SAC 2A Flashcards
(15 cards)
human resource management
the effective management of the formal relationship between employer and employees
human resource manager
coordinates all the activity required in acquiring, developing, maintaining and terminating employees within a business’ human resource department
relationships between managing employees and business objectives
Human resource management take responsibility for ensuring that a business is able to get the best out of their employees, as well as the employees being able to contribute towards the achievements of the business objectives. Motivated staff are more likely to work hard to achieve these goals
Focusing on positive relationships with staff should lead to greater motivation, therefore increased productivity and consequently the achievement of business objectives
hr strategies
No business objective can be reached unless employees are able to make a positive contribution. Some strategies can be used to achieve business objectives by supporting other strategies
examples of hr strategies
expand market share- increase work productivity- through selection process.
increase in sales- develop sales skills- ongoing training.
increase in profits- improve product knowledge- regular performance appraisal.
provide safe work place- reduce number of accidents- establishment of work teams.
motivation theories
The willingness of a person to expand energy and effort in doing a task. Theories include
-hierarchy of needs
-four drive theory
-goal setting theory
Motivation is used to drive employees to apply individual effort over a sustained amount of time to reach the highest rates of productivity . not as simple as punishment and reward, there are more variables
maslows theories of needs
Believes all people have needs that need to be satisfied and people will work towards satisfying these needs. Assumed these needs could be arranged in a series of steps according to their importance. The first level of needs must be satisfied before moving to the next level which then acts as a motivator. A satisfied need can no longer act as a motivator. (PS SES)
-physiological needs
-safety and security
-social
-esteem
-self actualisation
Suggested business’ have to create workplaces that satisfy the needs of an employee. Money and job security is a low order need and not a long term motivator.
goal setting theory
Goals must be clear, specific and challenging for employees, this will help motivate them. Important that the employee receives efficient feedback and that the task should not be too overwhelming
Five principles that should be applied when setting goals (fccts)
-specific
-challenging
-commitment
-feedback
-task complexity
four drive theory
That the four key drives that are fundamental to human behaviour can be transferred into motivation. The four drives include (abcd)
- acquire
- bond
- learn/comprehend
- defend
motivation strategies
includes performance related pay, career advancement, investment in training, support and sanction. Each strategy is either long term or short term and has advantages as well as disadvantages
performance related pay
PRP is a financial award to employees whose work has been considered to reach a required standard or above. Can be done through a review of performance or splitting up employees into performance level groups
adv- direct financial reward, recognizing achievement, encourages goal setting, improve productivity
disadv- reduced equality in pay, generates performer culture ,difficult to measure productivity levels, danger of sacrificing safety and quality for quantity
career advancements
Promotion can be motivating as it can result in increased remuneration, job experience as well as ambition and status. Usually means increasing skill base of the employee to ready them for promotion. Means job enlargement, job enrichment, and job rotation. Helps broaden the knowledge of the business employees and its operations and is used a motivation tool for workers.
adv- rewards past performance, helps business retain employees, increase employees contribution to the business
disadv- demotivate employees overlooked, creates unrest if promotion is not carried out as promised, level of productivity may decrease as increased work load
investment in training
Provides opportunities for employees to feel that they are contributing to business outcomes. Creates a culture that encourages learning and sharing information which will assist in motivating employees. Training won’t motivate if employees are placed in jobs that are not suitable.
adv- shows business values employees, advance careers of employees, creates loyalty and attachment.
disadv- can be expensive, sometimes doesn’t act as a motivator
support
Employees having job security, feeling safe, acknowledged and encouraged can act as motivation. Important to have frequent and positive communication between staff and reinforce the good performance of the employees.
adv- employees may work more diligent, long term motivator, not an expense
disadv- needs positive corporate culture, manager has to have good communication skills
sanction
Some employees will not take their work seriously unless they are threatened with some sort of sanction. This can act as a motivator. Sanctions can take the form of reprimand, disciplinary counselling or dismissal. can act as a motivator, can stop undesirable behaviors quickly
disadv- only short term motivator, wont make people work harder
