Annalisa E + Luke V
What is Delegation?
Authority
Responsibility
Accountability
What is..(cont.)
 Responsibility
 Ultimate Responsibility
 Authority
 Get the job done
 Carefully define the terms
 ...
Chutes & Ladders
 Chain of command
 Lines of Responsibility + Authority
 Accountability moves opposite
Responsibility
...
The Good Stuff..
 Delegation as a conceptual skill
 Parts of the whole
 Benefits
 Once an employee is trained the
supe...
Resistance
 Afraid of the work not being done correctly
 Ego problem- this place NEEDS me
 Afraid employees will turn o...
Workers Say Nay
 Job Loading
 FEAR
 Failure
 Consequences of possible mistakes
 Rejection by coworkers
 Comfortable
Conditions for Success
 Advance Planning
 Positive Attitude
 Trust
 Let go and take risks
 Good Communication
 Commi...
How DO We Delegate?
 Plan
 Data collection
 Sifting and organizing
 Pick a person
 Develop the task in detail – think...
Mistakes & Missteps
 Not communicating clearly
 Over supervising
 Not taking enough time to train or not giving enough ...
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HR delegation

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HR delegation

  1. 1. Annalisa E + Luke V
  2. 2. What is Delegation? Authority Responsibility Accountability
  3. 3. What is..(cont.)  Responsibility  Ultimate Responsibility  Authority  Get the job done  Carefully define the terms  Accountability  Automatic once responsibility is accepted  Obligation
  4. 4. Chutes & Ladders  Chain of command  Lines of Responsibility + Authority  Accountability moves opposite Responsibility  Channels of Communication ○ 1 level – immediate superior/subordinate ○ Don’t cross channels ○ Keep YOUR boss informed
  5. 5. The Good Stuff..  Delegation as a conceptual skill  Parts of the whole  Benefits  Once an employee is trained the supervisor can fall back into a supportive role  People who are given responsibility generally work better and get more done.  Developing your people and multiplying their contribution.
  6. 6. Resistance  Afraid of the work not being done correctly  Ego problem- this place NEEDS me  Afraid employees will turn out better work than they would have otherwise put out themselves  Do not want to take responsibility for the mistakes of others.  Habit or momentum  Some people simply cannot delegate, ex) family run business  Supervisors who are newly promoted from hourly jobs also have troube shifting from doing to managing(most common reason for failure to delegate  Momentum takes over common sense, cannot see long term benefits over immediate issue  There may be no workers who are qualified and willing
  7. 7. Workers Say Nay  Job Loading  FEAR  Failure  Consequences of possible mistakes  Rejection by coworkers  Comfortable
  8. 8. Conditions for Success  Advance Planning  Positive Attitude  Trust  Let go and take risks  Good Communication  Commitment
  9. 9. How DO We Delegate?  Plan  Data collection  Sifting and organizing  Pick a person  Develop the task in detail – think performance standard  Define area of responsibility  Define activities to be carried out  Define results you expect  Define authority necessary to fulfill the responsibility  Delegate  Responsibility  Authority  accountability  Follow up  Reverse delegation
  10. 10. Mistakes & Missteps  Not communicating clearly  Over supervising  Not taking enough time to train or not giving enough support  Delegating without setting up controls  Job loading  Assigning dead end, boring, unchallenging tasks with no additional incentive  Delegating to the wrong person  Delegating unpleasant parts of a job that involve the boss- subordinate relationship  Setting up overlapping responsibilities
  11. 11. Activity
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