.

3. Importance for the society:-

Good HR efforts lead to productivity gains (ration of output to input) to the
society, since it enables the managers to reduce costs, save scarce resources,
enhance profits & offer better pay, benefits & working conditions to
employees.

OBJECTIVES OF HRM

1) Societal Objectives :-
● To manage human resources in an ethical & socially
responsible manner.
● To ensure compliance with legal & ethical standards.
● To minimize the negative impact of societal demands upon
the organisation.
2) Organisational Objective:-
● HR department, like any other department in an organisation,
should focus on achieving the goals of the organisation first.
If it does not meet this purpose, the HR department cannot
exist in the long run.
● HR department should recognize its role in bringing about
organizational effectiveness.
● HRM is not an end in itself. It is only a means to assist the
organisation with its primary objectives.
3) Functional Objectives:-
● To maintain the HRM departments’ contribution at a level
appropriate to the organization’s needs. Resources are wasted
when HRM is either more or less sophisticated to suit the
organization’s demands.
● The department’s level of service must be tailored to fit the
organisation
it serves.
● HRM should employ the skills & abilities of the workforce
efficiently. It should aim at making the people’s strength
more productive & beneficial to the organisation.
● HRM should aim at providing the organisation with well
trained & well motivated employees.
4) Personnel Objectives
● HRM should increase employees’ job satisfaction to the fullest
 extent.
● HRM should also meet the self actualization needs of the
employees. It should stimulate every employee to achieve his
potential.
● HRM should assist the employees in achieving their personal
goals, at least in so far as these goals enhance the individual’s
contribution to the organisation.
● HRM should develop & maintain a quality of work life. It
makes employment in the organisation a desirable, personal &
social situation. Organizational performance can never be
improved without the quality of work life.
● The HRM should also communicate HR policies to all
employees. It will help the HRM in tapping the ideas,
opinions, feelings, & the views of the employees.

PERSONNEL MANAGEMENT

Meaning:- it is the process of Planning, organizing, compensation,

integration & maintenance o people for the purpose of contributing to
organizational individual & societal goals.

Personnel management can be defined as obtaining, using & maintaining a

satisfied workforce.

DIFFERENCES BETWEEN PERSONNEL MANAGEMENT & HRM

PERSONNEL MANAGEMENT HRM

It is a traditional approach to managing It is modern approach to managing
people in the organisation. people
in the organisation.
It focuses on personnel administration, It focuses on acquisition, development,
employee welfare, & labour relation. motivation & maintenance of HR in the
organisation.
It assumes people as input for achieving It assumes people as in important &
the desired output. valuable resource for achieving the
desired output.
It undertaken for employee satisfaction. It undertaken for goal achievement.
Job design is done on the basis of division Job design function is done on the basis
of labour. of group work/teamwork.
Employees are provided with less training Employees are provided with more
& development opportunities. training & development.
Decisions are made by the top Decisions are made collectively after
management as per the rules & regulation considering employee’s participation,
of the organisation authority, decentralization, competitive
environment etc.
It focuses on increased production & It focuses on effectiveness, culture,
satisfied employees productivity & employee’s participation.
It is concerned with the personnel It is concerned with all levels of
manager. managers from top to bottom.
It is a routine function. It is a strategic function.

FUNCTIONS OF HRM:

1. MANAGERIAL FUNCTION
Managerial function includes
a) Planning:-
It is pre-determined course of action. Planning pertain to
formulating strategies of personnel programmes & changes in
advance that will contribute to the organizational goals.
In other words it involves planning of HR, requirements,
selection, training etc.
b) Organizing:- an organisation is a means to an end. It is essential
to carry out the determined course of action. Acc. to J.C Massie,
an organisation is a structure & a process by which a
co-operative group of human beings allocates its task among its
members, identifies relationship & integrates its activities
towards a common objective.
c) Directing:- activating employees at different level & making
 them contribute maximum to the organisation is possible through
proper direction & motivation. Taping the maximum
potentialities of the employees is possible through motivation &
command.
d) Controlling:- after planning, organizing, & directing the actual
performance of employees is checked, verified & compared with
the plans. It the actual performance is found deviated from the
plan, control measures are required to be taken.
ii) OPERATIVE FUNCTIONS

