Management of human resources is very important of an organisation, the management should therefore find the right approach to their employees to be able to plan and manage them in a professional manner. Human resources management is important for an organisation because if employees perform efficiently it increases the production and/or customers services in an organisation. A business can manage its human resources through methods such as: motivation, training, appraisal and personal development planning. A very important aspect in HR management is employing staff with the right skills and qualification required for a particular job role and training those staff who don’t have the right required skills to carry out a particular task. Management of human resources is essential as it commits employees into achieving organisation goals and objectives.
Also having a clear understanding of customer expectations and values is essential, as they are important to meet the demands and thus assists the organisation in achieving their personal goals. As well as customer demands and product development, observing and learning within the industry assists in determining direction and avoiding any mistakes. Simple standards that would be expected by me on the ways in which I organise my time and management of all tasks would be my position as to who I report to, what my daily today tasks are and what it reports are expected from me throughout the day. Knowledge would be an impact on me when it comes to managing time. This is because it prioritises me to set my tasks from important to less important.
1.1 Explain the importance of continually improving knowledge and practice Professional development is a hugely important aspect in any industry to ensure the success and effectiveness of a business. Managers must ensure they continue to update and refresh their knowledge through, for example; research, training, seminars, workshops etc. in order to ensure current working practices are meeting legislation such as employment laws, equal opportunities etc. and meeting standards such as the care council code of practice and national minimum standards and regulations as set out by CSIW. It is vital for management to be aware and up to date with relevant legislation and information, as it is a part of their role to guide, support and influence other staff to do well in their own roles.
Sometimes you may have to work in best interest and instinct to fulfil your job role. To follow the agreed ways of working to its fullest you must refer to care plans, following the care plans ensures that you are implementing these rules. Working within the policies and procedures of your job description and working in agreed ways are very important because it ensures that you are doing your job correctly and to a high standard. It covers you from legal issues as you are completing tasks correctly and professionally. It is important to follow the agreed ways of working so you are certain to be working under the legislations that apply to the role you are undertaking, these could include the data protection act 1998, care home regulations 2001, care quality commission regulations 2009, care standards act 2000, health and safety at work act 1974 and many more.
These goals need to link with the organisations goals and KPI’s to help create a more efficient workplace. These goals become your team’s/team member’s performance measures in the form of KPI’s, These KPI’s measure your team’s effectivness and assist in highlighting strengths and weaknessess in the team. 2) Create and maintain a supportive, committed team How members of a team relate to each other dictates how successful that team will be, so having a supportive and committed team is critical and can make a significant difference on the performance of individuals and the team as a whole. Establish your teams rules, the ground rule are a set of standards that address how
This form of leadership allows individuals to take accountability of meeting the goals of the organization. Transformational leadership fosters open communication between company lines and throughout the organizational lines. Transformational leaders are visionary and can motivate employees to do what is right for the company, despite individual differences. Building trust with the teams of employees is crucial. Transformational leadership allows for the necessary changes in paradigms to occur within the
Management is required to set realistic goals for the company along with objectives. A plan of action will be set and requiring management to let others be aware of the policies that need to be followed. Is helps keep the companies managers aware of the finances and the future of the company’s finances to make the right decisions. Controlling is when the company must follow the original plans that have been set from the beginning. Organizing and directing is thinking of ideas and putting into effect.
This approach must know how to handle and resolve crisis when they arise. As a leader, they must show favorable behavior for the employees to mirror to have a favorable outcome. One common indicator of leader effectiveness is the extent to which the performance of the team or organizational unit is enhanced and the attainment of goals is facilitated (Yuki, 2010). Strengths The strength of the behavior approach in leadership is a situation arises, and they deal with it efficiently. Whether it is one or more issues at a time, they juggle each one to resolution.
The human resources principles emphasize team management and the importance of employee involvement. However, being able to communicate these principles and the ensuing results is critical to the overall functioning of the organization. The ideal approach would be content that addresses the task, as well as social aspects of the company. Additionally, effective communication should occur vertically, horizontally, face-to-face and in writing. The style of communication would vary between formal and informal, depending on what any given situation would dictate.
Performance Management focuses not only on individual employees, but also on teams, programs, processes and the organization as a whole. A well developed PM program addresses individual and organizational performance matters necessary to properly create and sustain a healthy and effective results-oriented culture.