People in Business: Human Resource Management and Motivation
The HRM cycle
Human resource management covers recruitment, selection, induction, training, appraisal, reward and separation. Recruitment may be internal (promotion, transfer) or external (advertising, agencies). Selection tools include application forms, interviews, tests and references. Training may be on-the-job or off-the-job, with costs and benefits for each. Appraisal provides feedback and identifies training needs.
Motivation
Candidates must know financial motivators (wages, salaries, piece rates, commission, bonuses, profit-sharing) and non-financial motivators (job rotation, enlargement, enrichment, teamwork, recognition, flexible working). Understand key theories: Maslow's hierarchy, Herzberg's hygiene and motivator factors, and McGregor's Theory X and Y. Link motivation to labour turnover, absenteeism and productivity.
Labour and law
Understand contracts of employment, minimum wage, health and safety, and dismissal procedures. In Botswana, the Employment Act governs contracts, leave and termination.
Traps to watch
- Confusing job enlargement (more tasks at same level) with job enrichment (more responsibility).
- Treating pay as the only motivator - Herzberg calls pay a hygiene factor.
- Describing recruitment without distinguishing it from selection.
- Ignoring legal requirements in dismissal answers.
Worked example / rule of thumb
A hotel with high staff turnover introduces profit-sharing and staff recognition. Rule of thumb: diagnose the cause first (pay, conditions, recognition, career) and then match the motivator to that cause; unmotivated staff rarely respond to a single lever.