Managing and Motivating People

My Self Driving Cars

door Saif Awad

My Stratagies For Highschool success

door cheyenne field

CXM Coca-Cola vs Pepsi

door ANDREA SOLANA

RISK MANAGEMENT

door Mindomo Team

Managing and Motivating People

Human Resource Management in a Business Context

Labour Relations

Steps in a Grievance process: 1. Oral presentation. 2, Grievance in writing. 3. Higher-level grievance meeting. 4. Arbitration.

In SA,his federation has at least 21 affiliated functioning unions under it with an estimated membership of not less than 1.8 million

A labour union represents workiers in dealing with management over disputes involving wages, hours and working conditions.

HRM Process Activities

Analysis, study of the tasks required to do a job well. Planning, having the right number of trained people. Recruitement, the internal labor market vs the external labor Selection, which applicants meets the requirements. Training and development, learn skills to increase job performance. Actual performance vs expected performace is appraised. Pay structure and internal influences and pay level and external influences affect and employees pay.

HR sequeced activities: Job analysis and design> Human resource planning and forecasting> Employee recruitment > Employee selection > Training and development > Performance planning and evaluation > Compensation and benefits

HR Management = hiring, developing, motivating and evalutating employees to achieve organizational goals.

The HRM function

HR and managers determine: Philosophies, policies, programmes and decisions

Activities include: HR planning, Performance Management, Reward and compensation, Recruitment and selection; and Onboarding and training

Ensure employee satisfaction, which ensures customer satisfaction

Importance of Managers Understanding Human behaviour

Managers need to effectively manage and motivate people.

Well managed people are more productive.

People determine the success and failure of a business.

Roles of HR Manager and Line Manager

Pros and Cons of Devolution

Con: Role confusion can be counterproductive

Pro: Managers manage conflict and HR can focus on HRM Strategy

Pro: Managers can make decisions to thet the results they desire.

Devolution of HR

Developing leaders: Think like an owner approach

Role of Managers: define leadership, manage and evaluatte people. Employees:solve problems directly with managers

Process of transferring HRM responsibilitites to managers

HR and Managers Collaborate

Competiencies to look out for: top performance, success, education, significant accomplishments, desire to advance

Performance and Motivation: Total rewards Stategy Compensation, benefits, Work-life effectiveness, recognition, performance management, talent development

HR Compliance: an emloyee handbook or poster can mitigate compliance risk.

HR Planning and Implementation

Identify HR issues by SWOT analysis, Prioritize issues and actions. Create HRM Plan.

Strategic analysis by understanding: company mission and values. HRM department mission and values. the challenges facing the department

Ulrich Model: 1. Make it applicable. 2. Be a strategic partner. 3. Involve people. 4. how can technology be used.

HR VS Organizational Strategy

6 Steps in creating an HR trategic Plan: Determine the HR needs. Recruitment strategy. Select the right person. Improve employee skills. Determine compensation. Appraise performance.

Know your business. Look at the big picture. Make data-driven decisions. Assess business readiness and prioritiza investment.

HR Partner, drives HR agenda that also supports the organizational goals.

How to Motivate Members of Staff

Measure employee engagement

Job resources: Automy, Performance Feedback, Social support, supervisory coaching

Job demands: Mental, emotional, physical Job responsibilities: Support, autonomy, feedbac

Job demands Resource model: predicts worker engagement if job and personal resources are optimised to produce a motivational process

Employee motivation and Engagement

Five part plan: Hire motivated people. define engagement. remove demotivators. add motivators. rewards

Motivation goal: Initiate actio, focus on autonomy, work has meaning, compemsation

Engagement goal: Learing and knowledge, team focus, emotional connection to work, fulfillment

Theories of motivation

Transformational leaders spark feelings of trust and loyalty

Personalized Motivation: Maslows Hierarchy of needs: physiological/bodily, safety, love/belonging, self-esteem, and self-actualization

Create satisfaction: Motivation-Hygience Theory: remove elements of job dissatifaction

Employment Motivation

Benefits of motivation: organizaion reputation, reduce absenteeism, increase profit

Intrinsic motivation: enjoyment, purose within the task itself Extrinsic Motivation: Outcome (promotion, pay raise) as a result

Motivated people: highly adaptive, receptive to change, positive attitude at work, achieve goals

Motivation to achieve organization objectives

Needs theories: individual behaviour as motivated by needs. Process theories: mechanics of motiation and how one can be influenced

Motivation driven by: Internal or external factors. Mental,social and emotional influences

Managers can be successfull motivators: understand individual needs, celebrate uniqueness, how to influnce people, fulfill needs of individuals

Personal development

My experince on this course

Strength, able to apply what I was engaging in theory personally but also in a critical manner and a SA and current context. This I enjoyed the most!

