Description
Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex.
HUMAN RESOURCE ON MOTIVATION
CERTIFICATE
ACKNOWLEDGEMENT
CONTENTS
1. Introduction 2. Features 3. Academic theory 4. Business practice 5. Careers and education 6. Functions
7. Everything You Need to Know About Employing People 8. Develop and Manage a Human Resources Department 9. How to Recruit and Hire a Superior Workforce 10. Job Interviews
11. From Job Interview Completion to Employee Start Date
12. HR Management FAQs / Basics 13. Organization Development / Change Management / Culture
14. Job Descriptions
15. Salary and Benefits 16. Employee Development, Training, and Ice Breakers 17. Strategic Planning and Management 18. When Employment Ends: Layoffs, Job Termination, Firing, Resignations
19. Employee motivation 20. Organizational Culture
21. John Power
22. Conclusion
INTRODUCTION
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. Features Its features include:
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Organizational management Personnel administration Manpower management Industrial management
But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even employee and industrial relations are confusingly listed as synonyms although these normally refer to the relationship between management and workers and the behavior of workers in companies.
The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being: “a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled"
".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"
Academic theory The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989). The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial, Legal/Paralegal Studies and organizational psychology, industrial relations, sociology, and critical theories:
postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management. One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function Strategic business partner Change management Employee champion Administration However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.
Business practice Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.
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Workforce planning Recruitment Induction and Orientation Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management Payroll Employee benefits administration Personnel cost planning Performance appraisal
Careers and education
Cornell University's School of Industrial and Labor Relations was the world's first school for college-level study in HRM The sort of careers available in HRM is varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EEO (Equal Employment Opportunity) specialists or college recruiters. Training and development specialist is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators. Several universities offer programs of study pertaining to HRM and broader fields. Cornell University created the world's first school for college-level study in HRM (ILR School). University of Illinois at Urbana-Champaign also now has a school dedicated to the study of HRM, while several business schools also house a center or department dedicated to such studies; e.g., Michigan State University, Ohio State University, and Purdue University.
Professional organizations Professional organizations in HRM include the Society for Human Resource Management, the Australian Human Resources Institute (AHRI), the Chartered Institute of Personnel and Development (CIPD), the International Public Management Association for HR (IPMA-HR), Management Association of Nepal (MAN) and the International Personnel Management Association of Canada (IPMA-Canada), Human Capital Institute (HCI) FUNCTIONS The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford partor full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?" The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Everything You Need to Know About Employing People
Employing people starts with the recognition that you need an employee and ends when the employee leaves your organization. Find information here on everything from recruiting, hiring, and orienting to training, policies, salary and benefits, performance management and improvement, and organization communication and culture. Find all of the basics about Human Resources.
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Develop and Manage a Human Resources Department How to Recruit and Hire a Superior Workforce Job Interviews From Job Interview Completion to Employee Start Date HR Management FAQs / Basics Organization Development / Change Management / Culture Organizational Communication Job Descriptions Policies, Samples, Checklists, and Forms Salary and Benefits Employee Development, Training, and Ice Breakers Employee Retention Employee Health, Safety, and Wellness Rewards and Recognition
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Strategic Planning and Management Progressive Disciplinary Action When Employment Ends: Layoffs, Job Termination, Firing, Resignations
Develop and Manage a Human Resources Department
The Human Resources function is served in an organization long before an HR department is formed. Because paying employees starts out in accounting, usually an accounting and payroll clerk gets the nod. Recruiting, hiring, training, and all of the other HR functions are performed hit or miss with just about everyone in the organization doing a part of the role. But, as the organization grows, so, too, does the need for professional HR staff. Want to know more about Human Resources, the HR department, the HR function and more? You've stopped by the right door.
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What is Human Resources? Human Resources and Management OneStop Center What Is Human Resource Management? Business, Management, and Human Resources Glossary Frequently Asked Questions (FAQ) What Is the Human Resources Department? The New Role of the Human Resource Professional HR as Product: Be the Brand of Choice How to Get a Seat at the Executive Table: Ten Tips Grow Your Strategic Consulting Skills Top 10 Human Resources Books for Human Resources Staff
How to Recruit and Hire a Superior Workforce When recruiting, selecting, staffing and hiring, pick the smartest person you can find. Retention of your best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. Recruiting, testing, selection and staffing are the focus of these resources, from the determination of the need to fill a position until the onsite job interview.
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Free Email Class: Recruit and Hire the Best How to Recruit and Hire the Best: A Checklist for Success Plan Your Recruiting to Ensure Successful Candidate Selection Eight Hiring Mistakes Employers Make: From Application to Interview Want a Superior Workforce?
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Recruiting Stars: Top Ten Ideas for Recruiting Great Candidates Top Ten Recruiting Tips Use the Web for Recruiting: Recruit Online Use Behavioral Interviewing to Select the Best Use Your Team for Recruitment: A Retention Strategy Working With Recruiters: What Is a Recruiter ... Really? Ten Deadly Mistakes Job Searchers Make: Why They Should Matter to Employers Internal Job Application for Career Opportunities Gone in Thirty Seconds: How to Review a Resume Why This Resume Rocks Why Resume Cover Letters Should Matter to Employers My Favorite Resume Cover Letter Initial Candidate Screen: Telephone Interview
Job Interviews How to conduct a safe, legal interview that also enables you to select the best candidate for your open positions is important. The interview is one of the significant factors in hiring. Perhaps the traditional interview is accorded too much power in selection. Learn more interviewing tips and interviewing techniques to make your interviews a powerful tool and process to evaluate candidates.
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Initial Candidate Screen: Telephone Interview Job Interview Tips: How to Interview Potential Employees Interviewing Styles: Tips for Interview Approaches Best Practices in Interviewing Why "Blink" Matters: The Power of First Impressions Believe What You See: How to Use Nonverbal Communication in Hiring Use Behavioral Interviewing to Select the Best Ask Right to Hire Right: Effective Interview Questions Sample Job Interview Questions Motivation Job Interview Questions Teams and Team Work Job Interview Questions Leadership Job Interview Questions Interpersonal Skills Job Interview Questions Management and Supervisory Skill Job Interview Questions Communication Job Interview Questions Job Interview Match Dance What Turns You Off the Fastest? Second Interview Tip Job Candidate Evaluation Form
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Review Candidate Thank You Letters
From Job Interview Completion to Employee Start Date
Upon completion of job interviews, the selection process for employees ensures a successful employee - done well. Treating candidates with respect and using systematic methods to ensure you are selecting the most qualified candidate are important. Negotiating an appropriate salary and making a job offer that helps the potential employee and the candidates you didn't select feel valued is critical. All of the interaction following the interviews lays the foundation for your relationship with your new employee. Your interaction with the candidates not selected lays the groundwork for your reputation as an employer.
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Job Candidate Evaluation Form Review Candidate Thank You Letters Hiring Employees: A Checklist for Success in Hiring Employees Candidate Rejection - Candidate Rejection Letter Sample Background Checking Who Owns Reference Checking? Reference Checking Format Tips for Determining a Motivating Salary Job Offer Letter Samples Tips for a Successful Salary Negotiation Use a Point Person for Salary Negotiations
HR Management FAQs / Basics Human Resources Management presents special challenges for the Human Resources leader in organizations. Effective Human Resources Management requires special HR tools, special approaches to management, and access to professional Human Resources associations, education, and publications. Find out what people do who work in Human Resources. Learn more about all aspects of management specific to Human Resources management.
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Frequently Asked Questions (FAQ) About Human Resources Human Resources OneStop Center What Does a Human Resources Manager, Generalist, or Director Do? Business, Management, and Human Resources Glossary Sample Human Resources Director Job Description
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Sample Human Resources Generalist Job Description Sample Human Resources Assistant Job Description The New Roles of the Human Resources Professional Why HR Should Report to the CEO How to Get a Seat at the Executive Table: Ten Tips Reinventing HR from the Classroom to the Boardroom Grow Your Strategic Human Resources Consulting Skills
Organization Development / Change Management / Culture You can consciously shape the culture of your organization if you understand what culture is, how to assess your current culture, how to establish the culture you need for your organization's success, and how to implement and manage the changes necessary to create the desired culture. Other aspects of organization development are highlighted.
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Culture: Your Environment for People at Work How to Understand Your Current Culture How to Change Your Culture: Organizational Culture Change Trust Rules: The Most Important Secret How to Demonstrate Respect at Work Build a Value-based Organization How to Make Values Live in Your Organization How to Implement Strategic Planning: Vision Statement, Mission Statement, Values Change Management Wisdom Change, Change, Change: Change Management Lessons From the Field Executive Support and Leadership in Change Management Communication in Change Management Change Management Lessons About Employee Involvement Planning and Analysis in Change Management Build Support for Effective Change Management Change Management Tips
Organizational Communication Effective communication does more than keep employees informed. Effective communication helps employees understand the over-riding mission and vision of your organization. It provides the unifying glue that helps employees feel as if they are part of something bigger than themselves and their job. Effective communication forms the basis for the interpersonal relationships that work to serve the needs of the employees, the customers, and the organization. Can it get any better than that?
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How to Make Your Messages Memorable Communication in Change Management Organizational Change Communication Musts Why Blogging Matters to Business Three Tips for Business Blogs Sample Human Resources Letters Effective Meetings Produce Results: Twelve Tips for Meetings Spice Up Your Company Meeting: Ten Tips for Meeting Planning Ten Characters You'll Meet at a Business Meeting Internet and Email Policy Electronic Surveillance of Employees The Human Resources Management System Solution Communication Job Interview Questions Conduct a Simple Training Needs Assessment
Job Descriptions
Job descriptions can provide guidance about what is expected from an employee who is working in a particular role within your company. Job descriptions can also serve as a limiting factor when your expectation of employees is that they do whatever is necessary to serve the customer, develop and sell great products, and contribute to a convivial work environment that supports the accomplishment of your organization's goals. So, job descriptions are good and bad. Use job descriptions for clarity, not limiting.
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Job Description Job Descriptions: Why Effective Job Descriptions Make Good Business Sense Job Analysis How to Develop a Job Description Sample Human Resources Director Job Description Sample Human Resources Generalist Job Description Sample Human Resources Assistant Job Description
Policies, Samples, Checklists, and Forms Sample policies, checklists, forms, and examples save you work. And, that is my intention; you can use or modify these samples for your individual, but not commercial, use. I have a second, much more important goal, for this Web site. I want to encourage forward thinking employee relationships and people-oriented workplaces. Employees
who feel valued are more successful in developing products, serving customers, and delivering their discretionary energy to serving your business.
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How to Develop a Policy Human Resources Policy and Procedure One Page Directory Policy Samples and Examples How to Recruit and Hire the Best: A Checklist for Success Application for Internal Job Opportunities At Will Employment Sample Policy Cell Phone Policy Sample for Workplaces Drug-free Workplace (Policy Components) Employee Handbook Introduction Employment Ending Checklist Plan Your Recruiting to Ensure Successful Candidate Selection Reference Checking Format and Questions Resume Cover Letter Sample Resume Sample: Why This Resume Rocks Screening Telephone Interview Smoke Free Workplace Policy for Your Company Work Dress Codes Guidelines and Policies
Salary and Benefits Don't underestimate the importance of salary and benefits as both an issue in attracting, hiring and retaining great employees and in ongoing levels of employee motivation. Work is about the money and earning a living. Work becomes not about the money only when employees have "enough" money to meet their basic living expenses. Learn the trends in benefits and compensation. Find out how to set a motivating salary. Discover the benefits most important to your employees.
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Salary Trends in Forward Thinking Organizations Tips for Determining a Motivating Salary Tips for a Successful Salary Negotiation Are You Getting the Best Benefit From Your Benefits? The Scoop on Salary Increases About.com Salary.com Salary Comparison and Salary Calculator Sales Compensation: Retain Sales Super Stars Your 401k Plan is a Recruiting Magnet Magnify the Retention Value of Your 401k Plan
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Profit Sharing Variable Pay Workers' Compensation Tuition Assistance All About Health Care Flexible Spending Accounts (FSAs) Telecommuting Severance Pay Make More Money: Your Lifetime Income Potential Holiday Pay Practices: Do You Know What Your Legal Requirements Are?
Employee Development, Training, and Ice Breakers Training and staff development ensure that your workforce will continue to develop the skills necessary for success both now and in the future. Effective needs assessment, training provision, and training transfer or training application on the job provide the framework necessary for training success in your organization. Tailoring skill development for adults requires attention to adult learning methods, ice breakers, mentoring, coaching, and team building activities.
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Training and Development for Motivation and Retention: Training and Development Training: Your Investment in People Development and Retention Conduct a Simple Training Needs Assessment Develop Your Leadership Brand Tips for HR Training Tips for Weekly Training Everything Ice Breakers Use Training or Lose Training Ten Tips to Make Training Work: Training Transfer Tips Training CAN Make a Difference: Twelve Tips for Training Transfer Everyone Wins! More Tips for Training Transfer
Employee Retention Employee retention, especially of your best, most desirable employees, is a key challenge in organizations today. Use these tips, articles, tools and ideas to learn employee retention strategies that will help you retain your best staff. Learn loyalty strategies for employee retention.
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How to Retain Your Best Employees
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Top Ten Ways to Retain Your Great Employees A Majority of Employees Seek New Jobs What People Want From Work: Employee Motivation and Positive Morale The Bottom Line for Employee Retention Keeping the People You Really Need in the Outsourced Economy Use Your Team for Recruitment: A Retention Strategy Employee Recognition Rocks: Kick Employee Recognition Up a Notch Fun and the Bottom Line: Using Humor to Retain Employees Employee Orientation: Keeping New Employees on Board Magnify the Retention Value of Your 401k Plan
Employee Health, Safety, and Wellness Looking for information about how to manage your work life? Here you'll find information about stress management, time management, work-life balance, safety, workplace security and housekeeping, burnout, coping, job sharing and other creative scheduling arrangements, and employee wellness.