The operative functions of HRM are related to specific activities like

1) Employment:-

It is concerned with securing & employing the people possessing the

required kind & level of human resources necessary to achieve the
organizational objectives. It includes

i) Job Analysis:- it is the process of study & collection of

information relating to the Role & Responsibilities of a
specific job.

ii) HR Planning:- it is a process for determination & assuring

that the organisation will have an adequate number of
qualified persons, available at proper times, performing jobs,
which would meet the needs of the organisation & which
would provide satisfaction for the individuals involved.
iii) Recruitment:- it is the process of searching for prospective
employees & stimulating them to apply for jobs in an
organisation.
iv) Selection:- it is the process of ascertaining the qualifications,
experiences, skills, knowledge etc of an applicant with a view
to appraising his/her suitability to a job.
v) Placement:- it is the process of assigning the selected
candidate with the most suitable job in terms of job
requirements. It is matching employee specifications with job
 requirements.

vi) Induction & Orientation:- Induction & orientation are the

techniques by which a new employee is rehabilitated in the
changed surrounding & introduced to the practices, policies,
purposes & people of the organisation.

2. Human Resource Development:-

It is the process of improving, moulding & changing the skills,
knowledge, creative ability, aptitude, values, commitment etc based
on present & future job organizational requirements. It includes.
i) Performance Appraisal:- it is the systematic evaluation of
individuals with respect to their performance on the job &
their potential for development.
ii) Training:- it is the process of imparting to the employees
technical & operating skills & knowledge.
iii) Managerial Development:- it is the process of designing &
conducting suitable executive development programmes so as
to develop the managerial & human relations skill of
employees.
iv) Career Planning & Development:- it is the planning of
one’s career & implementation career plans by means of
education, training, job search & acquisition of work
experience. It includes internal mobility & external mobility.
v) Transfer:- it is process of placing employees in the same
level jobs where they can be utilized more effectively in
consistence with their potentialities & needs of the employees
& the organisation.
vi) Promotion:- it deals with upward reassignment given to an
employee in the organisation occupy higher position which
commands better status or pay keeping in view in human
resources of the employees & the job requirements.
vii) Demotion:- it deals with downward reassignment to an
employee in the organisation.
viii) Retention Management:- employers prefer to retain more
 talented employees while they retrench less talented
employees. Employers modify existing human resource
strategies & craft new strategies in order to pay more salaries
provide more benefits & create high quality of work life to
retain the best employees.

3) Compensation:-

It is the process of providing adequate, equitable & fair remuneration to

the employees. It includes

i) Wage & salary Administration:- It is the process of developing

& operating a suitable wage & salary programme
ii) Incentives:- It is the process of formulating administrating &
reviewing the schemes of financial incentives in addition to
regular payment of wages & salary.
iii) Fringe Benefits:- These are the various benefits at the fringe of
the wage. Management provides these benefits to motivate the
employees & to meet their life’s contingencies. Ex:- housing
facilities, canteen facilities, medical facilities, disablement
benefits etc.
iv) Social Security Measures:- Management provide social security
to their employees in addition to the fringe benefits. These
includes worker men compensation, maternity benefits for
women, medical benefits, retirement benefits like PF, pension,
gratuity etc.
4) Human Relations:-

It is the process of interaction among human beings. A human relation is

an area of management in integrating people into work situation in a way
that motivates them to work together productively cooperatively & with
economic, psychological & social satisfaction.

5) Industrial relations:-

It refers to the study of relations among employee, employer, government

& trade unions. It includes Trade union, collective bargaining, Quality
circles etc,.
6) Recent Trends in HRM:-
HRM has been advancing at a fast rate. The recent trend in HRM includes
Quality of work life, Total quality in human resources, HR accounting, audit
& research & recent techniques of HRM.

