management process and workforce management
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Management Process And Workforce Management. Manpower Planning Section. In short. Management Basics Training & Development Delegation. Organisation. Two or more people who work together in a structured way to achieve a specific goal or set of goals. Goal:. - PowerPoint PPT PresentationTRANSCRIPT
Management Process And Management Process And Workforce ManagementWorkforce Management
Manpower Planning Section
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In short...In short...
Management BasicsTraining & DevelopmentDelegation
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OrganisationOrganisation
Two or more people who work together in a structured way to achieve a specific goal or set of goals
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Goal:Goal:
The purpose that an organisation strives to achieve
(Goals are fundamental elements of an organisation)
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Levels of GoalsLevels of Goals
Strategic GoalsTactical GoalsOperational Goals
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Why do we need Goals?Why do we need Goals?
Goals provide a sense of DirectionGoals focus our effortGoals guide our plans and decisionsGoals help us evaluate our progress
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Management:Management:
The process of Planning & Decision Making, Organising, Leading and Controlling of work of organisation members utilising all available organisational resources to reach stated organisational goals
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What are the resources for an What are the resources for an OrganizationOrganizationFinancialPhysicalHumanInformational
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Manager:Manager:
Person responsible for directing the efforts aiming to help organisations to achieve its goals and objectives.
Oris someone ,who plans & make Decisions,
organise, leads & Control Human, Financial, Physical & Information Resources.
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Levels of ManagersLevels of Managers
Top ManagerMiddle ManagerFirst Line/ Operational Manager
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Managerial SkillsManagerial Skills
TechnicalInterpersonalConceptual Skills
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Managerial RolesManagerial Roles
Interpersonal RolesInformational RoleDecisional Role
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Why do we study Management & Why do we study Management & Organisations?Organisations?
Organisations contribute to the present standard of living
Organisations build the future
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Managerial & Organisational Managerial & Organisational PerformancePerformance
Managerial PerformanceManagerial Performance: The measure of How efficient and Effective a Manager is.
Organisational PerformanceOrganisational Performance: The measure of How efficient and Effective an organisation is.
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Efficiency Vs EffectivenessEfficiency Vs Effectiveness
Peter Drucker ( Management Guru) Says,Doing the thing right is EfficiencyDoing the right thing is Effectiveness
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Doing the Thing Right...Doing the Thing Right...
Minimise the costMinimise the TimeMinimise unintended consequence on othersAdhere to Social & Ethical Standards
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Doing the Right Thing…...Doing the Right Thing…...
Know the Goal & StrategyJudgement ( Facts & Values in the light of the
Goal)
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Process:Process:
A systematic method of handling activities
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Management Process:Management Process:
PlanningOrganisingLeading Controlling
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PlanningPlanning
Process of establishing goals and suitable course of actions for achieving those goals.
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Planning ProcessPlanning Process
Selection of Goals
Establishing Goals for sub units/ DivisionsProgram for Achieving GoalsRelationships & Time are Prime FactorsResponsibility & Accountability
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OrganisingOrganising
The process of engaging two or more people in working together in a structured way to achieve a specific goal or a set of goals
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Organising ( Different Thinking)Organising ( Different Thinking)
Is deciding How best to group organisation elements, Just as a child selecting different kind of building blocks, Manager can select variety of structural possibilities and Just as child can assemble the blocks in many ways, manager can put the organisation in many different ways.
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Key Building BlocksKey Building Blocks
Job DesigningJob GroupingEstablishing Reporting Relationships among
JobsDistributing Authority Among Jobs Co-ordination Activities between JobsDifferentiating Between Positions
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Delegation:Delegation:
Why Do We Delegate?
1. Reluctance of Delegation2. Fear of Subordinate will do better3. No trust4. Reluctance to Accept the Authority5. Avoid the Risk
1. Ease the Mangers Burden2. Expertise of Subordinate3. Development of Subordinate4. Improve Managerial Skills of Subordinate
Problems of Delegation
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Guidelines for DelegationGuidelines for Delegation
Decide which tasks to be delegatedDelegate the assignment Decide who should get the workProvide sufficient ResourcesBe prepared to run interference if necessaryEstablish a good feedback system
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LeadingLeading
The process of directing and influencing the task related activities of group members of an entire organisation
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How to Lead?How to Lead?
Behave as a ExampleMotivatePull From to frontGuiding / AdvisingProblem SolvingCoaching / mentoring Counselling
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Leading ….Leading ….
Will be covered under HR role of Line Managers
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ControllingControlling
The process of ensuring that actual activities conformed to planned activities
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How to Control?How to Control?
Establishing standard of Performance/ Benchmarking
Measuring current performanceCompare the current performance to established
standardsTaking corrective actions if deviations are
detected
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SWOT AnalysisSWOT Analysis
S StrengthW WeaknessesO OpportunitiesT Threats
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Training & DevelopmentTraining & Development
Training: Imparting Knowledge & Skills for the needs of today
Development: Developing knowledge & Skills for tomorrow.
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TrainingTraining
As an individual requirementAs an Outcome of Performance AppraisalFuture requirement based Divisional requirement
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Training Needs AnalysisTraining Needs Analysis
IndividualDivisionalFrom succession plan
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For training to be effectiveFor training to be effective
Should be after proper analysisShould train the right personPost training evaluationFeed back to supervisor from trainerFeed back to trainer from trainee & Vis VersaFeed back from trainer to supervisor
