INTRODUCING PEOPLE MANAGEMENT
INTRODUCTION
In this assignment, the discussion will be done related to motivation and the different type of factor that it will highly influence the worker's motivation. It was identified that motivation is one of the most important factors for any association to improve their working performance because if the employees are motivated in the organisation then they will finish their work with full of dedication and try to achieve the organisation goal easily (Ndzi ,2017). On the other side, the discussion will be also done related with the impact of zero hour contract on the different type of workers relation and the sum of the changing employment legislation and their impact on each management. In the end, the retention will be explained and how the association will improve employee retention successfully will also define
DISCUSSION
MOTIVATION AND THE FACTORS THAT INFLUENCE EMPLOYEE MOTIVATION
According to Abby (2020), motivation is the main reason for a different type of action willingness and goal. On the other side, it will also be defined as motivation is derived from the word motive or the requirement that satisfy the need of an individual. From the latest analysis, it was also identified that motivation is one of the most important procedures that initiate guide as well as maintain the goal-oriented behaviour (Ndzi ,2017).
It was identified that there are only two factors that will highly influence employee motivation and that are Extrinsic factor and intrinsic factor.
Extrinsic
Extrinsic motivation is mainly defined as a tangible reward suggests paying some benefit work environment work condition as well as job security. Extrinsic motives can not only satisfy through the work itself that simply means that some of the comforts come from something the activity lead to such as money (Koumenta and Williams, 2019). The effects of working performance as well as its contribution factor are also of importance for the requirement satisfaction. As a result different type of activity is analysed as a mean to pursue with other motives.
Intrinsic
Intrinsic motivation is defined as an individual to perform their work in a well and proper way and they also focus on achieving the satisfaction of intrinsic requirement. On the other side and individual will perform a different type of activity to gain the particular type of internal state in which they experience as an intrinsic motivation which is mainly related to the psychological reward like recognition of task completed (Koumenta and Williams, 2019). It was identified that intrinsic motivation can mainly be satisfied by the different type of work itself on the other side the different type of activity itself is also the main source of motivation since it will deliver the interest stimulation challenges and different type of opportunity for individual growth and achievement to the individual (Koumenta and Williams, 2019).
IMPACT OF ZERO-HOUR CONTRACT ON A DIFFERENT TYPE OF WORKERS RELATIONSHIP
According to Chadwic (2019) the zero-hour contract is one of the most important terms which were used to explain the type of different type of workers contract between the employers and an employee whereby the employer is not obligated to deliver any minimum number of a working hour to the employee (Akhmetshin et al., 2018). This term is mainly used in the UK for a different type of workers. It was identified that ends it is stress and depression can be one of the most common for workers on the zero-hour contract because of the financial as well as social insecurities. Various types of workers on the zero-hour contract are not paid sick leaves and they also tend to do a different type of activity even when they are ill for fear of losing their profession. On the other side, it was also identified that zero-hours contract can be psychological as well as mental for being an employee (Akhmetshin et al., 2018).
Some of the huge ratios of employees in the UK have huge workforces who are the zero-hour contract. Here are some of the advantages as well as disadvantages of is zero hour contract is explained
Advantage of zero-hour contracts
Opportunities
In this taking on a job with the zero-hour contract can be a huge wait to get some of the food in the door of the organisation and an individual will need to work for if they don’t have a full-time fix contract available.
Extra income
As there are no set are one of the sides of a zero-hour contract is the ability to pack in extra are as they are available so if an individual required any extra amount of money in one month then they might be able to work so that they will easily earn extra amount of money (Cherry, 2020).
Some disadvantages of are zero-hour contract
Unpredictable hour
This is one of the different tricks to plans and individual around is a zero-hour contract because this asks an individual to do a different type of activity at the last minute which is not idle for everyone (Cherry, 2020).
Low income
An individual may indeed have a different type of opportunity for an extra hour if a lot of employees in the company are on zero hour contract to there may not be enough is for an individual and on the other side and individual and the struggling to pay some amount of money for some month. In this case, it can be of use frustrating especially if an individual cannot make up those are with a different type of organisation (Randstad, 2020).
Based on the latest analysis it was identified that the numbers of different type of workers on zero-hour contracts continue to increase in the UK (Randstad, 2020). On the other side, the office of national statistics identified that between October to December 2018 there were between 777000 and 911000 individual work on a zero-hour contract.