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Understanding Stress and Workplace Stress Tips for Managing Stress and Change at Work The Five Teams Every Organization Needs Workplace Violence: It Can Happen Here When Tragedy Strikes: Eleven Tips for Your Workplace Response Top 6 Work-Life Balance Books: Your Family-Friendly Future ADAM Healthcare Center How to Accommodate Disabled Employees Develop a Drug-free Workplace Laughing Your Way to Organizational Health Tips for Minimizing Workplace Negativity
Rewards and Recognition Looking for ideas about employee recognition, employee rewards, employee awards and just thanking employees? Look no further. Ideas for both formal and informal employee recognition and employee rewards are here. Your only limit in employee recognition and in rewarding and thanking employees is your imagination. Five Tips for Effective Employee Recognition: How to Reward, Recognize, Thank
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The Power of Positive Employee Recognition Top 10 Ideas About What Employees Want From Work Employee Recognition Rocks: Kick Employee Recognition Up a Notch Top Ten Ways to Show Appreciation Provide Motivational Employee Recognition How to Write an Employee Recognition Letter: Sample Recognition Letters What People Want From Work: Employee Motivation and Positive Morale Leadership Success Secrets: Leadership Rewards and Recognition Recognition or Entitlement? Reward, Recognition, Award, and Thank You Ideas Recognition Success Tips: Recognition Ideas Recognition Success Tips: Recognition Criteria Salary Trends for Forward Thinking Organizations
Strategic Planning and Management Looking for information specific to the management of human resources, the human resource profession, the roles of a human resources professional or the strategic partnership of human resources managers with leadership teams? You've found it here. Read more to understand the opportunities for value added from human resources professionals in your organization.
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Build a Strategic Framework: Mission Statement, Vision … How to Implement Strategic Planning: Vision Statement, Mission … Strategic Planning Pitfalls - to Avoid Thinking Strategically First Makes Strategic Planning Work Quick Start Learning Guide: Strategic Planning Reinventing HR from the Classroom to the Boardroom Strategic Human Resources: Avoiding Circular Conversations Create Your Personal Vision Statement
Progressive Disciplinary Action Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. Find out more about progressive discipline.
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Promote Self-Discipline Discipline (Progressive Discipline): Definition How To Provide Feedback That Has an Impact How to Hold a Difficult Conversation How to Tackle Annoying Employee Habits and Issues
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Play Well With Others: Develop Effective Work Relationships Fight for What's Right: Tips for Meaningful Conflict Coaching for Improved Performance Progressive Discipline Warning Form: Counseling Record for Disciplinary Warning Performance Improvement Plan How to Manage a Deadbeat Employee Communicating Following Disciplinary Action Counseling or Work Coaching How to Fire an Employee How to Fire With Compassion and Class Absenteeism and Absenteeism Policy Sample
When Employment Ends: Layoffs, Job Termination, Firing, Resignations Employment ends for positive reasons such as a new job, a resignation or retirement. Employment also ends for more negative reasons such as layoffs, downsizing, job termination or firing. Whatever the reason for the job change, help is available to aid you in the transition. These resources will help you decide whether or when, or aid you in an involuntary job loss. Take a look.
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Stop Being Miserable at Work Top Ten Reasons to Quit Your Job Sample Resignation Letter Resignation Letter How to Hold a Difficult Conversation Performance Improvement Plan Employment Ending Checklist Downsizing Survivors Survivors Can Soar After Layoffs or Downsizing Layoffs With Dignity Perform Exit Interviews: Questions for Exit Interviews How to Improve Exit Interview Participation Rates I Just Lost My Job: How Am I Going To Tell My Kids? How to Fire an Employee: Legally, Ethically How to Fire With Compassion and Class Employment Terminations: How To Avoid Legal Problems Employee Termination from an IT Perspective
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Employee motivation To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. Basic financial rewards and conditions of service (e.g. working hours per week) are determined externally (by national bargaining or government minimum wage legislation) in many occupations but as much as 50 per cent of the gross pay of manual workers is often the result of local negotiations and details (e.g. which particular hours shall be worked) of conditions of service are often more important than the basics. Hence there is scope for financial and other motivations to be used at local levels. As staffing needs will vary with the productivity of the workforce (and the industrial peace achieved) so good personnel policies are desirable. The latter can depend upon other factors (like environment, welfare, employee benefits, etc.) but unless the wage packet is accepted as 'fair and just' there will be no motivation. Hence while the technicalities of payment and other systems may be the concern of others, the outcome of them is a matter of great concern to human resource management.
Increasingly the influence of behavioral science discoveries are becoming important not merely because of the widely-acknowledged limitations of money as a motivator, but because of the changing mix and nature of tasks (e.g. more service and professional jobs and far fewer unskilled and repetitive production jobs). The former demand better-educated, mobile and multi-skilled employees much more likely to be influenced by things like job satisfaction, involvement, participation, etc. than the economically dependent employees of yesteryear. Hence human resource management must act as a source of information about and a source of inspiration for the application of the findings of behavioral science. It may be a matter of drawing the attention of senior managers to what is being achieved elsewhere and the gradual education of middle managers to new points of view on job design, work organization and worker autonomy. Motivation and Human Resource Management Motivation is closely related to organizational culture which is an essential aspect of HRM. Organizational Culture Staff motivation is the cornerstone of open, flexible and caring management culture, which the Government aims to establish through HRM. To put it into practice, "open" means not only to listen to staff suggestions and opinions, but also to empower staff, accept their constructive criticisms and use their suggestions. To be "flexible", we may need to change the traditional ways of doing things. As far as staff motivation is concerned, the biggest challenge perhaps is to stop focusing on problems and the guilty party (police behavior) and start looking for those responsible for things gone right (coach behavior). "Caring" calls for a human leader who would give emotional support to individuals, and at the same time attend to the overall emotional needs of team members - which includes treating them all in a fair and impartial manner. That's how we live the belief that "people are our most important asset". The basic principle underpinning motivation is that if employees are led effectively, they will seek to give of their best voluntarily without the need for control through rules and sanctions -- they will eventually be self-motivating.
Employee Motivation, Recognition, Rewards, Retention
Employee motivation, positive employee morale, rewards and recognition are explored in these resources. What creates motivated, contributing people? How do you maintain high employee morale when people work long hours? How does your reward and recognition system contribute to or deflate employee motivation, positive morale and retention?
Answers are here. Employee Recognition (21) Humor and Inspiration (60) Employee Retention (22) Employee Surveys (11) Inspirational Quotations @ Managers and Motivation (12) Success (28) How Do You Celebrate Holidays in Your Workplace? Many workplaces celebrate annual holidays. Over time, as you celebrate annual holidays in your workplace, you form traditions and give employees fodder for stories about their workplace. These stories and the photos from the annual events help form the company culture, the environment you provide for people at work. Employees like to celebrate holidays in the workplace. Top Ten Ways to Be Happy at Work Working at Google sounds very cool. I'd be the first to tout Google as a motivating employer: free food, fun ... Google and other top 100 employers provide best workplaces. But, perks that enable employees to spend all their time at work exploit people and destroy life balance. So, even the best employer may not be best for everyone. These are the factors that will help you find happiness at work. About What Employees Want From Work: Employee Motivation Every person has different reasons for working. The reasons for working are as individual as the person. But, we all work because we obtain something that we need from work. The something obtained from work impacts morale, employee motivation, and the quality of life. To create positive employee motivation, treat employees as if they matter - because employees matter. These ideas will help you fulfill what people want from work and create employee motivation. Motivation Job Interview Questions The following sample job interview questions about motivation enable you to assess what motivates the candidate you are interviewing. Feel free to use these job interview questions in your own candidate interviews. Motivation Center Every person is motivated. The challenge at work is to create an environment in which people are motivated about work priorities. Find out how at the Motivation Center.
Use Training and Development to Motivate Staff Want to keep your staff motivated about learning new concepts? The quality and variety of the training you provide is key for motivation. The structure of your training programs brings them back for more. Learn more.
Managing Millennials The millennialism joining your workforce now were born between 1980 and 2000. Unlike the Gen-Xers and the Boomers, the Millennials have developed work characteristics and tendencies from doting parents, structured lives, and contact with diverse people. Learn more about millennials. Top Ten Ways to Retain Your Great Employees Key employee retention is critical to the long term health and success of your business. Managers readily agree that their role is key in retaining your best employees to ensure business success. If managers can cite this fact so well, why do many behave in ways that so frequently encourage great employees to quit their job? Here are ten more tips for employee retention. Inspirational Quotes for Business: Motivation Looking for an inspirational quote or a business quotation for your newsletter, business presentation, bulletin board or inspirational posters? These motivation quotes are useful to help motivation and inspiration. These quotes about employee motivation will help you create success in business, success in management and success in life. Elan at Work Are you capturing the ardor and the spirit of your work force? You want to maximize contributions from people. You want to fuel excitement. You want people to fulfill dreams, plans and needs. You want to be the chosen, valued employer. Find out how! The Most Important Management Secrets Your expectations of people and their expectations of themselves are the key factors in how well people perform at work. Known as the Pygmalion Effect and the Galatea Effect, respectively, the power of expectations cannot be overestimated. These are the fundamental principles you can apply to performance expectations and performance improvement at work. Learn more. Celebrate Annual Holidays for Motivation and Team Building Traditions are important in companies just as they are in families. And, nothing is more important than the annual traditions work places establish around the celebration of seasonal holidays. A holiday celebration builds positive morale which results in
increased employee motivation. Motivation contributes to team building and productivity. Productive teams are responsible for your success. Use Affirmations as Passwords What do you type over and over on a daily basis if you use your computer to access email or the web? Your password, of course. If you're a road warrior, you use this access code even more frequently. Why not make the password user-friendly? Why not make the password an affirmation? What Brings You Joy? What brings you great joy in the workplace? I know what brings me joy. Perhaps we share meaning about joyful events and circumstances? I trust that in sharing mine, I remind you of yours. It's easy to get so bogged down in the day-to-day busy that we forget to cherish the best moments. What motivates the motivators? Here are some of mine.
Employee Motivation in a Time of Change In today's turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view employee motivation as something of a mystery. Learn more about employee motivation and get a motivation checklist. What People Want From Work: Employee Motivation Some people work for love; others work for personal fulfillment. Others like to accomplish goals or feel as if they contribute to something larger than themselves. Whatever your personal motivation for working, the bottom line, however, is that almost everyone works for money. Find out the latest thinking and research about what people want from their work - employee motivation. How to Gift the Boss or a Special Co-worker It's an age-old dilemma and it comes up every year. What do you do for that valued boss or co-worker on a special occasion? Gift-giving opportunities are endless - and endlessly challenging. Help is here. These gifts are appreciated and cherished. Top Picks: Posters That Reinforce and Sustain Your Culture Your culture is a result of the values, experiences, and behaviors shared by your employees. You can see your culture live in your language, symbols, stories, and work practices. Emphasize the values and culture you desire with motivational prints. Motivation and Morale Resources These sites explore motivation and morale including philosophies, how to's, effective actions, and more.
Promote Self-Discipline! You can create a work environment in which people choose to practice self-discipline and thus, minimize the need for supervisory disciplinary action. Intriguing? Find out more.
Help People Thrive at Work: Employee Motivation How to recruit, retain, reward, and motivate staff currently tops your interest list. Doing these well is the most important strategic role of a manager or business owner. Find out more. Tips for Minimizing Workplace Negativity Minimize workplace negativity by not allowing it to get started in the first place. Use these tips from Susan Heathfield, the HR SiteGuide, to keep negativity from gaining a foothold in your organization. Cures for Negativity Despite your best efforts, your workplace is a hotbed of negative feelings, comments, and actions. What can you do to stop the negativity and keep it from spreading to all staff? Your About HR Guide, Susan Heathfield, has ideas for you to implement! Index to Articles about Motivation, Retention, Coaching, and Training Looking for information about any aspect of human resources, motivation, coaching, training or education for your business or organization? You've found the right resource. Here are all the resources you'll need to effectively start, manage and develop your human resources department and all aspects of your business. Find information motivation, coaching, training or education. About HR Site Recognition Kudos to the About HR site from readers, raters, and other Web sites. Make my day! Thank you! Passion Pays! "People who are passionate about their work do a better job." I believe it! Check out Management Guide, John Reh's take on being happy at work. Laughing Your Way to Organizational Health Workplace wellness is a serious issue. With stress-related-illness and burnout becoming household words, you are increasingly looking for ways to keep your workforce happy, healthy and productive. David Granirer's humor insights tell you how. Meaning at Work The Meaningful Workplace site presents the 22 keys to helping people find meaning in their work place. Author and consultant, Tom Terez, provides information you can use immediately on at his Web site.
What's Most Important to Employees Today? Employees want to like what they do and have fun. They want to feel they are fairly compensated. Increasingly, they seek a balance between life and work and family. Take a look at the article to find out the rest of the morale and motivation issues important to employees. First Time Here? Directory to the Site Start here to learn about all of the information, opinion pieces, articles, links, samples and tools on the Human Resources management site.
Human Resources Basic Information - FAQ Considering a career in Human Resources? Looking for basic information about Human Resources? Thinking of changing careers? Need career development and career education information? Look here for career information and for available jobs in the field. Get an HR occupational outlook. Make this your first stop for Human Resource management and Human Resource career development.
Navigation to New and Overview Content Start here to find your way to the newest content on the Human Resources site. Visit the site map or directory to access all available topics. Visit the FAQ for Human Resources basics. Learn all about the site - what's here and where.
Performance Management and Development Managers cite performance appraisals or annual reviews as one of their most disliked tasks. Performance management eliminates the performance appraisal or annual review as the focus and concentrates on the entire spectrum of performance management and development issues including employee performance development, training, crosstraining, challenging assignments, and regular performance feedback. Motivation-Morale-Recognition-Rewards
Employee morale, motivation, and recognition are explored in these links. What creates motivated, contributing people? How do you maintain high employee morale when people work long hours? How does your recognition system contribute to or deflate motivation and morale? Answers are here. Job Search Help and Opportunities Job Opportunities sites are the best sites on the Web for Human Resources job openings, career development paths and means, salary ranges, position responsibilities, job hunting essentials, executive search, and more. Boost your own career or locate staff by exploring these job sites. Education, Training, and Development Want to know more about training, education, development, facilitation, and performance improvement? Your Guide provides information about training, education, development, facilitation, and performance improvement. Policies, Handbooks, and Procedures Policies, handbooks, and procedures provide guidance from human resources for the fair and consistent treatment of staff. They are most useful when applied as guidelines rather than as unchangeable rules and laws. Find examples here which will guide the development of your own human resources policies, guidelines, handbooks, and procedures. Recruiting, Staffing, Retention In employee recruiting, testing, and staffing, pick the smartest person you can find. For employee retention, establish clear goals with measures so the individual can succeed. Retention of your best employees starts with your recruitment and staffing strategies. Recruiting, testing, selection, staffing and retention are the focus of these sites. Strategic Partnership and Management
The HR function is striving to become a partner in accomplishing the business plans of the organization. These links help the HR professional move into the strategic future in partnership, planning, and technology.
