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Maintenance is the support function of

human resources management.

Wages and salaries, rewards and sanctions, psychological

motivation, wholesome and safe physical working
conditions.
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Function of Maintenance
1.
2.
3.

4.
5.
6.

7.

Worker Orientation
Physical Working Conditions
Motivation
Performance Evaluation
Compensation Administration
Management labor relations
Movement

1.) Worker Orientation

New employee orientation

effectively integrates
the new employee into
your organization and
assists with retention,
motivation, job
satisfaction, and quickly
enabling each individual to
become contributing
members of the work
team.

Orientation

Definition:
This refers to the assistance given to the
employee in adjusting to the new work
environment which encompasses the people
around him, the facilities of the
organization, the programs and services, and
technology used in the production of goods
and services.

Orientation
Importance:
There is hardly any graduate from any
school or any experienced worker who is
fully equipped with the specific knowledge
and skills needed for his job. Hence, the need
for orientation.
Research studies show that retention power
is stronger in organizations that assists
new workers in their adjustments to the new
work setting.
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Types of Orientation
FORMAL

- this type is used when there is a group of new workers that are regularly taken
in periodically. A unit of the HRD is tasked to take care of a well prepared
program. that consist usually of the following activities .

Tour of the office and / or plant

Film showing the history, philosophy and structure of the organization .
A review of the job descriptions of each workers.
A general assembly where a short discussion of the benefits programs ,
programs and services takes place. A representative of either top
management of the human resources department usually presides over this
activity.

INFORMAL
- in smaller organizations, the newly hired worker is assisted by another
employee of the same department where the former is assigned o work.
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The orientation service reflects the

concern of the organization to
welcome a newly hired employees, to
make the transition easy from another
world of work to a new work setting,
to let him feel that he is important so
that he will stay with the organization.
A company may also put a newly hired
employee on a probationary basis. This
period covers from three to twelve
months. He is tried as a means of
determine his suitability to his job.
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2.) Physical Working Conditions

MY DREAM OFFICE ????

THE FIRST THING THAT IMPRESS OR DEPRESS ANY

WORKER ARE THE PHYSICAL WORKING CONDITIONS.
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As stressed in educational psychology ,

there is nothing in the mind which was not
first in the senses . What the worker sees,
touches , hears and feels in work setting
consciously or unconsciously makes or
unmakes his day.
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Physical Working Conditions

Scope .
The physical working conditions include the
space allotted to the workers, physical layout of
the office or plant, temperature of the
workplace, condition of the equipment and tools
and their impact on safety.

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Space Allocation
Physical Layout

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Adequate space
should be provided for
the employees, to give
them elbow room for
easy movement while
at work. In some
Western countries, it is
mandated by law to
allow a certain amount
of cubic space for each
worker that will give
them adequate
breathing air.

In case of emergency like

fire, storm or earthquake it
would take time for
workers in congested
rooms to escape, and
most likely panic and
rampage occur resulting
in injuries and fatalities.
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Coffee rooms provide a good meeting

place for employees not only to
exchange ideas and concepts about
their work but also to socialize.
In the Philippines where the group
value is very strong, workers feel good
when they are given the opportunity
to commune and affiliate with one
another.
GROUPISTIC
THAN
INDIVIDUALISTIC

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Temperature of the Workplace

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Management must
realize that generally
employees go to work
earlier and go home later
when the well cooled
office provide them the
comfort that their homes
do not offer.

The right temperature should

be maintained during work hours
to insure efficiency among the
workers.
- good cooling system helps
tropical countries like Philippines.
It was observed that employees
work harder and faster in work
places with air-conditioning units.
- Our hot tropical climate is
conducive to less movement and
long afternoon naps.

Safety
The office or plant surroundings should be
kept not only clean but also safe at all times.
- Slippery floors should be immediately be swept or
wiped.
- NO SMOKING signs in the factory should be
fallowed.
- electrical connections must be inspected
regularly.
- signs leading to dark cubicles
- high and steep stairs and the like should be
provided to warn workers.

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3.) MOTIVATION
- the word motivation comes from
the Latin word movere which means to
move. It is a general term applying to
the entire class of drives, desires,
needs, wishes, and similar forces.
The Carrot and the Stick
concept, the use of rewards and
penalties in order to influence desired
behavior. This comes from the old
story that the best way to make a
donkey move is to put a carrot in front
of him or jab him with a stick from
behind.
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Motivation is defined
-

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Is the intrinsic
inducement that
propels an individual
to think, feel, and
perform in certain
ways. It is internalized
and the most
important yet elusive
determinant of work
behavior.

Motivation theories provide a great deal of

insight into the reasons that different individuals
exhibit different behavioral patterns in an
organization. They are useful in explaining why the
same individual exhibits different reactions to the
same stimulus at different times.

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a.)Maslows theory of hierarchy : Proposed that

the basic needs are structured in hierarchy of
prepotency and probability of appearance.

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 McGregors Theory Y

assumes that workers are:

Willing to work
Capable of self control
Willing to accept

McGregors Theory X

responsibility
Imaginative and creative
Capable of self-direction

assumes that workers:

Dislike work
Lack ambition
Are irresponsible

Resist change
Prefer to be led

b.) Mc Gregors Theory of X and Y

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b.) Mc Gregors Theory of X and Y

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c.) Argyriss theory of adult personality

Classical management principles and

practices inhibit worker maturation and

are inconsistent with the mature adult
personality.
Management practices should

accommodate the mature personality by:

Increasing task responsibility
Increasing task variety
Using participative decision making

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1. Take the employee into a private room. If possible,

bring another manager into the room as a witness. Your
other manager can take notes of the meeting. This person
should not be involved in the disciplinary action.

