Unit 9.Developing People Assignment
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This document summarizes key concepts around developing people in organizations. It discusses motivation theories like Maslow's hierarchy of needs and Herzberg's two-factor theory. It also outlines different types of motivation like financial rewards through payments or incentives, and non-financial rewards like job enrichment. Training and development processes are explored, including identifying needs, setting objectives, and evaluating programs. Different types of appraisals like self, peer, and 360 degree reviews are mentioned. Finally, it contrasts hard and soft approaches to human resource management.
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Unit 9.Developing People Assignment
- 1. UNIT 9: DEVELOPING PEOPLE 1 Võ Linh Trường 2 Hà Lâm Hồng Liên 3 Nguyễn Thị Loan 4 Nguyễn Thị Diệu Hiền Group 9
- 3. DEVELOPING PEOPLE Introduction 1 Motivation and Reward 2 Learning and Development 3 Human Resource Management (HRM)
- 4. 1. Motivation and Rewards 1. Motivation and Rewards 1.1 Motivation 1.2 Forms of motivation - Rewards
- 5. Motivation and Rewards 1.1 Motivation 1.1.1 What is motivation? It refers to the: • initiation • direction • intensity • persistence of human behaviour
- 6. 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).
- 7. Motivation and Rewards (a) Maslow's Hierarchy of Needs
- 8. 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.
- 9. 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.
- 10. 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
- 11. Motivation and Rewards 1.2 Forms of motivation – Rewards • Financial rewards • Non-financial rewards Payments Incentive
- 12. Motivation and Rewards 1.2.1 Financial rewards Payments Wages • Time rate Salaries METHODS OF PAYMENT Benefits Fees Commission
- 13. Motivation and Rewards Incentive Performance related pay Bonus METHODS OF PAYMENT Profit-sharing Commission Piece rate
- 14. Motivation and Rewards 1.2.2 Non-financial rewards JOB SATISFACTION can be increased by… Job Enlarge-ment Job Enrichment Job Rotation
- 15. 2. Learning and Development 2.1 Training 2.2 Appraisal
- 16. 2. Learning and Development 2.1 What is training? A learning process that involves the acquisition of skills, concepts, rules, or attitudes to enhance employee performance.” (Stephanie, 2005)
- 17. Learning and Development 2.2 Training Level Organizational level Department level Individual level
- 18. Graduate Training Vocational Training Job rotation/working alongside In-house-training E-learning/distance learning
- 19. 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
- 20. Learning and Development 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.
- 21. Learning and Development Type of Appraisal Self-appraisal 3600 appraisal Peer- appraisal
- 22. The Manager: Be Trained Keep Confidences Donald John Trump 14/06/1946 Learning and Development 2.6-Ownership appraisal
- 23. Learning and Development The process: Be open and clear Invole everyone Be efficient Set achievable action Training Process
- 24. 3. Human Resource Management 3. Human Resource Management 3.1 Hard 3.2 Soft
- 25. Human Resource Human Resource manager Human Resource Management
- 26. Human Resource Management HRM Ability Skill Knowledge John Bratton and Jeff Gold. - Human Resource Management: Theory and Practice, (1999), p.3.
- 27. Human Resource Management Planning Selection Staffing Development
- 28. Hard HRM HRM Soft HRM Human Resource Management
- 29. Human Resource Management Mc. Gregor “The Human Side of Enterprise” in1960 Forcement Hard HRM Close supervision 3.1 Hard HRM:
- 30. Human Resource Management Difficulties 1 restriction of output 2 Resistance from employees
- 31. Human Resource Management Soft HRM Satisfying Training and Developing Motivating Supporting
- 32. Human Resource Management Difficulties in soft approach Satisfying their demand can put company into financial trouble. Employees can lose discipline rather than being productive.
- 33. Human Resource Management 1 Decentralization and delegation 2 Job enlargement 3 Participant and consultative management. Performance appraisal 4
Editor's Notes
- +Organizational level: it is implements on a large scale such as company.,corporation and so on +Department level: it is implements on a smaller-scale such as centers, facilities, and departments… +Individual level: it is implements according to the needs of single person…
- Job rotation is a job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them. Luân phiên công việc:
- Training Process +B1: Review your business objectives and identify critical activities. Monitor performance to identify problem areas. Get feedback from customers, suppliers and other key business partners; consider using interviews or surveys in areas such as customer satisfaction. +B2 +B3 +B4 +B5
- Having training, off course we have evaluating, if you want to know the training is effective or not, should be evaluated, so here I will clarify this issue. Có đào tạo thì phỉ có đánh gia, muốn biết đào tạo có hiệu quả như thế nào thì cần phải đánh giá, sao đây tôi sẽ làm rõ về vấn đề này.
- +Self-appaisal means that you assess/evaluate yourself by asking some question in order to overcome the defect and improve your performance +Peer-appraisal: In this type of appraisal, people at the same level appraise their peers, so that each appraiser can use his or her expert knowledge of the appraisee's role and responsibilities to give an authoritative opinion on their skills. +360 appraisal: is done by collecting the opinions from your superior, your co-worker, and people who frequent contact with you.