Management and Leadership Issues
Solid information for the HR professional about management and leadership is found at these sites. Whether you seek input to further your own skills or insight into working well with line managers, you'll find the information here. Coaching/Mentoring/Knowledge Sharing
Coaching, mentoring, and knowledge sharing are important, current Human Resources topics. Find out how organizations are developing mentoring programs. Learn about the new role of the HR coach. This subject area offers information on development activities and interventions that will accelerate your career growth. Salary - Benefits - Rewards/Recognition
Are your salary, benefits and bonus fair? Will your salary and benefits help you retain excellent staff? Will your pay package attract great candidates? What opportunities exist for increasing benefits at reasonable cost? How can you provide rewards and recognition for positive performance? These resources answer these questions about salary, benefits, rewards, and recognition. Stress Break Features Humor/Inspiration
Stress Break features humor, inspiration, self/people understanding, fun things, games to play, toys, and other opportunities to take a break from your HR grind work. You'll love having these at your fingertips, and want to share them with your coworkers. Enjoy!
Organization Development and Change
All aspects of organization development and change management are linked in these resources. They access information about group facilitation, culture change, consulting, managing change, planned change, and leading edge topics such as emotional intelligence and large group processes. Check here for the best organization development and change management resources.
Teambuilding - Employee Empowerment - EI
Employee involvement, teams, and employee empowerment enable people to make decisions about their work. This employee involvement, teambuilding approach, and employee empowerment increases loyalty and fosters ownership. These links tell you how to do team building and effectively involve people. Relationships with People and Customers
Want to work more effectively with people at work? Whether your relationship is with your supervisor, manager, customer or co-worker, you want to make your work relationships positive, supportive, and empowering. Get relationship advice, relationship improvement ideas and relationship problem solving from these resources. Communication, Newsletter, Presentations
Links to resources that will assist you to communicate more effectively with employees, service providers, vendors, and customers. Resources include interpersonal communication, newsletters, and conflict resolution. Diversity Issues
Diversity issues related to race, gender, age, disabilities, religion, job title, physical appearance, sexual orientation, nationality, multiculturism, competency, training, experience, and personal habits are explored in these links. The bias is toward valuing diversity.
Small Business Related
Small businesses face special challenges as they grow their sales and need people to help them manage their growth and success. These sites focus on information the small business person can use as your human resources related needs and interests grow.
Career Development/Education/Planning
What can you do to build your career? To attain all that you want from work and life? Retain your best employees when you help them get what they want from work. These sites provide career builder ideas, career education, career planning, career search, career counseling, career development, and career opportunity information for you and your staff. Labor and Industrial Relations
Labor Relations links explore such topics as management-union relationships, remaining non-union, collective bargaining, the potential contribution of a union representative, the advantages of a represented work place and grievances. Emphasis is placed on sites that focus on building an effective partnership among all parties. Human Resources Associations
These Human Resources professional associations and Human Resource organization Websites are often rich with Human Resource management, training, and employee related information. Many Human Resources sites require membership in the Human Resource association to access the most comprehensive information. Resources and Mailing Lists
HR resources include Web sites, mailing lists, discussion groups, instruments, tools, surveys, activities, sample forms and documents, ice-breakers, activities, Internet resources and assessments for the human resources professional. They aid the Human Resource professional in his knowledge about the field. Check out the best resources!
Employment Law, Employee Relations, Gov
The importance of the role of the Human Resource professional in understanding and interpreting legal decisions and legislation is fundamental in our increasingly litigious
society. Find the best sources for human resources legal, state and federal governmental information, and court decisions here. Books, Book Reviews, Publications
Human Resources books, book reviews, magazines, publications, recommendations, newsletters, bookstores, journals, publishers, e-magazines, online magazines and newsletters, and email newsletters are listed here. You'll also find links to book reviews. Visit this ever-changing resource. Schools, Education, and Certifications
What education and credentials will serve you best as you embark upon or enhance your Human Resources career? Learn about undergraduate and graduate programs in the field. Arm yourself with the advice and information needed to succeed in school. Find out about Human Resources and other career-oriented certifications such as the SPHR and the PHR. Propel your career success. Safety, Health, Wellness, Organization
Safety is one of the most pressing concerns of employees in organizations. Your HR Guide provides links to sites that help minimize their concern about safety and workplace violence. They emphasize the growing interest in health, wellness, workplace organization, and disease prevention. Visit often to provide a well-managed, effective safety program! Work, Life, Family Issues and Resources
Is balancing work, life, and family a priority for you? These resources will assist the HR professional to balance work, life, and family issues, needs, and concerns. They will help you help others in your organization and serve as referral resources.
Benefits Roundup
Resources to use in planning, implementing, and redesigning compensation and benefit systems. Links emphasize new ways of thinking about compensation and benefits. The Case against Performance Appraisal
Traditional performance appraisal or performance evaluation, as practiced in many organizations, is an annual assault. Learn more about why employees and managers universally dislike the traditional performance appraisal system. Coaching
Coaching, one of the newer areas of consulting, involves working with individuals and groups to help them achieve personal and professional fulfillment with the assistance of a coach. These coaching resources will help you find out about coaching and becoming a coach. Change Management
Change management challenges organizations to succeed during times of great change. Learn how to successfully plan, implement, communicate, create employee involvement and commitment, and measurement systems during change. Change management central is here. Conflict Resolution/Controversy Management
Communication both breeds and resolves conflict and controversy. Learn how to effectively resolve conflict and manage organizational controversy. Consulting Humor It really helps to be able to laugh at yourself in this profession, and to help our clients see the humor in some of their situations. Here are links to stories, cartoons and other humorous takes on our business.
Consulting Job Opportunities
Are you a consultant looking for online opportunities? Or, are you an HR professional thinking about consulting? These sites will help you see what's available in the freelance world. Dealing With Bad, Ineffective Managers
Can't stand your job because of your bad boss? Bad and ineffective managers exist in every organization. The worst managers fail to trust employees, don't respect employees, and intimidate employees. Find out how to understand and deal with bad managers and bosses here. Progressive Discipline
Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. Find out more about progressive discipline. Education Online - No Cost or Low Cost
These sites offer free or low cost classes - education online and training online in most areas of work related training and education needs. You'll be amazed at the free or low cost education and training available online. E-Learning - Training
The site offers the best of the Web for e-learning solutions in employee training, development, performance improvement, and education. E-learning brings you resources in online education, email training, Web Based Training (WBT), online learning, teleclass training, chat room training, and more. Employee Satisfaction Surveys
Employee satisfaction surveys help employers measure and understand their employees' attitude, opinions, motivation, and satisfaction.
Executive Search
Executive search and recruiting are a unique field in the consulting profession. These sites will help you identify resources on the Web for working with both clients and job seekers Games, Pastimes, Diversions
Have a little bit of time you'd like to spend exercising your brain muscles, enjoying a game, or whiling away hours in thoughtful or senseless activity? Take a look at the games, diversions, pastimes, and puzzles these sites offer. For break, lunch or the weekend, keep stress in control. Glossaries of Human Resources Terms
Human resources glossaries emphasize human resources terminology. Each glossary emphasizes a human resources related topic including development, labor relations, benefits, and more. Handbooks and Policy Manuals Samples
Sample and example policy manuals and employee handbooks will help you write your own policy manual or employee handbook. Look here for ideas. Headhunter, Recruiters, Executive Search
Looking for a headhunter, recruiter, executive search firm, executive recruiter, recruiting services, or a recruitment agency? Whether you're recruiting employees or seeking help to find a new job, these headhunters, recruiters, executive search firms, executive recruiters and recruiting services will help. Human Resources Related Associations
Listings of Human Resources professional associations and Human Resource organizations. These associations cover the entire field of Human Resources and do not specialize.
Icebreakers, Energizers, and Activities
Icebreakers, energizers, and activities heighten the effectiveness of training sessions when targeted to the training, speaking, or facilitation topic and the needs of the learners or participants. Check here for the best on the Web. Interpersonal Communication
Face-to-face or person-to-person interpersonal communication is the most frequent communicating most people do at work. Learn how to communicate well. Job Descriptions - Free Samples/Examples
Sample job descriptions are popular with readers. This information will help you develop effective job descriptions. Sample and example free job descriptions are also linked for your convenience. Job Search Boards and Sites
These job listing sites help job seekers find work and employers find talent. Post an opening; apply for a job. I've located the best on the Web for the HR professional. Layoffs and Downsizing Strategies
Your organization is either thinking about or has initiated layoffs, downsizing, rightsizing, staff cuts, or managed redundancy. Whatever you call it, these strategies for layoffs and downsizing will minimize the damage to those employees you lay off and the layoff survivors who remain. Manager's Role in Successful Motivation
The manager plays the most important role in creating a high morale and motivational business workplace. Learn more about the manager's role in a workplace that fosters high employee morale and motivation.
Managing Day-to-Day Employee Performance
Managing employee performance every day is the key to an effective performance management system. Setting goals, making sure your expectations are clear, and providing frequent feedback help people perform most effectively. Learn more about managing performance. Meeting Management
Ineffective meetings use critical resources, sap organizational energy and movement, and affect employee morale. Find out how to make your meetings work for you. New Articles and Site Recommendations
Take a look to see what's new, interesting, and exciting at the About HR site. All new articles and site recommendations about human resources management, performance management, employee motivation, employee development, jobs, software, consulting, forms, training, policy and procedures, outsourcing, and more, are here. News and Up-to-the Minute HR Stories
Keep current with timely Human Resources news and information. These sites represent the best of the Human Resources news sources on the Web. Breaking news; court decisions affecting HR and people in organizations; governmental decisions, research findings; and key appointments can all be found here. Stay up-to-date by returning here often! Newsletters and Written Communication
One of the most effective methods for communicating at work is to use written content in newsletters, publications, memos, bulletin boards, white boards, and handbooks. Make your written communication stand out and accomplish shared meaning! Organization Development
Change management and organization development knowledge and information are critical success factors for business and management leaders and managers. Look here for the best sites that emphasize change management and organization development. Orientation of New Employees
New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team. Performance Goal Setting and Measurement
People like to know how they are performing. You can develop an effective performance goal setting and performance measurement system that gives them this information. Find out how to establish performance goal setting and performance measurement systems in your organization. Personality Tests, Quizzes, and Profiles
Interested in gaining insight into any aspect of your work, business, management, leadership, or career style? Take these personality tests, quizzes, and profiles for insight, thoughtful consideration, career education, and just plain fun and enjoyment. Policy Samples and Examples
Policy, procedures, and standards samples and examples to help you write and develop fair, consistent policies standards, and procedures for staff guidance and fair treatment. Project Management
Project management skills are essential to productivity and a sense of accomplishment. These links will lead you to some of the best sites on the Web with information about project management. Recruiting - Employee Recruitment
You are recruiting the best employees for your organization's needs. You want talented employees who fit your culture. Your recruitment strategies are critical in attracting these people. Learn more about effective recruiting.
Retention of Employees: Tips and Tools
Retention of excellent employees is one of the most important challenges in organizations today. Use these tips, articles, tools and ideas to learn employee retention strategies that will help you retain your best staff. Retirement Resources: 401(k) Plans, More
Interested in your retirement planning and savings options? Look here for information about 401(k) plans, retirement calculators, pensions, social security, cash balance retirement plans, IRAs, Roths, annuities, government resources, estate planning, investments, and more Rewards, Recognition, Awards, Thank You
Looking for ideas about rewarding, recognizing, and thanking employees? Look no further. Ideas for employee reward, recognition, and thanks are here. Your only limit is your imagination. Special Reports about Topical HR Issues
Looking for consolidated resources and special reports about issues important to Human Resources professionals? These special reports focus on a single topical HR area and feature resources from About and Primedia. So far, performance management, motivation and morale, recruiting and retention, training, and more. Strategic Planning Resources
The areas of business planning, human resources planning, and strategic planning and performance measurement are outgrowths of the desire of managers, stakeholders and stockholders for direction and accountability. These strategic planning sites bring excellent resources to the strategic planning effort.
Stress Management and Time Management Stress management and time management, one of the most important stressors at work, can be learned. Use these links to learn about work stress, stress management, stress relief, stress reduction, the symptoms of stress, and time management to reduce and relieve stress. Succession Planning Resources
Succession planning enables your organization to identify talented employees and provide education to develop them for future higher level and broader responsibilities. Succession planning helps you "build bench strength". Succession planning helps you decide where people belong on the bus. Find out more. Technology, HRIS, HRMS Technology is transforming the work of the Human Resources professional. Check these links for the best ideas in technology application and use. Look for productivity boosting strategies. You'll also find key ideas in understanding technology's impact on work and people. 360 Degree Feedback Process
360 degree, or multirater, feedback is important as part of a performance management system. It provides employees with performance feedback from supervisors, co-workers, peers, customers, and reporting staff. The performance feedback is usually part of a developmental plan. Top Picks
Recommendations for favorite products and books made by your HR Guide. You'll want to use this information to make buying decisions. Save money and time. Training Discussion Lists, Newsletters
Training discussion lists, training newsletters, training professional associations, training and seminar schedules and locators, and other training resources are provided.
Training Evaluation and Assessment
How effective is your training? Do your trainees learn from your sessions? What forms do you use for evaluation? Find this and more about training evaluation, training assessment, and training feedback. Training Theory and Practice in General Want to learn about education and training theory and practice for adults and workers from some of the best articles and websites about management education, training and development theory and practice online? Start here. Training Tips and Tools
Training tips and tools will help your training sessions hold interest, capture imagination, and help employees learn. These training tips and tools will make your education sessions and workshops memorable. Training Transfer and Behavior Change
The biggest challenge in training is the transfer of the skills and information learned in the training to the work place. These tips and tools for before, during, and after the training session will increase training transfer, the use of training content at work. Future Education and Training Trends
Interested in what trends exist in education and training for the decade? Take a look at these resources for some expert predictions about future trands in education and training. Work, Business, Management Holiday Humor
Holiday humor, fun, jokes, and games about work, business, management, human resources, and consulting.
