HR Management

IPW Metropolia Business School 2014Andrea Rijkeboer-van Gemert MSc

Wednesday, 14-05-2014

Today

What is Human Resource Management?

Examples of HR instruments, integrated

with motivation theories and ethical

issues you come across.

Assignments and discussion

Agree?

Wages = productivity

Bonus = higher productivity

What is Human Resource management?

Human Resources: people who work in an organization

(personnel).

Human Resources strategy: A firm’s deliberate use of human resources to

help it gain or maintain an edge against its competitors in the

marketplace. The grand plan or general approach an organization adopts to ensure that it effectively uses its people to accomplish its

mission.

People are seen as human capital,a valuable and

irreplacable resource in which you should

invest.

Effective HRMEmployee

development/ performance

appraisalsRecruitment &

selection

Compensation

Employee rights/safety and health

Employee seperations/

outplacement/lay offs

Recruitment process

1. What does the job you are hiring for look like and what are the requirements (skills, knowledge, abilities)? Job description

2. Who are you looking for and how can you find people matching the requirements? (internet, social media, newspapers, staff advertising)

3. The selection process: letter and resume, job interview, role play, assessment centers, etc.

4. Was the process effective and efficient?

Performance management

Performance appraisal

Steps that need to be taken:1. Translate company goals into individual and team goals 2. Make agreement on goals 3. Make an action plan4. Give feedback and coaching and follow up on results 5. Appraise results 6. Adjust wage accordingly

Herzberg’s Two-Factor Theory

• Quality of supervision

• Pay• Company policies• Physical working

conditions• Relationships• Job security

Hyg

iene

Fac

tors

Dissatisfied

Not Dissatisfied

• Promotional opportunities

• Opportunities for personal growth

• Recognition• Responsibility• Achievement

Motivation Factors

Satisfied

Not Satisfied

Pay for

performance

Job pay

Variable pay/bonus

Attract new employees

Costs and benefits

Compensation

Motivate

Ethics?

Recognition

Equity Theory

• Employees weigh what they put into a job situation (input) against what they get from it (outcome).

• They compare their input-outcome ratio with the input-outcome ratio of relevant others.

Your OutputYour Input

My OutputMy Input

Equity Theory and Reactions to Inequitable Pay

Employees are:Paid by:

Piece Time

Over-RewardedWill produce fewer, but higher-quality

unitsWill produce more

Under-RewardedProduce large number of low

quality units

Produce less output or output of

poorer quality

Employee reactions in comparison to equitably-paid employees

Equity Theory: Forms of Justice

McClelland's Theory of Needs

• Need for Achievement (nAch) The drive to excel

• Need for Power (nPow) The need to make others behave in a way they would not have behaved otherwise

• Need for Affiliation (nAff) The desire for friendly and close interpersonal relationships

Victor Vroom’s Expectancy Theory

Three key relationships:1. Effort-Performance: perceived probability that exerting

effort leads to successful performance2. Performance-Reward: the belief that successful

performance leads to desired outcome3. Rewards-Personal Goals: the attractiveness of

organizational outcome (reward) to the individual

Effects of ethical HR practices

Higher org. commitment Diminish whistle-blowing (solve problem on the

inside) higher organizational citizenship behaviour

(altruism, extra conscientiousness, and commitment in performing tasks, or other efforts to attend to the organization’s welfare in ways not specified by one’s organizational role).

Weaver, G.R. & Treviño, L.K. (2001). The role of human resources in ethics/compliance management. A fairness perspective. Human Resource Management Review, 11, 113-134.

Recruitment assignmentHave a look at these steps: You are about to hire a manager for a large governmental organization.

Lately, a journist, stated that there is corruption going on in this organization. A manager has just been fired because of this. You are about to hire a new one replacing the old. What kind of person are you looking for?

When new staff is hired, in the Netherlands we have a code of conduct for recruitment and selection. Have a look at this code of conduct. http://www.nvp-plaza.nl/documents/doc/sollicitatiecode/nvp-recruitment-code.pdf

How are you going to select the right person? What kind of ethical issues do you come across in this recruitment

process?