Basic management fundamental principles

Human Resource Management:

Emirates College of Technology / Faculty Of Human Resources Management 8/4/2012 1

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.


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."


Basic Management Fundamental Principles:

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

Controlling

Directing


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.


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.

Human Resource Management:
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. College of Technology / Faculty Of Human Resources Management
Emirates 8/4/2012 9

Benefits of Human Resource Management:
The benefits of human resource
management are numerous. Good Recruitment and
Selection
human resource management
Performance
strategies make a lot of difference Appraisals

in the output given by the Maintaining Work
Atmosphere
employees. Execution of all tasks
inner or outer of an organization Managing Disputes

highly depends on the manpower Developing Public
Relations
inducted to get a best outcome.
Training &
To accomplish tasks is to lead, and Development

to have unique personnel.


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.


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 Number of
Workers to
kind of candidates. be Recruited

By recruiting the right candidates, the
HR managers can create a good work Recruitment
Decide the
Requirements
Budget
for the Job
environment which will lay the
Recruitment
Plan
foundation of fast and future growth of
the company. Any confusion in the
recruitment process steps can lead to Decide the
Venue of Nature of the
the selection of wrong candidates Recruitment Selection
Process
affecting the efficiency and profitability
of the organization.

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
New Employee Testing and Selection
business organizations think it very necessary to ensure that the Procedures
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
Aptitude
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 Logic
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
Personality
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.

Background Check

Communication
Skills

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.


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.


Process of Performance Appraisal:

Steps for PA:


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.


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.


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.

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.


Organized By :
Mr.Abdelrahim Elnour
zawrat19@yahoo.com

8/4/2012 21

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