Product Reviews
Detailed information about products and books recommended for the human resources professional. Business Ethics
Human Resources professionals face business ethics choices and their consequences daily. These business ethics sites enhance your understanding of business ethics. Customer Service
Effective customer service and customer relationship management, to both your internal and external customers, will cause your Human Resources department to be viewed as a strategic partner to management and staff. Your organization is more likely to use your services when you offer effective customer service and customer service training. Leadership Development
The Human Resources professional has the opportunity to lead and impact the leadership skills of others. Use these sites to further develop leadership skills. Presentations, Speaking to Groups
Most HR staff members speak frequently to groups. Use these sites to further develop your speaking and presenting skills. Make a splash on stage! General Business/Management Publications
Business, management, and supervision related magazines, publications, newsletters, bookstores, publishers, catalogs of information, e-zines, online magazines and newsletters, and email newsletters are listed here. You'll also find links to book reviews. Visit this ever-changing resource!
Training Related Publications
Training related magazines, publications, newsletters, bookstores, publishers, catalogs of information, e-magazines, online magazines and newsletters, and email newsletters are listed here. You'll also find links to book reviews. Visit this comprehensive resource! Conferences, Events, Training, Trainers Conferences, events, seminars, trainers and training sessions of interest to Human Resources professionals and line management. Human Resources Consulting Working in the field of human resources is a major focus of many consultants. Using these links will be beneficial to all of us working in this challenging area. Establishing a High Motivation Human Resources Program
The establishment of a high motivation human resource program can result in important benefits to a firm. In the first place and most obviously, such a program allows for the creation of a positive work environment in which employee morale, job satisfaction, and productivity can be maximized. Also, a good human resources program will enable a firm to attract the best available employees, create a positive work milieu, and build cooperation and teamwork among the various groups in the company. There are eight basic elements in establishing a high motivation human resource program: (1) survey employee attitudes on a regular basis; (2) show an individualized concern for employee satisfaction; (3) communicate regularly and forthrightly with workers concerning company progress and direction; (4) treat all employees in a fair but firm manner; (5) maintain wages, salaries, and fringe benefits at competitive levels; (6) attempt to gain the allegiance of the natural leaders in the work force and channel them into management positions or employee organizations such as the suggestion committee
or employee activity group; and (7) keep the work environment as clean and modern as the budget will allow; and (8) avoid hiring workers who do not have the qualifications to perform the work they are employed to do. The building of a high motivation human resource program begins with the Human Resources function. If a firm does not have a human resources person, it should hire one or delegate this responsibility to someone already in the organization and have him/her trained in modern human resources techniques. If a human resources person is already on the scene, his/her effectiveness should be closely reviewed, and “new blood” brought into the function if performance there is found to be inadequate in the light of causes of any “people problems.” The next area to scrutinize is line management. If it is found that members of management are weak in handling employee relations problems, they should be exposed to intensive training. More about this later. Organization and Communications
Organization and communications are vital elements in human resource motivation. Human Resources should propose human resources policy, and top management should review and approve it. After Human Resources codifies and interprets approved policies, line management gives life to them through their everyday directions and interaction with employees. Care must be taken that line management does not over time transfer to Human Resources through inaction the day-to-day responsibility for maintaining a high level of employee motivation. Human Resources and top management can assist and support managers in human resources matters, but in the last analysis they are the ones who will determine the success or failure of the company’s human resources program. Therefore, early in the development of a human resources program, a management training program should be presented. It should provide front-line managers with the following information: —Responsibilities and benefits of a manager — Leadership skills — Human relations and communications — Basic techniques of management, such as manpower planning, job analysis and evaluation, appraising employee performance, training, accident prevention, giving instructions, discipline and handling complaints and problem employees — Understanding the management cycle — planning/budgeting, organizing, motivating and controlling — Details of the human resources program, wage/salary structure, wage/salary payment plan, work rules, promotion and transfer policy, employee benefits, dress code, and conduct code — Decision making and problem solving — Keys to management success, such as self-assessment and development, managing time, creativity and building positive relations with superiors — Company obligations under employment related government regulations
Effective communication within management and between management and employees is very important in building employee morale and high productivity. Communications on human resources matters must flow up and down the chain of command. Top management should hold regular meetings with line management to discuss company thinking on employee matters and get from these men and women the problems they are having in the working sphere and the gripes they are getting from their employees. Managers should hold regular meetings with their employees to get soundings concerning worker attitudes. A weekly five or ten minute “what’s up” meeting is an excellent device for securing information on employee thinking. It can be used not only to discuss work process related matters, but also to flush out gripes and problems in their infancy stages. Care must be taken, however, to insure that these meetings are not allowed to generate into scheduled gripe sessions or not take the place of meetings between individual workers and their managers to air and settle specific complaints. Formal employee attitude surveys should also be used to learn what employees have on their minds and their degree of company loyalty. A company that wants to maintain a high level of employee motivation should tell employees that it has the will to settle employee complaints and wants workers to be an important part of the organization. These attitudes should be communicated to all employees via an employee handbook, general announcements, and orientation programs. Also, the company should, on a regular basis, inform its employees as to the progress of the firm and what direction it proposes to take in the future. Employees are most interested in the condition and plans of their company in that they use this information to measure their employment security and opportunity for advancement. The company should give credit to it employees for business success which they contributed to and enlist their support in solving problems which they have control over.
Wages, Salaries, and Benefits
The first step in setting up an equitable wage/salary and benefit plan should be the review of wage, salary, and benefit levels for competitiveness in the market and for internal consistency. This should be followed by the drawing up of job descriptions and job specifications, the evaluation of positions, the taking of wage and salary surveys, the setting of new job rates where required, and the establishing of a wage/salary payment plan which relates output to merit increases and provides for wage/salary progressions which employees consider equitable. Wage/salary schedules should not be made general knowledge, but if an individual employee asks what the rate/salary progression is for his/her classification, he/she should be told. This information should include not only wage/salary rates, but also output levels and time in grade requirements that go with moves from one pay level to another. Openness and honesty in this matter are most important in building trust between employees and management. Subsequent to the establishment of an equitable wage/salary structure and wage/salary payment system, a
401(k) plan or profit sharing program should be adopted. This will provide long-term security to employees. The next order of business is to establish policy on how temporary assignments to higher paying jobs are determined, what rules guide permanent transfers and layoffs, and what severance pay policies are. The question of on-the-job training and accumulating company service credit (seniority) should also be addressed, and policy statements on these matters should be prepared. Some additional programs which build employee morale, motivation, and loyalty are the following: — Company newsletter — Employee electronic bulletin boards — Partial or complete subsidization of cost of production worker work clothes — Reasonable wash-up time for production workers — Company sponsored employee discount purchase plan — Employee activity committee to organize dances, dinners and sports leagues — Service award program — Choosing employees at random for awards, such as free baseball tickets, paid dinners, etc. — Formal pre-management training for workers aspiring to management positions — to be held after working hours — Annual company picnic — Program in which workers represent company at charitable events at holiday times — Annual open discussions between employees and top management - small groups meet with President and Human Resources Director to discuss employee relations subjects and company progress — Company sports program —partial or full subsidizing of cost of golf, bowling and baseball leagues and uniforms — Scholarship awards to children of workers — Company paid lunches when work groups surpass long standing output records — Suggestion system - with or without cash awards — Display of company products or services — Sending of flowers to workers and members of their immediate families in case of illness or mourning — Credit Union — Open house for families of workers It might be said that these programs would be extremely costly or that they reflect a “giving away of the store.” Not so! It must be remembered that the taking of the initiative with respect to human resources matters is greatly less expensive than “outsider” intervention or constantly shoring up an unmotivated work force. Also, many of these programs can be supported by the monies that are made through vending machines, lunchroom operations and employee activity committee events, such as raffles, picnics, etc. Further, these programs are reflective of a full-blown human resources activity. That is something that the company should work toward. Perhaps it would take a number of years to totally implement.
Concern for Employee Satisfaction
All employees desire satisfaction from their work, and most want the opportunity to rise to the highest level in their company that their abilities will allow. A firm seeking to maximize employee motivation must clearly show a realization of this situation. First, it must insure that its managers recognize that every worker is different and employ motivational techniques appropriate to each worker’s individual personality. Second, it should direct all managers to learn what the job related aspirations of each of their workers are and attempt to develop each employee to the fullest extent of his/her capabilities. Third, the company’s appraisal and promotion systems should involve reasonable standards, compensation increases which are based on performance, a commitment to promotion from within, and use, in tandem, of ability, performance, and company service in determining advancement. Follow-Up
Human resources matters must be monitored constantly by top management. They are as important as profit and loss considerations where work force motivation and performance are critical to the achievement of company goals. If the company has a management by objectives program, human resources objectives should be included in all managers’ performance targets. Through information gained from line management and personal contacts, Human Resources should keep top management up to date with respect to trends in employee complaints and work force morale and motivation. Regular Review
All human resources policies, procedures, and programs must be reviewed regularly. Human Resources should provide top management with status reports on the operation of all human resources programs on a quarterly basis. New programs should be added when old ones lose their effectiveness. Employees must feel that management is doing all it can to make improvements in the work environment. Then and only then will the work force trust management, accept changes that might be required to increase productivity, and pull with management with respect to company goals. It has been proven that this approach works. Concern for employees by management will build confidence in management by employees. Work Environment
Employees expect a modern, orderly, roomy, and safe place in which to work. Also, their pride in their employment is heightened when they are given up-to-date equipment to work with and regular maintenance is used to keep it in good working order. Attention
to employees’ needs with respect to their work environment and the condition of their equipment must be present in all high motivation human resources programs. Natural Leaders
Line management and Human Resources should maintain close contact with the natural leaders in the work force. Involving these individuals on an informal basis in the determination of new company policy and plans can insure that communication channels between rank and file and management are kept open and provide management with information on the acceptability of company action before it is taken. Also, management should consider these individuals for management positions and using them as sources for hiring new employees. Employment
Companies should be careful to properly screen prospective employees and train new hires. The hiring of employees who are not qualified for, or trained to do, the work to which they are assigned, can create serious human resource problems. Unqualified or marginally qualified employees can quickly become troublemakers or sources of low employee morale and motivation. Some Additional Considerations
The following are some additional approaches that can be employed to keep employee morale and motivation high: —Keep detailed files on poor performers and malcontents and terminate them when an “open and shut” case can be built. A company should rid its work force of these types. It’s usually easy. Oftentimes these workers are sloppy in their work, not punctual, annoying to hard working fellow employees and frequently insubordinate or destructive of company property. Promptly discharge sub-standard performers and employees who break work rules. The majority of workers will be looking at how management treats such individuals. If leniently, trust will never develop. If fairly but firmly, justice will seem to have been done. —Give awards to managers with the least “people problems” and the highest output records. —Establish a formal employee complaint procedure. Use an “open door” policy or a “speak out” program involving the choosing of employees at random from each department every month or so to discuss company policy, plans, and progress and provide management with the thinking of employees on matters of mutual concern. There are situations wherein employee discontent grows because the company cannot develop the profits to provide competitive wages/salaries, benefits, and working conditions. If it is seen that productivity is the problem, management should establish a
process reengineering activity. The majority of employees will accept changes aimed at increasing efficiency, even though it means a decrease in the work force, if they see that the end result is an improvement for those workers who remain in the company, and layoffs are handled in an equitable manner. Keeping employees productive and satisfied with their work is not a difficult matter. The key to success is building an awareness of the problems which create employee discontent and low productivity, establishing a human resources program to counteract them, and operating the program as an integral part of general business operations.
John Power John Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. Staging Diva Debra Gould, aka The Staging Diva®, is President of Six Elements Inc., an internationally recognized home staging company. Inspired by many requests from aspiring home stagers wanting to start similar businesses, Gould created the Staging Diva Home Staging Business Training Program. Gould has trained over 1000 Staging Diva Graduates worldwide to start staging businesses. Buying decorating and selling six of her own homes in four years lead to an interest in real estate staging which she turned into a career with the launch of sixelements.com in 2002. Since then she has staged hundreds of homes in addition to teaching home staging training. Gould is the author of several home staging resources including a series of popular eBooks made up of a Design Guide, Color Guide and Portfolio Guide. Cheryl Matthynssens Cheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online
community with her concepts of making sure business owners, entrepreneurs and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide - to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business.
Jeff Foster WebBizIdeas.com is Minneapolis website design companies founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. George Ludwig George Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves. CONCLUSION Essay conclusion is the closing paragraph at the end of the essay to restate your key essay ideas with strong points. It is different from summary. Summary reiterates the main points of your essay whereas conclusion winds up the essay in a clear and interesting way emphasizing on your personal opinion or suggesting a plan of action. It is normally a two to three lines paragraph that makes the reader feel that essay is complete. It is similar to the introduction in a way as it should match the introduction in terms of the ideas presented and the arguments put forward. Introduction and the conclusion are the most important sections of the essay. Our company has a team of professional writers who are skilled in writing essays related to every field. Our writers pay special attention to the structure and organization of the articles. Our company makes sure that our writers are familiar with all the prescribed guidelines of essay form and are experienced in the topic they are going to write about. Essay tips for conclusion are:
• A summary paragraph of two or three lines. • Wraps up the essay so it should leave a mark on the reader using assertive and impressive statements. • Should artistically reiterate the main idea of the essay. • In case of analytical essay, an implication of the arguments or suggestion of a plan for action is required. • Putting questions to readers help them to gain a new viewpoint on the topic. • Avoid using new points at the end. While writing the winding up paragraph one should take into account essay title, main points and approach to accentuate. Main things that should be part of the closing paragraph are: • Refers to topic in essay. • Reiteration of thesis point. • Overview of main or strong arguments. • Concluding comment. Writers working for our company make sure that the termination of the essay is so informative and convincing, it appeals to the readers as complete and inviting. There are a number of reasons for choosing our company to work for you. • Our company guarantees original content provided with a free plagiarism report. • We offer 24 hour help, 7 days a week through phone, fax, and email. • We ensure that your messages are replied by our writers promptly and instantly. • Orders are completed in time maintaining the optimum quality. • Assignments are completed on short notices effectively by experienced and qualified writers. • Confident about our services we offer full money back guarantee.
