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Unit-8
Human Resources

Hein Min Myat

Business Level3 4th Batch
YOUTH International University
16.9.2023
Human Resources planning and motivation

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Human Resources planning and motivation

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 Human Resources planning and motivation

Introduction
Human resource management involves recruiting, motivating, training, and managing employees. The
new HR manager Denko must possess skills in planning, motivating, assessing, and training. The company's
development relies on the HR department, which assesses employee performance and researches
weaknesses, such as skills or working mindsets, to ensure employee motivation and performance.

Company Profile
Denko is the fueling-station in Myanmar. Denko operates 120 strategically located petroleum stations
in urban areas and major highways of Myanmar, distributing high-quality diesel and high-octane fuel
products with advanced pay-at-pump POS systems.

Company’s mission
To foster a work environment that encourages excellence, deliver exceptional services and products, and
increase productivity through technology. The organization aims to be environmentally responsible,
fostering future growth through good governance and sustainable practices, while maintaining reliability,
professionalism, and competitiveness.

Company’s Vision
To become a top fuel service company in Myanmar, recognized for delivering commitments, embracing
new opportunities, and adding value to customers, shareholders, and the community.

The processes involved when a large business organization plans its human
resources
Human resource planning processes
Human resource planning involves assessing employees and training them as needed, starting with
evaluating the organization's goals and plans. This evaluation then involves evaluating employee skillsets

and forecasting future human resource needs.

Labor market analysis

Labor market analysis is a crucial process for organizations to identify the most suitable labor market for various
positions. It involves five steps: identifying competitors, conducting market surveys, working with management,
identifying market trends, and adjusting the recommended salary structure. Denko uses these steps to identify
employers competing for labor, determine salaries for specific positions, work with management to value market
areas, competitors, and job matches, and identify market trends to retain employees. Finally, the company establishes
a salary system that retains the right employees for the right work.

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 Human Resources planning and motivation

Analyzing present labor supply

The organization must not only analyze the labor market but also understand its current workforce and plan for
changes in attrition and recruitment. The workforce may fluctuate due to annual goals and skill requirements. Some
skills may be necessary at specific times, so the organization may need to reduce certain workforces. Additionally, the
organization may need to recruit early for employees with pension schemes or for skilled employees during annual
events. Denko managers also analyze labor present in every station and turnover in relation to labor situations.

Forecasting labor demand

The organization must forecast labor supply and demand annually, considering the nation's current situation,
including Covid and military coups. Labor demand fluctuates seasonally and monthly, with individuals seeking jobs
based on their lives and family. However Eden Group organization require labor for daily tasks like selling fuel or
petrol.

Balancing the projected labor demand with supply, and supporting organization’s
goal

The nation's situation is not conducive to organizations needing large labor numbers. However, those with daily
sales of essential products face labor demand due to shortages. Large-scale organizations can handle these situations
with sufficient labor, but they must pre-recruit employees to find talent. Denko, has enough labor to provide services
to customers in each station. However, some businesses may struggle to handle these situations without proper
recruitment, as they may not have the necessary talent to handle the situation effectively.

Methods used to review human resources practices in a business organization and the
importance to business planning

The link between business planning and HR

Business planning focuses on an organization's objectives and goals, with human resources playing a crucial role
in achieving them. Designers must consider employees' skills and experiences, and if necessary, provide training to
enhance their knowledge and skills. Thus, business planning is closely linked to human resources.

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Human resources management practices

The 7 best human resources management practices include recruiting, creating favorable working conditions,
compensations, benefits, onboarding processes, accessing knowledge and tools, employee retention, and coaching and
development. Recruiting skilled employees is crucial during organizational seasons and health issues. Feedback from
employees and access to knowledge can help determine if employees have opportunities for bigger positions or are
fired.

Factors involve in business planning

Business planning involves internal and external factors, including organizational needs, skill requirements,
and workforce profile. External factors include labor supply, labor costs, workforce skills, government policy, labor
market competition, employee expectations, and demand for products and services. The workforce profile includes
employee information like age, gender, and nationality. Most external planning factors involve labor policies and the
willingness of both the organization and employees. There are five types of contracts: full-time, part-time, casual,
temporary, and permanent. Full-time contracts are ideal for employees working 38-40 hours per week, part-time is
suitable for university students, temporary contracts are suitable for temporary workers, and casual contracts are
temporary. Denko contracts the majority of employees with full-time and part-time contracts for 120 stations.

