World-Class HR : People and Human Resource Management Essentials | Robert Sullivan | Skillshare

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World-Class HR : People and Human Resource Management Essentials

teacher avatar Robert Sullivan, International Coach, Educator and Entrepreneur

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Taught by industry leaders & working professionals
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Watch this class and thousands more

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

9 Lessons (55m)
    • 1. Lesson 1 Introduction

    • 2. Lesson 2 HR Evolution

    • 3. Lesson 3 Pluralism Unitarism

    • 4. Lesson 4 Role of Manager

    • 5. Lesson 5 Management Styles

    • 6. Lesson 6 Motivation

    • 7. Lesson 7 Performance Management

    • 8. Lesson 8 Practical Appraisals

    • 9. Lesson 9 Summary

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About This Class

This People Management and Human Resource Management course teaches the importance of People Management and the role of HR Professionals and Line Managers.

This course is specially designed to teach you the key issues around the differing roles of HR and Line Management and the evolution of People Management. This is very important to those considering a career in HR, those in HR and Managers with People Management responsibilities. 

Master PEOPLE MANAGEMENT and watch your career take-off.

This course is designed for all levels of Managers and HR Professionals who want to improve their skills, understand HR better and move ahead in their careers.

Meet Your Teacher

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Robert Sullivan

International Coach, Educator and Entrepreneur


Robert Sullivan has in excess of 30 peer-reviewed publication in the Business and Management field and has taught e-learning and distance learning globally since 1995.

He has worked with the UK Prime Minister, Cabinet Ministers and very Senior Officials globally.

He is an international educator, coach and entrepreneur with many years of experience of 'Putting Theory Into Practice'.

The feedback from his teaching is exceptional and he is well networked and respected being in the top 1% of members of LinkedIn, with over 52,000 Twitter Followers and a massive Facebook following.

His career is both diverse and highly successful having worked in Business, Academia, Entrepreneurship, Social Care and having a successful career in the Civil Service.

