This website uses cookies to ensure you have the best experience. Learn more

Enhancing Employee Performance Through Effective Human Resource Management.

1900 words - 8 pages

External factors are characterized in two groups. The first being one's culture, family, or reference group, and the second being environmental and situational factors. These external factors although seemingly adventitious by title have great influence on the behaviour of consumers. Their effect is the "total environment" that Holloway refers to in which consumer behaviour theories exist (155). Like all sciences, consumer behaviour theories are constantly tested and adapted in a dynamic equilibrium. It is important to understand and observe this environment in order to better understand the affect it has on the final outcome of consumer behavior. In addition, other intrinsic variables such as attitudes, personalities, and learning are all influenced by such external factors as culture and family (Engel et al.1968, 85). Extrinsic factors therefore have much further reach than simply their own matrixes, but in the past and at present they have influence over other aspects of consumers. For academics this becomes important because external forces represent observable, researchable entities that perhaps lend a keener insight into the adaptation and application of consumer behaviour theories. For marketing managers a better understanding of the affect of external factors on consumer behaviour theories allows them to better-forecast consumer actions and consumption patterns. Culture and subculture, relatively difficult external factors to capture in statistics or reports are powerful determining factors that must be taken into consideration when managers make decisions about products and consumers. The impact of culture on decision-making managers, and the affect it has on the theories of academics can be clearly seen in multiple situations. Family, one of the most influential reference groups also has a large impact on the consumption behaviour of consumers. Families are both a consumption entity on their own, and they have influence over the consumption behaviour of the members that comprise them. It is also important to understand that common misconceptions and generalizations regarding family can lead to inaccurate forecasts; external factors have the potential to mislead due to generalizations. Finally, social status, reference groups, and peers all influence the products consumers choose, and influence the continuing decision-making processes. Ultimately both academics and marketing managers are concerned with the ways and motivations behind what decisions consumers make and why they make certain decisions. Finally, another crucial point that observers must remember is that these external factors do not exist independently of each other. They interact and exert influence over each other. This ultimately leads to the total environment in which the consumer exists and it is the goal of the academic and marketing manager to understand this fundamental tenet.Understanding culture is a fundamental factor in understanding consumer demand for a product...

Find Another Essay On Enhancing employee performance through effective human resource management.

Effective Communication for Human Resource Mangers

1504 words - 6 pages Effective Communication for Human Resource Managers Communicating effectively is an essential competency for any professional and involves the performance of a range of first-, second- and third-person skills. This essay will discuss two predominant communication skills- feedback and questioning- that are of particular importance to the human resource (HR) management profession. A range of academic literature will be drawn upon to respectively

What are the effects of Human Resource Management on corporate performance and employees?

2916 words - 12 pages .Marchington, M. and Wilkinson, A. (2005). Human Resource Management at Work. People Management and Development. London: Chartered Institute of Personnel and Development.6.Peacock, L. (2008). 100% proof: Good HR will boost your company profits. Personnel Today, 26 February.7.Pfeffer, J. (2005). Producing sustainable competitive advantage through the effective management of people. Academy of Management Exacutive, 19 (4), p. 95-106.8.Wall, T. D. and Wood,S.J. (2005). The romance of human resource management and business performance, and the case for big science. Human Relations, 58(4), p.429-462.9.Warr, P. (2002). Psychology at Work. London: Penguin Books.

: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. UOP: MGT 431

1799 words - 7 pages employee performance and conflict resolution.The History of Human Resources Management in the past has been characterized by a continuing attempt to justify the function within an organization. Increased labor laws and the rise of unions have made effective human resource management essential. Additionally, the expansion of companies into foreign markets has created the need for managing human resources from an international perspective. The

Effective of Incentive Pay on Employee Work Performance

1153 words - 5 pages / Allison A.Gordon, Jennifer L. Kaswin. (2010). Effective Employee Incentive Plans. Academy of Management Journal, 387-405. French, W. L. (1990). Human Resource Management. USA: Houghton Mifflin Company. Healthfield, S. M. (n.d.). What Are Incentive at Work? Retrieved March 29, 2014, from About.com Human Resources: http://humanresources.about.com/od/employeerecognition/g/what-are-incentives-at-work.htm Radek Knesl, Sal DiFonzo, Philip E. Warner. (2013

