chapter -10_and_11_-_human_resource_management
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Chapter -10_and_11_-_human_resource_managementTRANSCRIPT
Introduction to Business
HUMAN RESOURCE HUMAN RESOURCE MANAGEMENTMANAGEMENT
Chapter # 10 &11
Shafayet Ullah
SECTION: A3 and A4
HUMAN RESOURCE MANAGEMENTHUMAN RESOURCE MANAGEMENT
Human Resource Management is the process of acquiring, retaining, terminating, developing and properly using the human resources in an organization.
MotivationMotivation is the way drives or needs direct a person’s behavior towards a specific goal. It concerns the level of effort put forward to pursue the goals.
The tools of motivation is reward and punishment.
Reward can be Extrinsic or Intrinsic
REWARDSREWARDS
Extrinsic Rewards
Extrinsic rewards are external to the work itself; they are administered by someone else; such as a manager.
Example: payment, fringe benefits, recognitions and praise.
Intrinsic Rewards
Intrinsic rewards are related directly to performing the job. These are often described as self-administered.
Example: felling good about accomplishing an objective and about being able to make job-related decisions without consulting a supervisor.
PUNISHMENTPUNISHMENT
Punishment involves taking something away
from a person or administering an undesirable
consequence for a particular behavior.
Example: a frequently late worker would be
punished by having his pay tie up for the time
missed.
Maslow’s Needs HierarchyMaslow’s Needs Hierarchy
A popular theory of human needs that helps us to understand motivation, is psychologist Abraham Maslow’s needs hierarchy.
A Motivational theory, offered by Maslow, that people have five needs arranged in a hierarchy from physiological to self-realization. The needs Maslow identified fall into a hierarchy or arrangement of power to motivate behavior.
Each higher order need becomes active and motivates a person only when lower order needs have been fulfilled. Each person is assumed to have needs in each category.
Maslow’s Needs HierarchyMaslow’s Needs Hierarchy
Needs Hierarchy
Physiological Need
Biological need such as for food, air, water
Safety Need
Security needs such as the need to be financially secure and protected against job loss.
Social Need
The need to belong and to interact with other people
Esteem Need
The need for self-respect and for respect from others.
Self-Actualization Needs
The need to use and display one’s full range of skills and competence.
McGregor’s Theory X and Theory YMcGregor’s Theory X and Theory Y
Douglas McGregor, a professor of management introduced a theory of managerial style, referred to as Theory X and Theory Y.
Theory X
Theory Y
McGregor’s Theory X and Theory YMcGregor’s Theory X and Theory Y
Theory X is a managerial assumption that employees dislike work, responsibility and accountability and must be closely directed and controlled to be motivated to perform.
Theory X managers are assumed to view the average employee as: Disliking work and finding ways to avoid it as much
as possible. Responding to threats of punishment or control
because of the dislike of work. Avoiding responsibility because of lack of ambition. Wanting to be directed and have security.
McGregor’s Theory X and Theory YMcGregor’s Theory X and Theory Y
Theory Y is a managerial assumption that employees want to be challenged, like to display creativity and can be highly motivated to perform well if given some freedom to direct to manage their own behavior.The Theory Y manager assumes that the average employee: Enjoys work and does not want to avoid it Wants to achieve organizational goals through self-
directed behavior Responds to rewards associated with accomplishing
goals. Will accept responsibility Has initiative and can be creative in solving
organizational problems Is intellectually underutilized
Prime Activities of HRMPrime Activities of HRM
Human Resource PlanningHuman Resource Planning
Human Resource Planning is the process of analyzing an organization’s present and future employment situation and developing a strategy to meet an organization’s human resource needs.
Human Resource PlanningHuman Resource Planning
Job Analysis
This is the process of determining the tasks that make up a job and the skills, abilities and responsibilities needed to perform the job.
Job Description
Job description is a statement that furnishes information about a job’s duties, technology, conditions and hazards; based on data from job analysis.
A written statement of what the jobholder does, how it is done and why it is done is also known as Job description.
Human Resource PlanningHuman Resource Planning
Job Specification
Job specification is a statement of the human qualifications needed to perform a job; derived from the job analysis
Job Evaluation
It is a process by which the relative values of jobs within the organization are determined
Human Resource PlanningHuman Resource Planning
Job Analysis: Sector of job
Job Description: Rules and regulation
Job Specification: Qualification, educationexperience
RecruitmentRecruitment
Steps taken to staff an organization with the best qualified people.
Sources of Recruitment
Internal Sources: The organization’s current employees
External Sources: Those sources outside of the firm
RecruitmentRecruitment
Internal Sources: Present Employees Friends of
Employees Former Employees Previous Applicants Relatives
External Sources: Advertisements
Newspapers Journals Magazines Blind Advertisements
(Company name is not identified)
College/University Recruitment Management Trainee Executives
SelectionSelection
The selection process is a series of steps that starts with the initial screening and ends with a decision to hire the person.
The Selection ProcessThe Selection ProcessF
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SelectionSelection
1. Initial Screening: check the minimum qualifications
2. Complete Applications: required complete application and check with the job specifications
3. Employment Interview Employment test Background and reference checks Physical examination
4. Decision to Hire Conditional job offer Permanent job offer
Training and DevelopmentTraining and Development
TrainingTraining is a continual process of helping employees perform at a higher level. It may occur in the workplace or at a special training facility, but should always be supervised by training experts. Training is generally associated with operating or non-managerial employees.
Training and DevelopmentTraining and Development
Management Development
Management development refers to the process of educating and developing selected personal so that they have the knowledge, skills, attitudes and understanding needed to manage in future position. Management development is associated with managerial personal.
Compensation and BenefitsCompensation and Benefits
Compensation is pay or salary, typically monetary payment for services provided as in an employment.
Direct Compensation: An employee’s base pay and performance-based pay
Indirect Compensation: Extra benefits, paid leave
Compensation and BenefitsCompensation and Benefits
Wages: Financial rewards based on the number of hours the employee works or the level of output achieved/ number of units produced.
Commission: The payment to the employee of a fixed amount or a percentage of the employee’s sales
Compensation and BenefitsCompensation and Benefits
Salary: a financial reward calculated on a weekly, monthly or annual basis.
Bonuses: An addition to regular compensation for exceptional performance.
Profit Sharing: Distributing a percentage of company profits to the employees whose work helped to generate those profits.
Compensation and BenefitsCompensation and Benefits
Benefits:
Non-wage and non-salary forms of compensation. Such as participate in decision making, more responsibilities, preferred office furnishings, preferred lunch hours, assigned parking spaces, business cards, own secretary, impressive titles etc.
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