With an M... See full profile

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1. Lesson 1 Introduction: Hi, My name is Robert Sullivan and that been working in each are Human Resource Management. Ondas, Elaine, manager as well as the strategic director and entrepreneur for very many years. I teach in some of the world's top international business skills and have lots of experience in teaching, research and consulting. Because all aspects of business management impotent, you're I have a lot of experience and knowledge off each arm. In the short course, however, we're looking at managing people. Some of what you look at initially is a roll off the human resource management professional but also weak at the rule off the lane manager because, after all, they have different responsibilities. So it's just quickly. We aren't the rest of this course. We start by exporting the evolution off each are Andi. In doing so, you will get some theoretical concepts such as portal ism and unit tourism. I believe if you understand these, you can really understand where each are has bean, where the manager's responsibilities are and why this is so. We look at some aspects of practical human resource management, whether that be from the each, our function or more likely, from what you management. So therefore, be delicate appraisals and performance management, the role of the manager themselves, management styles which I believe are really important on motivating staff. This course is really an introduction to management people on this predominantly a boat management from the front line managers. Perspective friendly managers do, however, need to understand the role of human resources, and this course hopefully will give managers that context the context in which HR works on them, which they have responsibilities for their own people management but their organization. 2. Lesson 2 HR Evolution: in this lesson, we look at the evolution off HR. It is really important that we understand where HR came from and where it is going to. So therefore, let's start at the beginning. This lesson looks at the evolution off. Fortunately, you do not need to be a superhero to do this course. We have superheroes willing and able to help you. It's always good to get back to basics when life becomes difficult or complex. And that's the same when thinking about each RM. It is always good to look to the past and the history of anything, and that also is a case for human resource management and the next part of this course. We will look at the history from the Industrial Revolution up to human resource management , and I am sure you will find it useful and looking to the future. It could be argued that H R M starts were like in the prehistoric ages. Indeed, some of our ancestors developed processes for the selection of such a table leaders or chiefs and of course, they would pass on knowledge, health, safety and, of course, hunting techniques to the younger people in that particular part of the world. The's chamber widows or corn chiefs could be said to be the chief executive officers off yesterday. Yeah, it is perhaps forever to Chena that return to see the first time people began using employee screening techniques in order to recruit people for protect your tasks is also the case that the Greeks and a very well developed civilization have actually got apprenticeship schemes around 2000 BC That concept off apprenticeship of wailing from a master is still in use today, but it is to the Industrial Revolution, where people moved from agricultural to industrial production on the emergence of large scale factory or mass production units that we really see human resource management come to be and accuse of Britain. That happened during 18 80. But of course, in other countries throughout the world, the industrialization off their state or their country continues to this present day. What we have here is previously large numbers of people worked in smoke communities, often small villages and farming. To some extent, the only human resource management that bothered then would be where their son or daughter would take part in the farm, and the particular role David take part in reading cattle and so on. However, come industrial revolution. Many people from rural environments in agricultural contacts with move to the watch burgeoning cities that offer them so much the move to watch factory units per housing per sanitation on greater organization. There was a need for people to start work over the same time the need for policies and procedures to make sure people were rewarded and, of course, to make sure the company made profit. It is therefore, very much the case that the mortal idea of human resources really tick. Streets around the start of the Industrial Revolution on In the Case of the United Kingdom are in eternity. A key factor in the development of human resource management and, of course management itself was introduction off what was called scientific management. This is some things also known as work study. The father of scientific management was Frederick W. Taylor. He developed a concept of scientific management by looking the tasks that we had to do to conduct a particular overall task. The best known example of this was till looking that we in which at that time in man, had to dig a hole, any street. He analyzed the way in which various men worked on did this task and then came up with the one best way this would look at things such as the physique off the person, the win, which they held the speed or shovel to dig a hole. And, importantly, the signs of speed or shovel. If the speed the shovel was too small, they would not be productive. But if it was too large, it would become too heavy for them. They may perhaps tire more quickly or damage themselves. Thus, overall production with four. This concept of one best way on the work study was about timing people in the way that they did, the task Andres used in manufacturing until very recently, and they're still used today in many environments. Frederick W. Tr Isn't it known as a father of scientific management? This is important because it was perhaps the first time where people really looked at other people as being a resource to be used. It is in some way, Elaine, but such as the Ford Model T production, where Henry Ford at the best we to assemble a motor vehicle. It was not with one person doing the field task, but they're breaking the donut tasks into small chunks and having an assembly line where people were more efficient and working. The Hawthorne experiments took place between 1924 and 1932. At the whole form rocks outside Chicago. The whole phone marks themselves commissioned a study to see if