Future human resource needs future direction of the organization which is done basing upon its current human resource situation. Year by year the organization analyze every job level and type is necessary. It is good for an organization to have a mix of people but it is not easy task to maintain all types of people in the organization. If accurate estimates are to be made of future demand in both qualitative and quantitative terms, a lot of information is required. Increasing and decreasing of human resource is normal it’s good by estimating changes in the internal supply and looking at different factors of changes, by increasing it can be done by new hiring, transfer of personnel or individuals returning from a long leave. These are easy to estimate as they are for a fixed period. In this situation organization cannot fire their employee. Decrease in human resource can be done by retirements, dismissals or sabbaticals. These are all ways where human resource planning can assess their strategy. So, resource planning has been used by organization to ensure that the right person in is doing the right job and the right time.
M2 Compare the use of motivation theories in an organization
Motivation theories indentify aspects of motivation that can be enchanced through pay or responsibility. It influences on and within people that encourage and sustain them to work to their best ability. There are techniques that are used to improve motivation that a managers use in the workplace. Motivation can cause a business to be productively, because their employees are more dedicated to their work.
Employee motivation
To retain good staff and to encourage them to give their best while at work requires attention to the financial and physiological rewards offered by the organization as a continue exercise. Basic financial rewards and conditions of service such as working hours per week are determined externally in many occupations. Staffs needs will vary with the productivity of the workforce therefore a good personnel policy are desirable. The latter can depend up on other factors like environment, welfare, employee benefit, etc. but unless the wages are accepted as fair and just there will be no motivation. The motivation theories that have been used are:
- Expectancy theory
- Need theories
- Maslow level-What the organization can do
- Learning and pay theories
Expectancy theory
victor vroom define the expectancy theory as the theory that motivation will be high when workers believe that the high levels of effort lead to high performances and high performances least to attainment of desired outcomes. It reflects better in society today. This theory is to encourage the motivation of employees in a business, such as the Marriott hotel. The front desk clerk will do excellent appraisal performances so it can be reached through personel endeaover. He or she will then be dedicated to their job, knowing that doing your work good can be evaluated with benefits, such as bonus, raising salaries and even promotion. Employees are satisfied by incentive, so then that shows that the relationship between hard working and appraisal performances is the first aspect to promote a person’s value to a higher level
Need theories
a need is a requirement or a necessity for surivival and well being. So therefore need theories suggest that in order to motivate a workforce, managers must first determine what needs employees are trying to satisfy within the organization, making sure that employee receive an outcome that satisfies such needs when performed at high levels and contribution to the organization, as Maslow hierarchy of needs, Herzberg’s motivator-hygiene theory and McClelland’s needs for achievement, affiliation and power. Their theories are probably the most popular motivation theories. Since Marriott hotel is a big sized building, housekeeping will wants to be satisfied before they can move onto the next level such as
Maslow level-What the organization can do
Physiological needs-Competitive salaries, not because they only just clean but because of housekeeping is why the rooms and clean and appropriate for guest. They should be given a good paid salary
Security needs-Safety working condition, knowing the chemicals they use to clean with are not harm to them.
Social needs -they are be able to work at social events, say now where celebrities or important people are at stay give them to work on those days.
Self-esteem needs-Giving those feed backs, letting them know they are doing a good job, since they only clean rooms door to door its good for management to come by and compliment them at times.
Self actualization-Giving them more challenges, giving someone leadership and being involved in a part of management. So then the head of housekeeping can receive more responsibility.
And the same goes Frederick Herzberg. If the motivation hygiene theory holds, management not only must provide hygiene factors to avoid dissatisfaction, but also must provide factors relating to the work itself in order for employees to be satisfied with their jobs. He believe that job enrichment for motivation is having sufficient challenges to utilize the full ability of the employee, giving them increasing levels of responsibility or even if a job cannot use the full abilities of an employee, then the firm should consider a task or replacing the employee with one who has a low level of skills.
Nearly the same as David McClelland who took the needs of motivation and expanded them further, his needs allows for the shaping of a person’s needs. In his acquired needs theory he proposed that an employee specific needs are acquired over the time and are shaped by one’s life experiences. Most of the needs can be classed as achievement, affliation or power. So then you can see how housekeeping and other staffs motivation and effectiveness in their job function are influences by these there needs.
Learning and pay theories
the learning theoriey suggest that managers can motivate people to perform highly by using positive and negative reinforcement. Just as McGregor he took the idea of motivation and applied it to management theories, such as treating workers will allow them to work better if they are showing lack of interest in the business. For example if the luggage carrier if he show poor work performances management can threaten him that he can receive verbal reprimand, loose his job or even cut down on his pay. And if he is doing a good job he can be rewarded with bonuses or pay rises. Like that they will work harder and show their contribution to the job.
