Human Resource Management Overview

Maintaining positive relationships between employees and management, handling conflicts, and following labor laws.

Setting fair pay and benefits to attract and retain talent.

Evaluating employee performance, providing feedback, and helping employees improve.

Developing and keeping high-potential employees.

Analyzing current employee skills and predicting future workforce needs.

Pay that is comparable to the market rate for similar roles.

Specific objectives that employees are working toward.

Employees who consistently exceed expectations.

Employee benefits that aren't a direct payment (e.g., health insurance, flexible work hours).

A process to evaluate employee contributions towards company goals.

A systematic review of an employee's performance to support decisions about salary, promotions, etc.

An annual report of all types of compensation an employee receives.

The driving force behind taking action and pursuing goals.

Frameworks that explain how to increase motivation in various settings.

A collection of benefits, pay, and other financial rewards provided to an employee.

Evaluations made using a set of rules and procedures, not arbitrary.

Non-salary compensation, such as health insurance or paid time off.

Assessment of work performance.

Things that prevent you from feeling dissatisfied at work, but don't actually make you happy.

A theory explaining how intrinsic motivation works and what needs drive it.

The need to have control over your own actions and decisions.

The need to feel skilled and capable at what you do.

The need to feel connected to others and part of a group.

Surrounding yourself with positive influences that encourage you to achieve your goals.

A theory suggesting that people are motivated by fairness. They compare their efforts and rewards to others, and perceived imbalances can lead to demotivation.

This theory claims behavior is shaped by its consequences. Positive reinforcement (rewards) encourages desired actions, while punishments deter unwanted ones.

In the mid-1990s, Cisco, a networking giant, faced a rapid growth challenge. Despite hiring over 1,000 employees every quarter, they still had a large number of open positions.

In 1993, Cisco implemented an internet-based system for corporate clients. By 1995, they launched online product sales.

Cisco's need for a large workforce pushed them to adopt innovative recruitment methods. They recognized that traditional approaches were no longer sufficient.

Managing focuses on overseeing tasks and processes, while leading involves inspiring and guiding people towards a common goal.

Open and clear communication ensures everyone understands the vision and how to collaborate towards it, building trust and confidence.

Building trust requires accessibility and open communication, making staff feel valued and heard when they need guidance.

Proficient leaders have a clear vision for the future that inspires team members to work together towards a common goal.

Given the rapid pace of change and the volatile market environment, effective leaders must adapt quickly to new situations and adjust their strategies.

Learning agility means being able to quickly learn and apply new information, providing flexibility to change direction or adapt to new situations.

Effective leadership creates an engaging and connected environment, increasing employee satisfaction, motivation, and ultimately, productivity.

Leaders guide organizations through changes like innovation or market shifts, helping employees adapt and navigate the journey.

Leaders shape the organization's culture by promoting creativity, teamwork, and shared values, creating a positive and supportive environment.

Leaders who manage effectively create an environment of learning and development, laying the foundation for the organization's long-term growth and success.

Effective leadership fosters harmonious environments through open communication, trust, and relationship-building, essential for teamwork and morale.

Effective leadership provides direction, structure, and guidance during decision-making, helping teams make informed judgments and solve problems effectively.

The trait theory suggests that leaders are born with innate characteristics that make them successful. It focuses on identifying traits like intelligence, charisma, and confidence.

The situational approach focuses on the idea that the best leadership style depends on the specific situation, considering factors like the task, team, and environment.

Effective decision-making is a crucial part of successful leadership, as it involves choosing the best approach given the specific circumstances.

Focuses on observable actions and behaviors of leaders, suggesting that leadership is learned through specific actions. It argues that anyone can become a successful leader by adopting certain behaviors.

A combination of task and relationship behaviors a leader employs to influence others and achieve goals. Common styles include autocratic, democratic, and laissez-faire.

Directive and controlling, with the leader making decisions independently and expecting obedience. Motivation often relies on coercion or fear.

Encourages participation and shared leadership. Decisions are made collaboratively, promoting a greater sense of ownership among team members.

Minimal leader involvement, allowing the group to make decisions within set boundaries. Often involves providing support upon request.

A model that outlines a range of leadership styles from highly boss-centered (autocratic) to highly subordinate-centered (democratic).

Factors internal to the leader that influence their decision-making, including values, confidence in subordinates, personal skills, and tolerance for ambiguity.

Factors related to the team members that affect a leader's decision-making, such as their expertise, experience, and commitment to the task.

External factors that impact leadership decisions, such as organizational culture, the type of problem to be solved, and the time pressures involved.

Focuses on achieving goals using a clear system of rewards and punishments. This approach is more traditional and adheres to organizational structures.

Inspires change and growth in individuals by conveying a vision and fostering a sense of purpose. It aims to develop followers into leaders.

Transformational Leadership is characterized by four key behaviors: individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence.

Attending to each follower's needs, providing mentorship and support, demonstrating empathy and respect.

Challenging followers' assumptions, encouraging creativity, and supporting innovation.

Arousing a shared sense of purpose and inspiring followers with a compelling vision.