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HRM & OB, lecture 28 april 2020Agenda: motivation and theories of motivation, job design and workforce planning
Motivation:
1. intensity (the strength of the effort someone has)
2. Direction: the direction of the effort
3. Persistence: once you have the effort will you endure it
These 3 steps will help to get to your goal
Theories of motivation
Early theories
- Maslow’s: hierarchy of means. It explains a general motivation theory. Physiological
needs (air, water food; the fundament of the theory). Safety needs (health, security).
Love and belonging (friendship, family, intimacy). Esteem (respect, self-esteem) Self-
actualization (desire to become the most that one can be)
Physiological: basic salary and warmth
Safety: work needs to be safe, job security
Belongingness: relations with your team and organization
Esteem: recognition for you work
Self-actualization: opportunities for growth
- mcGregor’s: theory X and theory Y: why do people work/why are the motivated
theory X: dislike for work and will attempt to avoid it, so they must be forced by other
people
theory Y: people will work because they like it, they are self-directed. They are
committed and self-controlled
- Herzberg: two-factor theory; Motitvation-hygiene theory
Motivation factors (good) intrinsieke beloning
Hygiene factors (bad) extrinsieke beloning
No satisfaction to satisfaction
Dissatisfaction to no dissatisfaction
contemporary theories
- Deci and Ryan; self-determination Theory
People want to have control over what they do, so they have to feel that they are in control
and not ruled by someone else.
- Needs that need to be met for motivation: Autonomy, competence (you need skills and
ability’s), relatedness motivation
- Two types of motivation: extrinsic motivation (you get a reward or punishment by
performing motivation) intrinsic motivation (someone will do a task because they like
it, for its own sake and personal rewards.
The self-determination theory is applied in the model of knowledge-sharing motivation (HRM
practices lead to an outcome) need satisfaction consists the three factors of motivation
,Job design Hackman & Oldham
- Job design: determining the tasks and responsibilities
- Job description
- Job specification
2 approaches: efficiency and motivation
Efficiency:
Job specialization: breaking down jobs into their simple core elements
Job simplification: people can’t decide, so no decision-making authority, the supervisor
does
Motivation:
Skill variety, task identity, task significance, autonomy motivation
Workforce planning
Workforce planning: the process of ensuring individuals with the right skills are where they
need to be, at the right time, to meet a firm’s current and future needs
- Labour supply and demand
1. Labour shortage, demand is higher than supply (too little workers/labour)
2. Labour surplus, supply is higher than demand (lot of workers/labour)
Productivity = output
Labor productivity ratio = output / number of employees or working hours
Economic boom economic bust (growth declines) we will probably be in a labour surplus
situation
Dealing with a labour surplus
Layoffs: termination of employment by employer (fire your workers)
Attrition: not filling vacant positions
Hiring freezes: ban on hiring
Early retirement: incentivizing older workers to retire before retirement age
Promotions: move employee to higher-level position
Demotions: move employee to lower position
Part-time unemployment benefits (deeltijd-WW)
,HRM & OB recruitment and selection, lecture 2
Managing employee competence
Agenda: why do firms make decisions (HR challenges), which are those decisions (primary
HR activities), why do selected recruitment and selection practices influence employee
behavior
Recruitment
= the process of identifying potential employees, communicating job and organizational
attributes to them (what job do they get?), and convincing them to apply for available jobs
process of multiple steps where they have to make multiple decisions
The recruitment process
1. How many applicants needed
2. How quick are applicants needed
3. What are the requirements
= Employee contributions, required abilities, required motivation
4. Internal or external
5. Which message to communicate
6. Which recruitment method(s)
Internal or external recruitment
Internal recruitment
= word-of-mouth, job postings, employee database
Need for change -
Company size + internal recruitment
Scarcity on the labour market +
Rater internal recruitment than external -> less costs
Which requirements to communicate your message (3,5)
Don’t only publish what you are looking for, but also what the employee will ‘get’. And keep
in mind that your message attracts those who you want to attract
Employee contribution (behavior that is important for the employee)
Goal “desired” employee contribution content recruitment message ( what are
employee needs across countries ) ( organizational culture)
Recruitment method(s) overview
1. Advertisements (newspaper, social media, website)
2. Educational institutions (career fairs, internships)
3. External agencies (public agencies, private agencies -> Randstad)
4. Temporary employees (hiring external consultant)
5. Referral (introducing potential employee -> friend, family
6. Technology (serious gaming)
Which recruitment method do you use?
, Supply and demand is important to keep in mind with this
Selection
= the systematic process of deciding which applicants to hire
Selection methods
1. Initial screening (CV, application letter, social media and Big Data screening)
2. Final screening (ability test, achievement test, personality test
- Other methods: interviews, reference check, background check, assessment centers,
probation time
Why is selection important?
To ensure: (if the person fits the job/organization they are less likely to leave
- Person is fit for the job
Needs – supply this as an organization
Demands – abilities fits
Demands – personality fits
- Person is fit for the organization
Congruence in values
Which selection method
High reliability
= result / outcome of a selection method is consistent over time and rater
High validity
= extent to which selection method measures what it is supposes to measure
- Content validity: all dimensions covered?
- Predictive validity: impact on employee contribution?
e.g. extraversion/agreeableness
performance
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