Discussion #1 Michelle Govan Email this Author 7/27/2016 7:36:11 AM

An HR manager should consider the hygiene and motivation theory of Frederick Herzberg, which states that motivation is the primary incentive that retains employees, more than hygiene. People work for money, but what inspires and satisfies people the most are the rewards, achievements, recognition and sense of accomplishment that sustains job satisfaction (Herzberg, 2016).

If I were an HR manager, I would want to recruit the best talent for my company. Primary characteristics that I would look for in recruitment process are candidates that are highly motivated, innovative, ambitious, intelligent, confident, honest, detail oriented, and marketable. An employer can teach an employee how to perform a job but a person cannot be taught resiliency, integrity, ethics and self-confidence. There is room to be flexible on a person’s background requirements, but will stand steadfast when looking for certain personal traits that cannot be taught (Sundheim, 2013).

The kind of compensation and benefits package that would ensure the best candidates can be hired for the position, would include the normal benefits package, and will also include opportunities for achievement and promotion. The normal benefits of salary, sick pay, medical coverage, stock options, and bonuses will be a part of the benefits package offered to new employees. Because research has determined that rewards effect employee motivation and fulfilment, and play an important role in attracting and retaining good employees (Sumita, 2004, p. 43). It is important to understand that more experienced workers are motivated more by having stimulating work, appreciation and job security, more than money (Sumita, 2004, p. 44). Once an employee is hired, the management will need to provide the motivators that are required to retain the most talented people, and often those primary motivators are not money.

References

Herzberg, F. (2016). Frederick Herzberg motivational theory. Retrieved from http://www.businessballs.com/herzberg.htm

Sumita, R. (2004). Motivational Theories and Incentives Approaches. IMB Management Review, 16(4), 43-50. Retrieved from http://eds.a.ebscohost.com.proxy-library.ashford.edu/eds/detail/detail?sid=23016846-19cf-4faf-bbba-986807ed9db4%40sessionmgr4007&vid=30&hid=4110&bdata=JnNpdGU9ZWRzLWxpdmU%3d#AN=15564893&db=bsh

Sundheim, K. (2013, April 2). 15 Traits Of The Ideal Employee. Retrieved from http://www.forbes.com/sites/kensundheim/2013/04/02/15-traits-of-the-ideal-employee/#57d280ec7c94