JOB ANALYSIS

Definition:- Job analysis is the process of studying & collecting

information relating to the operation & responsibilities of a specific job.
The immediate products of this analysis are job descriptions & job
specification.

Meaning:- Job Analysis is a process of Collecting information about a job.

The process of job analysis results in two sets of data
a) Job Description :- A statement contains Job title, Location, Job
summary, Duties, Machines, tools & equipment, Materials & forms used,
supervision given of received, working conditions, hazards.

b) Job Specification:- A statement of human qualification necessary to do

the job, which contains Education, Experience, Training, Judgment,
Initiative, Physical effort, Physical skills, Responsibilities, Communication
skills, Emotional characteristics.

JOB DESIGN:

Meaning: Job design refers to the process of organizing tasks, duties, and
responsibilities into a specific job role. It aims to improve employee
satisfaction, enhance productivity, and ensure that the job aligns with the
organization's goals.
RECRUITMENT:

Meaning:- Recruitment is the process of searching for prospective

employees & stimulating them to apply for jobs in the organisation.

Definition:- Acc. to Yoder “ Recruitment is a process to discover the

sources of manpower to meet the requirements of the staffing schedule &
to employ effective measures for attracting the manpower in adequate
number to facilitate effective selection of an efficient working force”.

SOURCES OF RECRUTIMENT (METHODS/TECHNIQUES)

I.INTERNAL SOURCES/METHODS:- Internal methods seeks

applicants for positions from those who are currently employed . it
included

i) Promotions & Transfers:-

Promotion: Movement of employee from a lower level position to a

higher level position accompanied by (usually) changes in duties,
responsibilities, status & values.

Transfer: It is an internal movement within the same grade, from one job
to another. It may lead to changes in duties & responsibilities, working
condition etc, but not necessarily salary.

ii) Job Posting:- job posting is another way of hiring people from
within. In this method, the organisation publicizes job openings on bulletin
boards, electronic media & similar outlets.

iii) Employee Referrals:- Employee referral means using personal

contacts to locate job opportunities. It is a recommendation from a current
employee regarding a job applicant. The logic behind employee referral is
that “it takes on to know one”.

II. EXTERNAL SOURECE/METHODS

Every enterprise has to use external sources for recruitment to higher

positions when existing employee are not suitable. More persons are
needed when expansions are undertaken . external methods includes

1. Advertisement:- Advertisement is the best method of

recruiting person for higher & experienced jobs. The
advertisements are given in local or national press trade or
professional journals. The requirements of jobs are given in
the advertisements. The prospective candidates evaluate
 themselves against their requirements f jobs before sending
their applications. Management gets a wider range of
candidates for selection. The flood of application may create
difficulties in the process.
2. Direct Recruitment:- Direct recruitment refers to the
external source of recruitment where the recruitment of
qualified candidates are done by placing a notice of vacancy
on the notice board in the organization. This method of
sourcing is also called as factory gate recruitment, as the
blue-collar and technical workers are hired through this
process.
3. Employment Exchanges:-As per the law, for certain job
vacancies, it is mandatory that the organization provides
details to the employment exchange. Employment exchange
is a government entity, where the details of the job seekers are
stored and given to the employers for filling the vacant
positions. This external recruitment is helpful in hiring for
unskilled, semi-skilled, and skilled workers.
4. Employment Agencies:-Employment agencies are a good
external source of recruitment. Employment agencies are run
by various sectors like private, public, or government. It
provides unskilled, semi-skilled and skilled resources as per
the requirements of the organization. These agencies hold a
database of qualified candidates and organizations can use
their services at a cost.
5. Professional Associations:- Professional associations can
help an organization in hiring professional, technical, and
managerial personnel, however they specialize in sourcing
mid-level and top-level resources. There are many
professional associations that act as a bridge between the
organizations and the job-seekers.
6. Campus Recruitment:-Campus recruitment is an external
source of recruitment, where the educational institutions such
as colleges and universities offers opportunities for hiring
students. In this process, the organizations visit technical,
 management, and professional institutions for recruiting
students directly for the new positions.
7. Word of Mouth Advertising:-Word of mouth is an
intangible way of sourcing the candidates for filling up the
vacant positions. There are many reputed organizations with
good image in the market. Such organizations only need a
word-of-mouth advertising regarding a job vacancy to attract
a large number of candidates.
SELECTION

Meaning:- selection is the process of examining the applicants with regard

to their suitability for the given job or jobs, & choosing the best from the
suitable candidates & rejecting the others.