Fredrick Taylor he believes the more an employee works, the greater their pay and the less they work the less they get pay. He believe motivation for workers are pay for doing a job., workers in a hotel must work for the pay but once they find the pay isn’t enough it can have an effort on their performance, they expect if they work hard and do their taskt that they should receive bonuses or salary increases. Marriot hotel needs all their staff members in order to run a successful business so without pay there is no business.
M3 Explain how the results from measuring and managing performance inform employee development
Measuring and managing an employee development all has to do with their formal education, job experience, assessments of personality and abilities that help employees’ perform effectively in their current or future job and company. Measuring and managing helps a company to improve quality, retain key employees and be ahead of their competitors. A company can see how well a business is doing by the amount of customers and profits they make. They can compare how well employees work by checking each employee individually to see how much they have produced. Measuring employee development can be done by:
Bench marking
Using standard measurements in a service can be used to compare with other organizations in order to gain perspective on organizational performance. Performance management bring together many of the elements which go to make up the successful practice of people management, including learning and development. We’re used to thinking of ongoing performance management for employees, for example, setting goals, monitoring the employee’s achievement of those goals, sharing feedback with the employee, evaluating the employee’s performances, rewarding performance or firing the employee. Employees are happier if they know how they are doing, if they know they are doing a good job and it has been acknowledged, they will generally continue to do a good job as and strive to do more. If people don’t receive feedback and they aren’t doing a good job, employers expect them to be satisfied or productive.
Probation
When an employee start and new job they are often put on probation for a certain amount of time so they can be monitored more closely. This gives the employee the opportunity to demonstrate their suitability for the job but also allows an employer to depend on the level of the job they have been appointed to do. Probation can last from one week to one year. Having an employee on probation allows more feedback meeting and intervention to take place, which can be useful for the employer and employee to help them constantly to improve.
Appraisal:
Appraisal systems in any organization should be designed to motivate and encourage employees to give their best performance. The targets that are set by the employer and employee should strike a balance between what is needed for the business and what the employee needs. an employee may feel they would like to attend a particular course in the coming appraisal period, but if it does not met a business need the manager may need to persuade them to understand different trainings.
Since Marriott hotel has products and service they can see how many guests have check in and out within the last months. Like this they can manage and see that customers are satisfied with their staff’s performances. They can also calculate the amount of complaints taken and who worked on that day to have their individual judgment on how they can improve customers satisfaction. Goal setting is important for providing ongoing and year end feedback. By monitoring targets management can give their employees input on their performances while motivating them to achieve more. It is important that targets are relevant to employee as well as the employer so they everyone is aware of what needs to be achieved and that way in which the targets will help to meet the business and employee needs. Staying on top of employee progress will help from any mistakes coming in the long run. This could be done by asking your employee what type of monitoring and feedback would be most helpful to them, especially if the task is challenging or if it’s the first time there doing it. A good way to measure and manage your employee is to have performance evaluation system, managers can then see their results and the targets that can perform, achieve and make improvements on. Management want employees to work as hard as they possibly can, but they need to understand and put into place methods of helping their employees, by making sure the environment is healthy and relaxing to work in. that can help employees to feel happy, safe and less stress. Making sure that employee don’t feel pressures at work is by giving them to much workload, have then done equally will help both the company and employee. Such as the security guards at hotel since nightshifts are heavier than day shift their work can be part time by having flexible working hours. Businesses have used awards, incentives and recognition schemes to encourage improved performances. Employees will then set out a goal to achieve to receive them incentives. If management can see that an employee is doing well, producing at a high level and is always motivated, they can be promoted. Some employees have a trial period so if they do their outmost best they can get the opportunity to work for the company in long term. This is measuring and managing by the competence that the employee has, like this employers must be prepared to invest in that individual. Like this they can make competence level for the staff and make adjustment to the future training process as necessary.
The employees have an important role in working for a company. They have to work to the best of their ability as the place was like their second home. If an employee has a problem with a situation on the job, it is the company role to be supportive to them. This will increase the loyalty of the staff working in the company. Employee development is the final area to look at when considering employee performance and monitoring. If employees want a change in department in the company, they should do courses so it can help them to develop and improve on their job performance. Is the same as job rotation by having more workload done. Giving your employees career breaks is a good way for them to function more effectively at work. So by giving them a break to develop themselves personally can take the form of stress or time management training. Those above indicators provide information on the outcomes of our actions, because they measure the outcomes that have resulted from past actions. It also indicates information about the current situation that may affect future performances. The reason for measuring and managing employee developments can help identify the main threats to the future performances and opportunities for improvement and actions that can be taken to remove threats or develop opportunities.
