1. Learning Objectives
After the training program trainees will be able to:
• Learn and understand how motivation works.
• Learn the positives of motivation and different ways to
motivate employees and keep them satisfied performing tasks.
• Demonstrate proper motivational skills in order to boost
employees motivation and work performance.
• Learn and understand the causes of job turnover and how to
decrease it.
• Apply what was learned during the training program and show
the techniques learned and effectively demonstrate them.
2. Program Outline
• Overall purpose and goals of the training program- (5 minutes)
• Introduction and ice breaker of trainees getting acquainted
with one another- (10 minutes)
• Lecture on defining motivation- (5 minutes)
• Diverse techniques on how to motivate employees- (15
minutes)
• Topic: Reasons for job turnover and how to decrease it- (5
minutes)
• Activities and exercises through interactive demonstrations,
job instructor training, role-plays, reverse role-plays,
performance try-outs, job simulation, test assessments and
discussions- (50 minutes)
3. Coaching/Mentoring Motivational Training
Program for HR Managers
The purpose of the training program
Reasons why to motivate
• The overall purpose and goal of
the training program is to teach
HR managers’ ways to motivate
their employees through
motivational methods in order to
raise their motivation and
performance. The other purposes
for the program are to try to lower
the job turnover rates for
companies, and to make
employees feel more satisfied and
comfortable with their job.
• Lowering job turnover statistical
rates.
• To increase percentages of employees
wanting to keep their positions.
• To have a percentage decrease of
employees wanting to leave their
jobs.
• Increasing employee motivation to
perform tasks. Also a greater
expectancy of efficiency of tasks
performed.
• Knowledge of how to be a great
motivator to increase employee job
satisfaction.
4. Introduction• Have any of your
employees left your
company? Does your
employees look bored
doing their job? Do you as
a HR manager feel that
your employees aren’t
performing hard enough
and feel that there are not
giving it their all during
tasks? Sounds like your
employees could use that
10 letter
word….MOTIVATION
6. Motivation is…
• Motivation is the set of forces
that leads people to behave in
particular ways. In addition,
motivation is very crucial to
every organization.
7. Formulas for motivation and
performance
• P=M+A+E, (P) is performance, (M) is
motivation, (A) is ability, and (E) is
environment.
• Performance = Ability x motivation
(effort)
• Ability= Aptitude x Training x Resources
• Motivation = Desire x Commitment
8. Motivation and performance
formulas in depth Part 1
• To reach high levels of performance, the employee
must want to do the job in regards to motivation.
• For ability, the employee must be able to perform the
job effectively.
• Last but not least having the necessary materials such
as equipment, resources and information for
environment.
• If one of these necessities for motivation and
performance is missing then consequently speaking’,
it will negatively have an effect hurting performance.
9. Motivation and performance
formulas in depth Part 2
• The concept of aptitude is in reference of the skills, capabilities,
education current and job experience that were previous.
• In continuation, resources of course are the tools employees need to
do their work they are supposed to perform.
• For the formula for motivation the desire aspect is best described as
wanting to perform a job.
• In regards to commitment is being persistent or the effort of trying
hard enough to complete tasks.
• In order for motivation to work, both desire and commitment must
be included otherwise it will lead to an unbalance of either high
desire/ low commitment or low desire/high commitment so it is
important to have both.
10. Techniques for motivating
employees
Some ways to motivate employees are
through…
• Feedback Systems
• Job Enrichment
• Employee Involvement
• Allowing employees flexible work
arrangements
11. The effectiveness of Feedback Systems
to promote motivation
• Feedback Systems are great for
motivating employees for many
reasons. The reasons why Feedback
Systems are great for motivating
employees is because…
• They motivate workers.
• They aren’t expensive meaning you
would save money.
• It can be included in the regular
management reporting system.
• Gives workers more reason to care
and more motivation to perform well.
• Feedback also gives an employee
direct and clear information about the
effectiveness of their performance.
• Feedback is the contribution of
knowledge of actual results of work
activities.
