Unit 3 AOS2 - Human Resource Management Flashcards
Bus Man SAC U3 AOS2 periods 1 & 2 Friday, 28 March (44 cards)
Human Resource Management
When used effectively, the organisation of employees’ roles, pay, and working conditionscan foster loyalty, productivity, and sales.
HR Management and Business Objectives
- Can increase satisfaction meaning more employees are retained and lesser expenses.
- More satisfaction leads to better quality products which increases market share
- More motivated employees can increase productivity and make more profit by fulfilling shareholder expectations.
- Higher job satisfaction allows better goods and services to fulfil a market or social need.
- Improved job satisfaction can ensure easier access to efficiency and effectiveness.
Maslows Hierarchy of Needs
A motivational theory that suggests people have 5 fundamental needs that need to be fulfilled to give them maximum motivation.
Physiological Needs
The basic requirements for human survival, such as food, water and shelter.
Safety and Security
The desire for protection from dangerous or threatening environments, such as safety from physiological and physical harm.
Social Needs
The desire for a sense of belonging and friendships among groups, both inside and outside of the workplace. Can be encouraged by enhanced teamwork activities.
Esteem Needs
Individuals desire to feel important, valuable and respected which can be fulfilled by granting them awards and recognising performance
Self-actualisation Needs
With the desire for an individual to reach their full potential through creativity and personal growth, the use of intrinsic not external motivation, the manager can provide challenging work.
Lawrence and Nohria’s Four Drive Theory
A motivational strategy that suggests that people strive to balance four fundamental desires.
Drive to Acquire
The desire to achieve rewards and high status can be achieved by granting financial and non-financial means.
Drive to Bond
Enhanced teamwork activities can encourage the desire to participate in social interactions and feel a sense of belonging.
Drive to Learn
The desire to gain knowledge, skills and experiences, managers can achieve this by providing training programs and challenging tasks.
Drive to Defend
With the desire to protect personal security and the values of a business, managers can create fair values and use employee’s input.
Locke and Latham’s Goal Setting Theory
A motivational theory that states that employees are motivated by clearly defined goals that fulfil five key principles.
1. Clarity: Speific and easy to manage.
2 Commitment: Employees personal goals should be used.
3. Challenge: The goal should be difficult enough.
4. Task complexity: Achievable and given time.
5. Feedback: Managers should provide regular support, monitoring and consultation.
Locke and Latham’s Goal Setting Theory - Five-Step Process
- Employee discuss their goals
- Managers and employees set goals together
- Managers regularly check progress and give support
- Managers celebrate employees
- New goals are set and repeated
Performance-related pay
A financial reward that employees receive for reaching or exceeding a set of business goals, can be used to enhance motivation.
Career Advancement
The desire for an upward progression of an employees job position, job enlargement and job enrichment must be communicated to be effective.
Investment in Training
Allocating resources to improve employees’ skills and knowledge, can involve on-the-job or off-the-job training.
Support Strategies
Involves providing employees with any assistance that improves their satisfaction at work. Can include praising good performance, checking on health, recognising achievements, and accommodating personal obligations.
Sanction Strategies
Involves penalising employees for poor performance or breaching business policies, and can foster fear to motivate employees.
Motivation Strategies - Short-Term Employee Motivation
When a manager needs to motivate an employee quickly, they can use short-term motivation strategies. Performance-related pay can be quick but can foster unhealthy competition. Career advancement can be quick but creates a negative corporate culture. Investment and training can motivate quickly but become monotonous. Support strategies are more long-term and take time. Whole sanction strategies are effective and fast but damaging.
Motivation Strategies -Long-Term Employee Motivation
To foster effective long-term motivation an employee must have high job satisfaction and intrinsic motivation. Usually, support strategies are the most effective. Perfomance-related pay can be motivational but foster unhealthy competition in the long term. Career advancement can motivate but is limited due to available positions. Investment in training is effective in the long term. Sanction strategies can become desensitised to and create a negative corporate culture.
On the Job-Training
Involves employees in improving their knowledge and skills within the workplace. Could involve mentoring, job shadowing, external training inside the business and on-site demonstrations.
Off-the-Job Training
It involves employees improving their knowledge and skills in a location external to the business, such as attending conferences, online training courses, TAFE/University workshops, and other external workshops.
