Introduction Employees are now considered as one of the most crucial assets to organisations as stated by Danish and Usman (2010). Todays’ face-paced world and continuously changing technology calls for Human Resource Departments to keep their employees motivated in order to boost productivity and stay head to head with competitors. This is true especially for newly startup companies. A number of HR strategies are used in this regard and this has various impacts on employee motivation (ALSAFADI,et al,.2021). Discussion Human Resource Management Human Resource Management can be referred to as a strategic approach that deals with managing people so that they work effectively as well as efficiently. This allows businesses to achieve the edge that they require in order to stay ahead of competitors. HRM mostly deals with employee staffing, motivation, job designing and defining etc (Greer,et al,.2021). Employee Motivation Employee motivation is an extremely essential feature that is required at the workplace. Without employee motivation, any organisation would not be able to perform to the fullest of its potential. Employee motivation is the energy and zest to work effectively and efficiently. When an employee is motivated, creativity levels are maximized and loyalty is reinforced. Therefore, it is vital for HR departments to ensure employees are motivated in newly start up organisations Royal British Essay writers. There are a number of strategies that HR management uses in order to keep their employees motivated in new starting up companies and this has various impacts upon them (Nazla,et al,.2021). HR Strategy 1: Training Herold and Fedar (2003) defined training as the usage of various methods, techniques to provide employees with knowledge and skills so that they are able to perform their jobs much more efficiently. According to Barzegar and Farjad (2011) tasks have become much more complicated than they were before and providing training has now become the need of the hour. New start-up businesses teach the kind of work required by the employees to do on the job and this may have various impacts on employees. Such HRM strategies are proven to enhance motivation and job performance of employees as stated by (ALSAFADI,et al,.2021). HR Strategy 2: Recruitment and Selection Recruitment and Selection is one of the prime and key functions of HRM in any kind of organisation. In newly startup companies, it is essential to hire employees with the right skill set. If the organisation that has just taken root is unable to engage employees, they will not be able to achieve their objectives. This will inevitably result in high absenteeism, turnover and low motivation amongst employees (Greer,et al,.2021). Employee engagement can be referred to as an approach in Human Resource Management that is targeted towards providing employees with the right kind of conditions. Employees are termed as ‘engaged’ when their skill set perfectly matches the job that they are performing. In addition, they work with colleagues and managers who nurture them and help them grow. The role of the human resource department is to steer the relationship between both, the employee as well as the employer (Nazla,et al,.2021). Apart from that, ensuring the employees are able to perform their job to the fullest of their potential coursework help UK. This is done through providing them with the right environment, skills and tools. Furthermore, training and development is yet another factor that contributes in employee engagement, as this clears employee focus towards their personal goals as well as organizational goals (Wuryani,et al,.2021). Conclusion In conclusion, HR departments in new start-up companies use various HR strategies that may engage employees in various ways and have various impacts upon motivation. This may include a higher training ratio may boost motivation and on the other hand recruiting the wrong kind of employees may just do the opposite. References ALSAFADI, Y. and ALTAHAT, S., 2021. Human resource management practices and employee performance: the role of job satisfaction. The Journal of Asian Finance, Economics, and Business, 8(1), pp.519-529. Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing. Nazla, N., Damayanti, F. and Hendriyani, C., 2021. ANALYSIS OF RECRUITMENT AND SELECTION PROCESS AT NOVOTEL BANDUNG. AUDIT DAN KAPASITAS AUDITOR ERA COVID-19, p.83. Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N. and Arifb, D., 2021. Analysis of decision support system on situational leadership styles on work motivation and employee performance. Management Science Letters, 11(2), pp.365-372.