Human Resource Management and Motivation Theories

Flashcards covering key concepts in Human Resource Management and related motivation theories.

Human Resource Management

The organisation of employees' roles, pay, and working conditions.

Establishment phase

The first phase of the employment cycle, involving staff planning, job analysis, recruitment, and selection.

Maintenance phase

The second phase of the employment cycle, including induction, training, and performance management.

Termination phase

The final phase of the employment cycle, addressing voluntary and involuntary terminations.

Maslow's Hierarchy of Needs

A motivation theory proposing that individuals have five levels of needs arranged in a hierarchy.

Physiological needs

The most basic level of needs including food, water, and shelter.

Safety needs

The need for security, stability, and protection from physical and emotional harm.

Social needs

The need for belonging, love, and interpersonal relationships.

Esteem needs

The need for respect, self-esteem, and recognition from others.

Self-actualisation needs

The need for personal growth, achievement, and the realization of one’s potential.

Goal Setting Theory

A motivational theory stating that clear, challenging goals enhance employee performance.

SMART goals

Specific, Measurable, Achievable, Relevant, and Time-bound goals.

Four Drive Theory

A motivation theory positing that human behaviour is driven by four primary drives: acquire, bond, comprehend, and defend.

Performance-related pay

A financial reward given to employees for achieving or exceeding performance goals.

Career Advancement

Promotional opportunities providing more challenging and stimulating roles with increased responsibilities.

Investment in training

Allocating resources to train employees, improving skills and performance.

Support strategies

Encouragement and resources provided to help employees cope with challenges.

Sanction strategies

Disciplinary actions taken to address poor employee performance.

Performance management

Strategies aimed at improving both business and individual performance through setting objectives.

Appraisals

Formal assessments of an employee’s performance against predetermined criteria.

Self-evaluation

The process where employees assess their own performance and contributions.

Employee observation

Gathering feedback from multiple sources to evaluate employee performance comprehensively.

Voluntary termination

When an employee chooses to leave an organization, such as through retirement or resignation.

Involuntary termination

When an employer decides to terminate an employee’s contract, often due to redundancy or dismissal.

Fair Work Commission

Australia's national workplace relations tribunal responsible for setting employment standards and resolving disputes.

Mediation

A dispute resolution process involving a neutral third party to facilitate negotiation between disputing parties.

Arbitration

A formal dispute resolution process where a neutral third party makes a binding decision after hearing both sides.