An introduction to HR which is a new field completely, reffered to others resources to understand in simpler terms

time management was crucial

Employee wellbeing

An initiative I would introduce is Company Lunch dates to prmote social connectedness while WFH.

My organization has a responsibility to ensure my safety as do I in my personal capacity

Directly linked to my personal wellbeing and the well being of my family

Am I motivated or Engaged

There is a need for growth within my organization

I am both motivated and engaged.

Mindset towards work, family physiological and safety needs to be met

Purpose of work

I am in the middel of the four functions of work. Economically, socially, social status and identity

How managers kept employees engaged during the pandemic was a challenge

In SA there is a challenge of working with individuals from diverse backgrounds with different work motivators.

The role of HR in my life

My initial thoughts, HR "happy employees = satisfied customers"

Current HRM Style, HR department, plocies and strategy

Start up HRM style, direct communication

Employment Wellness

EAP and engagement

Healthy decisions: gym access or healthy meals vouchers

Optimizing mental health: Psycosocial support access to mental health practitioners

Getting Healthy: wellness coaching, on site vaccination

Improving an EAP

Inclusion of wellness needs as not all employees sit on the same level of Maslows hierarchy of needs

communication between manager and employee is key as the manager will not always be expert

Consider specific needs of the demographic of your organization

Prevention Pyramid

Wellness: Wellness leave days

Ergonomics: prevent long term illnesses: stress and anxiety monitoring

Workplace safety: physical protocols e.g. covid procedures

When an EAP is not working

To gain manager's buy-in: Culture, Leaders, Managers

Managers role: ensure that employees are aware of EAPs , to encourage participation and to create accountability for results of the EAP.

Gallup-Healthways Well-Being 5: Purpose, Social, Financial, Community, Physical

Wellness as a strategic business initiative

Subtopic

WSubtopic

6 Crucial Factors: Objectives, Approach, Analysis, Buy-in, measurement, Implementation

Creating a Motivating Work Environment

Effects of Job designs

Do not fix the worker but change the design: train managers, involve experts, avoid self-perpetuatin cyles

Benefits: sense of purpose, lower job stress

Negetive: lack of engagement, burnout, dissatifaction

Ethical Practices in Job Design

Preselection beats training

Hire appropiate people then no need to motivate them

Planning allows the employee to manange expectations

Job design

Thinking of future will save work and money spent later on

Dont attract employees, they need to come natuarlly to you

Interview people who are currently in the position

Job characterstics Model

Job's motivating potential averge score x autonomy score x feedback score

Core Job Characteristics: skill variety, task identity, significance, autonomy, feedback Psychological states: meaningfulness, responsibility, knowledge of results Outcomes: motivation, performance, satisfactin, absenteeism, turnover

Managing and Motivating People

One of the key initiatives proposed to improve employee engagement and social connectedness, especially in a work-from-home environment, is the introduction of Company Lunch dates. The organization has a dual responsibility alongside individuals to ensure safety and wellbeing.

My Self Driving Cars

My Stratagies For Highschool success

CXM Coca-Cola vs Pepsi

RISK MANAGEMENT

Managing and Motivating People

Human Resource Management in a Business Context

Labour Relations

Steps in a Grievance process: 1. Oral presentation. 2, Grievance in writing. 3. Higher-level grievance meeting. 4. Arbitration.

In SA,his federation has at least 21 affiliated functioning unions under it with an estimated membership of not less than 1.8 million

A labour union represents workiers in dealing with management over disputes involving wages, hours and working conditions.

HRM Process Activities

HR sequeced activities: Job analysis and design> Human resource planning and forecasting> Employee recruitment > Employee selection > Training and development > Performance planning and evaluation > Compensation and benefits

HR Management = hiring, developing, motivating and evalutating employees to achieve organizational goals.

