BUSINESS MANAGEMENT UNIT 3 AOS 2 HUMAN RESOURCE MANAGEMENT

HRM (define +1)

area of business managing relationship between employee and business to best achieve objectives

skills role objectives

HRM responsibility before during after

job description, hiring, hr needs, recruiting and selecting, organising pay and conditions

dispute management, induction, training, performance management, motivation

termination redundancy dismissal retirement resignation

motivation (define +1)

a person’s drive to work hard to achieve business and personal goals

varies by individual so manager stimulate through business climate

maslow’s hierarchy of needs

5 levels of needs where lower must be satisfied before employee be motivated by higher

maslows 5 levels of needs

physiological food water and shelter basic work and pay conditions 2

safety physical and emotional harm, job security ohs policies employment contracts

social belonging acceptance friendship open plan workspace social gatherings

self esteem recognition status self respect awards recognition promotion

self actualisation personal growth and fulfillment challenging and creative work participative dm

lock and latham’s goal setting theory

theory focusing on the setting and attainment of goals to increase focus effort and persistence

lock and latham’s goal setting theory principles whcih all lead to being more motivating

clarity (and specific)

commitment - collaborative goals or those w rationale

challenge

feedback - momentum to keep on track

task complexity - should have skills to complete task, can be supplemented with trainign

advantages of maslows (3)

tailored to individuals

social and self esteem increase corporate culture

business cna provide physiological needs

disadvantages maslows (3)

employees are different

time consuming to identify where on hierarchy an employee is

hard to tell when a level has been fulfilled

advantages LL goal setting (2)

goals aligning w organisational objectives more effective

feedback improves manager employee rleationshiop

disadvantages LL goal setting (2)

can be hard to align personal and business objectives

time consuming to periodically meet for feedback and goal set

lawrence and nohria’s four drive theory (define+1)

theory identified four basic motivational drives to acquire bond defend and learn that directy affect emotions and behaviour

independent of each other but present in everyone

drive to acquire

to own basic and complex needs

necessities for survival food shelter money

status accomplishment and power promotion private office

praise, recognition, interesting assignments, competitive pay

drive to bond

strong working relationships in business cos more motivation when proud to belong to business

collaboration, teamwork, culture of openness and pride, ppl oriented managers

drive to learn 2 + examples

desire to explore develop understanding and learn new skills

good for group context

meaningful, interesting and challenging work encouraging learning, set vareity of tasks, work within employees responsibility

drive to defend

activated by threat to individual group or business triggered by fear or resistance to change

fair and trustworthy processes, participative dm, welcoming non intimidating work environment, job security, safe workplace

advantages of 4 drive (3)

bond improve relationshiops and corporate culture

learn training and development up morale down turnover and staff absenteeism

defend can be motviation if focused on

disadvantages of 4 drive (4)

bond culture of openness conflict

learn can be expensive training

purpose not addressed like it is in LL

relative strength of each drive varies which is hard for manager

5 motivation strategies

performance related pay

career advancement

investment in training

support

sanction

performance related pay

financial reward to employees whose work has met or exceeded a standard

pay increase, bonus, comission, share plan, profit shares

performance appraisal

short term

advantages of performance related pay

clear targets to achieve

increase productivity

disadvatnages of PRP

competitive culture if work against each other

conflict if unfair appraisal

hard to measure productivity for some jobs

expensive

career advancement

promoting employees to positions with increased responsibility and pay

motivated for promotion to gain renumerations (salary wage), job experience, ambition and status

strategies involve job enlargement enrichment and rotation

long term greater responsiblity in the future

advantages career advancement 3

retain talented employees

work hard for years in anticipation of eventual promotion

positive culture where current employees are valued

disadvantages career advantages 3

may demotivate overlooked employees

competition and rivalry

lack of external perspective if only internally promoting

investment in training

process of enhancing employee’s knowledge and skills to help them perform better in their job 2

short or long term - improved performance

investment in ongoing training can motivate

advantages of investment in training 3

business values employees and their contributions

sense of loyalty and attachment to the business

better training more confident perform to higher standard

disadvantages of investment in trianing

expensive

upskilled employees without opportunities to use skills may lead to disappointment

well trained employees may resign and take new skills to new business

support

designed to show care, encouragement and acknowledgement for employees’ work, including job security

strategies - employee assistance program, mentoring, general management support

short or long term management - close relationships knowing there is support, feel supported when a mentor and counsellor can help you through hard times

advantages of support 3

improve mental reduce absenteeism

support so down turnover

form relationships within the business

disadvantages of support 2

positive culture to work effectively

relies on manager exercising good communication and interpersonal skills

sanction

penalties for poor performance or disobeying a policy

can respond well or not

reprimand disciplinary counselling dismissal benefit loss written warnings

short term motivator work well after sanction but can impact relationshiops and create negative culture in long term

advantages to sanction 2

can stop undesirable behaviours

quick to implement

disadvantages to sanction 3

fearful culture

resentment and negatively impact relationship

disputes and union involvement

training

process of improving employees skills and knowledge so they can perform job more efficiently and effectively

training analysis to determine curretn shortcomings and future challenges that need to be overcome with training program

organisational task person

on the job training

occuring at the workplace often involves completing a task

apprenticeship coaching mentoring role modelling job orientation

advantages on the job training 4

trained on equip environment they work in

practice under supervision of more experineced staff

training tailored to business specifically

cost effective no need to pay for external provider

disadvantages on the job training 4

trainer quality can vary if not trained how to act

unplanned and disjointed delivery hard to grasp concepts

bad habits

trainer leave their role

off the job training

training occuring away from the workplace in a more formal enviornemtn

online trainign lectures seminars role plays conferences

advantages off the job training 4

learn from specialists and experts

less prone to be interrupted by workplace issues to focus on course

netwroking and info sharing with employees from other businesses peer groups with similar requirements

formal qualifiactions maybe

disadvantages of off the job training

more expensive for course fees, transport and accommodation

lsot working time and employee output whilst training

employee got new skills and may get job elsewhere

skills may not directly relate to the business