Gea 2 3rd week ppt reviewer

In Human Resource Management (HRM), it refers to a system of educating employees within a company. It includes various tools, instructions, and activities designed to improve employee performance. It's an opportunity for employees to increase their knowledge and upgrade their skills.

Are educational activities within an organization that are designed to improve the job performance of an individual or group. These programs typically involve advancing a worker's knowledge and skill sets and instilling greater motivation to enhance job performance.

In HRM, it is concerned with assisting employees to develop up-to-date skills.

4 Training and development function activities:

It is designed to assist employee acquiring better skills for their current job

It is designed to help the organization to ensure that it has the necessary talent internally for meeting future human resources needs with focus on employee development.

It is designed to assist employees in advancing their work lives.

It deals with facilitating system with changes in the originations.

6 TRAINING AND DEVELOPMENT PROCESS:

Its purpose is to identify performance requirements and the knowledge, skills, and abilities needed by an agency's workforce to achieve the requirements. It helps direct resources to areas of greatest demand.

It is the process which the company identifies training and development needs of its employees so that they can do their job effectively.

4 TYPES OF TRAINING:

This training complies with various mandated legal requirements (e.g. Occupational Safety, EEO) and serves as training for all employees (new employee orientation).

This training enables employees to perform their jobs, tasks, and responsibilities well (e.g. Product knowledge, technical processes and procedures, customer relations).

- this training addresses both operational and interpersonal problems and seeks improve organizational working relationships (e.g. Interpersonal communication, managerial/supervisory skills, conflict resolution).

This training provides a long-term focus to enhance individual and organizational capabilities for the future (e.g. Business practices, executive development, organizational change).

It establishes a favorable employee impression of the organization and the job.

It is defined as the level of contentment employees feel with their job. This goes beyond their daily duties to cover satisfaction with team members/managers, satisfaction with organizational policies, and the impact of their job on employees' personal lives.

3 EFFECT OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE:

These workers aren’t necessarily more productive

Employees have fewer avoidable absences.

Employees are less likely to quit

It is a force that serves three functions: it energizes, or causes people to act; it directs behavior toward the attainment of specific goals; and it sustains the effort expended in reaching those goals.

It asserts that people have certain needs that are important in determining motivation. Needs involve specific physiological or psychological deficiency that the organism is driven to satisfy.

3 NEED THEORIES OF MOTIVATION:

A motivational theory proposed by Maslow, that arranges needs in a hierarchy from lower, more basic needs to higher-order needs.

Clayton Alderfer’ motivational theory that categorizes needs into existence, relatedness, and growth needs.

David McClelland’s model of motivation that emphasizes the importance of three needs – achievement, power, and affiliation – determining the worker motivation.

3 BEHAVIOR-BASED Theories OF MOTIVATION:

The theory that behavior is motivated by its consequences; draws on principles of operant conditioning:

It refers to rewards and recognition

It refers to events that strengthen a behavior through the avoidance of an existing negative state, punishment.

Emphasizes the role of specific, challenging performance goals and workers’ commitment to those goals as key determinants of motivation.

FREDRICK HERZBERG’ TWO-FACTOR THEORY:

It implies that organizations should create interesting jobs in order to motivate people.

It is about pay, job security, working conditions, status.

It is about recognition and advancement.

Is an application of Herzberg’ theory which involves designing of jobs which would improve an employee’s personal growth such as his/her sense of responsibility and achievement.

JOB ENRICHMENT 4 METHODS:

Enrichment method refers to the timely and direct evaluation of performance

Enrichment method where it includes trainings

Enrichment method where each job emphasizes unique features and qualities.

Enrichment method where the employee is given the power to be accountable to his job.