Basic management fundamental principles

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Human Resource Management:

Emirates College of Technology / Faculty Of Human Resources Management

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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.


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Management is an individual or a group of individuals that accept responsibilities to run an organization. They Plan, Organize, Direct and Control all the essential activities of the organization. Management does not do the work themselves. They motivate others to do the work and co-ordinate (i.e. bring together) all the work for achieving the objectives of the organization.

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."


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Basic Management Fundamental Principles:


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Basic Management Fundamental Principles:

In order to be a good manager one needs to fully understand all the basic management principles. This is not something that can be acquired overnight, and it requires careful study and years of experience to master.

Planning

Staffing

Organizing

Controlling

Directing


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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 capabilities and performance of its people. The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources -- or has no formal 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, will benefit from using the resources referenced from this topic.Emirates College of Technology / Faculty Of Human Resources Management

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What is Human Resource Management:Human Resource Management (HRM) is considered as the heart of a company.

Human resource management is a wide term and is based on the effective usage of workers and employees to accomplish the objectives of a company. It is present in each and every organization. There is no company or firm which does not have a human resource personnel or department. Its primary functions are to efficaciously utilize the talents and capabilities of the employees to reach the planned operational goals of the company, and ensure that the employee is comfortable working with the company; and satisfied with the working conditions, and different policies regarding compensation and benefits which are offered to him.


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Human Resource Management plays a very important role in managing, controlling, developing, and maintaining the workforce which significantly contribute to the existence and profitability of the organization. They are in continuous contact with the top-level management of the establishment and are responsible for assisting the management for running the processes efficiently. They are also responsible for attracting skilled workforce, and carrying out the recruitment and induction procedures, training and development, and settlement of the employee in a particular work environment, he comfortable in.



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Benefits of Human Resource Management:

The benefits of human

resource management are

numerous. Good human

resource management

strategies make a lot of

difference in the output

given by the employees.

Execution of all tasks inner or

outer of an organization

highly depends on the

manpower inducted to get a

best outcome.

To accomplish tasks is to

lead, and to have unique

personnel.

Recruitment and Selection

Performance Appraisals

Maintaining Work

Atmosphere

Managing Disputes

Developing Public Relations

Training & Development


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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.


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RECRUITMENT AND SELECTION:


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Things to Consider While Making Recruitment Plan:The process of recruitment has

to be completed in a very

organized and systematic

manner for taking in the right

kind of candidates.

By recruiting the right

candidates, the HR managers

can create a good work

environment which will lay the

foundation of fast and future

growth of the company. Any

confusion in the recruitment

process steps can lead to the

selection of wrong candidates

affecting the efficiency and

profitability of the organization.

Recruitment Plan

Number of

Workers to be Recruit

ed

Decide the

Requirements for the

JobDecide

the Nature of the Selecti

on Proces

s

Venue of

Recruitment

Recruitment

Budget


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Employee Testing and Selection:The importance of employee testing and selection cannot be undermined in today's world. Many, in fact, all big corporate houses and even small business organizations think it very necessary to ensure that the prospective employee that walks through their doors is suitable for the time and money that they are going to be investing in him. For this purpose, they put the candidates through a series of tests, to gauge and judge them on various levels. The combined result of all these tests is what determines if the candidate is suitable to even proceed to the next level of jobs interview questions and answers. In this article, there is information on the very basic and most widely followed pattern of tests that 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 in detail. It is very important to decide the selection steps beforehand to avoid any last minute confusion. Ideally, the selection process should comprise of a written test, a group discussion round and a personal interview. Organizations in different sectors may have a diverse selection process depending on their need. Deciding this process is indeed a big challenge for the HR managers of today's competitive times. For judging the candidates, standards must be set and followed by the recruiters. When we think of the selection process, deciding the panel for recruitment also assumes big importance.

New Employee Testing and Selection Procedures

Aptitude

Logic

Personality

Background Check

Communication Skills


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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.


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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.


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Steps for PA:

Process of Performance Appraisal:


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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 a positive progressive approach to this sort of traditional 'training'.

Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies.

So, as soon as you've covered the basic work-related skills training that is much described in this section - focus on enabling learning and development for people as individuals - which extends the range of development way outside 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 - to facilitate and encourage whole-person development and fulfillment - beyond traditional training.It is a learning process that involves the gaining knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

There are many different training and development methods. On-the-job training, 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, technical training, behavioral development training, role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning, distance learning - all part of the training menu, available to use and apply according to individual training needs and organizational training needs.


http://www.businessballs.com/lifecoaching.htm

http://www.businessballs.com/roleplayinggames.htm

04/10/2023 19Emirates College of Technology / Faculty Of Human Resources Management

General Training Tips:These tips apply essentially to traditional work-related training - for the transfer of necessary job- or work-related skills 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.

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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.

Some tips to make training (and learning, coaching, mentoring) more enjoyable and effective:

• Keep instructions positive ('do this' rather than 'don't do this')• Avoid jargon - or if you can't 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.

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Organized By : Mr.Abdelrahim [email protected]

Basic management fundamental principles

Business