The link between motivation and business performance

Motivation is directly and indirectly linked to business performance, with increased motivation leading to better
employee performance.

Measuring performance
Measuring employee performance is crucial for organizations to assess their situation and work style. Key
performance indicators are a simple way to measure employee performance, allowing organizations to determine
training needs, maintain performance, or reduce toxic employees. Measuring performance also motivates employees
due to their competitive mindsets, making it a vital aspect of overall organizational success.

Motivation

Motivation is a universal emotion that stems from the heart and can be sourced from various sources such as the
workplace, music, or loved ones. Employee motivations vary due to their unique mindsets, which can either motivate
or demotivate them. Hence, motivation enhances organizational performance.

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Performance

This report focuses on business performance, highlighting that employees contribute to the success of an organization.
The performance results can vary due to differences in knowledge and abilities among employees.

Performance management

Business performance management is a crucial tool for organizations to measure and track their progress towards
goals. It involves collecting quantitative data to make informed decisions and motivate employees to make better
decisions. Performance management teams assess individual employees and departments to make informed decisions,
fostering a positive mindset and highlighting the link between motivation and performance. Denko uses key
performance indicators to measure employee performance.

The ways a business organization can motivate its employees

Employee motivations are often unspoken until they are discovered by others or communities. Organizations can
utilize various methods to motivate their employees.

Intrinsic motivation and extrinsic motivation

Intrinsic motivation comes from the mind or heart, driven by curiosity and desire to learn about everything.
Some employees work for an organization even when tired or stressed, driven by intrinsic motivation. Extrinsic
motivation comes from outside situations, driven by admirable people or their goals. Many employees work for an
organization despite feeling tired or wanting to quit. Both intrinsic and extrinsic motivations contribute to employees'
dedication and productivity in the workplace. Understanding and addressing both types of motivations is crucial for a
successful work environment.

Empowerment

Business organizations often empower their skilled employees to control the business, but not all employees
can effectively manage tasks. Empowered employees must possess the necessary knowledge and skills to manage
their tasks effectively. To ensure this, organizations should assess their employees and give empowerment to the right
person. If the right person is given empowerment, the organization can achieve its goals quickly and effectively,
preventing potential damage and ensuring the success of the business.

Goal setting theory

Goal-setting theory is a method used to motivate employees by setting specific, measurable goals with
organizational promises. This approach encourages employees to actively participate in achieving objectives, and it
also includes rewards for achieving the goals, further motivating them to perform better.

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Employee involvement
Employee involvement is the motivation that comes from the employees and the organization need to give
opportunity to do it so. The reason why employees work in the organization as their works is that the objectives of the
organization may same with their objectives or want some experience by working there. Employees are not that active
normally. The organization will need to bring the employees with them to their goals and make the employees interest
in how the organization does the business. This kind of motivation stands longer than other methods.

Encourage innovation and creativity

The organization guides employees towards its objectives, demonstrating its work and purpose. This encourages
them to generate ideas and ideas to achieve the organization's goals. However, sometimes, the organization forces
employees to engage in brainstorming and giving speeches, allowing their ideas to innovate the organization. These
ideas can either create new situations or opportunities for the organization.

Employee feedback
The organization actively listens to customer and employee feedback when creating new products and services.
These feedbacks help identify mistakes and correct them quickly. Employee feedback covers aspects like
performance, product, decision-making, and staff. Researching within the organization helps understand itself and
motivates employees, making it a stress-free environment for the organization.

Job design
Job design influences employee motivation, with higher positions preferring brand-new office environments.
Lower positions may find these environments motivating, as they are neat and clean, while lower positions may prefer
a more traditional office setup. This balance of cleanliness and novelty contributes to employee motivation.

Reward system
Reward systems are crucial for motivating employees and driving organizational success. These systems include pay,
performance-related pay, pension schemes, healthcare, childcare, school fees, leave, mortgage subsidies, bonuses, and
company vehicles. Older employees benefit from pension schemes and healthcare, while younger employees receive
childcare and school fees. Organizations must motivate employees for better performance, and Max Energy has
successfully implemented these methods to achieve desired results. These methods are essential for organizations to
retain and retain their workforce.

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