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Human Resource Management

Human resource development is vital to meet the challenges of global competition and is seldom given sufficient status during ones academic training.

Human resource management (HRM) should be an integral part of the culture of the whole organisation and not just selected individuals.

Effective HRM will result in :

  • Uniformity of HRM concepts across the organisation
  • HRM becomes an integral part of the organizational culture
  • Interactions are professional, objective and give results
  • HRM culture becomes a 'built in' behavioural reminder (most people need reminding of the value of HRM
01 Principles for behaviour patterns during effective interaction
02 The five key Interaction guidelines
03 Interaction guidelines for meetings
04 Interaction guidelines for communicating with others
05 Interaction guidelines for influencing others
06 Interaction guidelines for handling conflict
07 Interaction guidelines for supporting others
08 Supporting others
09 TOTAL QUALITY MANAGEMENT (TQM)
10 Fundamental empowerment principles Leadership
11 Empowerment principles Systems and environment
12 Empowerment principles Job design
13 Personal empowerment Actions
14 Feedback fundamentals How to evaluate feedback in an organization

 

01 Principles for behaviour patterns during effective interaction
  • Maintain and enhance self esteem
  • Listen and respond with empathy
  • Ask for help and encourage involvement

02 The five key interaction guidelines

  1. OPEN with what and why
  2. CLARIFY details
  3. DEVELOP ideas
  4. AGREE on actions, who, what and when
  5. CLOSE with review and agree follow-up

OPEN > CLARIFY > DEVELOP > AGREE > CLOSE

03 Interaction guidelines for meetings

1. OPEN with what and why

  • Welcome participants
  • Explain purpose and importance
  • Review agenda

2. CLARIFY details

  • Review background
  • Ask for other information and issues
  • Summarise

3. Develop ideas

  • Ask for suggestions and explore alternatives
  • Build on others' ideas
  • Summarise

4. AGREE on actions

  • Ask for and choose preferred alternatives
  • Decide who will do what and by when

5. CLOSE with review and set follow-up

  • Summarise
  • Decide how and when to check progress
  • Thank participants

04 Interaction guidelines for communicating with others

1. OPEN with "what" and "why"

  • Describe the reasons for the discussion
  • Briefly explain background

2. CLARIFY details

  • Provide specifics
  • Ask for other related information
  • Summarise

3. DEVELOP ideas

  • Explore alternatives for possible solutions
  • Be flexible

4. AGREE on actions

  • Use other persons ideas (if possible)
  • Decide who will do what by when

5. CLOSE with review and set follow-up

  • Summarise key decisions and action
  • Decide how and when to check progress
  • Express appreciation

05 Interaction guidelines for influencing others

1. OPEN with "what" and "why"

  • Briefly state the reasons for the discussion
  • Explain why you are involving the other person (s)
  • Review background of the situation

2. CLARIFY details

  • Ask for any other background information
  • Summarise

3. DEVELOP ideas

  • Explain the specifics and benefits of your idea
  • Ask for comments or questions
  • Explore alternatives (be flexible)

4. AGREE on actions

  • Summarise (revised) proposal
  • Ask for support / approval
  • Discuss the next step (s)

5. CLOSE with review and set follow-up

  • Summarise next step (s)
  • Set follow-up (if appropriate)
  • Express appreciation

06 Interaction guidelines for handling conflict

1. OPEN with "what" and "why"

  • Describe the situation and why it concerns you
  • Be positive and patient

2. CLARIFY details

  • Provide specifics
  • Ask for other points of view
  • Summarise

3. DEVELOP ideas

  • Explore alternatives for resolving the situation
  • Be flexible

4. AGREE on actions

  • Use other persons ideas (if possible)
  • Decide who will do what by when

5. CLOSE with review and set follow-up

  • Summarise key decisions and actions
  • Set follow-up (if appropriate)
  • End on a positive note

07 Interaction guidelines for supporting others

Three skills

GIVING
RECEIVING
Questioning
Sharing
Listening
Listening
Sharing
Questioning

08 Supporting others

09 Total Quality Management (TQM)

  1. The customers needs are critical
  2. Anything can be improved
  3. Quality if everyones job
  4. The person doing the job knows it best
  5. People deserve respect
  6. Team work works
  7. There is value in differences
  8. Involvement builds commitment
  9. Support builds success
  10. You make the difference

10 Fundamental empowerment principles

Leadership

  1. "Let go" of things others can do
  2. Encourage initiative, ideas and risk taking
  3. Ensure that people have goals and know how they are doing
  4. Develop to challenge, develop and empower
  5. Coach to ensure success
  6. Reinforce good work and good attempts
  7. Share information, knowledge and skills
  8. Value, trust and respect each individual
  9. Provide support without taking over
  10. Practice what you preach

11 Empowerment principles Systems and environment

Zapping organizations :

  1. Establish clear vision of empowerment
  2. Support empowerment efforts in all areas
  3. Lead through vision and values
  4. Align syatems, policies and procedures to support vision and values
  5. Share information openly and encourage communication in all directions
  6. Provide the training and resources people need to do their jobs

12 Empowerment principles Job design

Build Zapp into jobs ::

  1. Make jobs meaningful
  2. Provide variety and challenge
  3. Make responsibility and authority part of the job
  4. Provide training and development opportunities
  5. Adapt jobs to individual styles, abilities and motivations
  6. Encourage direct contact with suppliers and customers

13 Personal empowerment Actions

  1. Find out what's important
  2. Look for ways to make improvements
  3. Ask for coaching
  4. Involve and support others
  5. Measure results
  6. Never be satisfied; keep learning

14 How to evaluate feedback in an organization

  • Specific
  • Sincere
  • Balanced

Positive feedback

  • What was said or done
  • Why effective

Feedback for improvemenrt

  • What was said or done
  • Suggested alternative
  • Why alternative is more effective

15 Stages of team development

  1. Getting started
  2. Going in circles
  3. Getting on course
  4. Full speed ahead

Team success factors

  • Purpose
  • Process
  • Communication
  • Involvement
  • Commitment
  • Trust

16 Trust techniques

  • Share thoughts, feelings and rationale
  • Make commitments you can keep
  • Admit mistakes
  • Request and accept feedback
  • Test assumptions

17 Trust traps

  • Making assumptions
  • Breaking promises
  • Covering yourself
  • Spreading rumours
  • By-passing people