Developing Human Resource Remote Practices for the Improvement of Employee Dedication and Motivation
Heliste, Tuomas; Sorvari, Inka (2021)
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024061823623
https://urn.fi/URN:NBN:fi:amk-2024061823623
Tiivistelmä
The topic of this thesis is related to the development of human resource remote practices so that employee dedication and motivation could be tracked, maintained and improved in the case company. Additionally, the thesis discusses how remote work affects motivation and what practices can be taken into use. To develop the level of employee dedication and motivation, current levels will be measured, after which methods and ideas for improvement can be developed. The outcome of this thesis will be to provide a practical plan for the company which can be used in the future.
Theories of motivation and dedication were investigated and examined in the thesis. The theories examined in this thesis are Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory as well as Self-Determination Theory. These theories give necessary insight into what factors motivate individuals on a general level.
The methods employed to gain insight into the company’s current motivation status are both quantitative and qualitative in nature. For quantitative data, anonymous surveys were sent to the company staff. The purpose of this was to track current levels of satisfaction and motivation. For qualitative data, semi-structured interviews with the company management were held to gain insight into the mind-set of the company and its leaders.
As a result, a recommendation for a centralized HR department was made and suggestions were made for the supervisors. In addition, an adapted performance review, an HR plan and an employee well-being barometer were developed as tools for the new centralized HR department of the case company. The new HR department has the option to use the developed tools and ideas and can adapt them and take them forwards.
Theories of motivation and dedication were investigated and examined in the thesis. The theories examined in this thesis are Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory as well as Self-Determination Theory. These theories give necessary insight into what factors motivate individuals on a general level.
The methods employed to gain insight into the company’s current motivation status are both quantitative and qualitative in nature. For quantitative data, anonymous surveys were sent to the company staff. The purpose of this was to track current levels of satisfaction and motivation. For qualitative data, semi-structured interviews with the company management were held to gain insight into the mind-set of the company and its leaders.
As a result, a recommendation for a centralized HR department was made and suggestions were made for the supervisors. In addition, an adapted performance review, an HR plan and an employee well-being barometer were developed as tools for the new centralized HR department of the case company. The new HR department has the option to use the developed tools and ideas and can adapt them and take them forwards.