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UNIT 9: DEVELOPING PEOPLE
Võ Linh Trường1
Hà Lâm Hồng Liên2
Nguyễn Thị Loan3
Nguyễn Thị Diệu Hiền4
Group 9
Developing People
Chapter9
Introduction
Motivation and Reward1
Learning and Development2
Human Resource Management (HRM)3
DEVELOPING PEOPLE
1. Motivation and Rewards
1. Motivation and Rewards
1.1 Motivation
1.2 Forms of motivation - Rewards
1.1 Motivation
1.1.1 What is motivation?
It refers to the:
• initiation
• direction
• intensity
• persistence
of human behaviour
Motivation and Rewards
Motivation and Rewards
1.1.2 Overview of theories
(1)Maslow's Hierarchy of Needs
(2)Elton Mayo's Human Relations Theory
(3)McGregor's X Y Theories
(4)Herzberg's Motivation Hygiene Theory (two
factors).
Motivation and Rewards
(a) Maslow's Hierarchy of Needs
Motivation and Rewards
(2) Elton Mayo's Human Relations Theory
• Human Relations Movement => argued that workers
respond primarily to the social context of the
workplace.
• Hawthorne Study (1930s)
=> Employees often work best in teams.
Motivation and Rewards
(3) McGregor's X Y Theories (1960)
Theory X: employees dislike work,
are lazy, dislike responsibility,
and must be coerced to perform.
Theory Y:
employees like work, are creative,
seek responsibility, and
can exercise self-direction.
Motivation and Rewards
(4) Herzberg's Motivation Hygiene Theory
(two factors)
Motivating factors Hygiene factors
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Growth
1. Company Policy &
Administrations
2. Supervision
3. Working conditions
4. Interpersonal relations
5. Salary
6. Status
7. Job security
8. Personal life
Motivation and Rewards
1.2 Forms of motivation – Rewards
• Financial rewards
• Non-financial rewards
Payments
Incentive
Motivation and Rewards1.2.1 Financial rewards
Payments
METHODS OF PAYMENT
Wages
• Time rateSalaries
FeesBenefits Commission
Motivation and Rewards
Incentive
METHODS OF PAYMENT
Performance
related payBonus
Profit-
sharingPiece rateCommission
Motivation and Rewards
1.2.2 Non-financial rewards
JOB SATISFACTION
can be increased by…
Job
Enlarge-
ment
Job
Enrichment
Job
Rotation
2.1 Training
2.2 Appraisal
2. Learning and Development
A learning process that involves the
acquisition of skills, concepts, rules,
or attitudes to enhance employee
performance.” (Stephanie, 2005)
2. Learning and Development
2.1 What is training?
Organizational level
Department level
Individual level
Learning and Development
2.2 Training Level
Graduate Training
In-house-training E-learning/distance learning
Vocational Training
Job rotation/working alongside
2.4 Training Process
Identifying
Training
Needs
Establishing
Specific
Objectives
Selecting
Appropriate
Methods
Implement
Programs
Evaluate
Program
Feedback
Learning and Development
B1 B2 B3 B4 B5 B6
2.5-What is appraisal?
The main purpose of appraisal is to give the appraisee
the opportunity to reflect on their work and learning
needs in order to improve their performance. This can be
achieved through discussing their development and
feedback on their job performance in a way that is
constructive and motivational.
Learning and Development
Self-appraisal 3600 appraisal
Type of Appraisal
Peer- appraisal
Learning and Development
Be Trained
Keep Confidences
The Manager:
Donald John Trump
14/06/1946
Learning and Development
2.6-Ownership appraisal
The process:
Be open and clear
Invole everyone
Be efficient
Set achievable action Training Process
Learning and Development
3. Human Resource Management
3. Human Resource Management
3.1 Hard
3.2 Soft
Human
Resource
Human
Resource
manager
Human Resource Management
HRM
Skill KnowledgeAbility
Human Resource Management
John Bratton and Jeff Gold. - Human Resource Management: Theory and Practice, (1999), p.3.
Planning
Selection
Staffing
Development
Human Resource Management
Hard
HRM
HRMSoft
HRM
Human Resource
Management
Forcement
Hard
HRM
Close
supervision
Mc. Gregor “The Human Side of Enterprise” in1960
3.1 Hard HRM:
Human Resource Management
Difficulties
1 restriction of output
2 Resistance from employees
Human Resource Management
Soft HRM
Satisfying
Training
and
Developing
Motivating
Supporting
Human Resource Management
Human Resource Management
Difficulties in soft approach
Satisfying their demand can put company into
financial trouble.
Employees can lose discipline rather than
being productive.
Decentralization and delegation1
Job enlargement2
Participant and consultative management.3
Performance appraisal4
Human Resource Management
DEVELOPING PEOPLE
Conclusion