their workers would become more productive and either higher or war lighting conditions. Importantly, worker productivity actually seem to improve whatever changes were made. In other words, if the waiting was meet higher or the later plasmid war productivity still increased. Really importantly, however, was that productivity slumped when the study itself ended. It was suggested, therefore, that any productivity gain that little car was as a result of the motivational effect of the workers, often interest being shown on them. In other words, what cause was spoken to by the researchers Negotiation was taken place as to the way in which relating would be increased or decreased, how the length of tea breaks would be altered and so one in effect. What was important was that workers were actually spoken to on then interest taken, both of them on their jobs. Some people see this as the beginning off the human relations school of management, which is very important to human resource management itself. In some ways, it contradicts the area. Methods are Frederick W. Tear that we heard about area. They are very much so people as a machine on one best way of doing things here. Elton Meal and his team at the Western Electric Factory outside of Chicago were seeing speaking to people on being human with other people. Wasn't fight a sure success factor in itself. 3. Lesson 3 Pluralism Unitarism: Hi and welcome to this lesson on Port O zm. Aren't unit tourism understanding the concepts of portal ism on magnetism? Picture in a much better position to understand where we go to with each are today. It will also help you look forward to the future. So what is portal is, um, the word itself gives us a good idea of what it is about it. Poirot. More than one Pereira's believe that there are feeding scripts off people within any organization. But let's think of it as a business. You have employees, managers and owners, each of him we have different requirements. It could be argued, for example, that the employees me wish we Tracy's which make you against owners who want to maximize profit and other was compromises have to be reached if such organizations are to be successful. Is also the case that in these organizations that are likely to be representative movements , employees, for example, made pain together in order to negotiate through such a change in Yin's. Why, why Employers also sometimes paint together an employer organisations such as the Confederation of British Industry Tippett. It another we Twitter's believe that this system should be forward, an interest of the organization or business. But Perez sprained. Raveling concentrated in the hands of a few. In other words, that employer has some pepper managers of power. But so, too, do employees. So pluralism also believes that there is ample opportunity for employees to voice their opinions. Perhaps there's such a change, unions or staff meetings. Another hand unit. Tourism believes in perception off the whole organization as one big family off one family working together for common get. We shall see that later in this lesson. So Portal ism is a perspective or concept that suggests that in any organization or business that are many parties that are involved in decision making. But it also emphasizes the different interests off their members. So poor heroism sees Corn Foot as normal, inevitable and to be managed accordingly. It sees that negotiation between the designers off the different parties is in all probability necessary and something that cannot be eliminated. The focus of old portals thinking therefore, in terms of industrial relations or given resorts, is that of court of bargaining. In other words, the employ airs may come together as many employees collectively, but we're say's of the Historia or bargaining, um, come to the conclusion. So what is the concept off your uterus? Um, what? Once again, the work gives us a clue. The world unit tourism is meter off the world unit, which means one. So unit. Tourism is a belief that management and workforce work together for the common good on the welfare of the company or business. It is important we afford to understand that unity is believed that both management on the employees share the same agenda as it is a win win for all. In other words, a successful company or organization will undoubtedly to better profit for the owners perhaps more dividends or shares for senior management. But also, it is likely to eat sustain it to sustainable employment on perhaps larger wages for the workers. In other words, by all working together towards the one and seem common, good or agenda, it is better for all. So unit tourism and pluralism two terms or concepts that definitely from each other in their approach. Both are important because the influence several of managers and human resource or people management professionals in the organization that they work with them. I believe that the move from capitalism to you naturalism in many of the modern industrial societies shaped to move from passion lt human resource management, and that this is much more than a simple name change. It is a case also, that some national cultures are different, and economic systems are also different in these cases, and understanding off her culture on the way in which we operate in a society shapes approaches the business organization, structure management. And indeed, the HR function is your important for us to know about understand on a debate philosophically, unit tourism could be viewed the similar to that of the founder of modern economics, the Scotch philosopher Adam Smith. Smith believed that by people working after their own best interests, then society is based Selves because of what he coined the invisible hand political in the West. Such a philosophy Z is also linked to monetary ism on the policies on philosophies off Moten Friedman, which with the Corp with the Thatcher government in the United Kingdom on that a President Reagan and the United States. Indeed, Thatcher is often quoted or misquoted as having said there is no such thing as society This is a rejection off the idea of community and pluralism on, almost by definition, off the sovereignty off unit tourism, thus restoring United States and the United Kingdom from the late 19 seventies on probably until this present day, there's a strong social, economic and political culture off militarism. On this, I argue where to move towards militarism and towards human resource management in business . This move has also seen any in 80 Kingdom that the Thatcher government significant review and delegation off Virginians, which saw, such as collective bargaining and always Jake action curtailed by