HRM & Leadership Performance management Leadership & Motivation
HRM  concepts & tools Management Leadership & Authority Job design Pay and benefits Performance Psychological contract / m...
Management ‘ Getting things done through people’ Models & Concepts
Management model 1 <ul><li>Organizing </li></ul><ul><li>Planning </li></ul><ul><li>Leading </li></ul><ul><li>Controlling <...
Management model 2  Situational Leadership <ul><li>Relation  oriented leadership; Support </li></ul><ul><li>- empathy </li...
Situational Leadership <ul><li>Telling </li></ul><ul><ul><li>giving instruction </li></ul></ul><ul><ul><li>close supervisi...
Skill & Will matrix h i g h S K I L L l o w low  WILL   high Tell/ Instruct Sell / Motivate Train Delegate
Management model 3 Skills <ul><li>Technological Skills </li></ul><ul><li>Conceptual Skills </li></ul><ul><li>Communication...
Management model 4: Quinn Orientations & Perspectives Flexibility HRM  Innovation Internal  External Quality  Result  Cont...
Sources of Power   Positional power Personal power Control over + / - rewards Administrative Legitimate ‘Role’ Connections...
Performance Management Creating results
Performance management means: <ul><li>A performance focused organization: </li></ul><ul><li>a shared vision </li></ul><ul>...
Performance management <ul><li>Performance Cycle </li></ul><ul><li>Focus: Behavior <> Result </li></ul><ul><li>1.Planning ...
Assessing the performance <ul><li>Types of objectives: </li></ul><ul><ul><li>Role  </li></ul></ul><ul><ul><li>Attitude </l...
Employee performance management includes: <ul><li>planning  work and setting expectations, </li></ul><ul><li>continually  ...
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Hrm 3 A Leadership

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Course on HRM (7 parts)

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Hrm 3 A Leadership

  1. 1. HRM & Leadership Performance management Leadership & Motivation
  2. 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. 3. Management ‘ Getting things done through people’ Models & Concepts
  4. 4. Management model 1 <ul><li>Organizing </li></ul><ul><li>Planning </li></ul><ul><li>Leading </li></ul><ul><li>Controlling </li></ul>
  5. 5. Management model 2 Situational Leadership <ul><li>Relation oriented leadership; Support </li></ul><ul><li>- empathy </li></ul><ul><li>- appreciation </li></ul><ul><li>- coaching </li></ul><ul><li>- active listening </li></ul><ul><li>Task oriented leadership: Guidance </li></ul><ul><li>- setting targets </li></ul><ul><li>- planning </li></ul><ul><li>- control </li></ul><ul><li>- delegate </li></ul>
  6. 6. Situational Leadership <ul><li>Telling </li></ul><ul><ul><li>giving instruction </li></ul></ul><ul><ul><li>close supervision </li></ul></ul><ul><li>Selling </li></ul><ul><ul><li>Motivating </li></ul></ul><ul><ul><li>listening </li></ul></ul><ul><li>Participating </li></ul><ul><ul><li>stimulating </li></ul></ul><ul><ul><li>empowering </li></ul></ul><ul><li>Delegating </li></ul><ul><ul><li>Execution of decision </li></ul></ul><ul><ul><li>‘ It’s up to you’ </li></ul></ul><ul><li>>> level of Willing & Able </li></ul>R e l a t i o n Task Participating Selling Delegating Telling
  7. 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. 8. Management model 3 Skills <ul><li>Technological Skills </li></ul><ul><li>Conceptual Skills </li></ul><ul><li>Communication Skills </li></ul><ul><li>Interpersonal Skills </li></ul>
  9. 9. Management model 4: Quinn Orientations & Perspectives Flexibility HRM Innovation Internal External Quality Result Control
  10. 10. Sources of Power Positional power Personal power Control over + / - rewards Administrative Legitimate ‘Role’ Connections Informational control Referential Networks Expertise Charisma Coercion ‘ Physics’
  11. 11. Performance Management Creating results
  12. 12. Performance management means: <ul><li>A performance focused organization: </li></ul><ul><li>a shared vision </li></ul><ul><li>Identifying the performance : </li></ul><ul><ul><li>Time & Quantity & Quality </li></ul></ul><ul><ul><li>Behavior / result / traits / competences / attitude </li></ul></ul><ul><ul><li>Measurement criteria & performance standards </li></ul></ul><ul><ul><li>‘ Positive’ focus on the outcome </li></ul></ul><ul><li>Creating commitment : Willing & Able: dialogue </li></ul><ul><li>Ongoing feedback on process and results and improvement </li></ul><ul><li>Result s: praise, appreciation and encouragement </li></ul>
  13. 13. Performance management <ul><li>Performance Cycle </li></ul><ul><li>Focus: Behavior <> Result </li></ul><ul><li>1.Planning and commitment </li></ul><ul><ul><li>Objectives / targets / results </li></ul></ul><ul><ul><li>SMART </li></ul></ul><ul><ul><li>Commitment and contract </li></ul></ul><ul><li>2. Feedback and coaching </li></ul><ul><ul><li>Ongoing feedback (360 °) </li></ul></ul><ul><ul><li>Support </li></ul></ul><ul><ul><li>Improvement </li></ul></ul><ul><li>3. Appraisal </li></ul><ul><ul><li>Assessing the performance </li></ul></ul><ul><ul><li>Rewarding </li></ul></ul>1. What am I supposed to do? 2. How am I doing? 3. Did I Succeed?
  14. 14. Assessing the performance <ul><li>Types of objectives: </li></ul><ul><ul><li>Role </li></ul></ul><ul><ul><li>Attitude </li></ul></ul><ul><ul><li>Behavior </li></ul></ul><ul><ul><li>Targets </li></ul></ul><ul><ul><li>Projects </li></ul></ul><ul><ul><li>Tasks </li></ul></ul><ul><ul><li>End / interim </li></ul></ul><ul><ul><li>Results </li></ul></ul><ul><li>Measures on: </li></ul><ul><ul><li>Achievement of the objectives </li></ul></ul><ul><ul><li>Quality </li></ul></ul><ul><ul><li>Quantity </li></ul></ul><ul><ul><li>Competence </li></ul></ul><ul><ul><li>Skills </li></ul></ul><ul><ul><li>Finance </li></ul></ul><ul><ul><li>Customers satisfaction </li></ul></ul>
  15. 15. Employee performance management includes: <ul><li>planning work and setting expectations, </li></ul><ul><li>continually monitoring performance, </li></ul><ul><li>developing the capacity to perform, </li></ul><ul><li>periodically rating performance in asummary fashion, and </li></ul><ul><li>rewarding good performance. </li></ul>

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