Assignment 08m01d Human Resource Management

Assignment 08m01d Human Resource Management

Describe three (3) factors that influence employee motivation and provide one (1) original example of each. Describe three (3) motivation theories and provide one (1) original example that illustrates each.

Julie will be adopting a child in December and needs to take 10 weeks off to complete the process and bond with the baby. Julie works full time and has worked for her current employer (which has over 75 employees at its one location) for four years. Steven is having knee surgery next week and will be off for six weeks. He is full time and has worked for his employer, which has almost 30 employees, for 7 months. Provide a brief explanation of the FMLA law. Which of these individuals is eligible for Family & Medical Leave Act (FMLA) leave? Provide two (2) supporting facts to justify your position. Describe three (3) of the environmental influences an organization faces, each with an example, and explain how an organization is impacted by each. Describe four (4) steps involved when setting up an employee training program for a specific job of your choice. You operate a small advertising agency with two secretaries, a graphic designer, three sales representatives, and an office coordinator. What considerations would you make when determining how to compensate each position? Describe two (2) considerations and specify what type of compensation plan you would use for each position.

Paper For Above instruction

Human resource management (HRM) is a vital component of organizational success, involving strategies that motivate employees, ensure legal compliance, and foster growth through training and compensation. This paper explores key factors influencing employee motivation, motivation theories with practical examples, legal considerations regarding FMLA, environmental influences on organizations, steps to set up effective training programs, and compensation strategies tailored to organizational roles.

Factors Influencing Employee Motivation

Employee motivation is affected by various internal and external factors. The first factor is recognition and appreciation. When employees feel valued through acknowledgment of their efforts, their motivation tends to increase. For example, implementing an employee-of-the-month program can boost motivation by recognizing individual contributions. The second factor is work environment. A safe, comfortable, and inclusive work environment encourages employees to perform better. For instance, providing ergonomic workstations and fostering a culture of inclusivity can positively impact employee engagement and productivity. The third factor is career development opportunities. Employees motivated by prospects for growth and skill enhancement are more committed. Offering training programs and clear promotion pathways can motivate staff to excel in their roles.

Motivation Theories with Examples

Several motivation theories offer insights into how managers can enhance employee engagement. The first is Maslow’s Hierarchy of Needs, which suggests that fulfilling basic needs leads to self-actualization. An example is providing competitive salaries and safe working conditions to meet physiological and safety needs, enabling employees to pursue higher-level goals like creativity and achievement. The second is Herzberg’s Two-Factor Theory, distinguishing hygiene factors from motivators. For example, ensuring job security and fair wages addresses hygiene factors; meanwhile, recognizing achievements and providing meaningful work serve as motivators. The third is Expectancy Theory, proposed by Vroom, which posits that motivation depends on expected outcomes. An effective example is linking performance targets with rewards, such as bonuses for meeting sales quotas.

FMLA Law and Employee Eligibility

The Family and Medical Leave Act (FMLA) is a federal law enacted to grant eligible employees unpaid, job-protected leave for specified family and medical reasons. It ensures that employees can take leave for their own serious health conditions, to care for a family member, or for family-related events such as the adoption of a child. To be eligible, an employee must have worked for at least 12 months, have completed at least 1,250 hours in the past year, and work at a location with 50 or more employees within 75 miles.

Julie is eligible for FMLA leave because she has worked for her employer for four years, exceeding the 12-month requirement, and works at a location with over 75 employees. Steven, with only 7 months of employment and working at an office with fewer than 50 employees, does not meet the FMLA eligibility criteria. Therefore, Julie qualifies based on tenure and location size, while Steven does not.

Environmental Influences on Organizations

The external environment exerts significant influence on organizations. Economic conditions are a primary factor; for example, a recession can reduce consumer spending, leading to decreased sales and potential layoffs. Conversely, economic growth may lead to expanded staffing needs. The second influence is technological change. Rapid advancements can render existing skills obsolete, compelling organizations to invest in employee training or risk losing competitive edge. For instance, a manufacturing firm adopting automation technology might need to retrain staff. The third is regulatory and legal influences, where changes in laws, such as new safety standards, can require organizational adjustments, affecting costs and operational processes.

The impact of these influences can be positive—such as access to new markets due to technological innovation—or negative, like increased compliance costs from new regulations.

Steps in Setting Up an Employee Training Program

1. Needs Analysis: Identify the skills gap by analyzing job requirements and employee current capabilities. For example, assessing sales staff to identify the need for advanced digital marketing skills.
2. Design Training Content: Develop training materials tailored to the identified needs, such as creating modules on the latest advertising tools applicable to the advertising agency’s goals.
3. Implement Training: Deliver training through workshops, online modules, or on-the-job coaching, ensuring accessibility for all employees involved.
4. Evaluate Effectiveness: Measure training outcomes through assessments, feedback, and performance metrics to determine if objectives are met and adjust accordingly.

Compensation Strategies for an Advertising Agency

When determining compensation for various roles, considerations include market competitiveness and internal equity. For the secretaries, base salary considerations could involve analyzing prevailing wage rates for administrative assistants in the local area. For the graphic designer and sales representatives, factors such as performance-based incentives and commissions should be considered to motivate achievement of sales targets and creative excellence. The office coordinator's compensation might include a mix of fixed salary and benefits that reflect its central role in operations.

For secretaries and the office coordinator, an hourly wage or fixed salary plan might be suitable, emphasizing stability and predictability. For sales representatives, a commission-based plan aligned with sales achievements can effectively motivate higher performance, while the graphic designer’s compensation can include a base salary supplemented with bonuses for completed projects or creative awards.

Overall, strategic compensation planning enhances motivation, attracts talented employees, and supports organizational objectives.

References

• Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Bratton, J., & Gold, J. (2017). Human Resource Management: Theory and Practice. Palgrave Macmillan.
• Noe, R. A. (2021). Employee Training & Development. McGraw-Hill Education.
• Gelbrith, L., & McCullers, G. (2022). Employment Law for HR Managers. Cengage Learning.
• Milkovich, G. T., Newman, J. M., & Gerhart, B. (2021). Compensation. McGraw-Hill Education.
• Snape, E., Redman, T., & Bamber, G. J. (2020). Managing Employment Relations. Pearson.
• Vroom, V. H. (1964). Work and Motivation. Wiley.
• Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review, 50(4), 370–396.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. Wiley.
• U.S. Department of Labor. (2022). Family and Medical Leave Act of 1993. Retrieved from https://www.dol.gov/agencies/whd/fmla