Support presentation to the SPIN-UP Training Programme on Entrepreneurial Skills for University Spin-Offs.
SPIN-UP is a cooperation project supported by the European Commission that aims to create an Entrepreneurship Training and Coaching Programme that contributes to the development of Key Entrepreneurial Skills, both technical and behavioural, essential to enable and leverage University Spin-Offs growth.
Download and have access to other training materials in www.spin-up.eu
This paper discusses the issue of leadership human resources management. While providing a descriptive and comparative analysis of typology of leadership strategies, the paper also accounts for the best managerial strategies vis-a-vis human capital, underlying the case of IBM company as an example.
Detailed Presentation on the topic Leadership.
Leadership - Introduction: Meaning and Characteristics.
Leadership Vs Managership
Functions, Role, And Importance Of Leadership
Types Of Leaders
Traits Of Good Leader
Managerial Grid
Theories Of Leadership
Power, Influence, Followership, And Leadership
Leadership Styles
Leadership Continuum
Trait, Behavioural And Situational Approach
Leadership Effectiveness
This paper discusses the issue of leadership human resources management. While providing a descriptive and comparative analysis of typology of leadership strategies, the paper also accounts for the best managerial strategies vis-a-vis human capital, underlying the case of IBM company as an example.
Detailed Presentation on the topic Leadership.
Leadership - Introduction: Meaning and Characteristics.
Leadership Vs Managership
Functions, Role, And Importance Of Leadership
Types Of Leaders
Traits Of Good Leader
Managerial Grid
Theories Of Leadership
Power, Influence, Followership, And Leadership
Leadership Styles
Leadership Continuum
Trait, Behavioural And Situational Approach
Leadership Effectiveness
Leader and Manager besic point and also define leadership and Management development in leadership and development course from commerce as ELT paper in Education subject.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
We need blended organisational structures, capabilities, leadership, talent and culture for a sustainable competitive advantage. We need collaboration across boundaries, innovation, agility, digital enablement, culture engagement and strategic and embedded change management. We need leaders and HC to design, drive and enable organisational responsiveness.
Transactional And Transformational Leadership Development PowerPoint Presenta...SlideTeam
Transactional leadership can be summarized simply as transactions between leaders and subordinates, to improve performance. To showcase this in a PPT presentation, is a tough job. Hence, we are showcasing a readymade 80 slides Transactional and Transformational Leadership Development PowerPoint Presentation Slides as it is the one thing that you really don’t want to mess up. With help of our visually appealing PowerPoint presentation you can thereby briefing employees about transactional leadership. Well using our this Transactional and Transformational Leadership PPT deck presentation you can share insights about various types of difference between managers and leaders, leadership vs management, qualities of a good leader, formal and informal leadership, styles of leadership like autocratic, laissez-faire and democratic, trait theory of leadership and many more. You can also train your employees to identify four components of transformational leadership namely inspirational motivation, individual consideration, idealized influence, intellectual stimulation. Besides this, innovative presentation slides like leadership theories, traits and skills, managerial grid, contingency theory, fiedler’s model, path goal theory, SLT, participative decision making are included to make this PowerPoint show more precise. In nut shell, downloading our transactional and transformational leadership development presentation slide deck not only saves your time, but also supports in building future leaders. Quickly get started now and download this amazing PPT deck example.Transcend barriers with your thoughts. Get above it all with our Transactional And Transformational Leadership Development PowerPoint Presentation Slides.
Transactional and transformational leadershipAglaia Connect
difference between transactional and transformational
transactional vs transformational leadership
comparison transactional and transformational leadership
transactional leadership strengths and weaknesses
transactional vs transformational
famous transactional leader
transformational leadership vs transactional leadership
transformational leadership and transactional leadership
As the number of strategic dimensions and corresponding initiatives increases, so does the pressure on leadership. In periods of rapid change, organizations require bold strategies and strong leadership at all levels if it is to succeed.
