Hr mweek 1 lecture 2
- 1. Fundamentals of Human Resource Management DeCenzo and Robbins Part 2 Fundamentals of HRM
- 2. The Motivation Function • Activities in HRM concerned with helping employees exert at high energy levels. • Implications are: – Individual – Managerial – Organizational • Function of two factors: – Ability – Willingness • Respect
- 3. The Motivation Function • Managing motivation includes: – Job design – Setting performance standards – Establishing effective compensation and benefits programs – Understanding motivational theories
- 4. The Motivation Function • Classic Motivation Theories – Hierarchy of Needs –Maslow – Theory X – Theory Y –McGregor – Motivation – Hygiene – Herzberg – Achievement, Affiliation, and Power Motives – McClelland – Equity Theory – Adams – Expectancy Theory - Vroom
- 5. How Important is the Maintenance Function • Activities in HRM concerned with maintaining employees’ commitment and loyalty to the organization. – Health – Safety – Communications – Employee assistance programs • Effective communications programs provide for 2-way communication to ensure that employees are well informed and that their voices are heard.
- 6. Translating HRM Functions into Practice • Four Functions: – Employment – Training and development – Compensation/benefits – Employee relations
- 7. Translating HRM Functions into Practice • Employment - Employment specialists: – coordinate the staffing function – advertising vacancies – perform initial screening – interview – make job offers – do paperwork related to hiring • Training and Development – – help employees to maximize their potential – serve as internal change agents to the organization – provide counseling and career development
- 8. Translating HRM Functions into Practice • Compensation and Benefits – – establish objective and equitable pay systems – design cost-effective benefits packages that help attract and retain high-quality employees. – help employees to effectively utilize their benefits, such as by providing information on retirement planning.
- 9. Translating HRM Functions into Practice • Employee Relations – involves: – communications – fair application of policies and procedures – data documentation – coordination of activities and services that enhance employee commitment and loyalty – Employee relations should not be confused with labor relations, which refers to HRM in a unionized environment.
- 10. Translating HRM Functions into Practice • Purpose and Elements of HRM Communications – Keep employees informed of what is happening and knowledgeable of policies and procedures. – Convey that the organization values employees. – Build trust and openness, and reinforce company goals.
- 11. Translating HRM Functions into Practice • Effective Communication programs involve: – Top Management Commitment – Effective Upward Communication – Determining What to Communicate – Allowing for Feedback – Information Sources
- 12. Does HRM Really Matter? • Research has shown that a fully functioning HR department does make a difference. • Organizations that spend money to have quality HR programs perform better than those who don’t. • Practices that are part of superior HR services include: – rewarding productive work – creating a flexible work-friendly environment – properly recruiting and retaining quality workers – effective communications
- 13. HRM in a Global Village • HRM functions are more complex when employees are located around the world. • Consideration must be given to such things as foreign language training, relocation and orientation processes, etc. • HRM also involves considering the needs of employees’ families when they are sent overseas.
- 14. HR and Corporate Ethics • HRM must: – Make sure employees know about corporate ethics policies – Train employees and supervisors on how to act ethically