legislation. We should also therefore consider portal is, um, portal ism to recap a simply belief that the way to achieve good industrial relations and human resource management. There's technologies that very scripts off employees, managers and owners have very different requirements on different demands. It is therefore important for management that compromises have to be reached within such an environment. Portable ism does not believe in the power being exercised by management, but it is one of the more differences between your it terrorism. On pluralism. It is about collective bargaining, for example, with people with different views and expectations come together on bargain, the best that they can get for themselves. So to recount put it was a mistake in this cartoon, quite simply, with when did the worker Billy the boss or the manager on the owner Olivia photos and believes that they all have different agenda? They all want what is best for themselves and only three negotiation and compromise. Can this be reached? Only through compromise? Can the business or organization achieve its objectives? As you will see in one moment that is quite different from unit tourism. In this recap slight. We simple look of recapping on unit tourism, which is, as we know, quite different from portal is, um, in this light we see a worker, a manager under employer, all having great ideas to work out a problem that the business feces, they're all what together to achieve and two sold problems and or just meet the business or organization, achieve the best possible outcomes and doing so the secure jobs to secure the organization on the business and we're working together, they reach a common goal or him 4. Lesson 4 Role of Manager: in this lesson York it the role of the manager in people management In modern organisations , people management is not just about the human resources function. It is predominantly and primarily about the rule of the manager and managing all resources , including human ones. Guys, this graphic illustrates one of the key issues are on each arm management on people management in general, in modern organisations. As you can see, the little quote in the centre of Qom help is that each are I have a people problem. Schiller. That C. Charles job is quite a Corbyn thing that each ah professionals get from way managers. I guess that's also a problem when you have a special ism that people then seek to make everything related to that special ism, your challenge or your problem and to some extent move away from their own problems and challenges. But that's not the way it should be. So, for example, the quality manager will quite often vain. People telephoning them are asking them to solve problems with quality. But that's not what it's about. The quality manager is the up to implement quality systems great often, but managers manage ALS on the quality manager gives Gaitan's wait wines with each other. The each are exist. The function itself exists to help managers manage better and more effectively. It is, of course, to that such as employment law is increasingly complex on each are professionals can take a little bit more time than your average manager to read up on things like with this employment cases. Thus, think of HR pretty much as you would a lawyer or accountant. Him, therefore, to talk for years, eternity when you have a problem or you simply want the latest advice and perhaps get practice. But it remains if I that managers are responsible for managing their people. That is not the rule off human resources in a modern and economy aunt organization off the line manager and human resources Today. The key, of course, is to implement the HR policies that have been written pleas by the HR department and above . So, for example, they will be disciplined in grievance policies, sickness absence, policies, annually, policies and so on. So although these may have been devised by each are it is up to the manager with the Gaitan's of human resources, if necessary to implement those to sure that their start meet those or to help staff take advantage of any policies that may help them in their work or indeed, their family life. Really importantly, however, is that HR section cannot motivate staff from a distance. It is Elaine manager, the supervisor, the departmental manager who is the Guardian de Haute to actually monitor her will start for doing at motivate them to greet the productivity to better jobs and sustainability. So really important rule off the lane manager, whether that be the supervisor or the departmental manager, our operations director, even it's a train and coach people. So what can we do to help people become more productive in your work? What can he do to enlarge people's jobs, to get them rid of job satisfaction and to writin on development? It is not for some far distant the wrong person and in each our department to do this. But for the line manager off course, that I manager can look to human resource management policies and indeed each are people, perhaps at the center to help them in both motivate staff and treating develop them. Perhaps the chart people can identify training and development solutions. Once the manager on that member of staff identifies what it is they're trying to achieve off course, each are do get involved in what is called transactional, which is such a peeing people in time making sure the change of circumstances is recorded. And so one but each are really is more strategic in many ways. And therefore it is for the manager to implement policy, motivate staff on a train and coach them. It is absolutely critical that a manager must have openness and trust with their staff. There is absolutely no point to a manager on the member of staff not trusting each other. So it is therefore critical, critical important that the member of staff can trust what the manager says. We will talk about this later in other management modules if you subscribe to them, but this is the most critical, important part of her management and staff relationship is to develop. Of course, this cannot really be done remotely. It cannot be done by some human resource function, but has to be done by the line manager. We spoke earlier about appraisals and appraisals are critical, important because they fundamentally look at the way in which that member of staff is meeting their obligations to the organization. But it all sort of the way in which organization can perhaps develop that person in order to be more productive, to have greater job satisfaction and, of course, to assist in retention recognition went very much appraisal, but not simply to the annual appraisal meeting. As a whole subject of recognition manager