The HRM function

HR and managers determine: Philosophies, policies, programmes and decisions

Activities include: HR planning, Performance Management, Reward and compensation, Recruitment and selection; and Onboarding and training

Ensure employee satisfaction, which ensures customer satisfaction

Importance of Managers Understanding Human behaviour

Managers need to effectively manage and motivate people.

Well managed people are more productive.

People determine the success and failure of a business.

Roles of HR Manager and Line Manager

Pros and Cons of Devolution

Con: Role confusion can be counterproductive

Pro: Managers manage conflict and HR can focus on HRM Strategy

Pro: Managers can make decisions to thet the results they desire.

Devolution of HR

Developing leaders: Think like an owner approach

Role of Managers: define leadership, manage and evaluatte people. Employees:solve problems directly with managers

Process of transferring HRM responsibilitites to managers

HR and Managers Collaborate

Competiencies to look out for: top performance, success, education, significant accomplishments, desire to advance

Performance and Motivation: Total rewards Stategy Compensation, benefits, Work-life effectiveness, recognition, performance management, talent development

HR Compliance: an emloyee handbook or poster can mitigate compliance risk.

HR Planning and Implementation

Identify HR issues by SWOT analysis, Prioritize issues and actions. Create HRM Plan.

Strategic analysis by understanding: company mission and values. HRM department mission and values. the challenges facing the department

Ulrich Model: 1. Make it applicable. 2. Be a strategic partner. 3. Involve people. 4. how can technology be used.

HR VS Organizational Strategy

6 Steps in creating an HR trategic Plan: Determine the HR needs. Recruitment strategy. Select the right person. Improve employee skills. Determine compensation. Appraise performance.

Know your business. Look at the big picture. Make data-driven decisions. Assess business readiness and prioritiza investment.

HR Partner, drives HR agenda that also supports the organizational goals.

How to Motivate Members of Staff

Measure employee engagement

Job resources: Automy, Performance Feedback, Social support, supervisory coaching

Job demands: Mental, emotional, physical Job responsibilities: Support, autonomy, feedbac

Job demands Resource model: predicts worker engagement if job and personal resources are optimised to produce a motivational process

Employee motivation and Engagement

Five part plan: Hire motivated people. define engagement. remove demotivators. add motivators. rewards

Motivation goal: Initiate actio, focus on autonomy, work has meaning, compemsation

Engagement goal: Learing and knowledge, team focus, emotional connection to work, fulfillment

Theories of motivation

Transformational leaders spark feelings of trust and loyalty

Personalized Motivation: Maslows Hierarchy of needs: physiological/bodily, safety, love/belonging, self-esteem, and self-actualization

Create satisfaction: Motivation-Hygience Theory: remove elements of job dissatifaction

Employment Motivation

Benefits of motivation: organizaion reputation, reduce absenteeism, increase profit

Intrinsic motivation: enjoyment, purose within the task itself Extrinsic Motivation: Outcome (promotion, pay raise) as a result

Motivated people: highly adaptive, receptive to change, positive attitude at work, achieve goals

Motivation to achieve organization objectives

Needs theories: individual behaviour as motivated by needs. Process theories: mechanics of motiation and how one can be influenced

Motivation driven by: Internal or external factors. Mental,social and emotional influences

Managers can be successfull motivators: understand individual needs, celebrate uniqueness, how to influnce people, fulfill needs of individuals

Personal development

My experince on this course

Strength, able to apply what I was engaging in theory personally but also in a critical manner and a SA and current context. This I enjoyed the most!

An introduction to HR which is a new field completely, reffered to others resources to understand in simpler terms

time management was crucial

Employee wellbeing

An initiative I would introduce is Company Lunch dates to prmote social connectedness while WFH.

My organization has a responsibility to ensure my safety as do I in my personal capacity

Directly linked to my personal wellbeing and the well being of my family

Am I motivated or Engaged

There is a need for growth within my organization

I am both motivated and engaged.

Mindset towards work, family physiological and safety needs to be met

Purpose of work

I am in the middel of the four functions of work. Economically, socially, social status and identity