A significant development in motivation was distinction between motivational and maintenance factors in job situation. A research was conducted by Frederick Herzberg and his associates based on the interview of 200 engineers and accountants who worked for eleven different firms in Pittsburgh area. These men were asked to recall specific incidents in their experience, which made them, feel either particularly good or particularly bad about jobs. The findings of the research were that good feelings in the group under test were keyed to the specific tasks that the men performed rather than to background factors such as money, security or working conditions and when they felt bad, it was because of some disturbance on these background factors which had caused them to believe that they were being treated unfairly. This led to draw a distinction between what are called as ‘motivators’ and ‘hygiene factors’. To this group of engineers and Continue reading
HRM Concepts
Perceptions of the Human Resource among Top Management
Human Resource is used to describe individuals in the workforce of an organization, even if it is also applied in labor economics, for instance, industries and even entire nations. Human resources is also the name of the function in a body with overall responsibility for implementing strategies and policies on people management. Human resource management involves the development of a perfect blend between tradition and administrative functions well-being of all employees in an organization. Top management care little about human resource compared to production, marketing, finance, and engineering. There are some reasons. Marketing department is the process by which companies create customer interest in goods or services. It generates the strategy behind the sales techniques, business communication and business developments. It is an integrated process by which organizations build strong customer relationships and create value for their customers and themselves. Marketing is used to identify the customer, to satisfy the Continue reading
Types of Financial Rewards in Modern Organizations
Financial reward can be seen as a motivational factor, where employees may benefit, either from promotion or a bonus, it could be seen as an appraisal system. Mainly there are three types of financial rewards within organisations; individual performance related pay, profit related pay and skill based pay are the fundamental for both organisation and employees. Every organisations aim is to save cost at all expense but retain a better performance from employees, whereas employees seek to earn extra more from the organisation. It is an obvious fundamental for employee’s lifestyle as their contribution and duties to perform their job effectively and expectation are to be met due to their hard work, however such individual performance related pay as well as skill based pay and profit relative pay is all beneficial to employees as performance and productivity is enhanced, thus motivation is increased and cost is made, as well Continue reading
Co-ordination – Types,Techniques and Principles
In the words of Haimann, “Co-ordination is the orderly synchronization of efforts of the subordinates to provide the proper amount, timing and quality of execution so that their unified efforts lead to the stated objective, namely the common purpose of the enterprise.” Read More: Coordination in Business Management Types of Co-ordination The co-ordination may be divided on different bases, namely; 1. Scope – on the basis of scope or coverage, co-ordination can be. Internal — refers to co-ordination between the different units of an organisation within and is achieved by integrating the goals and activities of different departments of the enterprise. External — refers to co-ordination between an organisation and its external environment comprising government, community, customers, investors, suppliers, competitors, research institutions, etc. It requires proper match between policies and activities of the enterprise and the outside world. 2. Flow – on the basis of flow, co-ordination can classified into: Continue reading
Internal Recruitment
The internal recruitment is popular among organizations as well among employees. It benefits both employer as well as employees. Typically, companies post job positions on their intranet portal, establishing direct communication between hiring manager and candidate looking for change in job position. Internal recruitment (also known as internal transfer) offers many advantages to both employee as well as employer with some disadvantages. For employer, internal recruitment offers direct savings over cost of external recruitment. It also saves time, efforts and resources needed to do search for external candidate. Internal sources of recruitment facilitates direct communication happens between hiring manager and candidate on open position and avoids other formalities involved otherwise. Since internal recruits are familiar with overall operations of organization it benefits for hiring manager to minimize learning curve and hence increase in productivity. Some organizations offer specialize training courses to enhance skills so that internal human resources can be internally Continue reading
Kirkpatrick’s Training Evaluation Model
Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin, first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors. The articles were subsequently included in Kirkpatrick’s book Evaluating Training Programs. He was president of the American Society for Training and Development (ASTD) in 1975. Donald Kirkpatrick’s 1994 book, Evaluating Training Programs, defined his originally published ideas of 1959, thereby further increasing awareness of them, so that his theory has now become arguably the most widely used and popular model for the evaluation of training and learning. Kirkpatrick’s training evaluation model is now considered an industry standard across the HR and training communities. Four Levels of Kirkpatrick’s Training Evaluation Model The basic structure of Kirkpatrick’s training evaluation model focuses on four levels namely, “Reaction, Learning, Behavior and Results”. Reaction, or the extent to which learners were satisfied with the programme; Learning, or Continue reading