The concepts of 'what is a leader' and 'how leaders are created' have been evolving over time.
Principles of organization management training - Tonex TrainingBryan Len
Length: 3 Days
Principles of Organization Management Training gives specific subjects containing arranging, basic leadership, sorting out, driving, controlling, and enhancing.
Principles of Organization Management Training covers a central structure to gain proficiency with the obligations and activities of an organizational director and to expand the standards, thoughts, and instruments can be connected in performing such capacities.
Why Organizational Management Training is Necessary?
There are a few reasons why you should be get training around there, including the accompanying advantages:
Assessment and motivation
Arrangement of accessible sources
Keeping up the day by day tasks
Seeing representative feelings of trepidation
Chopping down hazard and wastefulness
Improvement in confidence
Expectation of troubles
Diminished costs
Expanded return of speculation
Chances to grow
TONEX Training Format:
This course is structured into two modules: hypothetical and functional
The hypotheses and principals are conveyed through talks and introductions
Real themes will be explained with commonsense exercises
Pragmatic area incorporates singular/bunch exercises and hands-on workshops
Contextual investigations, models, undertakings, and situations are browsed genuine cases
Course Outline:
Overview of Organization Management
Historical Perspective of Organizational Management
Managing Yourself
Managing Others
The Organizational Management Processes
Planning and Organizing
Role of Creativity, Change, and Innovation in Organization Management
TONEX Group Activities Sample
TONEX Case Study Sample: Organizational Change Management in Walmart
Request more information regarding principles of organization management training. Visit tonex.com for course and workshop detail.
Principles of organization management training - Tonex Training
https://www.tonex.com/training-courses/principles-organization-management-training/
CEE Leadership Masterclass Series in Leading in a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customised in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge and behaviours of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organisations through the development of an organisational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
Leader and Manager besic point and also define leadership and Management development in leadership and development course from commerce as ELT paper in Education subject.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
We need blended organisational structures, capabilities, leadership, talent and culture for a sustainable competitive advantage. We need collaboration across boundaries, innovation, agility, digital enablement, culture engagement and strategic and embedded change management. We need leaders and HC to design, drive and enable organisational responsiveness.
Transactional And Transformational Leadership Development PowerPoint Presenta...SlideTeam
Transactional leadership can be summarized simply as transactions between leaders and subordinates, to improve performance. To showcase this in a PPT presentation, is a tough job. Hence, we are showcasing a readymade 80 slides Transactional and Transformational Leadership Development PowerPoint Presentation Slides as it is the one thing that you really don’t want to mess up. With help of our visually appealing PowerPoint presentation you can thereby briefing employees about transactional leadership. Well using our this Transactional and Transformational Leadership PPT deck presentation you can share insights about various types of difference between managers and leaders, leadership vs management, qualities of a good leader, formal and informal leadership, styles of leadership like autocratic, laissez-faire and democratic, trait theory of leadership and many more. You can also train your employees to identify four components of transformational leadership namely inspirational motivation, individual consideration, idealized influence, intellectual stimulation. Besides this, innovative presentation slides like leadership theories, traits and skills, managerial grid, contingency theory, fiedler’s model, path goal theory, SLT, participative decision making are included to make this PowerPoint show more precise. In nut shell, downloading our transactional and transformational leadership development presentation slide deck not only saves your time, but also supports in building future leaders. Quickly get started now and download this amazing PPT deck example.Transcend barriers with your thoughts. Get above it all with our Transactional And Transformational Leadership Development PowerPoint Presentation Slides.
Transactional and transformational leadershipAglaia Connect
difference between transactional and transformational
transactional vs transformational leadership
comparison transactional and transformational leadership
transactional leadership strengths and weaknesses
transactional vs transformational
famous transactional leader
transformational leadership vs transactional leadership
transformational leadership and transactional leadership
As the number of strategic dimensions and corresponding initiatives increases, so does the pressure on leadership. In periods of rapid change, organizations require bold strategies and strong leadership at all levels if it is to succeed.
