Managing Human Resources Back to Table of Contents

Managing Human Resources Managing Human Resources

Back to Table of Contents


2

Chapter 18

Managing Human Managing Human ResourcesResources

Developing and Keeping Developing and Keeping Human ResourcesHuman Resources

Motivating EmployeesMotivating Employees

18.1

18.2


3

Identify the components of human resource management.

Section 18.1 Developing and Keeping Human Resources

18.1


4

People are the most important resource of a small business.

Employees have a big effect on a company’s performance.


18.1


5

human resources

human resource management

labor union

educational activities


18.1

developmental activities

cost effective

employee complaint procedure

Pregnancy Discrimination Act


6

Human Resource Management

The human resources of a company represent one of its largest investments.

human resources the people employed in a business, commonly referred to as personnel



7


The primary goals of human resource management are to facilitate performance and improve productivity.

human resource management the part of business concerned with recruiting and managing employees



Section 18.1 Developing and Keeping Human Resources 8

Components of Human Resource Management

Recruiting

Managing

Overseeing

Overseeing

Resolving

Ensuring

Handling

Recruiting and screening employees

Managing union dealings

Overseeing employee training and development

Overseeing pay and benefits

Resolving day-to-day problems

Ensuring equal opportunity

Handling employee termination


9

Recruiting and Screening Employees

You can find new employees by:


recruiting from within

recruiting from competitors

recruiting with ads, job boards, employment agencies, and word of mouth


10

Managing Dealings with Unions

Labor unions strengthen workers’ ability to bargain for wages, benefits, working conditions, and other concerns.

labor unions organizations that represent workers in their dealings with employers



11

Overseeing Training and Development

Businesses should include educational activities and developmental activities to employee training.

educational activities actions, such as a human relations workshop, that prepare employees for advancing in the organization


developmental activities actions, such as an industry conference, that prepare managers to lead the company into the future


12


After your training program is up and running, you should evaluate it to see how cost effective it is and whether the program’s objectives were achieved.

cost effective economically worthwhile in terms of what is achieved for the amount of money spent



13

Training and

Development Techniques

On-the-job training

Vestibule training

Classroom teaching

Coaching Mentoring

Job rotation

Conferences and seminars



14

Resolving Day-to-Day Problems

Employee conflicts can be resolved in an objective manner when an employee complaint procedure is in place.

employee complaint procedure a formal procedure for handling employee complaints, usually in writing and distributed to employees



15

Ensuring Equal Opportunity

As an employer and manager, you must ensure that employees are not discriminated against.

One law you should know about is the Pregnancy Discrimination Act.

Pregnancy Discrimination Act a federal law that requires that employers treat their pregnant employees like all other employees when determining benefits



16

Handling Problem Employees and Termination

Sometimes employees do not work out, or they perform below expectations.

In those instances, you may have to resort to professional counseling or assistance, disciplinary action, or termination.



17

1. Identify the components of human resource management.


Human resource management includes recruiting and screening employees, managing dealings with unions, overseeing employee training and development, overseeing pay and benefits, resolving day-to-day problems, ensuring equal opportunity, and handling employee terminations.

18.1


18

Explain how managers influence motivation.

Explain ways to maximize employee performance

Explain the importance of delegation

Explain how to assess motivational techniques used to increase performance levels.

Section 18.2 Motivating Employees

18.2


19

One of an entrepreneur’s tasks is to motivate employees.

Employees who are motivated produce more and better work.


18.2


20

Theory X

Theory Y

hygiene factors

motivating factors

job enlargement

job enrichment


18.2

telecommuting

family leave

flextime

management-by-objectives

work team

performance evaluation


21

How Managers Influence Motivation

Communication is a key factor in employee motivation.

How employees are regarded and treated also affects their motivation.



22

Assumptions Managers Make

In The Human Side of Enterprise, Douglas McGregor identifies two sets of assumptions managers make about employees: Theory X and Theory Y.