should recognize in pre stuff on a regular basis off course, they should get them constructive feedback when things are not going as well. But they must remember to make genuine observations about good work. When that is happening, I do not mean that every day or every evening you should necessarily have a manage of thing . To start. That was a job well done is probably better to take examples to talk to staff about job well done and to consider why that particular job was well done. In other words, manager should have meaningful recognition discussions with staff on irregular basis again , that is not really the rule of human resource management professionals, because they are very often at a distance and perhaps not even appreciate the intricacies of the work that person is doing. It is therefore night. Impossible for each are professionals to give constructive feedback, ordinary to praise in a realistic and meaningful way. I hope what I am getting across is that managers really are the key to get productivity and get organizations off course. Each are people official. They look at the bigger strategic picture. They take transactional issues. Such a payment is really important to the organization into the individual workers. They help the gate, the assist managers. But ultimately managers have the responsibility for human resources justice. It would for very often financial resources or other assets. 5. Lesson 5 Management Styles: welcome to this. Listen, um, management styles, Of course, this course is about managing people on no, specifically about management techniques. As such, we look only at three of the mean management styles. For more information about managing and management styles, please look at some of our other courses. In 1960 there close McGregor formulated both theory X simply the wine, which is. There's two aspects of human behavior at work. Two different views of individuals employees, one of which could be seen is negative or perhaps more traditional, which he named the X under a lot more positive, which name the wine you're overlooking, both in turn, in terms of Fiji eggs. McGregor believed that the average employee did not like to work and try to avoid or escape work whenever possible. The employee does not want toe work. He really is there only for the money in order to survive. If you believe this as people working towards theater expert, it follows that employees would not have to be persuaded, cajoled, compelled or disciplined so that they would achieve the organization's goals on that the person would be productive to forward out through one more time. It would mean that you would require supervised supervision and management on the part of managers on that they would have to be reserving the workers regularly. In other words, to do this, the manager would have to be a dictated of some sort. Employees would really only be interested in their own job security and wages. On they would have what or no aspiration or ambition to proceed. In other words, the well being of the company is not really much of their consume. This is a position that really believes that employees have only their own self interests that aren't that they disliked responsibility or impairment. They were resist change on, actually enjoy and require formal direction by the manager. We have just broken about McGregor's theory X so we can note some to the poor opposite, which is steely. Why? And feel why the management's philosophy would be that the employee can see their job as normal. In other words, work. It's just a normal house, please employees there for me not required discipline threat control question, but actually can use their own self direction, discipline and self control if they are shown what is to be achieved they quite often can achieve it off their own record with lots are no management intervention. Equally evident, poor has designed the job to be rewarding and satisfying. Employees tend to be more productive oil and committed to that organization. In some respects, it is like we will see later with Maslow's self actualization. We may believe, for example, that the personal enjoys doing a good job because it gives them some satisfaction. Thus, every believe in theory away. We would also believe that the RV staff member can actually recognise and take on responsibility. And in fact, this pain that's enjoyable, that employees do have skills, compact capacity, capability onto the ship affiliate eyes. In other words, if it stopped, Member has good creativity, innovation and other skills. Why wouldn't be used them to solve our organizations challenges, increase productivity and ultimately reach your goals. Having no what? That both McGregor's theory X and why we will get another, which is CDs aid. What is it was devised by Dr William Itchy on this horse, so called Japanese management stale, which bears popularized during the Asian economic boom off the eighties. It fits very well with the prevailing Ginna tourism off the eighties on disassociated with the total quality management movement. We shall see later that sometimes it is termed the Japanese management stale. But it has very strong links to the industrial revolution in the UK and the more the villages developed by, such as bits born go on doing at Newark in Scotland. But most recently it was influenced by the work of the American Stances Station, W. Edwards Deming. He went to Japan Post World War Two to assist in the regeneration and development off the Japanese economy. On this industrialization theories that focuses on increasing employee oil t to the company by providing stability, a job for life and well being off employees both at work under the work theories that therefore promote stable employment, leading to high productivity in morale and satisfaction. In the mark wash. It is very Japanese and extend that it promotes a circle of harmony which influences Japanese society, which always works in teams and attempts to come to a solution jointly. This also involved techniques such as quality circles which were exported to the United States to some vomited degree of success. Taking core theory. Zaid is a management stable, focusing on the corporate culture, long range stuff development on joint decision making. IT results in war turnover increased commitment to the company on dramatically higher productivity. 