The concepts of 'what is a leader' and 'how leaders are created' have been evolving over time.
Principles of organization management training - Tonex TrainingBryan Len
Length: 3 Days
Principles of Organization Management Training gives specific subjects containing arranging, basic leadership, sorting out, driving, controlling, and enhancing.
Principles of Organization Management Training covers a central structure to gain proficiency with the obligations and activities of an organizational director and to expand the standards, thoughts, and instruments can be connected in performing such capacities.
Why Organizational Management Training is Necessary?
There are a few reasons why you should be get training around there, including the accompanying advantages:
Assessment and motivation
Arrangement of accessible sources
Keeping up the day by day tasks
Seeing representative feelings of trepidation
Chopping down hazard and wastefulness
Improvement in confidence
Expectation of troubles
Diminished costs
Expanded return of speculation
Chances to grow
TONEX Training Format:
This course is structured into two modules: hypothetical and functional
The hypotheses and principals are conveyed through talks and introductions
Real themes will be explained with commonsense exercises
Pragmatic area incorporates singular/bunch exercises and hands-on workshops
Contextual investigations, models, undertakings, and situations are browsed genuine cases
Course Outline:
Overview of Organization Management
Historical Perspective of Organizational Management
Managing Yourself
Managing Others
The Organizational Management Processes
Planning and Organizing
Role of Creativity, Change, and Innovation in Organization Management
TONEX Group Activities Sample
TONEX Case Study Sample: Organizational Change Management in Walmart
Request more information regarding principles of organization management training. Visit tonex.com for course and workshop detail.
Principles of organization management training - Tonex Training
https://www.tonex.com/training-courses/principles-organization-management-training/
CEE Leadership Masterclass Series in Leading in a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customised in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge and behaviours of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organisations through the development of an organisational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
Half day open training event on the advantages and disadvantages of performance appraisals, involving the discussion of what constitutes an effective performance appraisal. This event was held in London and the delegates included HR professionals, company owners and departmental heads.
A description of the 2015 business environment and the need for value creation through people.
Perceptions on HR and its priorities
Emerging models of HR
A HR strategy approach.
www.mantle.co.nz
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
[Note: To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a collection of PowerPoint diagrams and templates used to convey 40 different Organization, Change, HR & Leadership models and frameworks. (Please note that these are diagrams and charts that are to be used in your own business or classroom presentations. These are not instructional slides.)
Models/Frameworks include the following:
SHRM Competency Model for HR Professionals
Ulrich’s HR Competency Model
Ulrich’s Matrix on the Four Roles of HR
The Harvard Model of Strategic HRM
AHRI Model of Excellence
People Capability Maturity Model (PCMM)
Ulrich’s Stages of Employee Connection to the Organization
The Talent Management Framework
Four Stages of Contribution Model (Novations)
Ulrich’s Five Rules for Leadership
The ATD Competency Model
The Training Needs Analysis Framework (Blanchard & Thacker)
The ADDIE Model
The Conscious Competence Learning Model
Kirkpatrick’s Four-Level Training Evaluation Model
High-Impact Learning Organization
Senge’s Five Disciplines
Drucker’s Management By Objectives
De Bono’s Six Thinking Hats
Beer & Nohria’s E & O Theories
Hofstede’s Cultural Dimensions
Lencioni’s Five Dysfunctions of a Team
Tuckman’s Model of Team Development Stages
The Emotional Competence Framework
Kubler-Ross’ Change Curve Model
Bridges’ Transition Model
Lewin’s Three Stage Change Model
The ADKAR Change Model
The McKinsey 7-S Framework
Kotter's Eight Phases of Change
The Power/Interest Grid for Stakeholder Prioritization
Szpekman’s Communication Framework
The Johari Window
Ofman’s Core Quadrants Model
Covey’s Seven Habits Model
Covey’s Time Management Matrix
Baldrige Excellence Framework
EFQM Excellence Model
Balance Scorecard
ISO 9001:2015 Quality Management System
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docxevonnehoggarth79783
6.18.pdf
Chapter 1 Topics
The Next Generation HR
Corey Wicks
Sara Elnour
MGMT 3010
Summer 2014
Virg
HR Fundamentals (Corey)
• HR (Human Resource) function- Window through which to observe a
business.
