ADAPTED FROM THE:
Adapted from The “Systems” Approach to
Dairy Process Management
The HR Diva Corp.780 239 6495
To earn commitment,producers mustoffer a workplace witheffective performancefeedback and opportunitiesfor participation.
3 Dimensions to Commitment:Which one would you rather have?
• Commitment is a feeling of emotional attachment
• “I work here because the people are great and it is fun.”
affective
• Commitment is a feeling of obligation
• “I work here because they hired me when I needed a job so I owe it to them.”
normative
• Continuance commitment is a feeling that the costs of leaving are too high or it is too much trouble to go somewhere else
• “I’d leave if I knew I could get another job that paid as much.”
continuance
How do you compare?
HUMAN RESOURCE MANAGEMENT PRACTICES
Human Resource
Management Practices
SOP’s
Selection
TrainingBenefits
Communication
Performance tests 17%
22 hours on farm. 5 hours off farm
50% housing40%health insurance40% farm vehicles25% food or meals25% retirement plan
Staff meetings 68%Bulletin Board 66%26% - other – one to one verbalOccasionally written notes with paycheque
All Dairy, 30%-50% pork?
STANDARD OPERATING PROCEDURES
Work Process n Percent
Milking 94 73.4
Calf care 70 54.7
Fresh cow care 67 52.3
Feeding 50 39.1
Reproduction 36 28.1
Barn maintenance 23 18.0
Other 18 13.7
Use of Written Standard Operating Procedures by Work Process (n = 128)
Job descriptions
39%Incentive pay or profit sharing – 30%
Performance review – at least
once a year
OTHER HRM PRACTICES
3 Dimensions to Commitment:
affec
tive
• Commitment is a feeling of emotional attachment
• “I work here because the people are great and it is fun.”
norm
ativ e• Commitment is a
feeling of obligation
• “I work here because they hired me when I needed a job so I owe it to them.”
cont
inua nc
e• Continuance commitment is a feeling that the costs of leaving are too high or it is too much trouble to go somewhere else
• “I’d leave if I knew I could get another job that paid as much.”
affec
tive
•Level of off-farm training•Adequacy of initial training•Adequacy of continuing training
•Satisfaction with training•Informal feedback was provided
•Satisfaction with feedback•Satisfaction with performance reviews
•Employee participation norm
ativ e•Adequacy of initial training
•Adequacy of continuing training
•Satisfaction with training•Informal feedback was provided
•Satisfaction with feedback•Satisfaction with performance reviews
•Employee participation cont
inua nc
e•No human resource management practices were correlated to continuance commitment.
Best Predictors of Commitment
Employee Participatio
n
Satisfaction with
feedback
Satisfaction with
Performance Review
Why am I committed?The owners make me feel important, and they make an effort to care about me.
They also help me in any way they can and value my input and opinions.
WHY AM I COMMITTED
“I love working with calves and cows and other employees.”
WHY AM I COMMITTED?“I am treated with respect and made to feel like an important part of the farm picture. The owners make every attempt to do what they can for me and in return I try to do the same for them.”
Communications Are Key
Producers who want to increase commitment among employees should ensure that employees receive feedback about their performance.
No
• Providing no feedback to a person’s good efforts is extinction
• No feedback indicates that an action is unimportant or unnecessary
• Always provide positive feedback to support and encourage correct behavior
Is
Types of Feedback
Formal •Typically accomplished during a regular review period and consist of a closed door meeting between an employee and his/her manager
Informal •Varies in time and duration and is frequently casual and relates to timely topic
Business •The communication of business or unit performance: e.g. yield
How do I gather information for Individual Feedback
• Performance check– Check results of work after an assigned job is
completed (i.e. Are stalls cleaned and bedded properly?)
• Observation – Observe while completing work
• Real time information plotting
Examples of Individual Feedback Teat end cleanliness Total feed mixing time Free stall cleanliness Bulk tank weights? Status of calf bedding Reflective behavioral interview (+or-) of
decision making while following complex SOPs like calf delivery
How do I gather information for Group Feedback
Simple plotting and trend lines Control charts Group problem solving meetings to
address performance challenges Group recognition to build teamwork
and recognize successes
Examples of Group Feedback Milk quality measures Bulk tank weights (Could be individual
feedback in some cases) Pregnancy rate Maintenance of equipment and barns
Group WorkFormal Informal Business
Individual
Group
Relevant
Specific
Credible
Linked to a source of help
GROUP WORK: Performance feedback case example
What is the problem
behaviour. Be specific.? How does it
look to you?
How does it look to them – what
are responses that you have heard ?
How would you focus on
the facts?
Describe a criticism that you have received
in the past. How would you deal with
that?
Provide examples of steps to
address the problem
What should the outcome be?
What is a suitable time frame?
REFLECTIVE BEHAVIORAL INTERVIEW1. Describe for me your role in the
incident? (good or bad)2. Tell me in detail about how you made
your decisions?3. What were the outcomes?4. What would you have done differently
if you could go back and change it?5. What have you done since?
To earn commitment,producers must
offer a workplace witheffective performance
feedback and opportunitiesfor participation.
The Test of Communication
I know how we
are doing
I know what to expect
I know what’s
going on
I know how I am
doing
780 239 6495
www.themgtmentor.biz
www.roiinstitutecanada.com
Karen Gingras
ROI Institute Canada Associate
HAPPY ANIMALS
RESOURCES
http://www.das.psu.edu/dairy-alliance/pdf/people-in-ag-motivation-resources.pdf
http://www.agriculture.gov.sk.ca/Default.aspx?DN=f690722c-74cf-44c5-9380-e5237f2d6c20 (agriculture employer’s handbook)
http://www.das.psu.edu/dairy-alliance/
http://www1.extension.umn.edu/dairy/employees/
http://nature.berkeley.edu/ucce50/ag-labor/7labor/001.htmhttp://www.pork.org/Resources/984/EmployeeCareToolkitVideo.aspx