3. Employee motivations
Employee motivation retain good staff and encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. Employee motivation can be done by setting target and achieve the goal.
4. Performance appraisals
An organization needs constantly to take stock of its workforce and to assess its performance in existing job. Performance appraisal is a process of assessing, summarizing and developing the work performance of an employee. Basically an appraisal scheme is a formalization of what is done in a more casual manner way. Most managers approve merit payment and that too calls for appraisal.
5. Industrial relations
Industrial relations for an organization are difficult to define since a good system of industrial relations involves complex between workers, employers and the government. Oversimplified, work is a matter of manager giving instructions and workers following them. The personnel manager’s involvement in the system of industrial relations alters, but normally he/she is required to provide identifiable functions.
6. Provisions of employee services
Attention to the mental and physical well-being of employees is normally in many organizations as means of keeping good staff and attracting others. The forms this welfare can take are many and varied, from loans to the needy to counseling in respect of personal problems. Commonly a split of responsibilities exists under which ‘production’ or ‘engineering’ management cares for the provision of safe system of work and safe place and machines.
7. Employee education and training development
In general, education is ‘mind preparation’ and is carried out remote from the actual work area, training is the systematic development of the attitude, knowledge, skill pattarn required by a person to perform a given task or job adequately and development is ‘the growth of the individual in terms of ability understanding and awareness’. Education and training creates an important support to the employee which can make the business performs better.
Employee education and training development can help managers achieve theirs goal
As ‘people are our most valuable’, managers use their staff to achieve the business goals. Obviously, only the employees have trained well, would benefit to the managers. As a manager, I would train the employee before they start to work instead of throw them to work directly. Because after training the staff well, they will do the job better. Increased productivity will bring the business more profit. Or they will provide higher level of services; so the business will get less complain which lead to increase the profit. Furthermore, as they do the job better, they will feel confidence in work and be highly motivated. The employee would be loyalty to the business or to the managers. This keeps them with the manager longer which leads to less staff turnover. Less Staff turnover saves the business money and time to find people to work. Educate the staff keeps a manager has the business up-to-date, competitive edge.
Maslow’s hierarch of needs
Maslow’s hierarch of needs helps the managers understand human motivation and explain how employee education and training development can increase employee motivation.
People are motivated by something they need. Maslow’s hierarch of needs includes five levels of basic needs as the following:
1. Biological and Physiological needs
2. Safety needs
3. Belongingness and Love needs
4. Esteem needs
5. Self - Actualization needs
Only when the lower order needs of physical and emotional well-being are satisfied, we are concerned with the higher order needs of influence and personal development.
1.Biological and Physiological needs
Physiological and biological needs are the very basic needs such as air, food,water, shelter,warmth, sex, sleep,etc. These needs motivate people to alleviate them as soon as possible to establish homeostasis. Having a job means being able to pay rent, buy food, heating ect.
2. Safety needs
Safety needs are protection from elements, security, order, law, limits, stability, etc. Employee education and training gives the employees a sense of security about the job in the future.
3. Belongingness and Love needs
Belongingness and Love needs are need of work group, family, affection, relationships, etc. Employee education and training make the staff become part of a team, they will feel social belonging.
4. Esteem needs
Esteem needs are needs of Self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility, etc. being good at one’s job will boost self-confidence.
5. Self actualization needs
It is needs about realising personal potential, self-fulfillment, seeking personal growth and peak experiences. The need for self-actualization is "the desire to become everything that one is capable of becoming." Self-belief will lead to this following on from self-confidence.
To conclusion, employees learn how to do the job right, how to use the facilities and make friends from education and training. These make them feel more secure, confidence and social belonging in the job. Because they could do the job well, they will build self-confidence. That is how Maslow’s hierarch of needs explain that employee education and training development can increase employee motivation.
Bibliography
access date:08/03/05