Definition:- Acc. to Dale Yoder, “ Selection is the process in which

candidates for employment are divided into two classes those who are to
be offered employment & those who are not. Selection means a process by
which qualified personnel may be chosen from the applicants offering their
services to the organization for employment”.

SELECTION PROCESS/STEPS IN SELECTION

1. Screening of Applicants (Application Blank):- Prospective

employees have to fill up some sort of applications forms.
These forms have variety of information about the applicants
like their personal bio-data, achievements, experience etc.
such information is used to screen the applicants who are
found to be qualified for the consideration of employment.
The information may also be used to keep permanent records
of those persons who are selected. Based on screening of
applications, only those candidates are called for further
process fo selection that are found to be meeting the job
standards of the organization.
2. Selection Methods/Tests:- Organizations hold different kinds
of selection tests to know more about the candidate or to
reject the candidates who cannot be called for interview etc.
 selection test normally supplement the information provided
in the application forms, such forms may contain factual
information about candidates selection texts may give
information about their aptitude, interest, personality etc,
which cannot be known by the application forms.
3. Interview:- Selection tests are normally allowed by personal
interview of the candidates. The basis idea here is to find out
over all suitability of candidates for the jobs. It also provides
opportunity to give relevant information about the
organisation to the candidates. In many cases, interview of
preliminary nature can be conducted before the selection
tests.
4. Reference & Background Verification:- many organisation
ask the candidates to provide the names of referees from
whom more information about the candidates can be solicited.
Such information may be related to character, working etc.
the usual referees may be previous employers, person’s
associated with the educational institutions from where the
candidates have received education or other person’s of
prominence who may be aware of the candidates’ behaviour
ability.
5. Medical Examinations:- certain jobs require unusual
strength to tolerance of hard working conditions. A physical
examination reveals whether or not a candidate possesses
these qualities. It brings out deficiencies not as a basis of
rejection but as a positive aid to selective placement & as
indicating restrictions on his transfer to other positions.
6. Approval by Appropriate Authority or Hiring Decisions:-
on the basis of the above steps suitable candidates are
recommended for selection by the selection committee or
personnel department. Though such a committee or personnel
department may have authority to select the candidate finally ,
often it has staff authority to recommend the candidates for
selection to the appropriate authority.
7. Placement:- After all the formalities are completed the
 candidates are placed on their jobs initially on probation
basis. The probation period may range from 3 months to 2
years. During this period, they are observed keenly, & when
they complete this period successfully, they become the
permanent employees of the organization.
INTERVIEW

Meaning:- Interview means a conversation between interviewer &

interviewee aimed at assessing the potentialities for a job.

In other words “ An interview is an attempt t secure maximum amount of

information from the candidate concerning his suitability for the job under
consideration”.

INDUCTION & PLACEMENT

PLACEMENT

Meaning:- Placement is the actual posting of the candidate for the specific
job. It involves the assigning of specific rank & responsibility to that
candidate.

In other words, Induction is the task of introducing the new employee to

the policies, procedures, rules & regulations of the organisation.

According to Pigors & Myers “Placement is the determination of the job to

which an accepted candidate is to be assigned & the work of that job. It is
the match of what the supervisor has reason to think he can do with what
the job demands”.
Significance of Placement

1. It improves employee morale.

2. It helps in reducing employee turnover.
3. It helps in reducing absenteeism
4. It helps in reducing accident rates.
5. It avoids misfit between the candidate & the job.
6. It helps the candidate to work as per the predetermined objectives of the
 organisation.
INDUCTION

Meaning :- Induction is the process of receiving welcoming an employee

when he first joins the company & giving his basic information he needs
to settle down quickly & happily & starts work.

