Human Resources

Management
The way to max performance
Human resources
management
 Part of organization responsible for the
people dimension


 output
Productivity =
 input
 Input : people, capital, row material…etc
 HR is important, but not an end in itself
HR job description
Motivation
 Activation or energization of goal oriented
behavior


 intrinsic vs extrinsic
Extrinsic

The idea is ….

What
motivates
you?
Motivation theories
 Hierarchy of Needs
 Theory X – Theory Y
 Motivation – Hygiene
 Achievement, Affiliation, and Power Motives
 Expectancy Theory
Maslow’s hierarchy of
Needs
Theory X – Theory Y
Motivation – Hygiene-
Herzberg
Performance

Hygiene
Motivation
Motivation – Hygiene

Motivation Hygiene
Achievement Company policy
Recognition Supervision
Work itself Relationship with boss
Responsibility Work conditions
Advancement Salary
Growth Relationship with peers
Achievement, Affiliation, and
Power Motives - McClelland
Expectancy Theory-Vroom
Expectancy Theory
 Expectancy

 Instrumentality

 Valence
Motivation is harmful !!
Beware !!
 Don’t build a habit

 Motivation kills innovation
Recruitment

 Goals.
 Factors.
◦ Organizational size.
◦ Employment conditions in the area.

Recruitment sources


 External.
 Internal.

 Selection

 Criteria.
 Types of interviewing.
 Interviewers.

Criteria

 Who??
 What??
Types of interviewing
 Screening
◦ Why?
◦ IQ TEST.
◦ English Test.
 Directive
◦ Sheets.
 Group
◦ Communication skills.
 Tag-Team
◦ Multi-interviewers.
 Stress.
 Technical.
 Behavioral.
 Meal time
 Informational.
 Follow up(Multi-stages).



Interviewers
Buddy
Shotgun
Inquisitor
Absentee
Beware !!

 Review.
 Listen.
 Ask open ended questions.
 Avoid topics.





Interview

 Interviewer.
 Interviewee.

Performance appraisal
 What’s performance ??


 Why performance appraisal ??

◦ Identify problems and correct them
◦ Feedback
◦ Evaluate the success of recruitment, training
and orientation
◦
◦
◦

Performance appraisal
errors
 The halo effect
 Central tendency
 Leniency and strictness
 Cross cultural
 Personal prejudice
 Recency effect
Appraisal methods
 360 degree feedback
 Rating scales
 Behaviorally anchored
 MBO
 Essay
Multi-rater (360° feedback)
Rating scales
 Easy and
 inexpensive


 Not specified
◦
Behaviorally anchored rating
scales







 Hard to develop
Management by objectives
(MBO)
 Objectives should be SMART
◦ S : specific
◦ M : measurable
◦ A : achievable
◦ R : Realistic
◦ T : Time bounded


 Objectives should be challengeable


Poor Better
To maximize production To increase production by 10
To reduce absenteeism percent within
To average the next
no more 3 months
than three
To waste less row material absent
To wastedays
noper employee
more per
than 2 percent
To improve the quality of year
of raw
To material
produce no more than 2
production rejects per 100 units of
production
Essay Appraisal
 Advantages
◦ Open ended
◦ Easier


 Disadvantages
◦ Time consuming
◦ Writing skills
◦

Feedback types
 Positive

 Negative

 Destructive

 Constructive
Constructive feedback
 Start with the positives
 Provide balanced feedback
 Criticize the performance, not the
performer
 Provide feedback on behaviors that can be
changed
 Be specific
 Suggest alternatives
 Leave him / her with a choice
Training and Development

 Benefits.
 Orientation.
 Skills training.
Benefits
 Increase value of employees.
 Provide an alternative to recruitment.
 Create potential future leaders.

Orientation

 Company history and overview of current

structure.
 Rewards.
 Health and safety issues.
 Benefits.

Skills
 training


 Why??
Training implementation
 Training for current gap in skills
 Training sources
 Align training with goals.
 Conduct training with work hours.
 Suitable facilities.
 Feedback.
Thanks for listening
IDT institute, Building minds