Basic management fundamental principles


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Basic management fundamental principles

  1. 1. Human Resource Management: Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 1
  2. 2. Some Important Meanings of Management :- Before entering into our main issue, we have to understand some meanings of management as it has been given by some management experts below:-These definitions will explain the following:*The importance of management and how a good management line can bring a prosperity to the business on large scale.*There’s No any business whether on small or large scale can be pursued without a good management manner.*There’s No any activity could be executed without a good management concept …..etc. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 2
  3. 3. Management is an individual or a group of individuals that accept responsibilities to run anorganization. They Plan, Organize, Direct and Control all the essential activities of theorganization. Management does not do the work themselves. They motivate others to do thework and co-ordinate (i.e. bring together) all the work for achieving the objectives of theorganization. Theo Heimann:Management has three different meanings: 1. Management as a Noun : refers to a Group of Managers. 2. Management as a Process : refers to the Functions of Management i.e. Planning, Organizing, Directing, Controlling, etc. 3. Management as a Discipline : refers to the Subject of Management. Henri Fayol: "To manage is to forecast and to plan, to organize, to command, to co-ordinate and to control." Henri Fayol: "Industrial and General Administration". Peter Drucker: "Management is a multi-purpose organ that manages business and manages managers and manages workers and work.“ Mary Parker Follet: "Management is the art of getting things done through people." Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 3
  4. 4. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 4
  5. 5. Basic Management Fundamental Principles:In order to be a good manager one Planningneeds to fully understand all thebasic management principles. This isnot something that can be acquired Staffingovernight, and it requires carefulstudy and years of experience tomaster. Organizing Controlling Directing Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 5
  6. 6. Introduction:Human Resources Applies to Any Size of Organization:All organizations have people --they have human resources.Regardless of the size of an organization or the extent of its resources,the organization survives --and thrives --because of the capabilitiesand performance of its people.The activities to maximize thosecapabilities and that performance are necessary regardless of whetherthe organization refers to them as Human Resource Management,Human Resource Development or Human Resources --or has noformal name for those activities at all.Those activities are the responsibility of all people in the organization.Thus, members of organizations, regardless of size or resources, willbenefit from using the resources referenced from this topic. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 6
  7. 7. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 7
  8. 8. What is Human Resource Management:Human Resource Management (HRM) isconsidered as the heart of a company.Human resource management is a wideterm and is based on the effective usageof workers and employees to accomplishthe objectives of a company. It is presentin each and every organization. There isno company or firm which does not havea human resource personnel ordepartment. Its primary functions are toefficaciously utilize the talents andcapabilities of the employees to reachthe planned operational goals of thecompany, and ensure that the employeeis comfortable working with thecompany; and satisfied with the workingconditions, and different policiesregarding compensation and benefitswhich are offered to him. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 8
  9. 9. Human Resource Management:Human Resource Management plays avery important role in managing,controlling, developing, andmaintaining the workforce whichsignificantly contribute to the existenceand profitability of the organization.They are in continuous contact with thetop-level management of theestablishment and are responsible forassisting the management for runningthe processes efficiently. They are alsoresponsible for attracting skilledworkforce, and carrying out therecruitment and induction procedures,training and development, andsettlement of the employee in aparticular work environment, hecomfortable in. College of Technology / Faculty Of Human Resources Management Emirates 8/4/2012 9
  10. 10. Benefits of Human Resource Management:The benefits of human resourcemanagement are numerous. Good Recruitment and Selectionhuman resource management Performancestrategies make a lot of difference Appraisalsin the output given by the Maintaining Work Atmosphereemployees. Execution of all tasksinner or outer of an organization Managing Disputeshighly depends on the manpower Developing Public Relationsinducted to get a best outcome. Training &To accomplish tasks is to lead, and Developmentto have unique personnel. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 10
  11. 11. Functions of HR: There are many functions involved within the HR (Human Resource) function. They include:  Recruitment, Staffing and Applicant Tracking.  Learning Management Systems.  Training and Development.  Human Resource Planning and Budgeting.  Workforce Management.  Personnel Administration.  Benefits Administration.  Time and Attendance Management with Leave Tracking.  Employee Performance Management.  Motivation of Employees & Boosting their Morale.  Payroll Management. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 11
  12. 12. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 12
  13. 13. Things to Consider While Making Recruitment Plan:The process of recruitment has to becompleted in a very organized andsystematic manner for taking in the right Number of Workers tokind of candidates. be RecruitedBy recruiting the right candidates, theHR managers can create a good work Recruitment Decide the Requirements Budget for the Jobenvironment which will lay the Recruitment Planfoundation of fast and future growth ofthe company. Any confusion in therecruitment process steps can lead to Decide the Venue of Nature of thethe selection of wrong candidates Recruitment Selection Processaffecting the efficiency and profitabilityof the organization. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 13
