AVM 4303 Chapter 5 - Chapter 5 Human Resources AVM 4303...

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Unformatted text preview: Chapter 5- Human Resources AVM 4303 Demand for People in G.A. is Expected to Remain StrongWhy? • -Decreased birth rate beginning 30 -Decreased birth rate beginning 30 years ago • -Reduced Military force structure • -Increased acceptance of air travel • -Aging Population • -Economy • -Retirements 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 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 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 Recently there has been a trend toward contract Labor • Advs. Disadvans. • Easy come easy go • No benefits attitude • Flexibility - No loyalty -Poor -Retraining often Federal Regulations Regarding 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 Accessibility Act- 1990 RECRUITING • Colleges/Universities • Former Students- Good source for CFI’s • Job Service Publications • *Personal Contacts- Often Best for FBO’s • Headhunter/Employment Agency THE COMMUNICATION PROCESSGood Personnel Management involves good communication • -encoding • -transmission • -reception • -decoding • -understanding • All have potential for error Barriers to effective communication • -our expectations • -judge value of info by source • -Our current state of mind (ie. Depressed) • -Different word meanings • -3rd party intervention • -When we Assume- remember what it does 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 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 Motivation- Content Theories ctn. • Herzberg’s 2 factor Theory – Hygiene Factors- Salary, benefits, job security, supervisor/peer relationships – Motivation Factors- Recognition, Power, Achievement, Advancement 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. LEADERSHIP• Each manager needs to develop their own style of leadership based on: – Personality – Experience – Training 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 Discipline • Discipline- Style needs to be fair and consistent and is dependant on your management style. The End Questions ...
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  • Spring '16
  • Victoria Dumbar
  • Recruiting- Hiring- Training- Motivating- Compensating- Separation, -Decreased birth rate, FBO Human Resource

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