Human resource theories and concepts

theories of human resource development pdf

It describes, explains and predicts the uniqueness of a phenomenon. Another efficiency expert was Frederick Taylor, whose theory resulted in jobs being designed to require fewer movements and a piece-rate pay system for factory workers.

Diversity of HRM 5. According to Maslow, human beings have needs that are organized into a hierarchy, illustrated by a pyramid.

Theories of learning in human resource management

The theory is built-on the belief that employees become de-motivated, both in relation to their job and their employer, if they feel as though their inputs are greater than the outputs. Theories of Performance HR theories aim to achieve two primary outcomes: more efficient and effective job performance and increased worker motivation or commitment. Concepts is the framework and foundation of the theory which consist of concrete and abstracts. Over time, this can depress performance and may affect office morale. Positive reinforcement, such as a pay raise or promotion, is provided as a reward for positive behavior with the intention of increasing the probability that the desired behavior will be repeated. Notice that the motivators are all centered on ideas that are somewhat similar to the esteem needs and self-actualization needs of Abraham Maslow. How useful do you think the Goal Model is? Human resource theories help explain how management behaviors and structures can positively or negatively influence employee behavior. These are diametrically opposed along a number of dimensions, and they have been used by many commentators as devices to categorize approaches to managing people according to developmental-humanist or utilitarian-instrumentalist principles Legge b. Thorndike's law of effect, simply looks at the relationship between behavior and its consequences.

By having and acting on a basic understanding of organizational behavior and HR theories, small business owners can maximize employee productivity and creativity and minimize employee turnover.

On the other hand, the hygiene factors all examine the context of work.

human resource management theories ppt

Theories of employee motivation, organizational commitment, job satisfaction, and withdrawal cognition will help a school leader focus on common organizational strategies and practices for retaining valuable human resources.

The managerial choice: To be efficient and to be human. Different domains are under scrutiny, from cultural industries to festivals and from emerging technologies to project based organization.

Various theories of human resource management pdf

In urban discourse, the lack of interdisciplinary and trans-disciplinary interest partly due to an absence of tools to which all disciplines can use to further incorporate ecological theories to assessment. Therefore, an employee who fears for his job, or is often concerned about making ends meet, can't focus on high-performance goals. Once these basic needs are accomplished, employees seek to feel safe such as job security , be loved friendships and relationships , have a sense of accomplishment such as through recognition or a job well done and finally, for self-actualization work that is personally fulfilling. If an employee does not engage in improper behavior, he or she will not experience the consequence. Another efficiency expert was Frederick Taylor, whose theory resulted in jobs being designed to require fewer movements and a piece-rate pay system for factory workers. It describes, explains and predicts the uniqueness of a phenomenon. New York, NY: Wiley, theorized that what ultimately motivated individuals to work were not necessarily the same factors that led to demotivation at work. How useful do you think the features of HRM are? How to Apply the Adams' Equity Theory It is important to also consider the Adams' Equity Theory factors when striving to improve an employee's job satisfaction, motivation level, etc. Concepts is the framework and foundation of the theory which consist of concrete and abstracts. Thorndike's law of effect, simply looks at the relationship between behavior and its consequences. Don't bother too much about the content or techniques of personnel management, it says. The theory is built-on the belief that employees become de-motivated, both in relation to their job and their employer, if they feel as though their inputs are greater than the outputs. Definition of HRM 2. Do you think that these models support ebusiness?

Very simply, the expectancy theory says that an employee will be motivated to exert a high level of effort when he or she believes that: 1.

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(DOC) Five Theories in Human Resource Management