motivation-and compensation
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This document discusses motivation and compensation. It defines motivation as the driving force that causes individuals to work towards goals in order to fulfill needs or expectations. Motivation is unique to each individual and context-dependent. The document then discusses several theories of motivation including Maslow's hierarchy of needs theory. It defines compensation as the remuneration employees receive in return for their contributions, which is important for standard of living, status, motivation, loyalty and productivity. The aims of compensation are to attract, motivate and retain capable employees. Components of compensation include direct factors like wages and bonuses, and indirect factors like benefits. Determining salary is based on skills required, labor supply and demand, location, stability and compensation philosophy.
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The document summarizes the structure of human resource management and the roles and responsibilities of an HR manager. It discusses that HRM includes staffing, compensation, and defining work. It outlines the need for structure in organizations to reduce confusion and consumption of time. The structure of HRM includes line management, where managers direct employee work, and staff management, where managers support and advise line managers. The roles of an HR manager include both managerial functions like planning, organizing, and directing, as well as operative functions like recruitment, training, and employee compensation.
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This document discusses the process of conducting a needs analysis to determine where training may be required within an organization. It involves gathering data from multiple sources, including job descriptions, performance standards, and employee assessments. A comprehensive needs analysis considers the organization as a whole, including goals, resources, climate, and environmental factors. The ultimate goal is to identify performance gaps and determine the most effective ways to address them, such as through training or systems improvements. The needs analysis process requires significant effort but is important for aligning human resource development with organizational priorities.
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The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
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This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
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S I SOBUJ
Student of IUBAT
UTTARA, DHAKA-1230
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- 2. Definition of motivation: * The driving force within individuals by which they attempt to achieve some goal in order to fulfill some needs or expectation.
- 3. Motivation is… Psychological Physical Unique to each and every person Context sensitive
- 4. Qualities of Motivation: Energizes behavior Directs behavior Enable persistence towards a goal
- 5. Process Theories of Motivation: Emphasis on actual process of motivation . Three needs Theory ( McClelland) Goal-setting Theory Reinforcement Theory Designing Motivating theory Equity Theory Expectancy Theory
- 6. Maslow’s Hierarchy of needs theory *Lover order ( External ) : Physiological and safety needs *Higher order ( Internal ) : Social, Esteem, and Self- actualization Self-Actualization Needs Esteem Needs Social Needs Safety Needs Physiological needs
- 7. COMPENSATION ‘Compensation’ in other terms also called as ‘Employee Remuneration’. Remuneration is the compensation; an employee receives in return for his or her contribution to the organization. Remuneration occupies an important place in the life of an employee. His or her standard of living, status in the society, motivation, loyalty, and productivity depend upon the remuneration he or she receives. For the employer too, employee remuneration is significant because of its contribution to the cost of production.
- 8. AIMS OF EMPLOYEE COMPENSATION Attract capable employees to the organization. Motivate them toward superior performance. Retainment of their services over an extended period of time.
- 9. COMPONENTS OF COMPENSATION Direct- Wages, Salaries, Commissions, Bonuses Indirect- Insurance plans, Social Assistance, Educational Assistance, Paid Absences The Job- Interesting Duties, Challenge, Responsibility, opportunity for recognition, feeling of advancement, achievement opportunity The Environment- Sound policies, Competent supervision, Congenial coworkers, Appropriate status symbol, Comfortable working conditions, flexi-time, Job sharing, Cafeteria compensation
- 10. FACTORS INVOLVED IN DETERMINING SALARY Kinds and Levels of Required Skills. Supply and Demand of Labor Geographic Location
- 11. Employment Stability Compensation Philosophy
- 12. THANK YOU