hrm 3 a leadership
DESCRIPTION
Course on HRM (7 parts)TRANSCRIPT
- 1. HRM & Leadership Performance management Leadership & Motivation
- 2. HRM concepts & tools Management Leadership & Authority Job design Pay and benefits Performance Psychological contract / match Motivation Teamwork Coaching Internal communication Culture Health, safety and wellbeing Appraisal / feedback Change & Development Separation & outplacement Performance Management Recruitment & Selection Strategic HRM planning
- 3. Management Getting things done through people Models & Concepts
- 4. Management model 1
- Organizing
- Planning
- Leading
- Controlling
- 5. Management model 2 Situational Leadership
- Relation oriented leadership; Support
- - empathy
- - appreciation
- - coaching
- - active listening
- Task oriented leadership: Guidance
- - setting targets
- - planning
- - control
- - delegate
- 6. Situational Leadership
- Telling
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- giving instruction
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- close supervision
- Selling
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- Motivating
-
- listening
- Participating
-
- stimulating
-
- empowering
- Delegating
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- Execution of decision
-
- Its up to you
- >> level of Willing & Able
- 7. Skill & Will matrix h i g h S K I L L l o w low WILL high Tell/ Instruct Sell / Motivate Train Delegate
- 8. Management model 3 Skills
- Technological Skills
- Conceptual Skills
- Communication Skills
- Interpersonal Skills
- 9. Management model 4: Quinn Orientations & Perspectives Flexibility HRM Innovation Internal External Quality Result Control
- 10. Sources of Power Positional power Personal power Control over + / - rewards Administrative Legitimate Role Connections Informational control Referential Networks Expertise Charisma Coercion Physics
- 11. Performance Management Creating results
- 12. Performance management means:
- A performance focused organization:
- a shared vision
- Identifying the performance :
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- Time & Quantity & Quality
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- Behavior / result / traits / competences / attitude
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- Measurement criteria & performance standards
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- Positive focus on the outcome
- Creating commitment : Willing & Able: dialogue
- Ongoing feedback on process and results and improvement
- Result s: praise, appreciation and encouragement
- 13. Performance management
- Performance Cycle
- Focus: Behavior Result
- 1.Planning and commitment
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- Objectives / targets / results
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- SMART
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- Commitment and contract
- 2. Feedback and coaching
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- Ongoing feedback (360 )
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- Support
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- Improvement
- 3. Appraisal
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- Assessing the performance
-
- Rewarding
- 14. Assessing the performance
- Types of objectives:
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- Role
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- Attitude
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- Behavior
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- Targets
-
- Projects
-
- Tasks
-
- End / interim
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- Results
- Measures on:
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- Achievement of the objectives
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- Quality
-
- Quantity
-
- Competence
-
- Skills
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- Finance
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- Customers satisfaction
- 15. Employee performance management includes:
- planning work and setting expectations,
- continually monitoring performance,
- developing the capacity to perform,
- periodically rating performance in asummary fashion, and
- rewarding good performance.