Categorias: Todos - diversity - engagement - wellbeing - safety

por Nadia Janssen 2 anos atrás

116

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.

Managing and Motivating People

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
The model is used to design jobs which increase motivation
Designing a Motivating Workplace
Make progress on significant work:Work provides value to others
Respect and invest in employees: invest in growth and work alongside employees
Challenging and interesting work: know how to design jobs that stimulate