Human Resource Flow and Motivation (JGO)

Term
1 / 44
1) induction
2) on the job
3) off the job
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Terms in this set (44)
1) induction
2) on the job
3) off the job
What are the three types of training?
- the first type of training received by an employee
- helps new employees become familiar with the business
includes:
- meeting fellow employees
- learning key information about the business
- learn more about their role
What is induction training? (5)
employees do not leave the workplace and learn from those more experienced
What is on the job training?
- work shadowing
- formal training sessions
- computer based training
What are some examples of on the job training? (3)
training that takes place outside of the workplace
What is off the job training?
- attending a course at college or uni
- studying at home
- going on a training course
What are some examples of off the job training? (3)
- helps to improve employee performance
- improves employee motivation and productivity
- core component of human resource management
- reputation for training will help attracting high quality employees
What are the benefits of training? (4)
- uses up valuable resources (opportunity cost)
- employees are unavailable to the business for a period of time
- employees once trained may leave for a better job
- lessens managers degree of control
What are the drawbacks of training? (4)
- employees are unable to do their jobs properly
- lack necessary skills
- persistent or long term illness
- gross misconduct
- not agreeing to changes to employee terms
Why are workers dismissed? (5)
- business closes down
- jobs replaced by technology
- relocating abroad
Why are workers made redundant? (3)
- proximity of work to current location - terms of job being offered - skills, abilities and circumstances relating to the jobWhat factors are redeployment based on? (3)- intellectual engagement - affective engagement - social engagementWhat are the three different types of employee engagement?thinking hard about the job and how to do it betterWhat is intellectual engagement?feeling positively about doing a good jobWhat is affective engagement?actively taking opportunities to discuss work related improvement with others at workWhat is social engagement?- people are more positively involved - managers cannot expand and grow without demonstrating what they value to their employeesWhy is employee engagement important? (2)the factors that stimulate, maintain and channel behaviour towards a goalDefine motivationhe believes motivation is an external factor achieved through moneyHow does Taylor define motivation?he suggests employees could be motivated by meeting their social needsHow does Mayo define motivation?they believe it depends upon designing jobs to meet psychological needsHow do Maslow and Herzberg define motivation?- based on the observation that people were motivated solely by money 1) study the work process to determine the most efficient production methods 2) observe and time the best workers in these methods 3) train remaining workers to the same standards 4) implement differential pay rates and close supervision to increase productivitySummarise Taylor's theories about motivationmeasuring and analysing the tasks necessary to complete the production process, encouraged by the division of labourWhat is work study? (Taylor)identifies the most efficient employees and the approaches they useWhat is normal times? (Taylor)given elementary training and clear cut instructions on their duties and equipment necessary to carry out their taskWhat is equipment and training? (Taylor)pay according to what is producedWhat is piece rate pay?- based upon the Hawthorne effect - believes motivation is dependant on type of job, type of supervision and group morale - managers became more aware of social needs and the effect of working groups on productivitySummarise Mayos beliefs about motivation (3)- managers ensured social needs were met - employees are provided with a range of sporting and social facilities to help develop informal working groups - work outings and trips became a familiar part of the working year - managers give more attention to team workingWhat developments came from Mayo's theory? (4)1) physiological needs 2) security needs 3) social needs 4) esteem needs 5) self-actualisationWhat are the stages of Maslow's Hierarchy of needs?food, water, shelter and clothing - provided through pay and a warm, dry working environmentWhat are physiological needs? (Maslow)a safe and secure working environment for employees by implementing a health and safety policy and providing employees with contracts of employmentWhat are security needs? (Maslow)contact and friendships with other employees, such as social and sporting facilities, and opportunities to work in groupsWhat are social needs? (Maslow)achievements, recognition and self-respect. achieved through delegating authority and offering promotional opportunitiesWhat are esteem needs? (Maslow)to completely fulfill one's potential. this can be done by providing opportunities to take on new responsibilities and learn new skillsWhat is self-actualisation? (Maslow)- he identified a range of factors which shaped the environment in which people work - hygiene factors and motivatorsWhat are the features of Herzberg's two factor theory?- achievement - recognition - work itself - responsibility - advancementWhat are the five motivators? (Herzberg)- interpersonal relations - company policy/administration - supervision - salary - working conditionsWhat are the five hygiene factors? (Herzberg)- must know how engaged staff are - recruit the right managers and train them - make managers accountable - recognise the value of communication - involve senior managers - implement actions to help employees value the organisation - align employee values with those of the organisationWhat do you need to do to improve engagement? (7)- salaries and wages - piece rate - performance related pay (bonuses) - profit sharing - shared ownership - commissionWhat different ways can an employee be paid? (6)1) targets set 2) evidence collected 3) pay decision madeHow is performance related pay calculated? (3)- employee performance is difficult to measure - employees fear discrimination - not enough investment by businesses, meaning rewards are not sufficient enough to motivateWhat criticisms are there of performance related pay? (3)- varied job design - appraisal systems - team working - fringe benefits - praise - training - management style - working environment - job securityWhat are examples of non-financial motivation methods? (9)- costs - attitude of the management team - training given to the management team - skill level of the workforce - importance of the public's perception of the business - effectiveness of communication inside and outside the businessWhat influences the choice and assessment of motivational methods?What are examples of non-financial motivation methods?What are the three types of training?