6. Lesson 6 Motivation : in this lesson, we look at some of the concepts or theories. I don't stop motivation. We include at least two of them in one's preacher muzzle at Harrisburg on some other interesting motivational theories that should be faint. Interesting in managing people. In this light, we see the concept of 50 off Abraham Muzzle. This is a pyramid. If we start at the bottom of the pyramid, we will note that the first thing that the person needs is to ensure that their physiological needs are met in other words, that they have food, water, warmth and somewhere safe to rest. This is, of course, really important, because if we do not have fit in on water in particular for the rest off, the needs which are indicated in the upper parts off, the hierarchy or parent are irrelevant. Once we have satisfied our physiological needs, Marzel would argue that we can then move onto or cut safety needs in our air security and safety. In times gone by, let me simply be exactly that. Do we have somewhere that is relatively when'd pref under deceive and secure? In other words, once we're fit and water warmth, security and safety. We can then start worrying about the nature of things in life such as relationships, friendships, etcetera. But without frieden water on safety and security, we need know what Bebeto's moving upwards in the pyramid or hierarchy to belonging and love needs. These are so called psychological needs ATM, asthma. Recognize that people we do have an intimate relationship that we wish to have on. More importantly, we probably want to feel part of something, perhaps part of a community. Moving orders on the hierarchy or permit, but still within psychological means. You will see that my asthma's recognition office team needs. People need to feel a sense of accomplishment that there as well as martial. Perhaps other most important or most recognized theory of motivation is that of Hesburgh. The hair spare model is known as the two factor model simply because it works at two fighters, one hygiene fighter onto motivation factors. Hygiene factors are not necessarily things that motivators, but things that if they're not in police, what just de motivators? In other words, if these aspects are in place, we will not necessarily be motivated, but their absence will make us demotivated. If you look at what some of them are. It is get or bad supervision so bad supervision will make the work of fuel poor. They may not even wish to go to work so bad Supervision is a hygiene factor. Working conditions such as lighting, heating, etcetera and indeed health and safety would be a hygiene factor. Not having good health and safety or having per relating or being too hot or too cold. We're not motivate you, but it will de motivate you. Interpersonal relationships in particular the way in which you work your work meets teacher are very much a hygiene factor. If you have poor into really interpersonal relationships at work, it is again likely you will not wish to go to work P and job security. This is a very interesting on some change controversial one. Some people argue that people are motivated by P in particular those who perhaps our feet e x managers. However, research tends to indicate that p and itself is not at least a long tail motivator. One of the reasons for this, of course, is that if we get a P rise, we may feel better and be more motivated. But most of us will simply up our spending habits to take advantage of that P entries, so any medium to long term that level of P is no longer a motivator. Whatever the keys has bed believed that both p on job security if we did not believe we are being paid what you're worth or if you have no long term stability and done their job security, this will be at this satis fire or de motivator wait ways with other company policies such as health and safety, equalities, job promotions, etcetera. If we do not believe these are good, we will be dissatisfied. But just having good company policies will not necessarily act as a long tailed motivator. Again, it is likely we will become used, are acquainted to them. So what, then this Herzberg believe our actual motivators? Hezb A believes that the motivational factors of those of achievement, but the employee has a sense of actually achieving something with their life recognition and praise from their manager. The work itself so the work itself, either in terms of what it is or the quality of the work, but be important to many people giving an employee additional responsibility is also seen as a motivator. I guess it is very linked to recognition and achievement. If your manager gives you additional responsibility, it is obvious that they have some degree of trusting you and therefore that merely temporary satisfaction and motivation, advancement and growth. This is always go to we to promotion, which is seen as advancement on torture. A better job, one with perhaps greater responsibility or self development and growth. All these are seem by Hesburgh. You're not ponder too much on this tape of a divisional theory, except to show that there are many more than House Barrack and Matt Scott. Muzzle expectancy theories simply thinks that a passion is very rational in their calculation. It is the strength of a tendency to act in a certain we, depending on the strength of an expectation that the actual return outcome on the attractiveness of that outcome to the individual. It suggests that people or employees in particular work out what they have to do in order to reach the next times level or pigweed, for example. So if I am e team member and they know that the team leader will get 2000 doors more per year or 2000 parents more per year in salary, iced, dark and weak at what it would have to do in order to become a team leader on, then what I would have to do to maintain my role as it in with a and then make a very rational decision as to whether the rewards off such a move are what the effort they have to put in? No. And in the future. In other words, what can I expect? From what I do know in the future, equity feeling suggests that START members will compare the job inputs and they could ever stop members underscored until emanate any inequity. Whether simple means is it. Stop! Look at the effort yet fitting into their jobs on perhaps the productivity they have actually achieved as a result of that effort compared to other people on the works they are receiving. So, for example, if you work in a tape of organization that irrespective of heart or her diligent work, we're not rewarding any more than someone who's. Perhaps you'd as somewhat off each Einstein you have various options. You can either adjust your work input to achieve lace I poops on. Perhaps they have uneasily just like the person. You can ignore that person and continue with your work efforts on they put or you can leave the field. In other words, Jimmy, decide that you do not wish to work in an organization that does not found your house work . I look elsewhere. Who you will be better rewarded. This is known as equity here. 