Objectives of Induction

● To help the new comer to overcome his shyness & overcome his
nervousness in meeting new people in a new environment.
● To give new comer necessary information such as location of café,
rest period etc.
● To build new employee confidence in the organisation
● It helps in reducing labour turnover & absenteeism.
● It reduces confusion & develops healthy relations in the organisation.
● To ensure that the new comer do not form false impression &
negative attitude towards the organisation.
● To develop among the new comer a sense of belonging & loyalty to
the organisation.
● To provide basic skills, terms & ideas of the business world & help
the new employee in human relations.

METHODS OF TRAINING

I – ON THE JOB TRAINING

This type of Training, also known as job instruction training, is the most
commonly used method. Under this method, the individual is placed on a
regular job & taught the skills necessary to perform that job. The trainee
learns under the supervision & guidance of a qualified worker or
instructor. On- the job training methods includes

1. Job Instruction Training:-

This method is also known training step by step. Under this method,
the trainer explains to the trainee the way of doing the job, Job
knowledge & skills & allows him to do the job. The trainer
 appraises the performance of the trainee, provides feedback
information & corrects the trainee.
2. Vestibule Training:-
In this method, actual work conditions are simulated in a
classroom. Material, files & equipment which are used in actual job
performance are also used in training. This type of training is
commonly used to training personnel for clerical & semi-skilled
jobs. The Duration of this training ranges from days to a few weeks.
Theory can be related to practice in this method.
3. Simulation:-
The real situation of work environment in an organisation is
presented in the training session. In other words, in simulation,
instead of taking participants into the field, the field is simulated in
the training session itself. The participants act out samples of real
business behaviour in order to get practice in making decisions. It
covers situations of varying complexities & roles for the
participants. Role Playing is one of the common simulation methods
of training.
4. Job Rotation:-
This type of training involves the movement of the trainee from one job
to another. The trainee receives job knowledge & gains experience from
his supervisor or trainer in each of the different job assignments. Though
this method of training is common in training managers for general
management positions, trainees can also be rotated from job to job in
workshop jobs.
5. Coaching :-
The trainee is placed under a particular supervisor who functions as a
coach in training the individual. The supervisor provides feedback to the
trainee on his performance & offers him some suggestions for
improvements. Often the trainee shares some of the duties &
responsibilities of the coach & relieves him of his burden. A limitation of
this method of training it shat the trainee may not have the freedom or
opportunity to express his own ideas.
6. Apprenticeship:-
It is a structured process by which people become skilled workers
through a combination of classroom instructions & on-the-job training. It
is widely used to train individuals for many occupations. Many
 organisations have apprenticeship laws with supervised plans for such
training.
II OFF-THE-JOB TRAINING
Under this method o training the trainee is separated from the job situation &
his attention is focused upon learning the material related to his future job
performance. Since the trainee is not distracted by job requirements, he can
place his entire concentration on learning the job rather than spending his
time in performing it. There is an opportunity for freedom of expression for
the trainees.
Off –the Job Training includes
1. Lecture Method:-
The lecture is traditional & direct method so instruction. The
instructor organizes the material & gives it to group of trainees in
the form of a talk. To be effective, the lecture must motivate &
create interest among the trainees. Thus, costs & time involved are
reduced. The major limitation of the lecture method is that it does
not provide for transfer of training effectively.
2. Conference or Discussion:-
It is a method in training the clerical, professional & supervision
personnel. This method involves a group of people who pose ideas,
examine & share facts, ideas & data test assumptions & draw
conclusions, all of which contribute to the improvement o job
performance.
3. Case Discussion (Case studies):-
The case study method, the instructor describes the actual situation
or problem on a specific concern of the problem. This method
increases the trainee’s power of observation & also his analytical
ability.
4. Role Play:-
