3.6

• Monetary rewards

  Salary

  Pay increases

  Bonuses

  Discounts

  Shares
• Non monetary rewards

  Company car

  Free healthcare

  Better working conditions
• We can achieve motivation through...

  Organisation

  Leadership

  Pay
• Maslows Hierarchy of Needs from high to low

  Self actualisation

  Esteem

  Love and belonging

  Safety

  Physiological
• Taylors scientific management theory

  Workers trained to do tasks in fastest way possible

  Payed workers bases on results

  Autocratic leadership

  Theory x approach

  Pay via piece rate

  Saw workers as motivated by pay only

  Resulted in high output, low quality and high scrap rate
• Mayos human relations theory

  Workers are motivated by having their human and social needs met

  Motivation increased through better communication, greater manager involvement in employees working life and working in groups
• Herzberg two factor theory

  Employees have hygiene factors and motivators for work

  Motivators ae things which motivate like responsibility, respect and achievement

  Hygiene factors are things that prevent dissatisfaction like salary, adequate breaks, job security and workforce safety
• Stages of recruitment

  1. See what job is needed
  2. Create a job description and person specification
  3. Advertise
  4. Shortlist applicants
  5. Selection
  6. Decide who to recruit
• Job description includes

  Location

  Pay and hours

  Responsibilities

  Job title

  Authority
• Person specification includes

  Qualifications

  Skills and abilities

  Experience

  Personal qualities
• A hard HR approach treats humans like any other resource
• A soft HR approach treats workers as a source of quality to motivate workers
• HR inflows are recruitment

  HR ouflows are resignations and retirements
• Stages in workforce planning

  Look at current workforce

  Analyse future work force in terms of both supply and demand of labour

  Identify any gaps

  Implement strategies to eliminate gaps
• Ways of getting rid of gaps in a workforce

  Automate roles

  Recruit

  Redeploy

  Train
• Workforce planning involves assessing the current and future labour needs of an organisation to get the right number of workers with the right skills in the right place at the right time to help meet the businesses aims and objectives
• Monetary rewards

  Pay increase

  Salary > wage

  Shares

  Bonuses

  Discounts
• Non monetary rewards

  Company car

  Free health care

  Better working conditions
• Businesse achieve motivation through organisation, leadership and pay
• influences on the labour market

  brexit

  immigration

  levels of unemployment

  social change

  economic influences on wages
• analysing the future workforce

  supply of labour

  demand for labour

  organisational objectives

  forecasted demand for products

  external business environment

  changes in technology
• issues in implementing a workforce plan

  employee / employer relations

  corporate image

  cost

  training
• how to manage employee/employer relations

  regular meetings

  transparency

  opportunities to raise concerns, support, promotion ideas
• how to improve employee/employer relations

  intrapreneurship

  recognition

  changing leadership styles

  honest communication

  team building activities
• human resource flow

  inflows are recruitment

  outflows are dismissals and resignation

  internal flow is promotions, demotions and redeployment
• HR objectives

  diversity

  training

  alignment of values with employee and organisation and with corporate objectives

  numbers / skills / location of employees

  maximising labour productivity

  maintaining good employee / employer relations
• grievances are conflicts between people
• theories of motivation

  hertzbergs two factor theory

  maslows hierarchy of needs

  taylors scientific management

  mayo and human relations