7. Lesson 7 Performance Management: in this lesson Bjelica Performance management and in particular, you look briefly at appraisals. So what is performance management? It is about linking organizational, departmental and individual performance to each other. It is also about recruiting in selecting the correct people, training and developing them, appraising them and continue to develop them throughout their time. With you, we are Strain Page and HR director. What she thought the importance off job appraisals where gentle does that job appraisals, but about determining how effective employees were doing your jobs, telling them about that and finally developing new training and development socials for them. So what are the purpose of appraisals but quite fundamentally on appraisal? Assesses a person's performance against the performance quiet off them by the job. Specifications, in addition by holding appraisals were best able to see what resources we have to meet our overall objectives. So what are the component parts off in the prison? Of course, all praise was differ on, believe me, look at some of those later in another course. However, for the purposes of the short course, the component parts on Pisa often contribute are one two terms off conditions and extent, which you have made those most are old jobs of terms conditions. Sometimes these are outlined in the employment contract. This is like watching quit the number of thes holiday, the number of ever spent it work. The women you met the rules which will talk about later. So just hold to report sickness, absence, etcetera. Timekeeping is often also included in a component part of an appraisal. In many organizations, you have to attend bar between certain hours. Sometimes there are core overs flex were working, but off the nearer a certain number of hours that you have to meet with any week or a month . It will also be important not only the number of hours but when you attend bark. This will, of course, be very important in some contexts and environments, much more than others meeting their ills. Within all organizations that are often a set of rules. The complexity on volume of rules might dependent on each of that organization. However, it is very likely that if you did not meet the rules, this will be raised. Aren't the appraisal work standard the standard of work world? Cosby addressed? It's not just about the quantity of work which, of course is productivity, but also the quality of that work. What standards on there do you have to work to a certain accuracy level, and if so, are you meeting that in product 70 Chatham's, You may have to take, for example, so many calls ever any co center, but what is the quality of that work? This is what you often mean by work standard in terms of behaviour. Most organizations have a code of conduct, but how you interact with your work colleagues, suppliers, partner organizations on the customer, it is very likely that behavior will be appraised this part off the appraisal process. 8. Lesson 8 Practical Appraisals: way in this lesson, we'll look at some of the practical issues are in conducting appraisals. It is likely that most people in modern organisations will agree that the appraisals, at least on paper, at a good thing. It allows management to tell people how they believe they are doing. And some of peace is also our people on a short for two previous management. But why is it that they're often difficulties with appraisals? One of the reasons is that people with fear criticism off ourselves on you do not necessarily enjoy be critical of others, albeit constructive criticism. This is perhaps because in our society, failure is seen as about thing. I'm not necessarily as an opportunity for wailing on developing, also the way in which many appraisals are set up. Is it this part of the performance management system with consequences? Either get a bad. A good appraisal might bring away drains a promotion. I move up the career either, whereas about on average, a prison may also have consequences. Perhaps you're not being promoted, you're standing still. Perhaps you're demoted your wages to not trying these airfields. Significant consequences on very many organizations use the appraisal as a way of calculating Watch it happen to you in the future. Even if they did not do that idea, please will get often scored in some way, which falls back and off the things we hit most. Some people also believe that if you use an appraisal system to preach your style, it can be the MTV overconfident and perhaps lead to declining productivity. Bad past the presence both in the part of the piercing. Being a priest on person during the appraisal will also have negative consequences. If you have had an appraisal in the past, that was batterers, perhaps a negative consequences. It is only natural that we will not work forward or particularly trust their preys or were about to have. For all those reasons, underdog, many more appraisals can be difficult to actually conduct. Practical appraisals are similar to any other people feedback process. So as consider what any good feedback process middle glink. Firstly, before we can do anything about feeding bank, we have to be clear on what people's expectations are that is, in an employment context, what the manager or supervisor on the employees think they're actually trying to achieve and I was. We have to be clear. We have to clear goals, and people need to have a common understanding of what is expected on by him on by when. So if Step one really is about setting expectations on that, maybe at the beginning of the employees journey, for example, at induction, or it may be, at any point thereafter. Having set those expectations, the supervisor or manager should pervade Cochin Gaitan's supervision and perhaps even be arranging for, such as training and development to help the person achieve those expectations. It will be my presumption, of course, that on a regular basis they were meeting with the person working at how they were moving towards your goals, perhaps competing the performance against male stones and, unfortunately, developing ongoing action points. When it comes around to the evaluation or appraisal, which more commonly takes place once per year, there should be no surprises, but really importantly, we should have gathered evidence to give feedback to the person who is being a priest. It is no good seeing that you're elite five times. It is much better to be precise on. Give these. It would of course, be better. That had you spoken to that person on each time. Never read again. There are no surprises, and the person has the opportunity to put things right as they go along rather than wait