UNit 3 A2: HRM Flashcards
Human Resource management
The effective management of the formal relationship between the employer and employees
In a small.medium business. HRM is the repsonsibility of the business owner.
IN a large business the task is done by Human resource managers
Human Resource managers
coordinates all the activities involved in aquiring, developing, MAINTAINING and terminating employees from a business human resource.
Responsibility of Human resource manager
HRM takes responsibility for ensuring that the business is able to get the best out of its employees.
Motivated employees are more likely to work hard and achieve those objectives of the business, so employees motivation is central to human resource management.
Theories of Motivation
-The Maslow Hierarchy
-Lock and Lathams Goal setting
-Lawernce and Nohria four drives
What are the performance Management strategies
- Management by objectives
-apprisals
-self evaluation
-employee oberservation
Motivation strategies
-performance related pay
-career advancement
-investment in training
-support strategies
-sanction strategies
Theories of motivation: Malsow Hierarchy of Needs
sequence of human needs in order of its importance
Maslow Hierarchy unpacked
- the most basic needs is at the bottom
2.an employees need at a specific level need to be fulfilled in order for them to up to next level
- once need is met it no longer motivates people-they will only be motivated by the next higher level need
Stages of Malsow (Highest to lowest)
- SELF ACTUALISATION: the need for development, creativity and growth–> this would mean provinding interesting jobs, creative, opportunities for advanacement
- ESTEEM: the need for self esteem, power, control, recognition–> responsibility promotion, recognition
3.SOCIAL: the need for love, belonging, inclusion–> teamwork, involvment in decision making, supportive management
4.SAFETY: the need for safety, shelter, stability–> safe working conditions, job security
5.PHYSIOLOGICAL: The need for air, food, water, health-> satisfactory pat for survival.
Strengths of Maslow
- Provides managers a scaffold on how to motivate employees
- following the theory will allow the business to increase motivation for all employees
-demonstrates how motivation can be increased over the long term
Disadvantages of Maslow
- difficult to identify where employees are on the hierarchy
-Difficult to monitor progression through the hierarchy
-Doesn’t consider the individual employee differences
Motivational theory: Lock and Latham goals setting Theory
- concluded that employees were motivated by clear goals and appropriate feedback regarding their achievement.
-working towards a goal provided the motivation to reach that gaol and this therefore improves performance, specific and chellenging goals led to better performance than vague or easy goals.
-there are five principals
Goal setting Principal: Clarity and Challenge
Clarity:
- should be simple, clear and as specific as possible. its important that everyone understands what is expected of them and the results will be rewarded.
Challenges:
- the opportunity to complete a task that is highly valued by management of business and owners can provide a level of challenge that can motivate an employee
- The goal should extend the employee, but should still be achievable
Goal setting principals: Commitment
Its generally recognised that the greater the input form employee, the more likely that the employee will commit to it which means that a more challenging goal can be set, leading to greater rewards in the end.
The Importance of employee commitment to a goals:
employee input into the goal–> increased commitment from employee–>goals can be made more challenging–>increased rewards and motivation
Goal setting principals: Feedback
- provides opportunities to offer recognition for progress achieved, to make adjustments to the goal if necessary, and to ensure expectations are clear
-can be informal and may consist of little more than a catch up over coffee. for example longer term and more complex goals, formal feedback sessions may ne required to ensure necessary details is communictaed.
Goals setting principals Task Complexity
-level of complexity of the associated task should not be overwhelming
- additional training may be required to assist employee to complete the task
Strengths of lock and Latham Goal setting
- very focused and individual specific approach
-improves trust and relationships between employees and managers
-easy to access whether the goal has been achieved or not
Disadvantage of lock and latham goal setting
- could be time consuming to individually set goals and provide feedback in a large business
-hard to allign business and personal goals
Theories of Motivation: Lawrence and Nohria Four drive Theory
Motivation theory that suggests that employees strive to achieve four fundamental needs; acquire, bond, learn, defend.
