2. HRM concepts & tools Management Leadership &
Authority Job design Pay and benefits Performance Psychological
contract / match Motivation Teamwork Coaching Internal
communication Culture Health, safety and wellbeing Appraisal /
feedback Change & Development Separation & outplacement
Performance Management Recruitment & Selection Strategic HRM
planning
3. Management Getting things done through people Models &
Concepts
4. Management model 1
Organizing
Planning
Leading
Controlling
5. Management model 2 Situational Leadership
Relation oriented leadership; Support
- empathy
- appreciation
- coaching
- active listening
Task oriented leadership: Guidance
- setting targets
- planning
- control
- delegate
6. Situational Leadership
Telling
giving instruction
close supervision
Selling
Motivating
listening
Participating
stimulating
empowering
Delegating
Execution of decision
Its up to you
>> level of Willing & Able
R e l a t i o n Task Participating Selling Delegating Telling
7. Skill & Will matrix h i g h S K I L L l o w low WILL
high Tell/ Instruct Sell / Motivate Train Delegate
8. Management model 3 Skills
Technological Skills
Conceptual Skills
Communication Skills
Interpersonal Skills
9. Management model 4: Quinn Orientations & Perspectives
Flexibility HRM Innovation Internal External Quality Result
Control
10. Sources of Power Positional power Personal power Control
over + / - rewards Administrative Legitimate Role Connections
Informational control Referential Networks Expertise Charisma
Coercion Physics
11. Performance Management Creating results
12. Performance management means:
A performance focused organization:
a shared vision
Identifying the performance :
Time & Quantity & Quality
Behavior / result / traits / competences / attitude
Measurement criteria & performance standards
Positive focus on the outcome
Creating commitment : Willing & Able: dialogue
Ongoing feedback on process and results and improvement
Result s: praise, appreciation and encouragement
13. Performance management
Performance Cycle
Focus: Behavior Result
1.Planning and commitment
Objectives / targets / results
SMART
Commitment and contract
2. Feedback and coaching
Ongoing feedback (360 )
Support
Improvement
3. Appraisal
Assessing the performance
Rewarding
1. What am I supposed to do? 2. How am I doing? 3. Did I
Succeed?
14. Assessing the performance
Types of objectives:
Role
Attitude
Behavior
Targets
Projects
Tasks
End / interim
Results
Measures on:
Achievement of the objectives
Quality
Quantity
Competence
Skills
Finance
Customers satisfaction
15. Employee performance management includes:
planning work and setting expectations,
continually monitoring performance,
developing the capacity to perform,
periodically rating performance in asummary fashion, and