12. Job Enrichment
• Job Enrichment is defined as
giving workers more tasks to
perform and more control in
regards to how perform them that
is based on the dual-structure
theory of motivation that implies
that employees can be motivated
through and by positive job
related experiences such as the
feelings of achievement,
responsibility, and recognition. In
order to achieve these aspects rely
on vertical job loading. Overall
the goal is giving the employee
more control to do the tasks they
have to perform.
14. Employee Involvement
• Employment Involvement can
play an important role in
motivation. Involvement is mostly
enhanced through participative
management and empowerment in
which managers would use these
concepts to try to enhance
employee motivation. The
participation aspect gives
employees the choice in having a
voice in regards to making
decisions about their own work
and for empowerment is letting
workers to set work goals of their
own, make decisions, and solve
problems within their range of
their own responsibility and
authority.
15. Flexible Work Schedules
• Extended work schedules is one that
requires long-periods of work
followed by long-periods of time
paid-off.
• Flexible work schedules which
gives employees more control over
their hours they have to work each
day on a daily basis.
• Job-sharing in which two or more
part-time employees sharing one
full-time job.
• Telecommuting is a work
arrangement in which employees
spend part of their time off their
working site to get work done such
as working from home.
• Flexible work arrangements
can be very beneficial for
employees to motivate them.
Flexible work arrangements
serves a purpose that is
intended to lead to the
enhancement of employee
motivation and performance
by giving the workers more
flexibility about how and when
they would like to work.
They’re many examples of
flexible work arrangements.
16. Other techniques to motivate
employees
Other ways to motivate employees to promote an
increase in performance is through types of rewards:
• A Reward System
• Base Pay
• Benefits
• Perquisites
• Awards
• Incentive Systems
• Flexible Reward Systems
17. Reward System
• A reward system involves
all organizational aspects
such as people, processes,
procedures, rules and also
decision-making activities.
These activities involves
allocating compensation,
benefits to employees that
can be exchanged for their
contributions to the
organization. The main
purpose of reward systems
in organizations is
attracting, retaining and
motivating employees that
are qualified.
18. Types of Rewards
• Base pay: having a great and effective pay system that is
effectively planned and well managed can improve motivation
and performance.
• Benefits: benefits such as social security contributions,
unemployment compensation, life and health insurance
programs and payment for time not worked benefits such as
sick leave, and vacation days.
• Perquisites: special privileges that is awarded to selected
members of an organization, usually top managers. In addition,
perquisites can add status of their recipients and may increase
job satisfaction.
• Awards can improve performance, the employer can come up
with rewards that employees can receive.
19. Incentive Systems
• Incentive systems are programs in which
employees can earn additional compensation
based on certain types of their performance.
The types of programs that incentive systems
offer are Piecework programs, Gain-sharing
programs, Bonus Systems , Long-term
compensation, Merit pay plans, Profits-sharing
plans and Employee stock option plans.
20. Incentive System Rewards
• Piecework programs is a tie of a worker’s earnings to the number of units
that is produced.
• Gain-sharing programs is a program that grants earnings that is additional
to employees or work groups for the ideas of cost-reduction.
• Bonus systems provides a lump-sum of payments for managers from a
special fund that is based on financial performance of the organization or a
unit.
• Long-term compensation gives additional income to managers based on
stock price performance, earnings per share, or return on equity.
• Merit pay plans, this plan is base pay being raised based on the
performance of employees.
• Profit-sharing plan is the type of plan which is the distribution of the
portion profits of the firm’s to all employees at a predetermined rate.
• Employee stock option plans which is a stock that is set aside in the
company for employees to purchase at a reduced rate.
21. Flexible Reward Systems
What a flexible reward system does
is allow the employees the option
of choosing the combination of
benefits that is best suited for them
depending on the type of needs that
they have.
22. Reasons for job turnover
• Lack of workplace support and resources
• Better employment opportunities and compensation
issues
• Lack of motivation
• Low pay
• Inadequate training
• Unreasonable expectations/extreme work life
imbalance
• Underutilized talent and ongoing boredom
• Limited advancement opportunities and lack of
commitment to management growth/development
23. Ways to reduce job turnover
• There are many ways to reduce turnover. One of the
ways to reduce turnover is benefits that can be given
that will make it easier for employees.