A strong essay conclusion completes the paper and leaves a real impact on the reader. A dull and inappropriate end may leave a bad taste for the readers. It should be significant to the specifications of the essay. It sums up your points or proves a final perspective on the topic. The conclusion provides a forum for you to convincingly and concisely restate your thesis to the reader even if he has not got the information about the essay.
doc_308157956.doc
Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex.
HUMAN RESOURCE ON MOTIVATION
CERTIFICATE
ACKNOWLEDGEMENT
CONTENTS
1. Introduction 2. Features 3. Academic theory 4. Business practice 5. Careers and education 6. Functions
7. Everything You Need to Know About Employing People 8. Develop and Manage a Human Resources Department 9. How to Recruit and Hire a Superior Workforce 10. Job Interviews
11. From Job Interview Completion to Employee Start Date
12. HR Management FAQs / Basics 13. Organization Development / Change Management / Culture
14. Job Descriptions
15. Salary and Benefits 16. Employee Development, Training, and Ice Breakers 17. Strategic Planning and Management 18. When Employment Ends: Layoffs, Job Termination, Firing, Resignations
19. Employee motivation 20. Organizational Culture
21. John Power
22. Conclusion
INTRODUCTION
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. Features Its features include:
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Organizational management Personnel administration Manpower management Industrial management
But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even employee and industrial relations are confusingly listed as synonyms although these normally refer to the relationship between management and workers and the behavior of workers in companies.
The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being: “a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled"
".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"
Academic theory The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989). The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial, Legal/Paralegal Studies and organizational psychology, industrial relations, sociology, and critical theories:
postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management. One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function Strategic business partner Change management Employee champion Administration However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.
Business practice Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.
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Workforce planning Recruitment Induction and Orientation Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management Payroll Employee benefits administration Personnel cost planning Performance appraisal
Careers and education
Cornell University's School of Industrial and Labor Relations was the world's first school for college-level study in HRM The sort of careers available in HRM is varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EEO (Equal Employment Opportunity) specialists or college recruiters. Training and development specialist is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators. Several universities offer programs of study pertaining to HRM and broader fields. Cornell University created the world's first school for college-level study in HRM (ILR School). University of Illinois at Urbana-Champaign also now has a school dedicated to the study of HRM, while several business schools also house a center or department dedicated to such studies; e.g., Michigan State University, Ohio State University, and Purdue University.
Professional organizations Professional organizations in HRM include the Society for Human Resource Management, the Australian Human Resources Institute (AHRI), the Chartered Institute of Personnel and Development (CIPD), the International Public Management Association for HR (IPMA-HR), Management Association of Nepal (MAN) and the International Personnel Management Association of Canada (IPMA-Canada), Human Capital Institute (HCI) FUNCTIONS The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford partor full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?" The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Everything You Need to Know About Employing People
Employing people starts with the recognition that you need an employee and ends when the employee leaves your organization. Find information here on everything from recruiting, hiring, and orienting to training, policies, salary and benefits, performance management and improvement, and organization communication and culture. Find all of the basics about Human Resources.
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Develop and Manage a Human Resources Department How to Recruit and Hire a Superior Workforce Job Interviews From Job Interview Completion to Employee Start Date HR Management FAQs / Basics Organization Development / Change Management / Culture Organizational Communication Job Descriptions Policies, Samples, Checklists, and Forms Salary and Benefits Employee Development, Training, and Ice Breakers Employee Retention Employee Health, Safety, and Wellness Rewards and Recognition
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Strategic Planning and Management Progressive Disciplinary Action When Employment Ends: Layoffs, Job Termination, Firing, Resignations
Develop and Manage a Human Resources Department
The Human Resources function is served in an organization long before an HR department is formed. Because paying employees starts out in accounting, usually an accounting and payroll clerk gets the nod. Recruiting, hiring, training, and all of the other HR functions are performed hit or miss with just about everyone in the organization doing a part of the role. But, as the organization grows, so, too, does the need for professional HR staff. Want to know more about Human Resources, the HR department, the HR function and more? You've stopped by the right door.
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What is Human Resources? Human Resources and Management OneStop Center What Is Human Resource Management? Business, Management, and Human Resources Glossary Frequently Asked Questions (FAQ) What Is the Human Resources Department? The New Role of the Human Resource Professional HR as Product: Be the Brand of Choice How to Get a Seat at the Executive Table: Ten Tips Grow Your Strategic Consulting Skills Top 10 Human Resources Books for Human Resources Staff
How to Recruit and Hire a Superior Workforce When recruiting, selecting, staffing and hiring, pick the smartest person you can find. Retention of your best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. Recruiting, testing, selection and staffing are the focus of these resources, from the determination of the need to fill a position until the onsite job interview.
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Free Email Class: Recruit and Hire the Best How to Recruit and Hire the Best: A Checklist for Success Plan Your Recruiting to Ensure Successful Candidate Selection Eight Hiring Mistakes Employers Make: From Application to Interview Want a Superior Workforce?
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Recruiting Stars: Top Ten Ideas for Recruiting Great Candidates Top Ten Recruiting Tips Use the Web for Recruiting: Recruit Online Use Behavioral Interviewing to Select the Best Use Your Team for Recruitment: A Retention Strategy Working With Recruiters: What Is a Recruiter ... Really? Ten Deadly Mistakes Job Searchers Make: Why They Should Matter to Employers Internal Job Application for Career Opportunities Gone in Thirty Seconds: How to Review a Resume Why This Resume Rocks Why Resume Cover Letters Should Matter to Employers My Favorite Resume Cover Letter Initial Candidate Screen: Telephone Interview
Job Interviews How to conduct a safe, legal interview that also enables you to select the best candidate for your open positions is important. The interview is one of the significant factors in hiring. Perhaps the traditional interview is accorded too much power in selection. Learn more interviewing tips and interviewing techniques to make your interviews a powerful tool and process to evaluate candidates.
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Initial Candidate Screen: Telephone Interview Job Interview Tips: How to Interview Potential Employees Interviewing Styles: Tips for Interview Approaches Best Practices in Interviewing Why "Blink" Matters: The Power of First Impressions Believe What You See: How to Use Nonverbal Communication in Hiring Use Behavioral Interviewing to Select the Best Ask Right to Hire Right: Effective Interview Questions Sample Job Interview Questions Motivation Job Interview Questions Teams and Team Work Job Interview Questions Leadership Job Interview Questions Interpersonal Skills Job Interview Questions Management and Supervisory Skill Job Interview Questions Communication Job Interview Questions Job Interview Match Dance What Turns You Off the Fastest? Second Interview Tip Job Candidate Evaluation Form
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Review Candidate Thank You Letters
From Job Interview Completion to Employee Start Date
Upon completion of job interviews, the selection process for employees ensures a successful employee - done well. Treating candidates with respect and using systematic methods to ensure you are selecting the most qualified candidate are important. Negotiating an appropriate salary and making a job offer that helps the potential employee and the candidates you didn't select feel valued is critical. All of the interaction following the interviews lays the foundation for your relationship with your new employee. Your interaction with the candidates not selected lays the groundwork for your reputation as an employer.
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Job Candidate Evaluation Form Review Candidate Thank You Letters Hiring Employees: A Checklist for Success in Hiring Employees Candidate Rejection - Candidate Rejection Letter Sample Background Checking Who Owns Reference Checking? Reference Checking Format Tips for Determining a Motivating Salary Job Offer Letter Samples Tips for a Successful Salary Negotiation Use a Point Person for Salary Negotiations
HR Management FAQs / Basics Human Resources Management presents special challenges for the Human Resources leader in organizations. Effective Human Resources Management requires special HR tools, special approaches to management, and access to professional Human Resources associations, education, and publications. Find out what people do who work in Human Resources. Learn more about all aspects of management specific to Human Resources management.
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Frequently Asked Questions (FAQ) About Human Resources Human Resources OneStop Center What Does a Human Resources Manager, Generalist, or Director Do? Business, Management, and Human Resources Glossary Sample Human Resources Director Job Description
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Sample Human Resources Generalist Job Description Sample Human Resources Assistant Job Description The New Roles of the Human Resources Professional Why HR Should Report to the CEO How to Get a Seat at the Executive Table: Ten Tips Reinventing HR from the Classroom to the Boardroom Grow Your Strategic Human Resources Consulting Skills
Organization Development / Change Management / Culture You can consciously shape the culture of your organization if you understand what culture is, how to assess your current culture, how to establish the culture you need for your organization's success, and how to implement and manage the changes necessary to create the desired culture. Other aspects of organization development are highlighted.
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Culture: Your Environment for People at Work How to Understand Your Current Culture How to Change Your Culture: Organizational Culture Change Trust Rules: The Most Important Secret How to Demonstrate Respect at Work Build a Value-based Organization How to Make Values Live in Your Organization How to Implement Strategic Planning: Vision Statement, Mission Statement, Values Change Management Wisdom Change, Change, Change: Change Management Lessons From the Field Executive Support and Leadership in Change Management Communication in Change Management Change Management Lessons About Employee Involvement Planning and Analysis in Change Management Build Support for Effective Change Management Change Management Tips
Organizational Communication Effective communication does more than keep employees informed. Effective communication helps employees understand the over-riding mission and vision of your organization. It provides the unifying glue that helps employees feel as if they are part of something bigger than themselves and their job. Effective communication forms the basis for the interpersonal relationships that work to serve the needs of the employees, the customers, and the organization. Can it get any better than that?
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How to Make Your Messages Memorable Communication in Change Management Organizational Change Communication Musts Why Blogging Matters to Business Three Tips for Business Blogs Sample Human Resources Letters Effective Meetings Produce Results: Twelve Tips for Meetings Spice Up Your Company Meeting: Ten Tips for Meeting Planning Ten Characters You'll Meet at a Business Meeting Internet and Email Policy Electronic Surveillance of Employees The Human Resources Management System Solution Communication Job Interview Questions Conduct a Simple Training Needs Assessment
Job Descriptions
Job descriptions can provide guidance about what is expected from an employee who is working in a particular role within your company. Job descriptions can also serve as a limiting factor when your expectation of employees is that they do whatever is necessary to serve the customer, develop and sell great products, and contribute to a convivial work environment that supports the accomplishment of your organization's goals. So, job descriptions are good and bad. Use job descriptions for clarity, not limiting.
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Job Description Job Descriptions: Why Effective Job Descriptions Make Good Business Sense Job Analysis How to Develop a Job Description Sample Human Resources Director Job Description Sample Human Resources Generalist Job Description Sample Human Resources Assistant Job Description
Policies, Samples, Checklists, and Forms Sample policies, checklists, forms, and examples save you work. And, that is my intention; you can use or modify these samples for your individual, but not commercial, use. I have a second, much more important goal, for this Web site. I want to encourage forward thinking employee relationships and people-oriented workplaces. Employees
who feel valued are more successful in developing products, serving customers, and delivering their discretionary energy to serving your business.
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How to Develop a Policy Human Resources Policy and Procedure One Page Directory Policy Samples and Examples How to Recruit and Hire the Best: A Checklist for Success Application for Internal Job Opportunities At Will Employment Sample Policy Cell Phone Policy Sample for Workplaces Drug-free Workplace (Policy Components) Employee Handbook Introduction Employment Ending Checklist Plan Your Recruiting to Ensure Successful Candidate Selection Reference Checking Format and Questions Resume Cover Letter Sample Resume Sample: Why This Resume Rocks Screening Telephone Interview Smoke Free Workplace Policy for Your Company Work Dress Codes Guidelines and Policies
Salary and Benefits Don't underestimate the importance of salary and benefits as both an issue in attracting, hiring and retaining great employees and in ongoing levels of employee motivation. Work is about the money and earning a living. Work becomes not about the money only when employees have "enough" money to meet their basic living expenses. Learn the trends in benefits and compensation. Find out how to set a motivating salary. Discover the benefits most important to your employees.
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Salary Trends in Forward Thinking Organizations Tips for Determining a Motivating Salary Tips for a Successful Salary Negotiation Are You Getting the Best Benefit From Your Benefits? The Scoop on Salary Increases About.com Salary.com Salary Comparison and Salary Calculator Sales Compensation: Retain Sales Super Stars Your 401k Plan is a Recruiting Magnet Magnify the Retention Value of Your 401k Plan
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Profit Sharing Variable Pay Workers' Compensation Tuition Assistance All About Health Care Flexible Spending Accounts (FSAs) Telecommuting Severance Pay Make More Money: Your Lifetime Income Potential Holiday Pay Practices: Do You Know What Your Legal Requirements Are?
Employee Development, Training, and Ice Breakers Training and staff development ensure that your workforce will continue to develop the skills necessary for success both now and in the future. Effective needs assessment, training provision, and training transfer or training application on the job provide the framework necessary for training success in your organization. Tailoring skill development for adults requires attention to adult learning methods, ice breakers, mentoring, coaching, and team building activities.
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Training and Development for Motivation and Retention: Training and Development Training: Your Investment in People Development and Retention Conduct a Simple Training Needs Assessment Develop Your Leadership Brand Tips for HR Training Tips for Weekly Training Everything Ice Breakers Use Training or Lose Training Ten Tips to Make Training Work: Training Transfer Tips Training CAN Make a Difference: Twelve Tips for Training Transfer Everyone Wins! More Tips for Training Transfer
Employee Retention Employee retention, especially of your best, most desirable employees, is a key challenge in organizations today. Use these tips, articles, tools and ideas to learn employee retention strategies that will help you retain your best staff. Learn loyalty strategies for employee retention.
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How to Retain Your Best Employees
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Top Ten Ways to Retain Your Great Employees A Majority of Employees Seek New Jobs What People Want From Work: Employee Motivation and Positive Morale The Bottom Line for Employee Retention Keeping the People You Really Need in the Outsourced Economy Use Your Team for Recruitment: A Retention Strategy Employee Recognition Rocks: Kick Employee Recognition Up a Notch Fun and the Bottom Line: Using Humor to Retain Employees Employee Orientation: Keeping New Employees on Board Magnify the Retention Value of Your 401k Plan
Employee Health, Safety, and Wellness Looking for information about how to manage your work life? Here you'll find information about stress management, time management, work-life balance, safety, workplace security and housekeeping, burnout, coping, job sharing and other creative scheduling arrangements, and employee wellness.
