The HR managers are required to find out right people for the right job and get the job done from them. Other than this the human resource management is also responsible for the motivation, development and training of the employees and retaining efficient employees for a longer period of time. HR management has to make sure that both the personnel and the company are complying with regulations . The human resources can be managed by using either hard or soft approach. The hard approach involves developing strategies for managing and controlling human beings.
Thus, the system should measure the employee’s performance against what he or she is employed to deliver. Having said that, the standards set need to be realistic otherwise the behavioural standards will lose credibility with results yielding wrongly. Also, the center would need to consider past issues that caused unfair results. Consequently, it should also be determined how the performance management system is being used, be that as it may, systems facilitate the attainment of individual and corporate goals that allow data to track and monitor all employees individually as well as the
Understanding oneself through self-analysis is essential to success in the workplace. One must have a firm grasp of who they are as a person, and how best they work with others for them to be able to achieve their goals in their career. Achievement is not determined by what your personality is, but on how you use your specific strengths to your advantage at work. For this self-analysis, I took the Myers-Briggs Type Index, the Big Five Personality Test, Emotional Intelligence Questionnaire and The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire. Having a better sense of myself will help me to communicate with others more effectively, and will guide me to utilize my strengths and weaknesses in the workplace.
Introduction Leaders have important roles and great responsibilities in workplaces. Leaders should have goals that help them determine what and why people and purposes are important to them. Leaders should have a good sense of qualities, motives, understanding of their strengths and weaknesses, how to develop others, and how to prevent job stress. These are all important in any leadership style. Leaders have a hunger to make a difference in workplaces, but most importantly in other people (Bethel University, 2017).
Additionally, the Act asserts that people are the key to industry and must consequently be granted due recognition and respect. Another reason that necessitated the establishment of the Act is the fact that it was vital for the labor sector to have boundaries that control the behavior of the employers and employees alike. Prior to the establishment of the Act, relations between the employers and the employees were not only uncertain, but also confrontational. It is for this particular reason that the Act was established. This has been instrumental in defining as well as prohibiting unfair labor practices.
The nature and the different responsibilities we face in our daily life make flexibility at workplace today very important. However, flexibility needs not to be only from one side, it should come from two sides, the employer and the employee. It’s not enough for an employer to adopt flexible work arrangements (FWA) at workplace; employees must also be willing to make concessions. It depends on individuals working in the company to whether or not and FWA program is feasible. Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business.
Leaders must work hard through hiring, training, and performance management systems to bring in the right employees and then help employees internalize the organization’s underlying values. Ethical leadership from the top is very important- because it creates an environment in which lower-level ethical leaders can flourish- but ethical leadership at the supervisory level has a huge impact on followers’ attitudes and behavior. Unethical Influences Companies rely on employees to produce and deliver high-quality products and services. Employees are impacted by a variety of forces—both internal and external—as they attempt to perform their job duties. Employers who are aware of these forces, and who are prepared to leverage or counteract them, can increase productivity and loyalty.
An important focus when leading change is to lead with the culture, as it is critical to the organization’s success throughout change. This can refer to learning how to overcome conflict, and offering support to avoid conflict. Focusing on the support of employees is imperative because employees possess emotional connections to the culture; it is not wise to assume employees will adjust without support. It can be easy to lose sight of culture among the formal change process; reporting, structuring, and decision-making. An important best practice is to learn the culture entirely and utilize
The organizations need to be transparent, potential partners will see the organization as the partner of choice (Schumacher et al., 2013). The organizations should be aware of the tensions that might arise within the organization. The R&D departments might feel squeezed out because this department thought they were responsible for the innovation. Therefore, it is of great importance to involve the R&D department in this partnership. Employees should not only have the relevant expertise but also need to be skilled in working with external partners.
The everyday activities of an organisation has been cascaded from a Strategic intent on organisation. It is therefore critical that the manager is able to use, distribute and re-distribute his resources (personnel, finance, and equipment) in the best possible way to achieve results and deliver expectation. Leader Because of the complexity of the workplace environment, subordinates need direction with regards to their everyday activities and deliverables. I also need to be a role model; and demonstrate exemplary leadership.
In a unionized workplace, it 's important that the worker 's guild and HR administration cooperate to manage a beneficial and connected with workforce. The vicinity of a guild represents various difficulties for HR administration. Recognizing and tending to these difficulties head-on is a compelling approach to approach the work administration relationship and dissipate the idea that worker 's guilds and organizations must be enemies to make a positive workplace. Numerous HR divisions have worker relations authorities who research working environment issues, create representative acknowledgment programs and manage representative assessment reviews.
Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
The way that it is important for practitioners, individuals and organisations to have an induction process in place and complete an induction is that is supports new employees into the company by providing them with the right support and training and allows them to develop within their roles. This also ensures that new recruits get up to speed with the organisational ways of working and It enables new recruits to become a useful, integrated member of a team through a gradual planned process, rather than being thrown in at the deep end and expected to know what to do and how to do it without the proper knowledge required to do their job or have little or no understanding of how the job fits in with the rest of the organisation. Induction is not just restricted to new staff as new internal appointments may also require a period of induction to help them adjust to new roles and responsibilities within a new role. An example of this would be with my own role, I was a group worker in a community service prior to being given the opportunity to manage a residential service and with it being my first foray into management with little management experience I was provided with the opportunity to complete a 6 month induction process even
Job Description vs. Expectations “A primary purpose of the job description is to define the role and primary functions and duties for the position” (Kokemuller, (n.d.). The job description forms the expectations needed from the employee. “Expectations typically become goals as managers work with employees to optimize production and performance” (Kokemuller, (n.d.). Employers are able to determine from the expectations if the employee should acquire the job and if they will have success in the position. Selecting the