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Human Resource Managment 2 073801

Business studies

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7 views24 pages

Human Resource Managment 2 073801

Business studies

Uploaded by

vannesangwerume1
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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HUMAN RESOURCE

MANAGEMENT 2

K.Mahachi
0778493356
recap
French and Raven • Types of authority
E Mayo • Hawthorne effect

F.W .Taylor • The economic man

H .Fayo • Five duties of a manager POCCC

Drucker • Functions of a manager

Mintzberg • Managerial skills


recap

Black and Mouton • Managerial grid


Ashridge • Leadership styles

Adair • Action cantered approach

Benis • Transformatinal leadership

Fieldler • Contingency theory


Recruitment and selection
is a systematic process of
identifying and defining skill needs
and attracting suitably skilled
candidates
Recruitment
It involves contacting the labour
market , communicating
opportunities and information and
attract a pool of applicants

It is choosing the candidates with


Selection the required attributes from the
pool of applicants
Importance of effective recruitment
Low staff turnover

Easy selection process

Low dismissals

Improved quality of the company products


Stages in recruitment and selection

Recruitment Selection
• Job vacancy • Application forms
• Job analysis • Interviews
• Job description • testing
• Persons specification
• Attract candidates
Types of recruitments

Internal • Attracting the pool of applicants


recruitment from within the organisation

External • Attracting the pool of applicants


recruitment from outside the business
Internal recruitment
• Fast
• Motivates employees to work hard
Advantages • Cuts on cost of advertising the vacancy
• No need for induction training

• No new ideas are brought into the business


Disadvantages • Can demotivate unselected candidates
External recruitment
• Brings new ideas
Advantages • Gives a wide pool to choose from
• Facilitates recruitment of experienced workforce

• Costly
Disadvantages • Can bring negative influence in the organisation
• Requires induction training
Responsibility for recruitment and selction
• They tend to be responsible for identifying the overall
Senior needs of the organization and they are usually involved in
recruiting people (from within or outside the
management organization) for senior positions.

Human Resources • They may be present in larger organizations. They may


take overall responsibility for the recruitment and
(HR) department selection process.

• They are likely to be the prospective managers for more


Line managers junior candidates. In smaller businesses they may,
therefore, have sole responsibility for selection.
Diversity and equal opportunity

Equal • it is an approach to the management


of people at work based on equal
opportunities access to benefits and fair treatment.

• it involves valuing all individuals for


Diversity their differences and variety.
Benefits of diversity and equal opportunities
increased competitive advantage

increased creativity and innovation

a broader range of skills present within the organization

better customer relations and service to diverse customers

ability to recruit the best talent from the entire labour pool

improved working relations in an atmosphere of inclusion.


motivation

It is the drive of the


willingness of individuals to
perform a certain task
Benefits of motivated workforce
Less errors and mistakes

Less wastage of time and resources

High innovation

Increased cooperation

Better idea generation


Motivation theories

Content theories
•Looks at what motivates people

Process theories
•Looks at how are people motivated process
Abraham maslow
Abraham Maslow described five innate human needs, and put forward
certain propositions about the motivating power of each need.

the first level needs must be satisfied only then will the second level needs
have motivating impact.

A need will no longer motivate an individual

Needs are never fully satisfied up to the last element of the hierachy
Hierarchy of needs
Self actualisation • Fulfilment of personal potential

Esteem needs • Need for recognition ,status and respect

Love or social needs • Need for a sense of belonging through interaction

Security • Security of employment and harm

Physiological needs • Basic needs for survival e.g food and shelter
Major limitations of the theory
Not all individual needs can be grouped using the
hierarchy

It is difficult to see which level of needs have been


satisfied

Money is required for each level needs to be satisfied


Fredrick Herzberg

He came up with the two factor theory


for motivation individuals and work

The needs are to avoid unpleasantness


and the need for personal growth
Two factor theory
Hygiene factors
• These are factors at work . Their presence are viewed as mandatory
by the workers and their presence does not really motivate workers
but their absence demotivates workers.
• The look at the environment where workers are.

Motivators
• These are the needs for growth that stimulates effort .
• They are intrinsic e.g recognition ,responsibility etc
Process theories

These consider Expectancy Theory X and Y


how people theory –Victor – Douglas
are motivated Vroom McGregor
EXPECTANCY THEORY [VROOM]
The theory states that the extend to which people are driven to work is
based on the extend to which they believe their effort will contribute
towards achieving their achieving their personal goals

F= V x E

• F is strength of the motivation


• V is the valence , i.e the degree to which people want an outcome to be achieved
• E is the expectancy , i.e the expectation that their input will result achievement of the desired
results
Theory X and Y – [McGregor]
It is based on finding the best approach to motivation

It states that managers can have two assumptions about his workers when leading them in
order to motivate them

Assumptions of theory X workers

• It assumes people dislike work at all cost hence the best way to induce them to work is to tell them what they
must do without enquring from them what they want.

Assumptions of theory Y workers

• It assumes that these workers love their job and people will be motivated by being given responsibility and
recognition e.g in decision making
Types of rewards

Intrinsic rewards Extrinsic rewards


• These are obtained from doing the • These are benefits enjoyed outside
job itself the job
• They are physiological rather than • Examples are pay benefits and fringe
material e.g a feeling of achievement benefits
that comes after completing a task

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