HUMAN RESOURCE MANAGEMENT

Human Resource Management



Human Resource Management

Task 3

(P9)

Early Motivation Theory: Maslow's Hierarchy of Needs

Despite the distance that separates our times, with the time of the creation of the theory of hierarchy of needs of Maslow Abraham, modern companies, which seeks to progress and development of their business on a consolidated basis, and above all they see in their resources Humans, as an added value to implement all the organizational and production process, then the theory of the famous American psychologist, is also a great help in human motivation in organizations. It is clear that this theory is not perfect, yet retains the memory of the basic survival needs of man are only possible thanks to the money. With it we can buy goods and essential to our minimum experience as human beings services.

Such basic needs met first order; it will already be prepared then to satisfy their ambitions in terms of self-esteem and self-realization, which can be characterized in various ways: personal, family or professional level.

Actions to motivate

Wage level

Working conditions, health and safety

Organization and methodology

Stability in the workplace

Social benefits (sickness care, life insurance, retirement savings plans)

Credibility of the company within the business activity that is

The other factors are called "intrinsic factors", and are by nature specific to certain occasions, and also have to do with relations between workers among themselves and with their leaders. Such as:

Ability to make critical observations and To be consulted on certain decisions

Participate and be involved in some decisions

control of its own affairs

Variety and novelty tasks to develop

Autonomy worker (P10)

Job Evaluation Process

The process of Performance Appraisal promote the evaluation of units and work teams, integrating the reviews of individual performance, collective and working conditions. The application process should take place annually, always during the month October in order to meet the dynamic operation of CEFET / RJ, and their results will also be considered for advancement by merit professional - for technical and administrative staff The operation will be conducted by HRD, which is the agency responsible for development of assessment tools, which contain items of indicators work-related performance of the servers, differentiated according to their skills. These instruments were constructed to allow a qualitative evaluation of different aspects present in activities developed by the institution's servers.

Instruments

The following forms are available for completion of the evaluation process of Performance:

Assessment of working conditions and team performance (ADE)

Evaluation of individual performance - functional level (ADF);

Evaluation of individual performance - managerial level (ADG);

Establishment of variable factors of individual assessment (EFV)

Factors Determining Pay

Academic Qualifications: Increasingly a basic requirement and not an asset, however remains as one of the primary factors to calculate the market value of a professional. Type of compensation: On average, a professional with a flexible compensation, allocated according to the results, get more than those who work on the basis of a fixed salary. A professional paid based on results is usually more productive and ambitious features that ...