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Understanding Stress and Workplace Stress Tips for Managing Stress and Change at Work The Five Teams Every Organization Needs Workplace Violence: It Can Happen Here When Tragedy Strikes: Eleven Tips for Your Workplace Response Top 6 Work-Life Balance Books: Your Family-Friendly Future ADAM Healthcare Center How to Accommodate Disabled Employees Develop a Drug-free Workplace Laughing Your Way to Organizational Health Tips for Minimizing Workplace Negativity
Rewards and Recognition Looking for ideas about employee recognition, employee rewards, employee awards and just thanking employees? Look no further. Ideas for both formal and informal employee recognition and employee rewards are here. Your only limit in employee recognition and in rewarding and thanking employees is your imagination. Five Tips for Effective Employee Recognition: How to Reward, Recognize, Thank
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The Power of Positive Employee Recognition Top 10 Ideas About What Employees Want From Work Employee Recognition Rocks: Kick Employee Recognition Up a Notch Top Ten Ways to Show Appreciation Provide Motivational Employee Recognition How to Write an Employee Recognition Letter: Sample Recognition Letters What People Want From Work: Employee Motivation and Positive Morale Leadership Success Secrets: Leadership Rewards and Recognition Recognition or Entitlement? Reward, Recognition, Award, and Thank You Ideas Recognition Success Tips: Recognition Ideas Recognition Success Tips: Recognition Criteria Salary Trends for Forward Thinking Organizations
Strategic Planning and Management Looking for information specific to the management of human resources, the human resource profession, the roles of a human resources professional or the strategic partnership of human resources managers with leadership teams? You've found it here. Read more to understand the opportunities for value added from human resources professionals in your organization.
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Build a Strategic Framework: Mission Statement, Vision … How to Implement Strategic Planning: Vision Statement, Mission … Strategic Planning Pitfalls - to Avoid Thinking Strategically First Makes Strategic Planning Work Quick Start Learning Guide: Strategic Planning Reinventing HR from the Classroom to the Boardroom Strategic Human Resources: Avoiding Circular Conversations Create Your Personal Vision Statement
Progressive Disciplinary Action Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. Find out more about progressive discipline.
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Promote Self-Discipline Discipline (Progressive Discipline): Definition How To Provide Feedback That Has an Impact How to Hold a Difficult Conversation How to Tackle Annoying Employee Habits and Issues
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Play Well With Others: Develop Effective Work Relationships Fight for What's Right: Tips for Meaningful Conflict Coaching for Improved Performance Progressive Discipline Warning Form: Counseling Record for Disciplinary Warning Performance Improvement Plan How to Manage a Deadbeat Employee Communicating Following Disciplinary Action Counseling or Work Coaching How to Fire an Employee How to Fire With Compassion and Class Absenteeism and Absenteeism Policy Sample
When Employment Ends: Layoffs, Job Termination, Firing, Resignations Employment ends for positive reasons such as a new job, a resignation or retirement. Employment also ends for more negative reasons such as layoffs, downsizing, job termination or firing. Whatever the reason for the job change, help is available to aid you in the transition. These resources will help you decide whether or when, or aid you in an involuntary job loss. Take a look.
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Stop Being Miserable at Work Top Ten Reasons to Quit Your Job Sample Resignation Letter Resignation Letter How to Hold a Difficult Conversation Performance Improvement Plan Employment Ending Checklist Downsizing Survivors Survivors Can Soar After Layoffs or Downsizing Layoffs With Dignity Perform Exit Interviews: Questions for Exit Interviews How to Improve Exit Interview Participation Rates I Just Lost My Job: How Am I Going To Tell My Kids? How to Fire an Employee: Legally, Ethically How to Fire With Compassion and Class Employment Terminations: How To Avoid Legal Problems Employee Termination from an IT Perspective
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Employee motivation To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. Basic financial rewards and conditions of service (e.g. working hours per week) are determined externally (by national bargaining or government minimum wage legislation) in many occupations but as much as 50 per cent of the gross pay of manual workers is often the result of local negotiations and details (e.g. which particular hours shall be worked) of conditions of service are often more important than the basics. Hence there is scope for financial and other motivations to be used at local levels. As staffing needs will vary with the productivity of the workforce (and the industrial peace achieved) so good personnel policies are desirable. The latter can depend upon other factors (like environment, welfare, employee benefits, etc.) but unless the wage packet is accepted as 'fair and just' there will be no motivation. Hence while the technicalities of payment and other systems may be the concern of others, the outcome of them is a matter of great concern to human resource management.
Increasingly the influence of behavioral science discoveries are becoming important not merely because of the widely-acknowledged limitations of money as a motivator, but because of the changing mix and nature of tasks (e.g. more service and professional jobs and far fewer unskilled and repetitive production jobs). The former demand better-educated, mobile and multi-skilled employees much more likely to be influenced by things like job satisfaction, involvement, participation, etc. than the economically dependent employees of yesteryear. Hence human resource management must act as a source of information about and a source of inspiration for the application of the findings of behavioral science. It may be a matter of drawing the attention of senior managers to what is being achieved elsewhere and the gradual education of middle managers to new points of view on job design, work organization and worker autonomy. Motivation and Human Resource Management Motivation is closely related to organizational culture which is an essential aspect of HRM. Organizational Culture Staff motivation is the cornerstone of open, flexible and caring management culture, which the Government aims to establish through HRM. To put it into practice, "open" means not only to listen to staff suggestions and opinions, but also to empower staff, accept their constructive criticisms and use their suggestions. To be "flexible", we may need to change the traditional ways of doing things. As far as staff motivation is concerned, the biggest challenge perhaps is to stop focusing on problems and the guilty party (police behavior) and start looking for those responsible for things gone right (coach behavior). "Caring" calls for a human leader who would give emotional support to individuals, and at the same time attend to the overall emotional needs of team members - which includes treating them all in a fair and impartial manner. That's how we live the belief that "people are our most important asset". The basic principle underpinning motivation is that if employees are led effectively, they will seek to give of their best voluntarily without the need for control through rules and sanctions -- they will eventually be self-motivating.
Employee Motivation, Recognition, Rewards, Retention
Employee motivation, positive employee morale, rewards and recognition are explored in these resources. What creates motivated, contributing people? How do you maintain high employee morale when people work long hours? How does your reward and recognition system contribute to or deflate employee motivation, positive morale and retention?
Answers are here. Employee Recognition (21) Humor and Inspiration (60) Employee Retention (22) Employee Surveys (11) Inspirational Quotations @ Managers and Motivation (12) Success (28) How Do You Celebrate Holidays in Your Workplace? Many workplaces celebrate annual holidays. Over time, as you celebrate annual holidays in your workplace, you form traditions and give employees fodder for stories about their workplace. These stories and the photos from the annual events help form the company culture, the environment you provide for people at work. Employees like to celebrate holidays in the workplace. Top Ten Ways to Be Happy at Work Working at Google sounds very cool. I'd be the first to tout Google as a motivating employer: free food, fun ... Google and other top 100 employers provide best workplaces. But, perks that enable employees to spend all their time at work exploit people and destroy life balance. So, even the best employer may not be best for everyone. These are the factors that will help you find happiness at work. About What Employees Want From Work: Employee Motivation Every person has different reasons for working. The reasons for working are as individual as the person. But, we all work because we obtain something that we need from work. The something obtained from work impacts morale, employee motivation, and the quality of life. To create positive employee motivation, treat employees as if they matter - because employees matter. These ideas will help you fulfill what people want from work and create employee motivation. Motivation Job Interview Questions The following sample job interview questions about motivation enable you to assess what motivates the candidate you are interviewing. Feel free to use these job interview questions in your own candidate interviews. Motivation Center Every person is motivated. The challenge at work is to create an environment in which people are motivated about work priorities. Find out how at the Motivation Center.
Use Training and Development to Motivate Staff Want to keep your staff motivated about learning new concepts? The quality and variety of the training you provide is key for motivation. The structure of your training programs brings them back for more. Learn more.
Managing Millennials The millennialism joining your workforce now were born between 1980 and 2000. Unlike the Gen-Xers and the Boomers, the Millennials have developed work characteristics and tendencies from doting parents, structured lives, and contact with diverse people. Learn more about millennials. Top Ten Ways to Retain Your Great Employees Key employee retention is critical to the long term health and success of your business. Managers readily agree that their role is key in retaining your best employees to ensure business success. If managers can cite this fact so well, why do many behave in ways that so frequently encourage great employees to quit their job? Here are ten more tips for employee retention. Inspirational Quotes for Business: Motivation Looking for an inspirational quote or a business quotation for your newsletter, business presentation, bulletin board or inspirational posters? These motivation quotes are useful to help motivation and inspiration. These quotes about employee motivation will help you create success in business, success in management and success in life. Elan at Work Are you capturing the ardor and the spirit of your work force? You want to maximize contributions from people. You want to fuel excitement. You want people to fulfill dreams, plans and needs. You want to be the chosen, valued employer. Find out how! The Most Important Management Secrets Your expectations of people and their expectations of themselves are the key factors in how well people perform at work. Known as the Pygmalion Effect and the Galatea Effect, respectively, the power of expectations cannot be overestimated. These are the fundamental principles you can apply to performance expectations and performance improvement at work. Learn more. Celebrate Annual Holidays for Motivation and Team Building Traditions are important in companies just as they are in families. And, nothing is more important than the annual traditions work places establish around the celebration of seasonal holidays. A holiday celebration builds positive morale which results in
increased employee motivation. Motivation contributes to team building and productivity. Productive teams are responsible for your success. Use Affirmations as Passwords What do you type over and over on a daily basis if you use your computer to access email or the web? Your password, of course. If you're a road warrior, you use this access code even more frequently. Why not make the password user-friendly? Why not make the password an affirmation? What Brings You Joy? What brings you great joy in the workplace? I know what brings me joy. Perhaps we share meaning about joyful events and circumstances? I trust that in sharing mine, I remind you of yours. It's easy to get so bogged down in the day-to-day busy that we forget to cherish the best moments. What motivates the motivators? Here are some of mine.
Employee Motivation in a Time of Change In today's turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view employee motivation as something of a mystery. Learn more about employee motivation and get a motivation checklist. What People Want From Work: Employee Motivation Some people work for love; others work for personal fulfillment. Others like to accomplish goals or feel as if they contribute to something larger than themselves. Whatever your personal motivation for working, the bottom line, however, is that almost everyone works for money. Find out the latest thinking and research about what people want from their work - employee motivation. How to Gift the Boss or a Special Co-worker It's an age-old dilemma and it comes up every year. What do you do for that valued boss or co-worker on a special occasion? Gift-giving opportunities are endless - and endlessly challenging. Help is here. These gifts are appreciated and cherished. Top Picks: Posters That Reinforce and Sustain Your Culture Your culture is a result of the values, experiences, and behaviors shared by your employees. You can see your culture live in your language, symbols, stories, and work practices. Emphasize the values and culture you desire with motivational prints. Motivation and Morale Resources These sites explore motivation and morale including philosophies, how to's, effective actions, and more.
Promote Self-Discipline! You can create a work environment in which people choose to practice self-discipline and thus, minimize the need for supervisory disciplinary action. Intriguing? Find out more.
Help People Thrive at Work: Employee Motivation How to recruit, retain, reward, and motivate staff currently tops your interest list. Doing these well is the most important strategic role of a manager or business owner. Find out more. Tips for Minimizing Workplace Negativity Minimize workplace negativity by not allowing it to get started in the first place. Use these tips from Susan Heathfield, the HR SiteGuide, to keep negativity from gaining a foothold in your organization. Cures for Negativity Despite your best efforts, your workplace is a hotbed of negative feelings, comments, and actions. What can you do to stop the negativity and keep it from spreading to all staff? Your About HR Guide, Susan Heathfield, has ideas for you to implement! Index to Articles about Motivation, Retention, Coaching, and Training Looking for information about any aspect of human resources, motivation, coaching, training or education for your business or organization? You've found the right resource. Here are all the resources you'll need to effectively start, manage and develop your human resources department and all aspects of your business. Find information motivation, coaching, training or education. About HR Site Recognition Kudos to the About HR site from readers, raters, and other Web sites. Make my day! Thank you! Passion Pays! "People who are passionate about their work do a better job." I believe it! Check out Management Guide, John Reh's take on being happy at work. Laughing Your Way to Organizational Health Workplace wellness is a serious issue. With stress-related-illness and burnout becoming household words, you are increasingly looking for ways to keep your workforce happy, healthy and productive. David Granirer's humor insights tell you how. Meaning at Work The Meaningful Workplace site presents the 22 keys to helping people find meaning in their work place. Author and consultant, Tom Terez, provides information you can use immediately on at his Web site.
What's Most Important to Employees Today? Employees want to like what they do and have fun. They want to feel they are fairly compensated. Increasingly, they seek a balance between life and work and family. Take a look at the article to find out the rest of the morale and motivation issues important to employees. First Time Here? Directory to the Site Start here to learn about all of the information, opinion pieces, articles, links, samples and tools on the Human Resources management site.
Human Resources Basic Information - FAQ Considering a career in Human Resources? Looking for basic information about Human Resources? Thinking of changing careers? Need career development and career education information? Look here for career information and for available jobs in the field. Get an HR occupational outlook. Make this your first stop for Human Resource management and Human Resource career development.
Navigation to New and Overview Content Start here to find your way to the newest content on the Human Resources site. Visit the site map or directory to access all available topics. Visit the FAQ for Human Resources basics. Learn all about the site - what's here and where.
