4 Management HR

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· Manpower planning & development
- Planning
- · Corporate Plan
- · Adequate supply of competent people
- · Existing labour force – Skills analysis
- · Labour turnover
· Personnel policy
- o
- Forecasting & Budgets
- · Natural Wastage
- · Promotions & Vacancies
- o Selection
- · Matching people to jobs
- · CV
- · Interview
- · Selection tests & questionnaires
- · Assessment centres
· Motivational Theory & practice
- Motivation – no single theory – Approaches:
- · Needs & drives
- · Cognitive (self-image)
- · Expectancy Theory
- · Extrinsic – external motivation (TAYLOR)
- · Intrinsic – motivation in the task
- · Sense of competence
- · Need to co-operate
- · Goal Setting
10 Principles of motivation
- 1. Direction
- 2. Job Clarity
- 3. Focus on the client
- 4. Competence
- 5. Resources
- 6. Empowerment
- 7. Involvement
- 8. Co-operation
- 9. Feedback
- 10. Recognition
Motivation of Sub Contractors
- · Setting Targets
- · Planning
- · Co-ordination
- · Sub Contractors managers may also need motivation
- · Improve Job design
- · Widen the range of tasks
- · More responsibility
· Incentives & employee performance:

Human Performance Factors
- · Other employees
- · Technology (Tools amplify our abilities)
- · Ability & skill
- · Experience
- · Personality
- · Role Clarity
- · Environment
- · Stress
- · Feedback
- · Motivation
· Recruitment, training & development
- Recruitment
- · Action plan based on projects
- · Job specification (job description + person spec)· Job description
- · Recruitment procedures & methods
Education & Training
- Education – Person centred (usually long term)
- Training – Job or task centred (long or short term – practical and job related)
Staff Development
- · Performance Targets
- · Strengths & weaknesses
- · 2 way feedback
- · Training needs
- · Coaching
- · Mentoring

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oneill_ie

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4 Management HR

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Updated

2012-06-05T20:16:50Z