CHANGING EMPLOYMENT LEGISLATION AND THE IMPACT IT HAS ON PEOPLE MANAGEMENT
From the last few years, it was identified that there have been various workforce related legislative change at international national as well as local level. Recent example like the implementation of GDP is in the European Union to the court ruling in the USA against some racial discrimination to the universal minimum wages bill (Randstad, 2020). It is clearly defined that each of these improvement has been a significant impact on a different type of companies with the operation in the relevant area. Moreover, it is usually likely that in the near upcoming year a growing number of countries will issue new legislation related to problems such as babe parity workplace discrimination data protection and many more (Randstad, 2020).
Covid-19 is showing an unpredicted challenge for a different type of association. Employment law is constantly on the move so that employees have to keep on track from the latest employment law changes so that they do not have to (Misra, 2020). It was identified that the government has begun some of the consultations to identify to reform post termination none compete clause was in the contract of different type of employment.
With some of the uncertainty around the bricks it trade will handle and the transition period coming to the end of 31st December 2020 business need to make sure that they are ready to change that will take place (Misra, 2020). A different type of workers needs to understand the sum of the changes to their immigration system and they also have to review the contract and different type of policy to check the reference and focus whether any changes are important for them (Burges, 2020).
RETENTION AND HOW AN ORGANISATION CAN IMPROVE EMPLOYEE RETENTION
According to NJAMBI (2020) employee retention is mainly defined as the capability of the association to retain their workers. On the other side, employee retention can be shown by the simple is statistics for example a retention rate of 80% mostly indicate that the association kept 80% of workers in a particular time (Burges, 2020). From the latest and analysis, it was identified that employee retention is very important and this is also very beneficial for the association as well as a different type of workers. Managing for a different type of employee retention involves different strategic action so that the company will keep different type of workers motivated and also focus so that they will easily elect to remain workers and fully productive for the benefit of the company (Burges, 2020). Retention of productive workers is one of the most important concerns of the HR professional and a business executive.
Employee job satisfactions as well as engagement factor are the most important integrated for a different type of workers retention program. The main motive of addressing all these different types of factor is obvious but on the other side by doing this will take some time and this task are left for the next day (Recruiterbox, 2020). So this is very important that the payoff of focusing on a different type of workers retention in the form of increasing their performance productivity workers moral values and quality of work plus decreasing in both turnover and employee-related issues. It was also identified that the bottom line is that by maintaining for workers retention organisation will easily retain The talented as well as motivated workers who truly wanted to be a part of the organisation and who are mainly focused on contributing to the association overall success (Abby, 2020).
It was also identified that there is various way to improve employee retention in the association. Different type of workers who leave abruptly definitely hurt the association growth, mainly at the time of the early stage. Identifying a replacement training them can cost a huge as compared to the time and money (Abby, 2020). This is very important that the association has to do to improve the employee retention and that is given below
This is very important that the executive of the company has to make sure that they are hiring selectively from the starting.
The company has to pay them right and keep a tab on industry compensation standard.
This is very important that they has to provide a comfortable working environment as well as culture and also deliver a proper training and help for new hiring till they will manage on their own (Abby, 2020).
The company also has to provide a career roadmap and also tell them what they are required to do to gain the next milestone.
CONCLUSION
From the above report, it was identified that motivation is one of the most important factors to increase the moral value of the different type of workers were working in association to gain a particular objective. The discussion was also done related to the different type of factors that will highly influence the worker's motivation which is very beneficial for the company. On the other side, the impact of a zero-hour contract on the different type of workers relationship was also discussed in this report. Various types of workers on the zero-hour contract are not paid sick leaves and they also tend to do a different type of activity even when they are ill for fear of losing their profession.
On the other side, it was also identified that zero-hours contract can be psychological as well as mental for being an employee. Because of covid-19, the changing employment legislation was done and this will highly impact on each management. In the end, the discussion was done related with the retention and the association use a different type of strategy so that they will easily improve employee retention to get a huge amount of profit in this competitive market.
REFERENCES
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Koumenta, M. and Williams, M., 2019. An anatomy of zero?hour contracts in the UK. Industrial Relations Journal, 50(1), pp.20-40..
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