The drive to acquire
- the desire to own material goods, and encompasses the desire for status power and influence–> e,g promotion, prestigious job titles
we are driven by materials things:
- Money
-possesions
We are driven by Abstract things:
- priase
-pide
-status
The drive to bond
the strong desire to form relationships with other individuals and groups.
-collaborate as a team
- driven to relate other people
-be recognised as individual who are more than just a worker
-form personal friendships at work
Drive to learn
desire to satisfy our curiosity, to learn new skills and explore the world around us.
e.g constantly learning new things, training and devlopment programs. mentoring, job sharing, setting challenging goals.
- we are driven to be challenged
-want interesting experiences - we get bored of doing only one job and want to increase our skills and knowldge
Drive to defend
desire to remove threats to our safety and security and to protect what we regard as ‘ours’.
e.g defending that company, standing up for ones teams, safety and job security, defending work of employees.
You can think about this in two ways:
- Employees will become unmotivated if they feel unsafe or threatened. They will be driven to defend themselves rather than to work towards objectives. This means managers should not activate this drive.
or - Employees may be motivated to achieve objectives if it helps them defend their job. E.g. “If you don’t get four new clients next month you will be fired”. This means managers may want to deliberately activate this drive sometimes.
advantages of four drive Theory
- manager can target the different drives of a specific group of employees
-managers can attempt to motivate all employees by supporting all four drives simultaneously
Disadvantages of Four drive Theory
- employees may not value all four drives
-determining the specific needs pf specific groups/individual could be time consuming
Training
the process of teaching staff how do their job more effeciently and effectively by boosting their knowledge and skills.
Training benefits for employees
- opportunities for promotion and self improvement.
-improved job satisfaction through better job performance
-A challenge- the chance to learn new things
-Adapatbility- greater ability to adapt to and cope with changes
Training benefits for business
- higher productivity through better job performance and more effecient use of human resources
-Goals and objectives more effectivly met
-Reduced costs due to less labour turnover and absenteesim and fewer errors accidents
-a more capble, ‘mobile’ workforce
short term motivation of training–> related to benefits
- improved job satisfaction
Long term motivation of training
- promotion and self improvement
-adpatability
Off the job training
occurs when employees learn skills in a location away from the workplace. It typcially involves sending indivuals/groups of employees to a particular traiing institution (such as university or TAFE).
- it may be from a specalist provider with a [articular knowldge relevant to an industry type of equipment or product.
advantages of off the job training
- availability of wider range of skills and qualifications than those in the workplace
-outside experts and specalists can provide borader experiences
-usally more structured and orgainsied with clear assessment processes.
disadvantages of off the job training
- more expensive with fees charged, travel costs
-lost working time while the employee is absent form the workplace
-employees with externally recognised qualifications may be more tempted to leave and find a better job.
On The job training
occurs when employees learn a specific set of skills to perform particular task within the workplace.This typically occurs in the working enviornment an uses the equipment, machinery and docs that are present in that workplace.
- training may be provided by manager, team member, leader ect
-external providers may be brought into the workplace to provide training such as when new equipment or software is installed.
advantages of on the job training
-cost effective–> no travel expenses
- employees are working while training so productivity is maintained
- trainees get to use the equipment and machinery that is used in the business and is required in the business and is able to get feedback while working.
Disadvantages of on the job training
- quality of the training may vary
-bad habits from older staff may be passed down to younger employees
-The trainer may have ti leave their own duties to carry out the training
Performance management strategies/ performance appraisal
a focus on improving both the business and individual performance through relating business performance objectives to individual performance objectives
- allows feedback to be given to employees
- acts as a measurement to determine promotions and pay rises
- identifies employees training needs.
Performance related strategies: Managemet by objectives
process by which management and employees AGREE ON A SET OF GOALS for each employee, with these goals all contributing to objectives of the business as a whole
