details about Best methods of staff selection and motivation in SPM

1. BEST METHODS OF STAFF
SELECTION

2. Intro
• Software companies recruit their staff after a series of test like
aptitude test, group discussion, technical ability test during HR round.
• The reason behind this long and multiple test process is to select the
right person for the job.
• The job in an IT company invariably involves creativity, understand of
new areas , handle work and customer pressures and manage
themselves.

3. Cont.,
• An employee is expected to work without a constant supervision by a
manager with respect to work and manage his health on his own.
• So that he/she is available at the crucial times of software project.
• The recruitment process is to evaluate all ‘eligible’ candidates and
choose the ‘suitable’ candidate.

4. Cont.,
• Eligible candidates have the right qualification and right experience
on paper.
• A suitable candidate, amongst the eligible candidates, are the ones
who will do the job well.
• It will be the policy of the company to avoid discrimination on the
basis of religion, caste, race, gender, age and etc.

5. Cont.,
• The general steps involved in the selection process are ,
• Create a job specification Mention name of the job.
• Create a job holder’s profile qualification, experience, age group and quality
• Obtain application  Make many channels to get applications from candidates.
• Scrutinize CV’s  Team of peoples are formed to scrutinize the received CV.
• Conduct set of tests, if required Test may vary depending upon the position.
• Conduct personal interview  For personal touch, judge the body language, etc.
• Follow other procedures company policies, other procedures may be carry out.

6. 1. Instruction in the best methods
• When new employee join an organization, their immediate manager must
plan very carefully an induction program for them.
• The primary purpose of this induction program is to educate the new
employee on
• Work ethics/culture followed by the organization
• Standards to be followed by every employee
• Introduce team members – formally and informally – so that they get well as a team.
• Any technical knowledge/skill to be built up before putting the person on the project

7. Cont.,
• In fact, most IT MNCs draw up a training schedule for every employee
for every year.
• Training is one thing which motivates every employee because in an
IT company, even the lower most employee is an engineer –
intelligent, thinking human being.
• He / she cannot be satisfied only with money. His / Her ego is
satisfied by imparting more and more knowledge and skill.

8. Cont.,
• In addition to in house training and certification, companies
encourage standard company certifications like Microsoft’s MCSA,
MCP, Oracle OCP, Sun’s SCJP etc.
• Regular review’s by the immediate manager ensures that all whatever
is learnt is applied on the job.

9. MOTIVATION

10. MOTIVATION
• Motivation is defined as a driving force that initiates and directs
behavior and empowers one to set targets and successfully achieve
the goal.
• Different peoples motivation talks as follows
• The Taylor’s model
• Moslow’s hierarchy of needs-model.
• Herzberg’s two factor theory
• The expectancy theory of motivation
• The Oldham – Hackman job characteristics model

11. The Taylor’s model
• Taylor suggested ‘Piece-rate’ compensations for manufacturing industries.
• ‘Piece-rates’ are where workers are paid a fixed sum for each item, they
produce. In a software environment, this cannot be applied.
• The other philosophy is ‘Day rate’ – it refers to payment for time worked. Even
this approach cannot be applied to software environment.
• So, ‘Project Bonus’ will be given to the team on completion of projects, and
staff who volunteered at the time of need to work more are rewarded suitably.

12. Moslow’s hierarchy of needs-
model
• Abraham Moslow, an American Psychologist says,
“The motivation of individual varies. Money is, by far, the strongest basic
motivator to all. But once the cash need of an individual is satisfied, other
motivators emerge.”
• This is what he called as “Hierarchy of needs”. The first level of need for a
human being is food, shelter, clothes and personal security.
• Once the above are satisfied then other needs emerge. According to him, the
highest level of need for an individual is “self actualization” – a feeling that
one is completely fulfilling his/her potential.

13. Herzberg’s two factor theory
• Herzberg and his associates found out after considerable research that
two set of factor about a job.
• Hygiene or maintenance factor
Level of pay, working conditions are example of hygiene factors on the job. If
they are not right, it will dissatisfy the employee.
• Motivation factor
Sense of achievement, challenges in the work are examples of motivation
factors. If they are lacking or missing, then these lead to employee dissatisfaction.

14. The expectancy theory of
motivation
• Vroom and his associates identified three influences on motivation.
They are,
• Expectancy  the belief that working harder will lead to better performance.
• Instrumentality  the belief that better performance will be rewarded
• Perceived Value  the resulting reward
• When all these three factors are high, the resulting motivation is high. Even if any
one factor is zero then it removes the entire motivation.

15. The Oldham – Hackman job
characteristics model
• The Oldham and Hackman suggests five factors that give satisfaction to a
person on job.
• Skill variety – A job holder must be able to exhibit multiple skills on the job.
• Task identity – The degree of the work and its results are identified
• Task significance – The degree of influence the job has on others.
• Autonomy – The independence the job holder has on executing his job
• Feedback – The information from others about the work done by the job holder.

16. Cont.,
• To improve motivation of employees, the following are carried out,
• Set specific goals : Challenging, yet achievable goals set by the employee himself.
• Provide feedback : Feedback from peers and immediate managers about the progress.
• Job design : Job descriptions are made in such way to give more responsibility
and accountability to the job holder.

17. Cont.,
• Herzberg suggests to keep constantly enhance job design by
• Job Enlargement : The job holder carries out wider variety of activities.
• E.g A programmer in project ‘A’ , audit the efficiency of programs
written for project ‘B’.
• Job Enrichment : A job holders carries out a portion of his manager’s
responsibility also.
• E.g if a change, to be executed by a programmer, needs approval from
his manager, the programmer himself can analyse the changes and
approve it.