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2. Be clear with the employee about what the

undesirable behavior was. Avoid generalities. The
employee needs to be given a description of the offense, as
well as the reason why it goes against company policy. Make
a point of focusing on the offense rather than the employee.

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3. Explain the negative effects and consequences of the employee's

undesirable behavior. If the offense inconvenienced other employees, then
this information should be mentioned. For example, if the employee is
consistently tardy or doesn't show up for work and other employees have to fill
in, costing additional expense to the company, express this consequence clearly.

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4. Give the employee an opportunity to respond to the accusation.

Refrain from interrupting. When the employee is finished, respond accordingly.
Ensure that the employee is satisfied with the response, even if it's not what the
employee wants to hear.

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5.Have the employee write down a clear plan of action on how they
are going to do to improve the situation. Set a deadline for the action plan
to be delivered to you.Once you receive the action plan review it with the
employee to be sure the plan is viable and the employee is serious. If the offense
has been habitual tardiness, the employee should state that the employee will be
ready to work by a specific time (defined objective).

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6. Warn the employee about future consequences should the offensive

behavior continue. Follow the punitive procedures as stated in your company
policy. Whether the next step is a written warning or termination, the employee
needs to know.

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7. Ask the employee if there is anything you can do to

support the improvement that needs to be made. The
employee needs to feel valued even after being disciplined.

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8. Provide a written version of the conversation you just had with the
employee. Ensure that everything mentioned in the meeting is included in the
document. Attach the information that the witness wrote (do not give the
witness's original statement - an abbreviated statement is fine or bullet points)
Ask that the employee to read over the document for accuracy. Offer the
employee an opportunity to add something to the paperwork before having
everyone sign it.

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9. End the meeting on a positive note. If you believe that the

employee can do a better job, express this view. Find something that
you feel is a positive trait, and use that to motivate the employee.
Understand that any form of disciplinary action should also be used to
motivate the employee. If the employee leaves the disciplinary meeting
feeling deflated, frustrated and resentful, then the negative behavior is
less likely to improve.

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4.) Performance Evaluation

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Another maintenance function which

encourages continuance and stability, if
done properly, is evaluation of
performance not only workers but also of
managerial staff from the front line
supervisor to top management.
Because they are not just
servomechanisms, their activities and
movements have to be placed under
reasonable, fair and just observation and
evaluation.
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Performance Evaluation is defined:

-is the appraisal of the accomplishment

of the employees of an organization.

The determination of organizational
effectiveness which is the degree to
which objectives of an organization are
achieved is a cardinal task of the
management.
Therefore. Performance evaluation is
the assessment of the achievement ..
MBO
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In evaluating
employees, we are
missing an important
ingredient and that is
PERFORMANCE.
We should not just be
interested in
LOOKS but more in
results in getting a job
done.
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What is Compensation Administration ?

It is the process of managing a
companys compensation which is the salary
and wage (base compensation as well as

supplementary).
Base compensation, here, refers to
monetary payments to employees in the
form of wages and salaries. It is a fixed,
non-incentive kind of payment calculated
on the basis of time spent by an employee
on the job.

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Supplementary compensation signifies

incentive payments based on the actual
performance of an employee.

Compensation Administration
Objectives
To establish a fair and equitable remuneration
To attract competent personnel
To retain present employees
To control labour cost
To improve motivation and morale of employees
To project a good image of the company
Principles
Wage and salary plans be sufficiently flexible
Job evaluation being done scientifically
Wage and salary plans be always consistent with
overall plans
Wage and salary plans being responsive to changing
conditions
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Compensation Administration

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Management-Labor Relations
A sticky and repeated issue that has been
bouncing in and provoking by many organizations,
private and public, is management-labor relations.
Management-labor relations refers to the
interaction between the top and the middle officers
on one hand the rank and file workers on the other
as affected by and as a result of the internal and
external forces of the organization.
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Management refers to the formal group of executives

expressing and acting as one body in its relations with
the workers of the organization.
Labor is the group of rank and file organized formally,
expressing and acting as one body in its relation with
the management of the organization.
Labor Code in the Philippines. Management-labor relations
is and should be seen and taken in the context of the
legal basis of the behavior of both management and
labor in industry and government.
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The Labor Code contains seven parts:

Book I - Pre-Employment
Book II - Human Resources Development Program
Book III - Conditions of Employment
Book IV -Health, Safety and Social Welfare Benefits
Book V - Labor Relations
Book VI - Post Employment
Book VII - Penal Provisions, Preoccupations,
Transitory and Final Provisions

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Rights Of Workers. The Labor Code spells out the rights

of workers to wit:
1. Right to self-organization
2. Right to collective bargaining
3. Right to just and human conditions of work
4. Right to security of tenure
Right to Self-Organization. means the right to form, join
and assist a labor union. This is a constitutional right.
The three basic elements of this right consist of:
1. Forming, joining and assisting a labor union.
2. Collective bargaining.
3. Concerted activities.