MOTIVATING, HIRING,

TRAINING, AND EVALUATING

EMPLOYEES

Ruth Velien
Ni Nyoman Maylina Triastuti
Stasya Monifa
Motivating Employees
What is the meaning of motivating?

Using incentives, persuasion, and

mental or physical stimulants to
influence the way people think or
behave individually or in groups.
Is motivating employee important?

Yes!!!
They will accomplish more tasks
Need fewer employees
Revenue will be higher
Retain employees for a long
time
Reduce the expenses
Increase productivity of the
employee
 Example of the Impact of Motivation in
Business
Firm A (Anna’s Work place) Firm B (Marie’s work place)

Employee work interaction Frequent Seldom

Employee Social Interaction Frequent Seldom

Input Provided by managers to Frequent Seldom

employee

Input Requested from employees Frequent Seldom

by managers
The impact of that condition
1. Anna will be much more motivated to perform well than Marie
2. If Anna and Marie swap jobs, Marie will now be much more than
Anna.
Conclusion:
The firm has a major influence on motivation of the employees.
Theory on Motivation
 Hawthorne Studies
 In late 1920, researchers studied workers in Western Electric Plant to
identify how a variety of conditions affected their level of production
such as lighting, short breaks, long breaks, etc.

Conclusion:
• They found that workers were more responsive/motivated to social
factors—such as the people they worked with on a team and the
amount of interest their manager had in their work—than the factors
(lighting, etc).
Mashlow’s Hierarchy

Conclusion:

Once a given category of needs

is achieved, people become
motivated to reach the next
category.
 Herzberg’s Job Satisfaction
Common Factors Identified by Dissatisfied Workers Common Factors Identified by Satisfied Workers
(Hygiene-factors) (Motivational Factors)
Working Condition Achievement
Supervision Responsibility
Salary Recognition
Job Security Advancement
Status Growth

Conclusion:

• Factors such as working condition and salary must be adequate to prevent workers from being
dissatisfied.
• High degree of worker satisfaction is most easily achieved by offering additional benefits, such
as responsibility.
 McGregor’s Theory X and Theory Y
Theory X Theory Y
Employees dislike work and job responsibilities and Employees are willing to work and prefer more
will avoid work if possible responsibility

Employees dislike work and job

Supervisors cannot delegate
responsibilities and will avoid
responsibilities
work if possible (Theory x)

Supervisors will delegate

Employees are willing to work responsibilities, which will satisfy
and prefer more responsibility and motive employees
 Theory Z
• Based on the Japanese style of allowing all employees to participate
in decision making.

Conclusion:
• Participation can increase job satisfaction because it gives employees
responsibility.
 Expectancy Theory

• Suggests that an employee’s efforts are influenced by the expected

outcome (reward) for those efforts.
• The reward will motivate the employees if two requirements are
filled, they are:
1. Reward must be desirable to employees
2. Employees must believe they have a chance to earn the reward.
 Equity Theory
• Suggest that compensation should be equitable, or in proportion to
each employee’s contribution.
• This theory emphasizes employees can become dissatisfied with their
jobs if they believe that they are not equitably compensated.
• The problem is that the supervisor’s perception of an employee’s
contribution may differ from the employee’s.
 Reinforcement Theory
• Suggests that reinforcement can influence behavior.

Positive Reinforcement Reward for high Motivation for employees

performance

Negative Unfavorable
Consequences of low Motivation for employees
Reinforcement
performance
Motivating Disgruntled Employees
How Firm Can Enhance Job Satisfaction and
Motivation

• Job Enrichment Program:

1. Adequate Compensation Program
2. Job Security
3. Flexible Work Schedule
4. Employee involvement Program
 Adequate Compensation Program

Merit System

Across-the-board-system

Incentive plans
Job Security
 Flexible Work Schedule

Compressed Workweek

Job Sharing
 Employee Involvement Programs
Job Enlargement

Job Rotation

Empowerment and Participative Management

Participative Management

Management by Objectives

Team Work

Open-Book Management
 HUMAN RESOURCE
PLANNING
JOB
ANALYSIS
FORECASTI
NG • Job Spesification
STAFING • Job Description
NEED
RECUITING

Internal Recruiting
External Recruiting
The example of Job Specification The example of Job Description
General steps in the
selection process
TRAINING EMPLOYEE
Importance of Training

• Maintains qualified products / services

• Achieves high service standards
• Achieves learning about new things; technology, products
/ service delivery
• Reduces mistakes - minimizing costs
• Opportunity for staff to feedback / suggest improvements
• Improves communication & relationships - better
teamwork

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Six Steps in the Training Employees

Specifying
Identify the Perparing
training
Problem training plan
objectivies

Prepare Evaluating the

Prepare trainee
trainers training
TYPES OF TRAINING
EMPLOYEE

1. Skill Training
Skills Training is essentially provided to newly hired
employees to provide them the knowledge and train
them with the relevant skill sets required to perform
the job.

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2. Retraining
Retraining seeks to
provide employees with
the skills they need to
face the changing
demands of work.

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3. Cross functional training
Cross-functional training involves training
employees to carry out work
activities in other fields besides and assigned work.

4. Training team
Team training is a training consisting of a group of
individuals where they must complete together a
work for the common goal of the team.

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EVALUATING
EMPLOYEE
An evaluation should indicate an employee’s
strengths and weaknesses and may influence an
employee’s chances of being promoted within
the firm in the future.
Segmenting the Evaluation into Different Criteria

Objective relates to quantify

measurable values
number of days
absent, percentage
of deadlines
Criteria of quality.
missed,

Subjective relates to intangible

ersonality, attitude,
appearance,
employee qualities demeanor and
Criteria social interaction.
Step-by-step Instructions Conducting
Performance Evaluations

Create
S tandar
d s a nd G
oals

Giving the Evaluation

loyee
f Emp
c k o ce
Tra m an
p
Kee Perfor
• Create Standards and Goals
Before can accurately evaluate
employee performance, need to
establish a system to measure that
performance. For each employee,
need to come up with performance
standards and goals.
Performance standards
describe what you want
workers in a particular job to
accomplish and how you want
the job done. apply across the
board, to every employee who
holds the same
position.
For example, a performance
standard for a salesperson
might be to
make $50,000 in sales per
quarter.
Goals.
should be tailored to each
employee; they will depend on
the individual workers strengths
and weaknesses.
For example, a goal for an
accounting professional, a goal
might be to take the exam to
become a certified public
accountant. Your workers can
help you figure out what goals
are reasonable and appropriate.
• Keep Track of Employee
Performance
Throughout the year, track the
performance of each employee. Keep
a log for each worker, either on your
computer or on paper. Note
memorable incidents or projects
involving that worker, whether good
or bad. Let the employee know that
you noticed and appreciate the extra
effort—or that you are concerned
about the
• Giving the Evaluation
At least once a year, formally evaluate each employee by writing a performance
review and holding a meeting with the employee. To prepare, gather and review
all of the documents and records relating to the employee's performance,
productivity, and behavior.
it should include:
• each standard or goal you set for that worker and that job
• your conclusion as to whether the employee met the standard or goal, and
• the reasons that support your conclusion.
Employers who routinely monitor employee performance and
conduct
regular performance reviews reap tremendous benefits, are :

1. Your employees will know what you expect of them. They will
receive feedback, praise, and criticism of their work, and they
will be on notice of any shortfalls in their performance or
conduct.
2. You can recognize and reward good employees and identify
and coach workers who are having trouble.
3. The communication required to make the evaluation process
effectiveensures that you will stay in tune with the needs and
concerns of yourworkforce.