Performance Management and Development Managers cite performance appraisals or annual reviews as one of their most disliked tasks. Performance management eliminates the performance appraisal or annual review as the focus and concentrates on the entire spectrum of performance management and development issues including employee performance development, training, crosstraining, challenging assignments, and regular performance feedback. Motivation-Morale-Recognition-Rewards
Employee morale, motivation, and recognition are explored in these links. What creates motivated, contributing people? How do you maintain high employee morale when people work long hours? How does your recognition system contribute to or deflate motivation and morale? Answers are here. Job Search Help and Opportunities Job Opportunities sites are the best sites on the Web for Human Resources job openings, career development paths and means, salary ranges, position responsibilities, job hunting essentials, executive search, and more. Boost your own career or locate staff by exploring these job sites. Education, Training, and Development Want to know more about training, education, development, facilitation, and performance improvement? Your Guide provides information about training, education, development, facilitation, and performance improvement. Policies, Handbooks, and Procedures Policies, handbooks, and procedures provide guidance from human resources for the fair and consistent treatment of staff. They are most useful when applied as guidelines rather than as unchangeable rules and laws. Find examples here which will guide the development of your own human resources policies, guidelines, handbooks, and procedures. Recruiting, Staffing, Retention In employee recruiting, testing, and staffing, pick the smartest person you can find. For employee retention, establish clear goals with measures so the individual can succeed. Retention of your best employees starts with your recruitment and staffing strategies. Recruiting, testing, selection, staffing and retention are the focus of these sites. Strategic Partnership and Management
The HR function is striving to become a partner in accomplishing the business plans of the organization. These links help the HR professional move into the strategic future in partnership, planning, and technology.
Management and Leadership Issues
Solid information for the HR professional about management and leadership is found at these sites. Whether you seek input to further your own skills or insight into working well with line managers, you'll find the information here. Coaching/Mentoring/Knowledge Sharing
Coaching, mentoring, and knowledge sharing are important, current Human Resources topics. Find out how organizations are developing mentoring programs. Learn about the new role of the HR coach. This subject area offers information on development activities and interventions that will accelerate your career growth. Salary - Benefits - Rewards/Recognition
Are your salary, benefits and bonus fair? Will your salary and benefits help you retain excellent staff? Will your pay package attract great candidates? What opportunities exist for increasing benefits at reasonable cost? How can you provide rewards and recognition for positive performance? These resources answer these questions about salary, benefits, rewards, and recognition. Stress Break Features Humor/Inspiration
Stress Break features humor, inspiration, self/people understanding, fun things, games to play, toys, and other opportunities to take a break from your HR grind work. You'll love having these at your fingertips, and want to share them with your coworkers. Enjoy!
Organization Development and Change
All aspects of organization development and change management are linked in these resources. They access information about group facilitation, culture change, consulting, managing change, planned change, and leading edge topics such as emotional intelligence and large group processes. Check here for the best organization development and change management resources.
Teambuilding - Employee Empowerment - EI
Employee involvement, teams, and employee empowerment enable people to make decisions about their work. This employee involvement, teambuilding approach, and employee empowerment increases loyalty and fosters ownership. These links tell you how to do team building and effectively involve people. Relationships with People and Customers
Want to work more effectively with people at work? Whether your relationship is with your supervisor, manager, customer or co-worker, you want to make your work relationships positive, supportive, and empowering. Get relationship advice, relationship improvement ideas and relationship problem solving from these resources. Communication, Newsletter, Presentations
Links to resources that will assist you to communicate more effectively with employees, service providers, vendors, and customers. Resources include interpersonal communication, newsletters, and conflict resolution. Diversity Issues
Diversity issues related to race, gender, age, disabilities, religion, job title, physical appearance, sexual orientation, nationality, multiculturism, competency, training, experience, and personal habits are explored in these links. The bias is toward valuing diversity.
Small Business Related
Small businesses face special challenges as they grow their sales and need people to help them manage their growth and success. These sites focus on information the small business person can use as your human resources related needs and interests grow.
Career Development/Education/Planning
What can you do to build your career? To attain all that you want from work and life? Retain your best employees when you help them get what they want from work. These sites provide career builder ideas, career education, career planning, career search, career counseling, career development, and career opportunity information for you and your staff. Labor and Industrial Relations
Labor Relations links explore such topics as management-union relationships, remaining non-union, collective bargaining, the potential contribution of a union representative, the advantages of a represented work place and grievances. Emphasis is placed on sites that focus on building an effective partnership among all parties. Human Resources Associations
These Human Resources professional associations and Human Resource organization Websites are often rich with Human Resource management, training, and employee related information. Many Human Resources sites require membership in the Human Resource association to access the most comprehensive information. Resources and Mailing Lists
HR resources include Web sites, mailing lists, discussion groups, instruments, tools, surveys, activities, sample forms and documents, ice-breakers, activities, Internet resources and assessments for the human resources professional. They aid the Human Resource professional in his knowledge about the field. Check out the best resources!
Employment Law, Employee Relations, Gov
The importance of the role of the Human Resource professional in understanding and interpreting legal decisions and legislation is fundamental in our increasingly litigious
society. Find the best sources for human resources legal, state and federal governmental information, and court decisions here. Books, Book Reviews, Publications
Human Resources books, book reviews, magazines, publications, recommendations, newsletters, bookstores, journals, publishers, e-magazines, online magazines and newsletters, and email newsletters are listed here. You'll also find links to book reviews. Visit this ever-changing resource. Schools, Education, and Certifications
What education and credentials will serve you best as you embark upon or enhance your Human Resources career? Learn about undergraduate and graduate programs in the field. Arm yourself with the advice and information needed to succeed in school. Find out about Human Resources and other career-oriented certifications such as the SPHR and the PHR. Propel your career success. Safety, Health, Wellness, Organization
Safety is one of the most pressing concerns of employees in organizations. Your HR Guide provides links to sites that help minimize their concern about safety and workplace violence. They emphasize the growing interest in health, wellness, workplace organization, and disease prevention. Visit often to provide a well-managed, effective safety program! Work, Life, Family Issues and Resources
Is balancing work, life, and family a priority for you? These resources will assist the HR professional to balance work, life, and family issues, needs, and concerns. They will help you help others in your organization and serve as referral resources.
Benefits Roundup
Resources to use in planning, implementing, and redesigning compensation and benefit systems. Links emphasize new ways of thinking about compensation and benefits. The Case against Performance Appraisal
Traditional performance appraisal or performance evaluation, as practiced in many organizations, is an annual assault. Learn more about why employees and managers universally dislike the traditional performance appraisal system. Coaching
Coaching, one of the newer areas of consulting, involves working with individuals and groups to help them achieve personal and professional fulfillment with the assistance of a coach. These coaching resources will help you find out about coaching and becoming a coach. Change Management
Change management challenges organizations to succeed during times of great change. Learn how to successfully plan, implement, communicate, create employee involvement and commitment, and measurement systems during change. Change management central is here. Conflict Resolution/Controversy Management
Communication both breeds and resolves conflict and controversy. Learn how to effectively resolve conflict and manage organizational controversy. Consulting Humor It really helps to be able to laugh at yourself in this profession, and to help our clients see the humor in some of their situations. Here are links to stories, cartoons and other humorous takes on our business.
Consulting Job Opportunities
Are you a consultant looking for online opportunities? Or, are you an HR professional thinking about consulting? These sites will help you see what's available in the freelance world. Dealing With Bad, Ineffective Managers
Can't stand your job because of your bad boss? Bad and ineffective managers exist in every organization. The worst managers fail to trust employees, don't respect employees, and intimidate employees. Find out how to understand and deal with bad managers and bosses here. Progressive Discipline
Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. Find out more about progressive discipline. Education Online - No Cost or Low Cost
These sites offer free or low cost classes - education online and training online in most areas of work related training and education needs. You'll be amazed at the free or low cost education and training available online. E-Learning - Training
The site offers the best of the Web for e-learning solutions in employee training, development, performance improvement, and education. E-learning brings you resources in online education, email training, Web Based Training (WBT), online learning, teleclass training, chat room training, and more. Employee Satisfaction Surveys
Employee satisfaction surveys help employers measure and understand their employees' attitude, opinions, motivation, and satisfaction.
Executive Search
Executive search and recruiting are a unique field in the consulting profession. These sites will help you identify resources on the Web for working with both clients and job seekers Games, Pastimes, Diversions
Have a little bit of time you'd like to spend exercising your brain muscles, enjoying a game, or whiling away hours in thoughtful or senseless activity? Take a look at the games, diversions, pastimes, and puzzles these sites offer. For break, lunch or the weekend, keep stress in control. Glossaries of Human Resources Terms
Human resources glossaries emphasize human resources terminology. Each glossary emphasizes a human resources related topic including development, labor relations, benefits, and more. Handbooks and Policy Manuals Samples
Sample and example policy manuals and employee handbooks will help you write your own policy manual or employee handbook. Look here for ideas. Headhunter, Recruiters, Executive Search
Looking for a headhunter, recruiter, executive search firm, executive recruiter, recruiting services, or a recruitment agency? Whether you're recruiting employees or seeking help to find a new job, these headhunters, recruiters, executive search firms, executive recruiters and recruiting services will help. Human Resources Related Associations
Listings of Human Resources professional associations and Human Resource organizations. These associations cover the entire field of Human Resources and do not specialize.
Icebreakers, Energizers, and Activities
Icebreakers, energizers, and activities heighten the effectiveness of training sessions when targeted to the training, speaking, or facilitation topic and the needs of the learners or participants. Check here for the best on the Web. Interpersonal Communication
Face-to-face or person-to-person interpersonal communication is the most frequent communicating most people do at work. Learn how to communicate well. Job Descriptions - Free Samples/Examples
Sample job descriptions are popular with readers. This information will help you develop effective job descriptions. Sample and example free job descriptions are also linked for your convenience. Job Search Boards and Sites
These job listing sites help job seekers find work and employers find talent. Post an opening; apply for a job. I've located the best on the Web for the HR professional. Layoffs and Downsizing Strategies
Your organization is either thinking about or has initiated layoffs, downsizing, rightsizing, staff cuts, or managed redundancy. Whatever you call it, these strategies for layoffs and downsizing will minimize the damage to those employees you lay off and the layoff survivors who remain. Manager's Role in Successful Motivation
The manager plays the most important role in creating a high morale and motivational business workplace. Learn more about the manager's role in a workplace that fosters high employee morale and motivation.
Managing Day-to-Day Employee Performance
Managing employee performance every day is the key to an effective performance management system. Setting goals, making sure your expectations are clear, and providing frequent feedback help people perform most effectively. Learn more about managing performance. Meeting Management
Ineffective meetings use critical resources, sap organizational energy and movement, and affect employee morale. Find out how to make your meetings work for you. New Articles and Site Recommendations
Take a look to see what's new, interesting, and exciting at the About HR site. All new articles and site recommendations about human resources management, performance management, employee motivation, employee development, jobs, software, consulting, forms, training, policy and procedures, outsourcing, and more, are here. News and Up-to-the Minute HR Stories
Keep current with timely Human Resources news and information. These sites represent the best of the Human Resources news sources on the Web. Breaking news; court decisions affecting HR and people in organizations; governmental decisions, research findings; and key appointments can all be found here. Stay up-to-date by returning here often! Newsletters and Written Communication
One of the most effective methods for communicating at work is to use written content in newsletters, publications, memos, bulletin boards, white boards, and handbooks. Make your written communication stand out and accomplish shared meaning! Organization Development
Change management and organization development knowledge and information are critical success factors for business and management leaders and managers. Look here for the best sites that emphasize change management and organization development. Orientation of New Employees
New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team. Performance Goal Setting and Measurement
People like to know how they are performing. You can develop an effective performance goal setting and performance measurement system that gives them this information. Find out how to establish performance goal setting and performance measurement systems in your organization. Personality Tests, Quizzes, and Profiles
Interested in gaining insight into any aspect of your work, business, management, leadership, or career style? Take these personality tests, quizzes, and profiles for insight, thoughtful consideration, career education, and just plain fun and enjoyment. Policy Samples and Examples
Policy, procedures, and standards samples and examples to help you write and develop fair, consistent policies standards, and procedures for staff guidance and fair treatment. Project Management
Project management skills are essential to productivity and a sense of accomplishment. These links will lead you to some of the best sites on the Web with information about project management. Recruiting - Employee Recruitment
You are recruiting the best employees for your organization's needs. You want talented employees who fit your culture. Your recruitment strategies are critical in attracting these people. Learn more about effective recruiting.
Retention of Employees: Tips and Tools
Retention of excellent employees is one of the most important challenges in organizations today. Use these tips, articles, tools and ideas to learn employee retention strategies that will help you retain your best staff. Retirement Resources: 401(k) Plans, More
Interested in your retirement planning and savings options? Look here for information about 401(k) plans, retirement calculators, pensions, social security, cash balance retirement plans, IRAs, Roths, annuities, government resources, estate planning, investments, and more Rewards, Recognition, Awards, Thank You
Looking for ideas about rewarding, recognizing, and thanking employees? Look no further. Ideas for employee reward, recognition, and thanks are here. Your only limit is your imagination. Special Reports about Topical HR Issues
Looking for consolidated resources and special reports about issues important to Human Resources professionals? These special reports focus on a single topical HR area and feature resources from About and Primedia. So far, performance management, motivation and morale, recruiting and retention, training, and more. Strategic Planning Resources
The areas of business planning, human resources planning, and strategic planning and performance measurement are outgrowths of the desire of managers, stakeholders and stockholders for direction and accountability. These strategic planning sites bring excellent resources to the strategic planning effort.
Stress Management and Time Management Stress management and time management, one of the most important stressors at work, can be learned. Use these links to learn about work stress, stress management, stress relief, stress reduction, the symptoms of stress, and time management to reduce and relieve stress. Succession Planning Resources
Succession planning enables your organization to identify talented employees and provide education to develop them for future higher level and broader responsibilities. Succession planning helps you "build bench strength". Succession planning helps you decide where people belong on the bus. Find out more. Technology, HRIS, HRMS Technology is transforming the work of the Human Resources professional. Check these links for the best ideas in technology application and use. Look for productivity boosting strategies. You'll also find key ideas in understanding technology's impact on work and people. 360 Degree Feedback Process
360 degree, or multirater, feedback is important as part of a performance management system. It provides employees with performance feedback from supervisors, co-workers, peers, customers, and reporting staff. The performance feedback is usually part of a developmental plan. Top Picks
Recommendations for favorite products and books made by your HR Guide. You'll want to use this information to make buying decisions. Save money and time. Training Discussion Lists, Newsletters
Training discussion lists, training newsletters, training professional associations, training and seminar schedules and locators, and other training resources are provided.