• Finding and figuring out what support services that
your employees need is also another way to reduce
job turnover.
• Identifying and building on the factors that can
improve performance by focusing on enhancing
performance issues like teamwork, innovation,
problem solving and process improvement also helps.
• Making sure that employees working for you are
satisfied is also a important factor to avoid turnover.
25. Job Instruction Training
• In the job instruction training as an instructor,
will show trainees how to perform some of the
ways to motivate employees through a step by
step process and then have the trainees try to
follow my lead and practice it.
• The objective of this exercise is having the
trainees perform the steps through visually
seeing how to do it.
26. Interactive Demonstrations
• In the Interactive Demonstrations exercise trainees
will be doing interactive demonstrations of what they
learned in the program and act it out.
• HR managers will split up, with one side being HR
managers and the other side being volunteered
employees from different organizations pretending to
be unmotivated employees on the job and have the
HR managers to interact with the employees and try
interactive ways to motivate them.
• The whole benefit of the exercise is to get HR
managers to be more interactive with their
employees.
27. Performance Try-Outs
• For the performance try-out exercise, trainees will try
to perform what they learned in the training program.
• The volunteered employees will be given complicated
tasks to do that needs to be done, and the HR
managers will have to perform motivated feedback
tactics to motivate the employee to guide him or her
as they perform the tasks they have to do.
• The purpose of this exercise is getting HR managers
to get use to using feedback and building
communication between their employees that are
working for them.
28. Role-Plays
• In the Role-Plays exercise it has two parts, in the first phase of
the exercise, HR managers will be put in a office of working
employees and their job is to be able to read and interpret
which employees seem unmotivated.
• For the second phase of the exercise HR manager will be sat
down with a group of employees that will pretend like that
they been disinterested with doing their work that needs to be
done and have a one-on-one discussion with them and come
up with ways to motivate them to do what they need to do to
perform or see why they’re feeling that lack of motivation.
• The purpose of this exercise is training HR managers to spot
out employees that seem unmotivated and knowing when to
attend to an employees needs and come up with various ways
to give them that boost that may be needed to help them to do
what needs to be done.
29. Reverse Role-Plays
• In the Reverse Role-Play exercise HR managers will
see how it feels to be given a lot of work to do like
employees. The HR managers will be treated as an
employee instead of an HR manager given
overwhelming tasks that needs to be done. The
objective of this Reverse Role-Play exercise is a
method that will be used for HR managers to
understand the employees viewpoint of how it is to be
told to do overwhelming tasks that needs to be done
and feel what they go through trying to meet certain
deadlines.
30. Simulated Exercise
• The last exercise is a simulated exercise. In the simulated
exercise the HR managers will be put in a office environment
with employees who aren’t motivated to perform and do tasks
for them and the HR managers must try to apply what was
learned in the training program and motivate them. Each HR
manager will have a cluster of employees for them to perform
tasks already set up. In addition, the employees that are
working for the HR managers, after the tasks are done the
employees will fill out a form that rates how well they were
motivated by the HR manager that will be measured through
their results.
31. Citations
• Gray, Andi. "Decrease Turnover And Support Current Employees."
Westchester County Business Journal 48.38 (2012): 11. Regional
Business News. Web. 4 Apr. 2014
• LONGENECKER, C. O., & FINK, L. S. (2013). TIPPING POINTS FOR
INVOLUNTARY TURNOVER. Industrial Management, 55(3), 10-15.
• Moorhead, Gregory. "Chapter 4: Motivation in Organizations,
Chapter 5: Motivating Employee Performance Through Work, Chapter
6: Motivating Employee Performance Through Rewards."
Organizational Behavior: Managing People and Organizations. By Ricky
W. Griffin. 11th ed. N.p.: Michael Schenk, n.d. 1-598. Print.
• Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton. Approaches
to Training and Development. Chapter 7: Training Isn’t Always the
Solution, Cambridge, Mass: Perseus Books Group, 2003. Print.
