Human Resource Management Flashcards
Human Resources
- Responsive to the business goals and objectives
- Be an advocate for the needs, feelings, and desires of the staff.
Human Resource Management
- Planning
- Attracting
- Developing
- Retaining
A. Planning
- Process of staffing an organization to meet objectives
- Job Analysis: what position entails and the qualifications needed to staff position.
Considerations
- Affirmative Action: employers make extra effort to attract, employ and promote members of minority groups.
A. Planning:
Canadian Charter of Rights and Freedom
&
BFOQ
- Everyone is equal before and under the law, right to equal protection & equal benefit.
- Bona Fide Occupational Qualification: allows discrimination where it is reasonably necessary to normal operation of a particular organization.
- must wear safety hat on job site, if they don’t they can’t work.
A. Planning:
we need someone
Step 1: conduct a needs analysis Step 2: Write job description Step 3: Determine deadline Step 4: Advertise Step 5: Set up search committee.
B. Attracting
1. Recruiting
Process of attracting qualified candidates to apply for job openings.
- Internally & Externally
Who to Interview
- Eliminate, Cut, Call & Confirm, Inform not considers, Call References, Narrow Down and invite for interview.
Rule for Gaining Info
1. Every question you ask should be job-related.
2. General questions should be asked of all candidates.
B. Attracting
1. Recruiting
- Interviewing
Types:
- Structured
- Unstructured
- No prepared questions, sit down an chat.
- Semi-structured
- detailed list of questions, but deviate.
Types of Questions
- Closed answered: yes or no
- Open-ended: unlimited
- Hypothetical or behavioural questions (school boards)
- Probing questions
Process
- Asses the candidate
- Sell the organization
B. Attracting
2. Selecting
The process of choosing the most qualified applicant for the job
Selecting
- ask people who have come into contact with the person for opinion
- Strengths, weaknesses
- Rank, don’t discard them
- Select, call, notify others
C. Developing Employees
- Orientation
- Training
- Professional Development
- Performance Appraisal
D. Retaining
- Compensation
- Health and Safety
- Labour Relations
- Termination
Motivation
Willingness (eagerness) to exert a persistent and high level of effort toward organizational goals, conditioned by the effort’s’ ability to satisfy some individual need
Process
Need -> Motivate -> Behaviour -> Consequence -> Satisfaction or Dissatisfaction (back to need)
Theories of Motivation
A. Content-Based Theories
- focus on identifying and understanding people’s needs.
B. Process-based Theories
- focus on understanding how employees choose behaviours to fulfill needs.
C. Reinforcement Theories
- proposes that consequences for behaviour cause people to act in predetermined ways.
D. Motivation 2.0
A. Content-Based Theories
- Maslow’s needs hierarchy theory (1940s)
- basic physiological needs that need to be met in order to move onto next set of needs (safe and secure)
- need to have living wage
- safety
- Social needs: work well with others
Esteem needs:
- Self-actualization - Herzberg’s Motivation Maintenance Theory
- Maintenance needs: keep people from being dissatisfied but do not motivate…
Motivation needs: higher level.
B. Process-based Theories
- More complex
- Understand why different needs, why they change, how to satisfy them and understanding situations, and how we evaluate if needs are met.
- Goal Setting Theory (locke)
- Goals lead to higher levels of motivation and performance. - Vroom’s Expectancy Model
- employee motivated why accomplishing a task and rewards for doing so are worth the effort.
Motivation = expectancy X valence
C. Reinforcement Theories
Skinner: understand relationship between behaviour and consequences.
- arrange to reinforce desirable behaviours and discourage undesirable ones.
Praise
- Tell exactly what was done correctly
- Tell why the behaviour was important
- Stop for a moment of silence
- Encourage repeat performance.