Approach: “Tell us about your business”
• Translate external issues into internal actions.
• HR is not the business, HR supports the business (creates value).
• HR professionals need to understand the business.
HR Stage 1-
Administrative duties (Employee Compensation, Attendance,
Pension/Retirement, Employee Recruitment)
HR Stage 2-
Sourcing, Rewards, Training, Communication
HR Stage 3-
Integration (Simultaneously work with different functions
such as Finance, Marketing, Operations).
Heightened Individual Attention (Work Place Environment,
Personality Screening-Myers Briggs)
HR Stage 4-
Realize External Business Conditions “HR from the outside
in”
HR working from the outside, in (Corey)
• Employee Placement/ Promotion- Based on customer expectations
“employees our customers want to work with”
• Training from the outside- customers, suppliers, investors, regulators help
design training programs
• Rewards from the outside- customers (determine best performing
employees) & investors
• Performance Review- customers & investors asses performance standards
• Communication from the outside- Employee messages shared with
customers & investors
• Culture from the outside- identity of business from customer’s perspective
Macro-environment that affects HR (Corey)
• Society (changing LGBT policies)
• Technology (Electric Vehicles, Solar power)
• Economies (U.S. Housing Bubble)
• Politics (Arab Spring 2011)
• Environment (Hurricane Katrina-Damage businesses, affect business
suppliers)
• Demographics (China’s one Child Policy-population control)
Business Stakeholders (Corey)
• Definition: Those that have an interest or concern in a business.
• HR Function: Create and deliver expectations to each stakeholder
http://www.bing.com/images/search?q=business+stakeholders&FORM=HDRSC2#view=detail&id=5C7DAB2DDB20BC5F3666B8959CBB75DF47EF7AE6&selectedIndex=3
Business Strategies (Sara)
• managing risk-operational, strategic and financial
• global positioning- conducting business worldwide
• managing a globally diverse workforce- increase culture, increase
the ideas
• adapting or change
• collaborating across boundaries- increase product ideas and
innovation
HR Transformation (Sara)
• HR is now focusing more on customers, suppliers, managers,
owners and the community
• HR is now more integrated in many business support functions
• HR is focusing more in delivering value to the company
Concl.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Delivering Micro-Credentials in Technical and Vocational Education and TrainingAG2 Design
Explore how micro-credentials are transforming Technical and Vocational Education and Training (TVET) with this comprehensive slide deck. Discover what micro-credentials are, their importance in TVET, the advantages they offer, and the insights from industry experts. Additionally, learn about the top software applications available for creating and managing micro-credentials. This presentation also includes valuable resources and a discussion on the future of these specialised certifications.
For more detailed information on delivering micro-credentials in TVET, visit this https://tvettrainer.com/delivering-micro-credentials-in-tvet/
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
2. TRAINING OBJECTIVES AND CONTENTS
| 2
The SPIN-UP training in HRM
and Leadership for Growth will
help University Spin-Off’s
managers to improve their
abilities in different aspects of
people management, based on
the concepts of High
Performance Work Systems
and the understanding of
leadership styles.
Know the basics
about HRM and
Leadership
Identify HRM and
Leadership practices for
growth
Develop a High
Performance
Work System
and a
leadership path
for growth
3. | 3
Understand the main concepts around High Performance Work
Systems as a model for HRM
Clarify the notion of leadership
Understand the model of full range leadership
Understand the basic dimensions of a high performing work
climate
Know the basics about HRM and Leadership
TRAINING OBJECTIVES AND CONTENTS
4. | 4
Know how a HPWS can support entrepreneurial growth
Understand the impact of different leadership styles on work
climate and entrepreneurial growth
Identifying HRM and Leadership practices for growth
TRAINING OBJECTIVES AND CONTENTS
5. • 1. training objectives and contents
| 5
Be able to apply the concepts of HPWS to own business
Be able to reflect on own leadership styles and their influence
on growth
Developing your own HPWS and leadership path for growth
6. | 6
This module is not intended to prepare trainees
to be experts in HRM or Leadership.