It is defined as a method of human interaction that involves realistic
behaviour in imaginary situations. This method of training involves
action, doing & practice. The participants play the role of certain
characters such as the production manager, mechanical engineer,
superintendents, maintenance engineers, quality control inspectors,
foreman, workers & the like. This method is mostly used for
 developing interpersonal interactions & relations.
5. Programmed Instruction:
In recent years, this method has become popular. The subject matter
to be earned is presented in a series of carefully planned sequential
units. These units are arranged from simple to more complex levels
of instruction. The trainees go through these units by answering
question or filling the blanks. This method is expensive & time
consuming.
6. T- Group or Sensitivity Training:-
This method aims to influence an individual’s behaviour through
group discussion. In group discussion, the trainees freely express
their ideas, beliefs & attitudes. In this method the trainees are
enabled to see themselves as others see them & develop an
understanding of others’ views & behaviour. Further, any in addition
the trainees by interaction in a group become sensitive to one
another’s feelings & also develop increased tolerance for
individual’s differences.
7. In basket Training:-
In this method to acquaint employees about their job where a number of
problems are kept in the in basket ( usually kept on the desk of the
employee). The worker has to look at the problems which could also the
complaints from different employees & simultaneously deal with those
problems.
EMPLOYEE RETENTION:
Employee retention refers to the ability of an organization to keep its employees
over time. High retention rates are often indicative of a positive workplace culture
and effective management practices. Here are some key factors that contribute to
employee retention:
1. Competitive Compensation and Benefits: Offering fair salaries, bonuses,
and comprehensive benefits packages helps retain talent.
2. Career Development Opportunities: Providing training, mentorship, and
clear pathways for advancement can motivate employees to stay.
3. Work-Life Balance: Supporting flexible schedules, remote work options,
and understanding personal commitments fosters loyalty.
4. Positive Work Environment: A supportive, inclusive, and respectful
workplace culture enhances employee satisfaction.
 5. Recognition and Rewards: Acknowledging and rewarding employees’
contributions can boost morale and commitment.
6. Open Communication: Encouraging feedback and maintaining
transparency helps build trust between management and staff.
7. Engagement and Involvement: Involving employees in decision-making
and encouraging their input fosters a sense of ownership.
8. Job Satisfaction: Ensuring that employees find their work meaningful and
engaging is crucial for retention.
9. Strong Leadership: Effective and supportive management can significantly
impact employees’ decisions to stay.
10.Exit Interviews: Conducting exit interviews can provide insights into why
employees leave and help address underlying issues.
EMPLOYEE MORALE:
Employee morale refers to the overall attitude, satisfaction, and confidence that employees have
toward their work and the workplace. High morale often leads to increased productivity,
engagement, and retention, while low morale can result in disengagement, absenteeism, and high
turnover rates. Here are some key aspects that influence employee morale:
1. Work Environment: A positive, supportive, and inclusive work culture boosts morale.
Conversely, a toxic environment can harm employee satisfaction.
2. Recognition and Appreciation: Regular acknowledgment of employees' efforts and
achievements fosters a sense of value and belonging.
3. Communication: Open and transparent communication helps build trust and ensures
employees feel heard and informed.
4. Work-Life Balance: Encouraging a healthy balance between work and personal life
contributes to overall well-being and morale.
5. Professional Development: Opportunities for training, skill development, and career
advancement can enhance morale by showing employees that the organization values
their growth.
6. Leadership Style: Supportive and approachable leadership can positively impact morale.
Leaders who listen and act on feedback tend to foster a more motivated workforce.
7. Team Dynamics: Strong relationships and teamwork among colleagues can enhance job
satisfaction and morale.
8. Job Satisfaction: When employees find their work meaningful and fulfilling, their
morale tends to be higher.
9. Fairness and Equity: Ensuring fair treatment, policies, and practices helps maintain a
sense of justice among employees.
10. Engagement Initiatives: Activities, team-building events, and social gatherings can
boost camaraderie and improve morale.
PERFORMANCE APPRAISAL: