HUMAN RESOURCE MANAGEMENT AND SUPERVISION

1. HUMAN RESOURCE MANAGEMENT AND SUPERVISION

2. FOUNDATIONS OF EFFECTIVE EMPLOYEE PERFORMANCE Chapter 4

3. Learning Objectives Describe special concerns when an entry-level employee is promoted to a supervisory position Explain basic employee motivation strategies Describe procedures for building and maintaining effective teams Discuss the development and management of employee recognition and incentive programs

4. The Role of Supervisor • Supervising, developing, training, evaluating & rewarding • Encourage productivity and quality • Plan for success, communicate, teamwork • Set operation’s tone by the way they treat employees, and through behaviors and attitudes they exhibit • Priority: motivate employees to do their best work • Focus primarily on the “people” aspects of management

5. The Transition to Supervisor • Changing Focus • Working vs. leading • May lose sense of immediate accomplishment & concrete results • Unclear about what they are supposed to do • Must set & monitor standards of quality, productivity and efficiency • Think about the larger picture of the entire operation • Ready , willing and able to assist; not above doing work alongside employees • Must consistently follow all applicable policies

6. The Transition to Supervisor • Managing Employee Relationships • Trust and respect • Must adjust to being a team leader • Right decision for the right reasons • Not be influenced by past relationships with employees • Treating each staff member fairly is essential • Be clear and honest • Integrity-a most important quality • Must build a cooperative spirit

7. The Transition to Supervisor • Gaining Experience • Learn from mistakes and avoid same ones in the future • Understand successful strategies • Consider potential effects before acting • Think before speaking : makes it easier to respond • Consider all options in every situation

8. Employee Motivation Basics • Maslow’s Hierarchy of needs (Exhibit 4.3, p. 103) • Physiological • Safety • Social • Esteem • Self-actualization • Make a good first impression • Financial and nonfinancial rewards • Share the vision • Help employees belong • Create a career ladder • Explain long-term benefits of staying

9. Employee Motivation Basics • Maintain a Professional Workforce • Guard against harassment; zero tolerance for objectionable behavior • Support cultural diversity; reflect the community • Supervise Effectively • Policies administered fairly and consistently • Build a great team and praise it often • Offer recognition, rewards and benefits • Make the workplace fun

10. Employee Motivation Basics • Plan for Success • Clear vision of the desired workplace & a plan to get there • Functional, profitable & quality-based • Employees need to feel good about their work & their role in the operation • Help Employees be Successful • Develop on-going training opportunities • Knowledge & skills for success in current position • Recognize employees potential and help them achieve it • Performance appraisals • Mutually determined goal

11. Employee Motivation Basics • Communicate a Consistent Message • Helps to align work with goals • Employees should not guess operation’s priorities • Clear and frequent about what needs to be done = successful employees • Meetings and information posting • Acknowledge Employees • Recognizing employees as individuals • Acknowledge at the beginning of every shift • Check in and check on • Say goodbye at shift end and offer words of thanks and/or encouragement

12. Employee Motivation Basics • Express Appreciation • Say “Thank you!” • Send a personal note; copy employee personnel file • Publicly express own or customer’s appreciation • Encourages all to work hard to get recognition • Share Information • Satisfies a person’s need to feel secure, valued and involved • Gain employees cooperation for new policies and procedures • Groundwork for asking employees to help solve a problem

13. Employee Motivation Basics • Express Interest • Shows care for employees as individuals and team members • Demonstrates interest about employee work experiences • Be open to hearing perspectives and suggestions • Don’t ask about personal issues; if unsure, don’t ask • Involve Employees • Responsibility, contributions, being creative, growth • Typically produces better plans, resolutions and decisions • Listen and acknowledge ideas even if they can’t be used; do not criticize an employee suggestion • Interested employees can participate in matters that affect them

14. Team Building • Simple Teams • Employees who do the same basic kind of work • All must be well trained; if not productivity will be affected • Consistently perform tasks correctly and help each other out • Relay Teams • Work of employees affect others in different departments • Affects customers- even if not serving them directly

15. Team Building • Problem-solving teams • If problems too big for one employee or a simple team to handle • Determine problem cause, what can be contributing to it, then resolve it • Cross-functional teams

16. Team Building • Building Effective Teams • Allow team members to make decisions • Work improvement strategies, productivity issues affecting goals • Share establishment’s mission • Set expectations & monitor performance • Access to training & professional development opportunities • Encourage diverse opinions, communication, networking & feedback • Reward when successful • Empower team members with authority • Serve as a role model • Provide positive reinforcement

17. Team Building • Developing Team Goals • Team building • Obtaining information • Planning & organizing • Determining & obtaining necessary resources

18. Team Building • Issues that contribute to ineffectiveness • Poor management style • High turnover • Failure to maintain team priorities • Members do not understand mission & goals • Decisions made without much team input • There are few accomplishments • The level of trust is low • Members blame each other when problems arise • There is little diversity on the team • Solutions depend on type of team

19. Employee Recognition & Incentive Programs • Purpose • Motivate employees • Publicly express appreciation and acknowledgement • Reward for meeting a specified goal • Planning Successful Programs • High but realistic; clear goals to achieve • Understand what to do to succeed and must believe success is possible • Outline eligible participants and tracking methods • Determine behaviors & accomplishments to be recognized • Reward quickly or program loses focus

20. Employee Recognition & Incentive Programs • Planning Successful Programs (continued) • Implementing the program • Announce it during a meeting • Post information • Explain details; verify employee understanding • Rewards and celebrations • Reflect effort employees must expend to achieve • Publicly recognize efforts and accomplishments of all who participated

21. Employee Recognition & Incentive Programs • Evaluating the program • Did it motivate most or all? • Did the employees like the program? • Benefits worth the effort and expense? • Anything that could have been improved on?

22. Employee Recognition & Incentive Programs • Awards Service Awards • Employee-of-the-Month (quarter, year) • Nominated by peers or managers • Significant reward of money, gift, and/or perk Sales and Productivity Awards Customer Satisfaction Awards Safety Awards Longevity Awards