1 / 20

Chapter 5- Human Resources

Chapter 5- Human Resources. AST 205. Demand for People in G.A. is Expected to Remain Strong- Why?. -Decreased birth rate beginning 18 - 20 years ago -Reduced Military force structure -Increased acceptance of air travel -Aging Population -Economy -Retirements.

ashanti
Download Presentation

Chapter 5- Human Resources

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter 5- Human Resources AST 205

  2. Demand for People in G.A. is Expected to Remain Strong- Why? • -Decreased birth rate beginning 18 - 20 years ago • -Reduced Military force structure • -Increased acceptance of air travel • -Aging Population • -Economy • -Retirements

  3. Human Resources- The pipeline concept: • The process of dealing with your employees from hiring to firing. Each point in the process is a control point: • Recruiting- Hiring- Training- Motivating- Compensating- Separation

  4. FBO Human Resource Challenges • Traditionally seen as a stepping stone to a better career- How do we fix that? • More $ • More Responsibility • More Flexibility with employees • Create Opportunities

  5. Human Resource plan must look long term: • -I/D Co. Objectives and hire to meet them • -Look for people to fit within each profit cntr • -Personality fit • -Longevity potential • -History • -Experience • *Hiring is not just about who will work for the cheapest price

  6. Recently there has been a trend toward contract Labor • Advs.Disadvans. • Easy come easy go -No loyalty • No benefits -Poor attitude • Flexibility -Retraining often

  7. Federal RegulationsRegarding Hiring • Fair Labor Standards Act- 1938 • minimum wage • overtime pay • child labor • gender based discrimination • Civil Rights Act- 1964 • Age Discrimination Act- (between 40 & 70) • OSHA- 1970- 8 or more employees • Handicapped AccessibilityAct- 1990

  8. RECRUITING • Colleges/Universities • Former Students- Good source for CFI’s • Job Service Publications • *Personal Contacts- Often Best for FBO’s • Headhunter/Employment Agency

  9. THE COMMUNICATION PROCESS- Good Personnel Management involves good communication • -encoding • -transmission • -reception • -decoding • -understanding • All have potential for error

  10. Barriers to effective communication • -our expectations • -judge value of info by source • -Our current state of mind (ie. Depressed) • -Different word meanings • -Paradigms- patterns of thinking (or $.20) • -3rd party intervention • -When we Assume- remember what it does

  11. Effective managers learn non-verbal cues in communication: • -tone • -rate of speech • -Volume/pitch of voice • -eye contact • -head position • -position of eyebrows • -body position

  12. Understanding Motivation • Theories of Motivation- content Theories (older) • Maslow’s Hierarchy of needs • 1. physiological • 2. Safety • 3. Social • 4. Esteem & respect • 5. Self Actualization

  13. Motivation- Content Theories ctn. • Herzberg’s 2 factor Theory • Hygiene Factors- Salary, benefits, job security, supervisor/peer relationships • Motivation Factors- Recognition, Power, Achievement, Advancement

  14. Motivation- Content Theories ctn. • Clayton Adler’s EGR Theory- motivation is based on having three needs met • E- existence needs • G- growth needs • R- relatedness needs

  15. Process Theories of Motivation • Vroom’s Expectancy Theory- motivation is based on three things: • Valence- Is it possible for me to achieve the work? • Instrumentality- Does this work lead to a reward? • Expectancy- Is the reward something I value?

  16. Other Theories of Motivation • Equity Theory- I’m happy until I detect some inequity- i.e. someone earning more $. • Goal Setting Theory- People are motivated by setting goals and achieving them- based on the intrinsic satisfaction of achievement.

  17. LEADERSHIP- • Each manager needs to develop their own style of leadership based on: • Personality • Experience • Training

  18. Leadership Ctn. • Theory X: • -People inherently dislike work • -Employees must be coerced into working and achieving desired results • -Managers must be authoritative and autocratic • Theory Y: • -People inherently like work and want to do their best • -Managers job is to encourage and facilitate employees to perform at the optimum level

  19. Discipline • Discipline- Style needs to be fair and consistent and is dependant on your management style.

  20. The End Questions

More Related