Instead, it appeals to the trainee common sense
and experience to understand how HRM
processes and leadership behaviors can be
optimized for effective people management,
that can enable further growth.
TRAINING OBJECTIVES AND CONTENTS
7. | 7
Knowing the Basics
Identifying practices
Develop solutions
Learning Objectives Learning Contents
Know the basics
about HRM and
Leadership
Identify HRM and
Leadership practices for
growth
Develop a High
Performance
Work System
and a
leadership path
for growth
TRAINING OBJECTIVES AND CONTENTS
8. KNOWING THE BASICS
| 8HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
A High Performance Work System (HPWS) is a model for people management that
combines a set of best HR management practices in a consistent and mutually
reinforcing fit that ultimately leads to both individual and organizational performance.
(Kepes and Delery, 2007)
9. KNOWING THE BASICS
| 9HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
Figure 1: The high-involvement work system integrated framework by Boxall and Macky (2009)
10. KNOWING THE BASICS
| 10HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
» 5 key fundamental HR Management practices that should constitute a HPWS
•Selective recruitment and selection
•Compensation and performance related pay (PRP)
•Appraisal and performance management (PM)
•Training and development
•Employee participation
11. KNOWING THE BASICS
| 11HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
» 5 key fundamental HR Management practices that should constitute a HPWS
•Selective recruitment and selection
The main objective of recruitment and selection is to ensure a
proper job and organisation fit.
(Bowen et al, 1991)
12. KNOWING THE BASICS
| 12HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
» 5 key fundamental HR Management practices that should constitute a HPWS
•Compensation and performance related pay (PRP)
Is not only about salary or financial gains as it can encompass
a wider range of benefits and rewards that should be taken
also in account.
13. KNOWING THE BASICS
| 13HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
» 5 key fundamental HR Management practices that should constitute a HPWS
•Appraisal and performance management (PM)
Establishing and reinforcing the link between individual
performance and the organisational goals.
14. KNOWING THE BASICS
| 14HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
» 5 key fundamental HR Management practices that should constitute a HPWS
•Training and development
The development of the knowledge, competencies and
skills necessary for an organisation to function and achieve its
goals.
15. KNOWING THE BASICS
| 15HRM and Leadership
HRM AS A HIGH PERFORMANCE WORK SYSTEM
» 5 key fundamental HR Management practices that should constitute a HPWS
•Employee participation
The development of ownership, which is known to be a critical
factor for people to feel motivated to work in a given organisation.
16. KNOWING THE BASICS
| 16HRM and Leadership
LEADERSHIP
Leadership has been defined as a process of influencing individuals
towards certain goals.
(Yukl, 2010)
mutual feedback loops
between leaders and
followers
--------------------------
shared process
ability of affecting
others' perceptions
about priorities and
tasks
--------------------------
reflected on different
leadership styles
there are implicit or
explicit goals involved
--------------------------
key role of a leader is
to facilitate the
definition and
embracing of goals by
those taking part in
the process
17. KNOWING THE BASICS
| 17HRM and Leadership
LEADERSHIP
» The “Full Range Leadership” Model and 3 main levels of Leadership
According to the full range theory, leadership effectiveness is determined by the ability of the
leader to move between transactional and transformational leadership behaviours. Both are
needed and important in an organization.