  14. 14. Employee Testing and Selection:The importance of employee testing and selection cannot be underminedin todays world. Many, in fact, all big corporate houses and even small New Employee Testing and Selectionbusiness organizations think it very necessary to ensure that the Proceduresprospective employee that walks through their doors is suitable for thetime and money that they are going to be investing in him. For thispurpose, they put the candidates through a series of tests, to gauge andjudge them on various levels. The combined result of all these tests iswhat determines if the candidate is suitable to even proceed to the nextlevel of jobs interview questions and answers. In this article, there is Aptitudeinformation on the very basic and most widely followed pattern of teststhat go into the selection process of a candidate.Decide the Nature of the Selection Process:Any recruitment plan example you refer to will have the selection process Logicin detail. It is very important to decide the selection steps beforehand toavoid any last minute confusion. Ideally, the selection process shouldcomprise of a written test, a group discussion round and a personalinterview. Organizations in different sectors may have a diverse selectionprocess depending on their need. Deciding this process is indeed a bigchallenge for the HR managers of todays competitive times. For judging Personalitythe candidates, standards must be set and followed by the recruiters.When we think of the selection process, deciding the panel forrecruitment also assumes big importance. Background Check Communication Skills Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 14
  15. 15. Performance Appraisal:  People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance.  Performance appraisals are widely used in the society. The history of performance appraisal can be dated back to the 20th century and then to the second world war when the merit rating was used for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 15
  16. 16. Objectives Of Performance Appraisal: To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior – subordinates and management – employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 16
  17. 17. Process of Performance Appraisal:Steps for PA: Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 17
  18. 18. Training and Learning Development:TRAINING DEFINED:Training, coaching, mentoring, training and learning design - developing people.Conventional training is required to cover essential work-related skills,techniques and knowledge, and much of this section deals with taking apositive progressive approach to this sort of traditional training.Importantly however, the most effective way to develop people is quitedifferent from conventional skills training, which lets face it many employeesregard quite negatively. Theyll do it of course, but they wont enjoy it muchbecause its about work, not about themselves as people. The most effectiveway to develop people is instead to enable learning and personaldevelopment, with all that this implies.So, as soon as youve covered the basic work-related skills training that ismuch described in this section - focus on enabling learning and developmentfor people as individuals - which extends the range of development wayoutside traditional work skills and knowledge, and creates far more exciting,liberating, motivational opportunities - for people and for employers.Rightly organizations are facing great pressure to change these days - tofacilitate and encourage whole-person development and fulfillment - beyondtraditional training.It is a learning process that involves the gaining knowledge, sharpening ofskills, concepts, rules, or changing of attitudes and behaviors to enhance theperformance of employees.There are many different training and development methods. On-the-jobtraining, informal training, classroom training, internal training courses,external training courses, on-the-job coaching, life-coaching, mentoring,training assignments and tasks, skills training, product training, technicaltraining, behavioral development training, role-playing and role-play gamesand exercises, attitudinal training and development, accredited training andlearning, distance learning - all part of the training menu, available to use andapply according to individual training needs and organizational trainingneeds. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 18
  19. 19. General Training Tips:These tips apply essentially to traditional work-related training - for the transfer of necessary job- or work-relatedskills or knowledge.These tips do not apply automatically to other forms of enabling personal development and facilitating learning,which by their nature involve much wider and various development methods and experiences.When planning training think about:•Your objectives - keep them in mind all the time.•How many people you are training.•The methods and format you will use.•When and how long the training lasts.•Where it happens.•How you will measure its effectiveness.•How you will measure the trainees reaction to it.When you give skills training to someone use this simple five-step approach:1- Prepare the trainee - take care to relax them as lots of people find learning new things stressful.2- Explain the job/task, skill, project, etc - discuss the method and why; explain standards and why; explain necessary tools, equipment or systems.3- Provide a demonstration - step-by-step - the more complex, the more steps - people cannot absorb a whole complicated task all in one go - break it down - always show the correct way - accentuate the positive - seek feedback and check understanding.4- Have the trainee practice the job - we all learn best by actually doing it - (I hear and I forget, I see and I remember, I do and I understand - Confucius).5- Monitor progress - give positive feedback - encourage, coach and adapt according to the pace of development. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 19
  20. 20. Some tips to make training (and learning, coaching, mentoring) more enjoyable and effective:• Keep instructions positive (do this rather than dont do this)• Avoid jargon - or if you cant then explain them and better still provide a written glossary.•You must tailor training to the individual, so you need to be prepared to adapt the pace according to the performance once training has begun.• Encourage, and be kind and thoughtful - be accepting of mistakes, and treat them as an opportunity for you both to learn from them.• Focus on accomplishment and progress - recognition is the fuel of development.• Offer praise generously.• Be enthusiastic - if you show you care you can expect your trainee to care too.• Check progress regularly and give feedback• Invite questions and discussion.• Be patient and keep a sense of humor. Induction Training Tips: •Assess skill and knowledge level before you start. •Teach the really easy stuff first. •Break it down into small steps and pieces of information. •Encourage pride. •Cover health and safety issues fully and carefully. •Try to identify a mentor or helper for the trainee. •As a manager, supervisor, or an organization, helping your people to develop is the greatest contribution you can make to their well-being. Do it to your utmost and you will be rewarded many times over through greater productivity, efficiency, environment and all-round job-satisfaction. •Remember also to strive for your own personal self-development at all times - these days we have more opportunity and resource available than ever to increase our skills, knowledge and self- awareness. Make use of it all. Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 20
  21. 21. Organized By :Mr.Abdelrahim 8/4/2012 21