1. WELCOME BACK!

2. LEARNING INTENTIONS Students will be able to: Suggest and justify a preferred management style in HRM Explain the link between business objectives and HRM strategies & identify examples of HRM strategies to achieve specific business goals Discuss employer and employee expectations of employment. Describe the three motivational theories

3. CAN WE ANSWER (IN EXAM STYLE): 1)Define Human Resource Management (1 Marks) 2)Define the role of a HR manager with reference to specific responsibilities (2 Marks) 3)Identify and justify three important skills for a HR manager to possess. (3 Marks) 1)Check lesson 4 (on wiki)

4. CAN WE ANSWER (IN EXAM STYLE): 1)Define HRM 2)Define the role of a HR manager with reference to specific responsibilities 3)Identify and justify three important skills for a HR manager to possess.

5. MANAGEMENT STYLES IN HRM Of the five styles, HRM traditionally draws on ___________ and ___________. These styles encourage employee involvement in the decision making process and allow for negotiations to come before any final decision. On the other hand, managers that use the ________ style may find employees to be frequently angry and suspicious.

6. MANAGEMENT STYLES IN HRM Of the five styles, HRM traditionally draws on consultative and participative. These styles encourage employee involvement in the decision making process and allow for negotiations to come before any final decision. On the other hand, managers that use the autocratic style may find employees to be frequently angry and suspicious.

7. HOLIDAY HOMEWORK

8. WHAT IS THE RELATIONSHIP OF HRM TO BUSINESS OBJECTIVES AND STRATEGIES? Recap (179-180) How might a business objective translate into a HRM strategy?

9. QUICK EXERCISE In your books, record at least two ways HRM can contribute to each of the following business goals: 1)Improving profitability 2)Improving competitiveness 3)Improving productivity

10. RELATIONSHIP OF HRM TO BUSINESS OBJECTIVES AND STRATEGIES HR plans are intrinsically linked to the organisation’s strategic plan, and ultimately to organisational goals and objectives. It is the role of the HR department to set objectives which fit into overall business objectives.

11. WHAT HR STRATEGIES WOULD YOU USE FOR THE FOLLOWING ORGANISATIONAL OBJECTIVES: Organisational ObjectiveStrategic HRM objective Reduce overall costs of operating the business To provide excellent customer service To be socially responsible To become a leading provider of highly specialised legal services. No one in the firm currently has this specialised knowledge.

12. WHAT HR STRATEGIES WOULD YOU USE FOR THE FOLLOWING ORGANISATIONAL OBJECTIVES: Organisational ObjectiveStrategic HRM objective Reduce overall costs of operating the businessCost reduction by cutting employees, reduce absenteeism and staff turnover, motivating staff and improving productivity To provide excellent customer serviceRecruiting and selecting staff with good people skills, training and development in these areas, providing adequate reward and motivation for providing such service To be socially responsibleOH&S, training about acceptance and equality in the workplace, ensuring that legal compliance is being maintained re: sexual discrimination, equal opportunity etc To open a new division providing highly specialised legal services to clients. No one in the firm currently has this specialised knowledge. Anticipating and planning for growth of new division to make staffing plans, attracting and advertising for employees with these skills, giving training to employees within the current business to acquire these skills, promoting a manager to look after new team.

13. HOW TO MEASURE HRM EFFECTIVENESS? What PIs to use?

14. Employees expect that in return for the work that they complete for the organisation they work for, they will receive basic conditions of employment that include: agreed or set hours of work correct rates for all hours worked pay on a regular basis penalty rates if applicable superannuation, leave entitlements such as annual leave and sick leave, & other entitlements such as redundancy pay in the event of their job being made redundant. Many organisations go beyond the basic conditions of employment in order to satisfy their employees’ needs and keep talented staff. CONDITIONS OF EMPLOYMENT

15. A payment or reward for services performed by employees in an organisation, such as a wage, salary or vehicle. In other words, in addition to a monetary payment, remuneration can also include non-monetary benefits. REMUNERATION

16. Formal and informal beliefs about the tasks or working environment that an employer provides. Some expectations an employee may have are: 1. Safe and clean working environment that complies with OH&S law 2. Job security 3. Remuneration (reasonable pay) 4. Professional development opportunities 5.Work/life balance EMPLOYEE EXPECTATIONS

17. Formal expectation outlined in a contract of employment about the tasks or working environment. (Individual managers may have informal expectations) Some expectations an employer may have are: 1. Reasonable tasks are completed 2. Work in a timely and safe manner 3. Work effectively individually and as part of a team 4. Confidentiality EMPLOYER EXPECTATIONS

18. Job satisfaction is the amount of satisfaction an employee experiences from all aspects of their job including working environment. Factors impacting job satisfaction are; 1.The employee’s expectations 2.The culture of the organisation 3.The employee’s social and economic circumstances JOB SATISFACTION

19. Read through and complete the document on the wiki page. MOTIVATIONAL THEORIES