I.

TRAINING TITLE:

Unraveling the Key to Motivation, Generating Productivity on Workplace: A Training

Program for HR Consultants

II. TRAINING PROPONENT:

Jannel Angela V. Cabalida

III. TRAINING RATIONALE:

A new research found that 71% of executives say that worker engagement is critical to
the company's success, but only 15% of employees are engaged with their work. This
determined that there is a discrepancy to the variables above, and that the needs and benefits
of employees are not met. The aim is to find a correlation between employees work motivation
and their performance and the performance effect on business productivity (Al Jasmi,
2012).This program intends to address this problem by having the HR consultants engage with
the training and task that allows to better understand employee motivation using Maslow's
hierarchy of needs. In which it relates to the exploration of workplace productivity, enabling
higher job satisfaction. Lastly, is to be perceptive on what fulfills the worker's needs, which can
contribute to their development and to the organization's goals

IV. RESEARCHES

To be successful at work, individuals need to be productive. To be productive,

environmental factors such proper equipment and abilities must be present, but employees
must also possess some level of motivation to perform tasks correctly (Brooks, 2007).
Managers and leaders can influence motivation and job satisfaction to their employees. To be a
motivator, it is important to be a leader in order to discover what really motivates employees and
it is necessary to discover the fundamental needs of the employees (Freeman, & Stoner, 1992).
It is important to find the source of the individual’s motivation and how can it be linked to
productivity. According to the study of Sajuyigbe, A.S., Olawoye, B.O & Adeyemi, M.A. (2013),
Impact of Reward on Employee Performance in Selected Manufacturing Companies in
Ibadan, Oyo state, Nigeria, A well rewarded employee feels that he/she is being valued by the
company that he/she is working for. They are also encouraged to work harder and better if they
are aware that their well-being is taken seriously by their employers, and that their career and
self-development are also being honed and taken care of by their company. From their study it
can be easily conclude that employee reward package matters and should be a concern of both
the manager and workers.

The following research conducted by Samira Al Jasmi (2012) entitled, A Study on Employees
Work Motivation and its Effect on their Performance and Business Productivity has found that
motivated employees not only influence their work performance but also the whole organization
performance and business productivity. Every member in the organization has some
requirements and expectations from the organization from the first day he/she join the company.
He/she might not be aware of how to achieve these needs and goals, and here the role of the
line manager and the division manager comes in the picture.

V. TRAINING OBJECTIVES

1. To be the motivators needed by the organization in pursuing the goals

2. Examine the factors influencing the motivation on employees’ performance in the
workplace and the effect of performance on business productivity
3. Find ways to increase motivation that allows HR Consultants to change
employee’s unwanted behavior, develop competencies and policies, set goals,
grow interests, make strategies, and boost engagement on workplace.

VI. THEORETICAL PERSPECTIVE

Abraham Maslow’s hierarchy of needs proposed that all people try to find the five basic
kinds of needs that satisfies the self, these are: Physiological needs (food and clothing), safety
needs (job security), social needs (friendship), self- esteem, and self-actualization. According to
this theory, the prime motivator of behavior is the lowest level, if this level is successful to be
satisfied, the needs on the next level of hierarchy will initiate to motivate behavior. Maslow put
forward a theory that there are five levels of human needs which employees need to have
fulfilled at work (Mary & Ann, 2011). This theory can be used by managers to better understand
employees’ essentials and inspirations, allowing them to provide for workers’ needs. People
have many needs which motivate them to work, that those needs are arranged in a hierarchical
manner, as said earlier, in such a way that lower level needs (physiological and safety) had to
be satisfied before the next higher level social need would motivate employees to work hard and
increase productivity (Bawa, 2017). For instance, if the employee is anxious that they are going
to lose their job, resulting to unstable financial source, they will be more concerned on ensuring
that their lower needs like food, water, and safety needs (security and stability) are continue to
be met rather than their respect at work. On the other hand, if the basic needs are fulfilled this
can be the main source of their motivation. There are many ways the company can satisfy their
workers and motivate them. According to Bradley, E. W. (2003), money is the number one
motivation factor that may satisfy the employee’s physiological needs as well as the safety
needs. Social needs can be met by providing the employee a workplace in a way that it is easy
to communicate and collaborate with others. Also, organizations get to gather and entertainment
activities will build good relationships between employees from different levels which will satisfy
the social / Love & belonging needs.

VII. CONCEPTUAL MODEL

VIII. TRAINING ACTIVITIES

 Activity: “The Perfect Square”
 Objectives: Focuses on strong communication and leadership skills. By instructing
some team members to be silent, this game also requires an element of trust across the
team, allowing team members to guide each other in the right direction.
 Implementation: Have your coworkers stand in a circle holding a piece of the rope.
Then instruct everyone to put on their blindfold and set the rope on the floor. Have
everyone take walk a short distance away from the circle. Next, ask everyone to come
back and try to form a square with the rope without removing their blindfolds. Set a time
limit to make it more competitive. To make it even more difficult, instruct some team
members to stay silent.
 Materials Needed: Long piece of rope tied together and a blindfold for each person
 Resources: 15 to 20 Participants, 30 to 60 minutes
 Expected Outcome: Developing leadership among the HR Consultants, improves
communication and cooperation. Makes them feel good about themselves, that helps
them to be confident on their skills and abilities that can be an asset for the organization.

IX. TRAINING LECTURE

X. TRAINING EVALUATION
 Method of Evaluation: Kirkpatrick’s Four-level Training Evaluation Model – This can
be use to objectively analyze the impact of training, to work out how well team members
learned, and to improve their learning in the future. It consists of four levels
are Reaction, Learning, Behavior, and Results.  

 Sample Questionnaire:

References:

 Al Jasmi, S. (2012) A Study On Employees Work Motivation And Its Effect On Their

Performance And Business Productivity. From

Https://Bspace.Buid.Ac.Ae/Bitstream/Handle/1234/275/90040.Pdf;Jsessionid=5C8B7BF

6FF1DE69CA33D25B0B942BAA0?Sequence=1

 Bawa, M & Bawa, Muhammad. (2017). EMPLOYEE MOTIVATION AND

PRODUCTIVITY: A REVIEW OF LITERATURE AND IMPLICATIONS FOR

MANAGEMENT PRACTICE. International Journal Of Commerce And Management. 7.

662-673.

 Brooks, A. (2007) It's All About The Motivation: Factors That Influence Employee

Motivation In Organizations. University Of Tennessee, Knoxville. From

Https://Trace.Tennessee.Edu/Cgi/Viewcontent.Cgi?Article=5926&Context=Utk_Graddiss

 Juozitis, C. (2020, February 24). Training Evaluation Question Examples For The

Kirkpatrick Model. Solidprofessor. Https://Www.Solidprofessor.Com/Blog/Kirkpatrick-

Level-Evaluation-Examples/

 Motivating Employees Through Maslow’s Hierarchy Of Needs. (N.D.). Fmlink. Retrieved

2 C.E., From Https://Www.Fmlink.Com/Articles/Motivating-Employees-Through-

Maslows-Hierarchy-Of-Needs/

 Sajuyigbe, A. S. Et. Al. (2013) Impact Of Reward On Employees Performance In A

Selected Manufacturing Companies In Ibadan, Oyo State, Nigeria. From

Https://Ijac.Org.Uk/Images/Frontimages/Gallery/Vol._2_No._2/4.Pdf