Beruflich Dokumente
Kultur Dokumente
SECTION 1
Nature
1
Nature of
of
Management Human
Human
Resource
Resource
Management
Management
TENTH EDITON
Chapter 3
Individual
IndividualPerformance
Performance
and
andRetention
Retention
PowerPoint Presentation
© 2003 Southwestern College Publishing. All rights reserved.
by Charlie Cook
Learning
Learning Objectives
Objectives
Figure 3–1
© 2002 Southwestern College Publishing. All rights reserved. 3–4
Individual
Individual Motivation
Motivation
Motivation
– The desire within a person causing that person to
act to reach a goal.
Maslow’s Hierarchy of Needs
– Categories of needs that ascend in order; lower
needs must be fulfilled before person will strive to
meet higher needs.
• Physiological needs
• Safety and security needs
• Belonging and love needs
• Esteem needs
• Self-actualization needs
InputsIndividual InputsOther
OutcomesIndividual OutcomesOther
Figure 3–2
© 2002 Southwestern College Publishing. All rights reserved. 3–9
Management
Management Implications
Implications for
for
Motivating
Motivating Performance
Performance
The need for comprehensive strategies and tactics to
address both equity and expectations of employees.
The provision of training to encourage high
performance.
The development of evaluation methods that properly
appraise and reward performance.
An understanding of what kinds of rewards are
desired and valued by employees.
Figure 3–3
© 2002 Southwestern College Publishing. All rights reserved. 3–13
Job
Job Satisfaction
Satisfaction and
and
Organizational
Organizational Commitment
Commitment
Absenteeism
– Involuntary absenteeism
• Unavoidable with understandable cause (e.g., actual
illness)
– Voluntary absenteeism
• Avoidable without justifiable cause (e.g., feigning
illness)
– Measuring absenteeism
Number of person - days lost through job absence during period
100
(Average number of employees) (Number of work days)
Figure 3–6
© 2002 Southwestern College Publishing. All rights reserved. 3–22
Desired
Desired Organizational
Organizational Characteristics
Characteristics
Figure 3–9
© 2002 Southwestern College Publishing. All rights reserved. 3–25
The
The Retention
Retention Management
Management Process
Process
Measuring Turnover
– Ways in which to measure turnover
• Job and job levels • Department, units, and location
• Reason for leaving • Length of service
• Demographic characteristics
• Education and training
• Knowledge, skills and abilities
• Performance ratings/levels
Computing the turnover rate:
Number of employee separations during the month
100
Total number of employees at midmonth
Figure 3–10
© 2002 Southwestern College Publishing. All rights reserved. 3–27
The
The Retention
Retention Management
Management Process
Process
Costs of Turnover
– Hiring costs –Training costs
– Productivity costs –Separation costs
Employee Surveys
– Attitude survey—focuses on employees’ feelings
and beliefs about their jobs and the organization.
Exit Interviews
– An interview in which individuals are asked to
identify reasons for leaving the organization.