Successful Business Through Effective Human Resources Strategies

2519 words - 10 pages PART 1 ‘Ensure the success of your business through effective human resource strategies’ Strategic Human Resource Management provides an all-inclusive framework for which all the people management practises is applied in order to achieve the organisational objectives. Strategic Human Resource Management takes into account the organisational goals in the intended general direction so as to be able to achieve its objectives. The fact that

Army HRM Human Resource Management focuses on securing, maintaining, and utilizing an effective work force, without which organizations cannot survive

1101 words - 4 pages Army HRMHuman Resource Management focuses on securing, maintaining, and utilizing an effective work force, without which organizations cannot survive. Human Resource Management involves a variety of activities, which include recruitment, and screening of prospective employees, the study of training needs, preparing human resource forecasts, the development of compensation systems, and an understanding of the laws that effect the performance of

Does the bundling of human resource practices result in better performance?

1170 words - 5 pages bundling concept, coherence has been made possible. It has even simplified the decision interrelation sourced from all the areas. This coherence enables each stakeholder to read from the same script. The result from this effect is improved organizational performance. This is primarily because the human resources are now perfectly matched to the needs of the organization through training and talent development. The performance is not only increased

Employee Performance Management System

3822 words - 15 pages period when summary rating levels are assigned.DevelopingIn an effective Schafer Corporation, employee developmental needs are evaluated and addressed. Developing in this instance means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, or other methods. Providing employees with training and developmental opportunities encourages good performance, strengthens job

Effective Performance Management

3463 words - 14 pages required during the process of performance management and to what degree this system can effectively manage employee performance .INTRODUCTION"Performance Management is a systematic process through which the company/organization involves its employees, as individuals and members of a department, in achieving agreed objectives, thereby improving themselves and developing organizational effectiveness, in line with the company's/organization mission

Effective Performance Management

2285 words - 9 pages must take advantage of improvement strategies. Performance management systems should provide opportunities for the employee to improve. However, future employee evaluations should show improvement in performance. The employee must understand the organizational goals and establish personal goals to encourage professional development. Schmidt & DeShon (2009) suggest in Human Performance periodical that employee performance may not improve over

Effective Performance Management Systems

1029 words - 4 pages Prior to any development, management should take note of what exactly they want to achieve with their performance appraisal system (goals), what properties they want their appraisal systems to possess (characteristics), how they wish to execute the performance appraisal (method), and how they will use the data collected to achieve said goals (feedback). It is also pertinent that effective performance management systems clearly communicate

Similar Essays

Human Resource Management Performance Management

2895 words - 12 pages place we have a bonus scheme which is in place for all employees who achieve there monthly/yearly target. In my experience this is a good motivator as it gives employees the chance to reach their own goals and achieve job satisfaction. According to Linda Reidy, Human Resource Management (Pg 84) " Expectancy Theory predicts that workers are motivated by pay and other rewards only if the employee values these rewards. This is called valence. This

Performance Appraisal In Human Resource Management

2821 words - 12 pages skills and abilities of their employees to ensure that organizational are achieved, and also to ensure that individuals gain as much satisfaction as possible from their jobs while making effective contributions. As competition in many markets becomes more intense and global in nature, the importance of performance appraisal has been recognizing as a key element of strategic human resource management (ANDERSON, 1993).Performance appraisal may be

Human Resource And Employee Relations Essay

1729 words - 7 pages and procedure manuals are often without a doubt the places to locate a companies policies, procedures and rules. So, what makes policies, procedures and rules(PPR) effective? Employee relations have a big part in the answer to this question. By making sure PPR’s are internally consistent, always applicable, always understandable, always reasonable, consistently communicated and constantly forced Human Resource professionals are insuring that they

Employee Motivation And Effective Job Performance

1342 words - 5 pages play throughout adulthood (Lekes, Gingras, Phillippe, Koestner & Fang, 2009). In addition to providing structure, consistent rewards and punishments must exist to reinforce that behavior. These traits learned throughout adolescence are detrimental for managers in determining employee motivation methods and effective job performance. For thousands of years, humans have strived for independence. Moses’ people fleeing the Egyptians and Pilgrims