Training Evaluation and Assessment
How effective is your training? Do your trainees learn from your sessions? What forms do you use for evaluation? Find this and more about training evaluation, training assessment, and training feedback. Training Theory and Practice in General Want to learn about education and training theory and practice for adults and workers from some of the best articles and websites about management education, training and development theory and practice online? Start here. Training Tips and Tools
Training tips and tools will help your training sessions hold interest, capture imagination, and help employees learn. These training tips and tools will make your education sessions and workshops memorable. Training Transfer and Behavior Change
The biggest challenge in training is the transfer of the skills and information learned in the training to the work place. These tips and tools for before, during, and after the training session will increase training transfer, the use of training content at work. Future Education and Training Trends
Interested in what trends exist in education and training for the decade? Take a look at these resources for some expert predictions about future trands in education and training. Work, Business, Management Holiday Humor
Holiday humor, fun, jokes, and games about work, business, management, human resources, and consulting.
Product Reviews
Detailed information about products and books recommended for the human resources professional. Business Ethics
Human Resources professionals face business ethics choices and their consequences daily. These business ethics sites enhance your understanding of business ethics. Customer Service
Effective customer service and customer relationship management, to both your internal and external customers, will cause your Human Resources department to be viewed as a strategic partner to management and staff. Your organization is more likely to use your services when you offer effective customer service and customer service training. Leadership Development
The Human Resources professional has the opportunity to lead and impact the leadership skills of others. Use these sites to further develop leadership skills. Presentations, Speaking to Groups
Most HR staff members speak frequently to groups. Use these sites to further develop your speaking and presenting skills. Make a splash on stage! General Business/Management Publications
Business, management, and supervision related magazines, publications, newsletters, bookstores, publishers, catalogs of information, e-zines, online magazines and newsletters, and email newsletters are listed here. You'll also find links to book reviews. Visit this ever-changing resource!
Training Related Publications
Training related magazines, publications, newsletters, bookstores, publishers, catalogs of information, e-magazines, online magazines and newsletters, and email newsletters are listed here. You'll also find links to book reviews. Visit this comprehensive resource! Conferences, Events, Training, Trainers Conferences, events, seminars, trainers and training sessions of interest to Human Resources professionals and line management. Human Resources Consulting Working in the field of human resources is a major focus of many consultants. Using these links will be beneficial to all of us working in this challenging area. Establishing a High Motivation Human Resources Program
The establishment of a high motivation human resource program can result in important benefits to a firm. In the first place and most obviously, such a program allows for the creation of a positive work environment in which employee morale, job satisfaction, and productivity can be maximized. Also, a good human resources program will enable a firm to attract the best available employees, create a positive work milieu, and build cooperation and teamwork among the various groups in the company. There are eight basic elements in establishing a high motivation human resource program: (1) survey employee attitudes on a regular basis; (2) show an individualized concern for employee satisfaction; (3) communicate regularly and forthrightly with workers concerning company progress and direction; (4) treat all employees in a fair but firm manner; (5) maintain wages, salaries, and fringe benefits at competitive levels; (6) attempt to gain the allegiance of the natural leaders in the work force and channel them into management positions or employee organizations such as the suggestion committee
or employee activity group; and (7) keep the work environment as clean and modern as the budget will allow; and (8) avoid hiring workers who do not have the qualifications to perform the work they are employed to do. The building of a high motivation human resource program begins with the Human Resources function. If a firm does not have a human resources person, it should hire one or delegate this responsibility to someone already in the organization and have him/her trained in modern human resources techniques. If a human resources person is already on the scene, his/her effectiveness should be closely reviewed, and “new blood” brought into the function if performance there is found to be inadequate in the light of causes of any “people problems.” The next area to scrutinize is line management. If it is found that members of management are weak in handling employee relations problems, they should be exposed to intensive training. More about this later. Organization and Communications
Organization and communications are vital elements in human resource motivation. Human Resources should propose human resources policy, and top management should review and approve it. After Human Resources codifies and interprets approved policies, line management gives life to them through their everyday directions and interaction with employees. Care must be taken that line management does not over time transfer to Human Resources through inaction the day-to-day responsibility for maintaining a high level of employee motivation. Human Resources and top management can assist and support managers in human resources matters, but in the last analysis they are the ones who will determine the success or failure of the company’s human resources program. Therefore, early in the development of a human resources program, a management training program should be presented. It should provide front-line managers with the following information: —Responsibilities and benefits of a manager — Leadership skills — Human relations and communications — Basic techniques of management, such as manpower planning, job analysis and evaluation, appraising employee performance, training, accident prevention, giving instructions, discipline and handling complaints and problem employees — Understanding the management cycle — planning/budgeting, organizing, motivating and controlling — Details of the human resources program, wage/salary structure, wage/salary payment plan, work rules, promotion and transfer policy, employee benefits, dress code, and conduct code — Decision making and problem solving — Keys to management success, such as self-assessment and development, managing time, creativity and building positive relations with superiors — Company obligations under employment related government regulations
Effective communication within management and between management and employees is very important in building employee morale and high productivity. Communications on human resources matters must flow up and down the chain of command. Top management should hold regular meetings with line management to discuss company thinking on employee matters and get from these men and women the problems they are having in the working sphere and the gripes they are getting from their employees. Managers should hold regular meetings with their employees to get soundings concerning worker attitudes. A weekly five or ten minute “what’s up” meeting is an excellent device for securing information on employee thinking. It can be used not only to discuss work process related matters, but also to flush out gripes and problems in their infancy stages. Care must be taken, however, to insure that these meetings are not allowed to generate into scheduled gripe sessions or not take the place of meetings between individual workers and their managers to air and settle specific complaints. Formal employee attitude surveys should also be used to learn what employees have on their minds and their degree of company loyalty. A company that wants to maintain a high level of employee motivation should tell employees that it has the will to settle employee complaints and wants workers to be an important part of the organization. These attitudes should be communicated to all employees via an employee handbook, general announcements, and orientation programs. Also, the company should, on a regular basis, inform its employees as to the progress of the firm and what direction it proposes to take in the future. Employees are most interested in the condition and plans of their company in that they use this information to measure their employment security and opportunity for advancement. The company should give credit to it employees for business success which they contributed to and enlist their support in solving problems which they have control over.
Wages, Salaries, and Benefits
The first step in setting up an equitable wage/salary and benefit plan should be the review of wage, salary, and benefit levels for competitiveness in the market and for internal consistency. This should be followed by the drawing up of job descriptions and job specifications, the evaluation of positions, the taking of wage and salary surveys, the setting of new job rates where required, and the establishing of a wage/salary payment plan which relates output to merit increases and provides for wage/salary progressions which employees consider equitable. Wage/salary schedules should not be made general knowledge, but if an individual employee asks what the rate/salary progression is for his/her classification, he/she should be told. This information should include not only wage/salary rates, but also output levels and time in grade requirements that go with moves from one pay level to another. Openness and honesty in this matter are most important in building trust between employees and management. Subsequent to the establishment of an equitable wage/salary structure and wage/salary payment system, a
401(k) plan or profit sharing program should be adopted. This will provide long-term security to employees. The next order of business is to establish policy on how temporary assignments to higher paying jobs are determined, what rules guide permanent transfers and layoffs, and what severance pay policies are. The question of on-the-job training and accumulating company service credit (seniority) should also be addressed, and policy statements on these matters should be prepared. Some additional programs which build employee morale, motivation, and loyalty are the following: — Company newsletter — Employee electronic bulletin boards — Partial or complete subsidization of cost of production worker work clothes — Reasonable wash-up time for production workers — Company sponsored employee discount purchase plan — Employee activity committee to organize dances, dinners and sports leagues — Service award program — Choosing employees at random for awards, such as free baseball tickets, paid dinners, etc. — Formal pre-management training for workers aspiring to management positions — to be held after working hours — Annual company picnic — Program in which workers represent company at charitable events at holiday times — Annual open discussions between employees and top management - small groups meet with President and Human Resources Director to discuss employee relations subjects and company progress — Company sports program —partial or full subsidizing of cost of golf, bowling and baseball leagues and uniforms — Scholarship awards to children of workers — Company paid lunches when work groups surpass long standing output records — Suggestion system - with or without cash awards — Display of company products or services — Sending of flowers to workers and members of their immediate families in case of illness or mourning — Credit Union — Open house for families of workers It might be said that these programs would be extremely costly or that they reflect a “giving away of the store.” Not so! It must be remembered that the taking of the initiative with respect to human resources matters is greatly less expensive than “outsider” intervention or constantly shoring up an unmotivated work force. Also, many of these programs can be supported by the monies that are made through vending machines, lunchroom operations and employee activity committee events, such as raffles, picnics, etc. Further, these programs are reflective of a full-blown human resources activity. That is something that the company should work toward. Perhaps it would take a number of years to totally implement.
Concern for Employee Satisfaction
All employees desire satisfaction from their work, and most want the opportunity to rise to the highest level in their company that their abilities will allow. A firm seeking to maximize employee motivation must clearly show a realization of this situation. First, it must insure that its managers recognize that every worker is different and employ motivational techniques appropriate to each worker’s individual personality. Second, it should direct all managers to learn what the job related aspirations of each of their workers are and attempt to develop each employee to the fullest extent of his/her capabilities. Third, the company’s appraisal and promotion systems should involve reasonable standards, compensation increases which are based on performance, a commitment to promotion from within, and use, in tandem, of ability, performance, and company service in determining advancement. Follow-Up
Human resources matters must be monitored constantly by top management. They are as important as profit and loss considerations where work force motivation and performance are critical to the achievement of company goals. If the company has a management by objectives program, human resources objectives should be included in all managers’ performance targets. Through information gained from line management and personal contacts, Human Resources should keep top management up to date with respect to trends in employee complaints and work force morale and motivation. Regular Review
All human resources policies, procedures, and programs must be reviewed regularly. Human Resources should provide top management with status reports on the operation of all human resources programs on a quarterly basis. New programs should be added when old ones lose their effectiveness. Employees must feel that management is doing all it can to make improvements in the work environment. Then and only then will the work force trust management, accept changes that might be required to increase productivity, and pull with management with respect to company goals. It has been proven that this approach works. Concern for employees by management will build confidence in management by employees. Work Environment
Employees expect a modern, orderly, roomy, and safe place in which to work. Also, their pride in their employment is heightened when they are given up-to-date equipment to work with and regular maintenance is used to keep it in good working order. Attention
to employees’ needs with respect to their work environment and the condition of their equipment must be present in all high motivation human resources programs. Natural Leaders
Line management and Human Resources should maintain close contact with the natural leaders in the work force. Involving these individuals on an informal basis in the determination of new company policy and plans can insure that communication channels between rank and file and management are kept open and provide management with information on the acceptability of company action before it is taken. Also, management should consider these individuals for management positions and using them as sources for hiring new employees. Employment
Companies should be careful to properly screen prospective employees and train new hires. The hiring of employees who are not qualified for, or trained to do, the work to which they are assigned, can create serious human resource problems. Unqualified or marginally qualified employees can quickly become troublemakers or sources of low employee morale and motivation. Some Additional Considerations
The following are some additional approaches that can be employed to keep employee morale and motivation high: —Keep detailed files on poor performers and malcontents and terminate them when an “open and shut” case can be built. A company should rid its work force of these types. It’s usually easy. Oftentimes these workers are sloppy in their work, not punctual, annoying to hard working fellow employees and frequently insubordinate or destructive of company property. Promptly discharge sub-standard performers and employees who break work rules. The majority of workers will be looking at how management treats such individuals. If leniently, trust will never develop. If fairly but firmly, justice will seem to have been done. —Give awards to managers with the least “people problems” and the highest output records. —Establish a formal employee complaint procedure. Use an “open door” policy or a “speak out” program involving the choosing of employees at random from each department every month or so to discuss company policy, plans, and progress and provide management with the thinking of employees on matters of mutual concern. There are situations wherein employee discontent grows because the company cannot develop the profits to provide competitive wages/salaries, benefits, and working conditions. If it is seen that productivity is the problem, management should establish a
process reengineering activity. The majority of employees will accept changes aimed at increasing efficiency, even though it means a decrease in the work force, if they see that the end result is an improvement for those workers who remain in the company, and layoffs are handled in an equitable manner. Keeping employees productive and satisfied with their work is not a difficult matter. The key to success is building an awareness of the problems which create employee discontent and low productivity, establishing a human resources program to counteract them, and operating the program as an integral part of general business operations.
John Power John Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. Staging Diva Debra Gould, aka The Staging Diva®, is President of Six Elements Inc., an internationally recognized home staging company. Inspired by many requests from aspiring home stagers wanting to start similar businesses, Gould created the Staging Diva Home Staging Business Training Program. Gould has trained over 1000 Staging Diva Graduates worldwide to start staging businesses. Buying decorating and selling six of her own homes in four years lead to an interest in real estate staging which she turned into a career with the launch of sixelements.com in 2002. Since then she has staged hundreds of homes in addition to teaching home staging training. Gould is the author of several home staging resources including a series of popular eBooks made up of a Design Guide, Color Guide and Portfolio Guide. Cheryl Matthynssens Cheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online
community with her concepts of making sure business owners, entrepreneurs and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide - to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business.
Jeff Foster WebBizIdeas.com is Minneapolis website design companies founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. George Ludwig George Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves. CONCLUSION Essay conclusion is the closing paragraph at the end of the essay to restate your key essay ideas with strong points. It is different from summary. Summary reiterates the main points of your essay whereas conclusion winds up the essay in a clear and interesting way emphasizing on your personal opinion or suggesting a plan of action. It is normally a two to three lines paragraph that makes the reader feel that essay is complete. It is similar to the introduction in a way as it should match the introduction in terms of the ideas presented and the arguments put forward. Introduction and the conclusion are the most important sections of the essay. Our company has a team of professional writers who are skilled in writing essays related to every field. Our writers pay special attention to the structure and organization of the articles. Our company makes sure that our writers are familiar with all the prescribed guidelines of essay form and are experienced in the topic they are going to write about. Essay tips for conclusion are:
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A strong essay conclusion completes the paper and leaves a real impact on the reader. A dull and inappropriate end may leave a bad taste for the readers. It should be significant to the specifications of the essay. It sums up your points or proves a final perspective on the topic. The conclusion provides a forum for you to convincingly and concisely restate your thesis to the reader even if he has not got the information about the essay.
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