Management and Human Resource Administration (PART. I)

management

it is the coordination and administration of tasks to achieve a goal

management

can also refer to the seniority structure of staff members within an organization

- planning

- communication

- organization

- leadership

to be an effective manager you must develop (4):

1. setting objectives

2. organizing

3. motivating the team

4. devising systems of measurement

5. developing people

5 basic operations/primary functions of a manager:

setting objectives

how a manager accomplishes and maintains success; they must also be able to convey them to their staff and employees compellingly

organizing

managers evaluate the type of work, divide it into achievable tasks and effectively delegate it to staff

organizing

a good manager is skilled at building interpersonal relationships among their team members and can troubleshoot when members confuse their encounter challenges

motivating the team

in addition to the tasks of organization and delegation, it includes having the skills to handle different types of personalities in a team

motivating the team

an effective manager must know how to form and lead successful teams and learn how to galvanize team members around a cause

devising systems of measurement

managers need to set targets or key performance indicators that the team aims for and then generate ways to measure whether their team is on track to meet those goals

devising systems of measurement

because developing measurable ways of understanding performance can be challenging, managers must often be creative and thoughtful

developing people

in addition to leading their team toward a goal and measuring their progress along the way, good managers invest in their staff's development

developing people

managers can work with their teams to help them set goals to advance in their careers

management concepts

- a manager must understand simple ideas to employ the five basic operations

- these concepts are essential to ensure their team comes together to reach the company's goals

1. control

2. planning

3. staffing

management concepts (3):

control

employees of an organization need to understand the goals they are aiming for and the measurement that will be used to determine whether they have been successful

control

different staff members in a company have different roles that entail different levels of responsibility

planning

the best managers know that this is critical before the implementation of any strategy, but it is also an ongoing activity; should include objectives as wells as implementing them

planning

this does not end when implementation begins, instead, management must be prepared to answer the questions of who, what, when, and where a team is working to implement the organization's mission

staffing

an underappreciated but crucial function of management; managers need to ensure that they have the right people for the job but also pay attention to issues like organizing workplace policies

staffing

the company needs to retain the best talent by providing incentives such as benefits, paid time off, and a thorough training program

- persuasive management style

- democratic management style

- laissez-faire management style

management styles (3):

persuasive management style

a compelling leader spends much time with their team members; being engaged with employees allows this manager to lead by example and to gain buy-in and compliance from the team by persuading rather than instructing or demanding

persuasive management style

influential managers are aware of their team members' daily work and are involved in their work lives

democratic management style

this type of manager invites the team to be directly involved in decision-making

democratic management style

open lines of communication between this manager and employees allow these types of managers to understand the skills and advantages each employee brings

democratic management style

open participation and exchange of ideas among different levels of employees enable everyone to contribute to the outcome of a decision or a project

laissez-faire management style

this manager functions almost more like a mentor than a manager, they empower their employees to step up and make decisions

laissez-faire management style

this allows the team to feel like they own a part of each project; the manager takes a backseat role, offering advice or getting thins back on track when something goes wrong; otherwise, they stand aside, allowing their employees to flourish creatively and exercise their leadership

human resources management

refers to the managing of human capital within an organization of industry, once called "personnel management"

human resources

is leading the way for improving the overall employment experience for billions of hard-working professionals around the world

- good communication (especially listening), office/clerical, administrative and interpersonal skills are of great importance

- ability to work as part of a team

- goof research skills

- basic computer skills are required

- ability to work and beat deadlines

- good organizational abilities

- excellent numerical and analytical skills

- flexibility and willingness to learn at all times

- good multi-tasking abilities

- a degree in human resource management or any relevant discipline

- 1-2 years' experience in a similar field

- any relevant certification(s) in HRM courses would be a plus

requirements - abilities, knowledge, and skills - for human resources administrator job (12):

organizational behavior

the focus is on applying what we can learn from the social and behavioral sciences so we can better understand and predict human behavior at work; we examine such behavior on three levels—the individual, the group, and the organization as a whole

- autocratic model

- custodial model

- supportive model

- collegial model

- system model

models of organizational behavior (5):

autocratic model

advantages:

- easy to implement

- work is completed quickly

- decision-making is quick

autocratic model

disadvantages:

- employees' (lower-level) concerns are not taken

- low employee satisfaction

- low employee morale

- not fit for modern organizations

custodial model

advantages:

- employee motivation

- greater contribution of employees

- satisfied employees

- quality talent is retained

custodial model

disadvantages:

- ignores the psychology of employees

- all employees may not be satisfied with material benefits some may want praise, recognition, and name

supportive model

advantages:

- better relationships between managers and employees

- harmony and productivity in the organization

- employees ideas are valued

- employee motivation, morale, and satisfaction

supportive model

disadvantages:

- might not best fit employees who just come to work and get paid

- managers have to give more time and effort to supporting employees

collegial model

advantages:

- teamwork

- better relationship

- harmonized working environment

- effective to achieve competitive advantage

collegial model

disadvantages:

- there is a chance of conflict among team members

- all team members may not contribute their full efforts

- chances of role conflicts

system model

positive aspects are all work in a system, a healthy work environment, good communication, value to employees & community, etc.

system model

ignoring this model causes the organization to face social issues such as complaints from society, reduced customer stake, etc.