The right leadership style... Creates a strong work climate
TRANSACTIONAL TRANSFORMATIONALLAISSEZ-FAIRE
18. KNOWING THE BASICS
| 18HRM and Leadership
LEADERSHIP
» The “Full Range Leadership” Model
TRANSFORMATIONAL
LEADERSHIP
Idealized
influence
Intellectual
stimulation
Inspirational
motivation
Individual
consideration
19. KNOWING THE BASICS
| 19HRM and Leadership
LEADERSHIP
» The “Full Range Leadership” Model
The right leadership style... Creates a strong work climate
Leaders will have to navigate between transactional aspects like goal setting and control, and the
transformational aspects explained before to ensure that these six dimensions of work climate
are properly developed and maintained.
standards
team commitment
rewards responsability
clarity
flexibility
20. HRM AND LEADERSHIP FOR GROWTH
| 20HRM and Leadership
» If one consider 4 main typical characteristics of entrepreneurial growth
FURTHER
INNOVATION
PARTNERSHIP
DEVELOPMENT
MARKET
EXPANSION
INCREASING TEAM
COMPLEXITY
GROWTH
&
PEOPLE
MANAGEMENT
CHALLENGES
21. HRM AND LEADERSHIP FOR GROWTH
| 21HRM and Leadership
These multiple aspects of growth pose several challenges in terms of people management into
two types: i) affective and ii) operational .
GROWTH CHARACTERISTICS
PEOPLE MANAGEMENT CHALLENGES
AFFECTIVE OPERATIONAL
MARKET EXPANSION - Motivation to grow and achieve - Understanding markets
- Cultural Awareness
- Access to qualified people
FURTHER INNOVATION - Motivation to learn and to try new
things
- Access to new knowledge
- Protecting innovation
- Access to qualified people
INCREASING TEAM COMPLEXITY - Lack of mutual understanding and
trust
- Knowledge sharing
- Project management
- Team coordination
PARTNERSHIP DEVELOPMENT - “Not invented here” syndrome - Networking skills
- Access to networks
Table 1: People management challenges in face of growth
22. HRM AND LEADERSHIP FOR GROWTH
| 22HRM and Leadership
How can HPWS and Leadership affect growth and help addressing the challenges
presented?
GROWTH
CHARACTERISTICS
OPERATIONAL
CHALLENGES
HPWS PRACTICES
SELECTIVE
RECRUITMENT &
SELECTION
PRP PM
TRAINING &
DEVELOPMENT
EMPLOYEE
PARTICIPATION
MARKET
EXPANSION
- Understanding
markets
- Cultural
Awareness
- Access to
qualified people
- Assess ambition levels
of candidates during
recruitment process
- Develop a competency
map of the competencies
and knowledge needed
in the company for
market expansion
-Reward individuals and teams
according to their contribution
for growth
- Offer stock option plans
- Implement an individual and
team based bonus system
coupled with growth targets
- Evaluate specific
contribution towards
growth and link that with
the compensation and
performance related pay
- Offer specific training on
marketing, negotiation
skills and cultural
differences
- Involve employees in
the marketing strategy
development process
FURTHER
INNOVATION
- Motivation to
learn and to try
new things
- Assess willingness to
learn and openness
towards change during
recruitment processes
-Develop a map of the
competencies and
knowledge that will be
likely needed in the
future
- Establish partnerships
with Universities
- Reward individuals and
teams according to their
contribution towards
innovation
-Offer stock option plans
- Implement an individual
and team based bonus
system coupled with
innovation targets
- Evaluate specific
contribution towards
innovation
- Create a 360 appraisal
process for
organizational learning
and for a culture of
continuous
improvement and trust
- Offer specific training
on innovation
management and
creativity
- Train employees on
new technical areas
necessary for further
innovation
- Create horizontal
task-forces for
innovation projects
23. HRM AND LEADERSHIP FOR GROWTH
| 23HRM and Leadership
How can HPWS and Leadership affect growth and help addressing the challenges
presented?
