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Linking Gender with Human Resource Management

Presentation Flow. Strategic Human Resources ManagementGlobal Reality in the Workplace on GenderWorkplace Statistics in the PhilippinesFramework on Gender-Based HRMLinking Gender with HRM Policies and Practices. STRATEGIC HUMAN RESOURCE MANAGEMENT. The linking of HRM with strategic goals and obj

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Linking Gender with Human Resource Management

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    11. Women vs. Men: Education Stats 1 out of 3 employed women, or 32.8 % of total 12.8M in 2006 reached college 1 out of 5 men, or 22.5% of the total 20.156M employed reached college In 2007, more employed women – 1 out of 5 – had completed college compared to 1 out of 10 men.

    16. Maslow’s Hierarchy

    17. HERZBERG’S MOTIVATION-HYGIENE MODEL

    18. McClelland’s Need for Achievement (N Ach) Need for Affiliation (N Aff) Need for Power (N Pow) Needs are learned and can be taught

    19. Mc Gregor’s Theory X People inherently dislike work and when possible will avoid it They have little ambition, tend to shun responsibility and prefer to be directed Theory Y Work is a natural phenomenon and if conditions are favorable people will not only accept responsibility but will seek it If people are committed to organizational objectives, they will exercise self-direction and self-control

    20. Expectancy Theory Individuals have expectancies about the consequences of their behavior and that a person will act in order to achieve desired outcomes. The higher a person’s expectations of receiving a reward, the harder he will work

    21. Goal Setting (Locke) Goals enhance an employee’s performance

    22. Equity An individual who perceives inequity in his compensation will be dissatisfied. Equity deals with two levels, balance between outcome achieved and input required, and balance in comparison with co-workers

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