Unit 36-LO2 Analyse the requirement to develop motivated, knowledgeable and experienced individuals and teams-BTEC-HND-Level 4 & 5

Course: Pearson BTEC Levels 4 and 5 Higher Nationals in Business

To develop motivated, knowledgeable and experienced individuals and teams, employ a staff of “good” people who are educated about their work, love what they do to make it better and want to see your organization succeed.

The beginning of the recruitment process is preparation. Make sure you know where you need certain skills within your organization. You should also have the qualifications from each position in writing so that you have a list of candidates.

One other task involved in preparation is having an interview process which may include an assessment center or personality test before going through with interviews or meetings. More often than not organizations will assess CV instead of relying on marketing material such as job descriptions or CVs to get applicant information as this form of advertising doesn’t always yield true results.

Expectations need to be clear so that if someone gets the job they know what is expected of them and you expect the same from them in return.

Also Read: Apply contemporary knowledge and research to support emerging HR developments

Motivation and motivation theory:

Intrinsic and extrinsic motivation

Intrinsic and extrinsic motivation are the two primary theories that guide all our understanding of human behavior. It’s how we find meaning or happiness, what we believe in, why people want to do good things for society, and individuals read on to learn about them.

• Intrinsic motivation comes from within us – most often it is a response to an enjoyable experience like being immersed in a great song or reading a tremendously engaging book.
• Extrinsic motivators are those factors outside of ourselves that “potentially” motivate someone who has no intrinsic desire for something-extrinsic to include consequences; approval; awards; fear of retribution, pain avoidance; punishment; anticipated regret over missed opportunities.

Content versus Process motivational theories

Increasing student motivation can be difficult, but there are a variety of motivational theories that try to increase or maintain motivation.

Two popular theories are content and process motivational theories.

• Process theory argues that students learn best when they feel challenged by an interesting task, so the teacher should give and unique tasks for every student to work on in order to promote learning.
• The content theory focuses more on getting students interested in the material with clear goals and objectives, working through a problem-solving strategy together with the students, and providing feedback about results. Ultimately both types of theory want people engaged in education so they retain meaning from the study as well as learning new things.

How motivation can be harnessed to support competitive advantage

The key to harnessing motivation is understanding that motivation needs encouragement and support in order to flourish and grow. What’s required of leaders, executives, managers, employees and entrepreneurs alike is an effective way in which they can motivate others while encouraging the growth of the many talents that their workforce represents.

It’s also important not to confuse rewards with punishments. The best approach to this issue requires a deeper understanding of what motivates people at each level within a company or organization—that is, if you want people to do what you want them to do without doing what you don’t want them too then learn about what motivates them first! This way when rewards come around at milestones they’ll be more appreciated because the experience will have felt earned rather than obligatory.

Issues associated with low levels of motivation

Many people suffer from low levels of motivation because they are not properly harnessing the power of their own minds to motivate themselves.

These are people who constantly seek outside stimulation and validation as a means for creating their own goals. This immediately becomes an issue when those around them treat them poorly or with disrespect because it will have the opposite effect on making them want to do anything about it.

However, to get motivated inside you will need a strong foundation in order for you to succeed in life (i.e., good mental well-being, meaningful relationships, etc.).

In order for someone to overcome this type of situation all day long, they would need powerful habits that get them out of bed and start on time every morning without fail even if they don’t feel motivated.

Human capital theory:

Human capital is a concept which relates to the value of knowledge, habits, and attributes which people have

Human capital is a concept which relates to the value of knowledge, habits, and attributes which people have. This manifests itself through employees that are knowledgeable in their respective field, hard-working and well disciplined. Human capital drives productivity in any company for it is a response to challenges faced by organizations. It helps promote efficiency by choosing reliable workers for various tasks and provides the training necessary for them with the aim of fostering innovation.

Educating workers also increases human capital as it equips them with skills that can be applied to different jobs or even a career upon graduation from college or trade school. Aside from making life better at work, building human capital opens up more opportunities to do meaningful things outside work as well such as enabling employees to be more productive at home as working parents.

How can human capital be developed to support organizational growth?

One way of developing human capital to support organizational growth is to provide opportunities for development by investing in training.

An example of this would be a company that mandates its managers and supervisors keep their skills and knowledge up to date through attending certain seminars. Investing in people means giving them the resources they need to develop themselves, which in turn results in a more knowledgeable workforce who can help the company succeed.

In contrast, another way is educating from within by promoting employees who are already performing well and have shown competency at specified levels; since these individuals will continue having access to better working opportunities over time, they will usually aim higher running on a career ladder tailor-made for them with experience at top quality companies who offer excellence benefits or benefits packages outstanding for their workers.

Knowledge management:

As a concept and process where levels of knowledge in an organization are captured and developed to achieve organizational objectives

Knowledge capture is a term that describes the entire process of capturing all types of knowledge. This includes both tacit and explicit knowledge and refers to data as well as the processes through which they are collected and stored for use by others. The goal is to document the knowledge gained so that it can be shared with those who will need it in the future.

Knowledge capture enables organizations to document their strengths, weaknesses, opportunities, and threats more efficiently than traditional methods would permit, thus creating a captured blueprint for achieving organizational objectives.

Using job analysis to identify the requirements of a job and to benchmark the required level of human capital required to meet aims and objectives

Job analysis is the term applied to systematic techniques for identifying the requirements of a job. In this context, it has been defined as “the process of evaluating a person’s abilities and behavior in order to ascertain how capable he or she is to fill an available position”.

Different methods have been proposed, but the one that has generally received the widest acceptance is known as ‘positional analysis.’ It consists of defining jobs into nine classes (such as low-skilled work and precise work).

These classes are then subdivided into subclasses according to specific tasks and skills. The level of human capital required by each subclass can be expressed on a scale ranging from 1 (little) to 4 (high). Accordingly, jobholders with less than two years of experience in occupation should be low-skilled, and those who have had more than ten years’ experience should be considered highly skilled.

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