GROWTH
CHARACTERISTICS
OPERATIONAL
CHALLENGES
HPWS PRACTICES
SELECTIVE
RECRUITMENT &
SELECTION
PRP PM
TRAINING &
DEVELOPMENT
EMPLOYEE
PARTICIPATION
INCREASING TEAM
COMPLEXITY
- Knowledge
sharing
- Project
management
- Team
coordination
- Assess for ability to
work in multi-cultural
and diverse teams
-Reward individuals and teams
for collaboration and
knowledge sharing
- Evaluate specific
contribution towards
collaboration and
knowledge sharing
- Offer training on project
management and team
dynamics
- Allow room for self-
organization such that
teams can find optimal
ways of working
together
PARTNERSHIP
DEVELOPMENT
- Networking skills
- Access to
networks
-Create a map of the
necessary networks that
will be needed for
growth
-Assess for adaptability,
openness and
diplomatic skills
- Reward individuals and
teams for their contribution
towards networking and
partnership development
- Evaluate specific
contribution towards
networking and
partnership
development
- Offer training on
networking skills
- Pro-actively involve
employees in the
networking process
Table 2: Examples of HPWS practices for growth
24. HRM AND LEADERSHIP FOR GROWTH
| 24HRM and Leadership
How can HPWS and Leadership affect growth and help addressing the challenges
presented?
GROWTH
CHARACTERISTICS
AFFECTIVE
CHALLENGES
TRANSFORMATIONAL LEADERSHIP PRACTICES
IDEALIZED INFLUENCE INSPIRATIONAL MOTIVATION INTELLECTUAL STIMULATION
INDIVIDUALIZED
CONSIDERATION
MARKET EXPANSION - Motivation to grow
and achieve
- Be personally involved in
customer visits whenever
needed
-Set and consistently communicate
ambitious targets for growth
-Communicate a compelling vision
- Challenge employees to
think of ways to generate
new leads
-Coach individuals on
marketing and business
development skills
-Praise for growth
achievements
FURTHER INNOVATION - Motivation to learn
and to try new things
-Acknowledge own
mistakes to stimulate
learning and risk taking
- Set and consistently
communicate ambitious quality,
innovation and learning related
targets
- Challenge employees to
contribute with ideas and
ways of improving products,
services and processes
- Provide individual praise
for learning and
entrepreneurial behaviour
INCREASING TEAM
COMPLEXITY
- Lack of mutual
understanding and
trust
-- Be open and share
knowledge with employees
- Praise team performance - Challenge teams to find
ways of working more
effectively together
-Spend time understanding
people’s concerns
-Act as a mediator and
facilitator for team
performance
25. HRM AND LEADERSHIP FOR GROWTH
| 25HRM and Leadership
How can HPWS and Leadership affect growth and help addressing the challenges
presented?
GROWTH
CHARACTERISTICS
AFFECTIVE
CHALLENGES
TRANSFORMATIONAL LEADERSHIP PRACTICES
IDEALIZED INFLUENCE INSPIRATIONAL MOTIVATION INTELLECTUAL STIMULATION
INDIVIDUALIZED
CONSIDERATION
PARTNERSHIP
DEVELOPMENT
- “Not invented here”
syndrome
- Be personally involved in
networking and supporting
partnerships when needed
- Stimulate an open innovation
and partnering culture, where
contributions from the outside
are welcome
- Create teams with
employees and partners for
joint projects and events
-Spend time understanding
the concerns of employees
and the specific needs of
partners
-Act as a mediator and
facilitator between partners
and employees
Table 3: Transformational leadership behaviours for growth
26. HRM AND LEADERSHIP FOR GROWTH
| 26HRM and Leadership
While we claim that SMEs, and University spin-offs in particular, should have some form of HPWS
for them to grow, it is however important to emphasize that there are no fixed formulas and
that each entrepreneur should reflect on the specific realities of their businesses and
develop those HR management practices that can be effective in their context of
action.
It is not possible, and probably not even recommendable, to provide ready-made
type of practices and behaviours for growth as every case is different.
» Just to remind...