until one year. Don't know him likewise with giving praise if someone does something well off course, we worked the evidence of that, and we will reflect on it after I knew appraisal. But it is much better to catch the person doing right there and then and perhaps toe also talk about it at quarterly or six monthly views as well as recapping at the annual review. So, really, no matter of what we're doing, there has to be a feedback process. As we saw Ariel. Setting expectations is vato. If you're the interprets how well an employee has done against those expectations, you can see here that expectations come for a number of sources. It may be the job description of supervisors expectations etcetera. Trades involve the employees and setting expectations. Remember that managers should always acknowledge their people's successes. They should not be fighting to give constructive feedback on they should trying to discuss issues both positive a negative when your car in this week. It is fresh in everyone's main. People can explain their actions. Of course, it is not just managers and supervisors who have a responsibility for feedback employees duty. As an employee, it is really useful for you to ask for feedback. Perhaps you just completed in your job, or perhaps something that has been delegated to you. It would be really useful for you to understand what people failed was good and not so good about that piece of work and how ever toll it could be improved in the future. You should also remember to tell your manager about your successes. Remember, your manager may not be with you 24 7 So therefore, even at work, there may be good times when you get feedback from other managers, colleagues, suppliers, partners or, indeed customers. Unless you tell the manager about that success, they mean that No, I know this can be difficult for many of us to do, but it really just a habit. If you get used to telling managers about what you did well on keeping the evidence, it means that at appraisal time you can bring forward that evidence and indeed tell them do you remember the keys when I spoke to you about X y years? Eight. This could help to justify your decisions at appraisals. So it is important, therefore, that you keep a portfolio of success, whether that be in an electronic four months or copies of the work you have done. This is also a good title. It only is good for appraisals when perhaps reviewing the year with your immediate manager . But also, if you're having a dandy, take some time to work through your successes, and that normally actors have really positive motivator. Remember, when we get feedback, I mean, aren't always be entirely positive. So if we are getting constructive feedback, remember to listen actively for suggestions for how to improve. Sometimes managers may not tell us directly, but see, I would have done and tell us something a little differently. That does not necessarily mean that we should copy what their manager CV would have done, but it may actually be an improvement suggestion that is just disguised. So I guess, importantly, we're really seeing that we must be mature in receiving on giving feedback. This league is simply a recount off what has gone before and looks at some of the issues to be considered buying supervisor at an appraisal interview. Take time to look at this diagram and tried to understand it. This side recaps on the position from an employee perspective. I think the main thing is that employees should participate actively in the process and not have something done to them. Discussing us questions share. Use its axes and challenge if necessary, but be constructive. 9. Lesson 9 Summary: thank you for completing this course about people management, this course revote, that people management and he rolled it is shared by both doin manager and operational managers on the human resource department or sexual. The mean age should was distressed the importance of the role of why managers and general management on why the A manager working together with the human resource function is so vital to the proper, effective and efficient operation off the organization. So it's no work quite quickly at each of the lessons. In the first question, we introduced the notion off human resource management on Brian Management Responsibility, working then at the evolution off human resource management, we look across time at the very joules at each are or its predecessors, such as personnel on by managers, have played in the development of people. Moving to the next lesson. We'll get the concepts of portal ism and unit tourism concepts which are very important to the understanding off the way in which we manage people today. In fact, arguably the concepts of federalism, argument tourism, go much waiter than nights of human resource or people management and look at the way in which you organize structure, and there is the societies in which we live in. They're all of the manager isn't expressing, and it is of crucial importance. It is your important to understand that in most wet, more than Western economies in particular, we look at a very you know, trist approach at this point in time. This means the role of the manager is critical if you treat people as a resource like other resources such as finance on buildings, perhaps therefore, although we can draw on the expertise of such as a finance director or a property services department, it is really important. Money managers are responsible for the day to day management of all resources, including people. We then moved on target motivating staff and, like get some of more general theories of motivation and in particular, the work off muscle on tails back and looking nearer the next lesson at management styles again, we're looking it only briefly at some of the styles you go get theory X and y from because McGregor on at Bottom Ichi's work in sees it, people then at performance management in general, in terms of feedback, employees about their development under way in which they're performing Andi, like then at practical appraisals I'm she would read This course has given a relatively comprehensive overview off what is important and managing people entities organizations. Importantly, it looks at the synergies to begin by both working with the human resource department and early managers on critically, It indicates that HR did not have sole responsibility for people management in the organization. I hope you have enjoyed this lesson. Ondas We see mission is now complete. We look forward to hearing from you on. Perhaps you're taking some of our other management modules that cover this on much more in much greater detail. Thank you once again for your participation.