Theory X an assumption that states the belief that employees are basically lazy and need constant supervision


Theory Y an assumption that states the belief that employees are motivated to work and thrive in a culture that supports motivation


23

Hygiene Factors Versus Motivating Factors

According to research, two types of factors motivate workers: hygiene factors and motivating factors.

hygiene factors factors that do not improve a situation, but keep situations from getting worse


motivating factors factors that motivate employees, such as achievement, recognition, responsibility, advancement, growth, and the reward from doing the work itself


24

Maximizing Employee Performance

To improve employee motivation:


Provide meaningful work.

Allow scheduling flexibility.

Involve employees in decision making.

Give recognition.

Provide performance evaluations.

Reward performance.


25

Provide Meaningful Work

You can redesign your employees’ jobs through job enlargement and job enrichment.

job enlargement the act of increasing the tasks, responsibilities, and scope of a job


job enrichment the act of making a job more rewarding and less monotonous for the worker by adding elements at a different or higher skill level


26

Allow Scheduling Flexibility

Flexible schedule techniques include:


telecommuting

family leave

flextime


27


Telecommuting for employees has been made possible because of computers, communications technology, and overnight delivery services.

telecommuting the act of performing some or all of a job away from the business



28


Large companies must offer family leave under federal law.

family leave a policy that allows employees to take time off work to attend to significant personal events, such a births, deaths, and family illness, without fear of job loss



29


Businesses that offer flextime allow employees to adjust their work schedules to suit their personal needs.

flextime a policy that allows employees to choose the work hours and days that are most effective for their personal lives



30

Involve Employees in Decision Making

One way to involve employees in the decision-making process is management-by-objectives.

management-by-objectives a management technique that involves employees in setting their own objectives and gauging their own progress



31

Involve Employees in Decision Making

Forming a work team in your business is another means of involving employees in decision making.

work team a group of employees assigned a task without direct supervision and with responsibility for their results



32

Provide Performance Evaluations

A performance evaluation can be motivational when suggestions for improvement present the employee with something to strive for, a measure of future accomplishment.

performance evaluation the process of judging how well an employee has performed the duties and responsibilities associated with a job, usually for the purpose of contract renewal or promotion



33

Delegating Responsibility

When you delegate responsibility, you give an employee the authority to and responsibility for carrying out some of your work.

Delegating responsibility gives you more time to work on other things and also motives the employee.



34

Evaluating Employee Motivational Techniques

Motivational techniques that require a large commitment of time and resources should be asked to determine if they are:


working as a motivator

in need of revision

worth the cost

able to be done a better way


35

1. Explain how managers influence motivation.


Managers influence motivation by communicating with their employees. Managers must communicate goals and objectives if they expect employees to meet them. Managers also influence employee motivation by the way they treat their employees.

18.2


36

2. Explain ways to maximize employee performance.


Ways to maximize employee performance include providing meaningful work, allowing scheduling flexibility, involving employees in decision making, giving recognition, providing performance evaluations, and rewarding performance.

18.2


37

3. Explain the importance of delegation.


Delegation allows an owner to work on other things, it motivates the employee, it shows confidence in the employee, and it prepares the employee for more responsibilities.

18.2


38

4. Explain how to assess motivational techniques used to increase performance

levels.


Motivational techniques that require a large commitment of time and resources, such as awards banquets, should be formally assessed to determine whether they are working as motivators, whether they need revision, whether they are worth the cost, and whether they can be done a better way.

18.2


39Section 18.2 Motivating Employees 39

When someone does an Internet search, they will receive hundreds of pages and links to other sites.

Since most viewers give their primary attention to the first few Web pages, businesses try to have theirs on top.

Positioning a Web Site



Tech Termscrawler

a program used to compile into a search engine information about Web sites

keyword

a word or phrase you type to begin an online search

meta tags

information coded within the HTML programming of a Web page



Tech Termspay-per-click

a search engine payment model in which companies only pay for clicks to the destination site through the search engine site based on a prearranged rate

pay-per-performance

a search engine payment model in which companies pay a fee to be listed at the top of the search results page



Tech Termsposition

the place a search engine result falls on the results list in a Web search

search engine

an online software application that creates indexes of Internet sites based on the titles of files, keywords, or the full text of files


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