Principles of Human Resource Management

Principles of Human Resource Management 1. Introduction I will attempt to explain, research, apply the knowledge to my organisation make recommendations, and provide new knowledge for the following five key learning points: A company/business cannot grow without, until its leaders grow within  [3]  , The key to retention of the right people is role sculpting, Mentoring is not coaching, The rate at which an organisation learns may become the only sustainable source of competitive advantage  [4]  , and Diversity is inclusivity. 2. Key Learning Points 2.a) Key Learning Point A company/business cannot grow without, until its leaders grow within  [5]   Synthesis The premise of John Maxwells statement and this key learning point is that leaders growth precedes company growth and the companys growth is directly related to that of its leaders growth. Leaders growth is also be extended to growth of managers and employees, creation of a learning organization. Research Research on this key learning point indicates the following process to grow the business by growing its leaders: Creating a climate for potential leaders  [6]  , The environment has to be conducive for change, an environment in which people will excel, an environment which will automatically produce individual growth and therefore company growth, and most importantly of all, a positive environment. Identifying potential leaders  [7]  , The right person for the job has to be selected that has / will have the ability to influence people to achieve company goals. This is not an easy task. The potential downside is if the wrong person is hired you are committed and reversing the decision is costly is all respects. Nurturing potential leaders  [8]  , According to John C Maxwell, nurturing is not only about rewarding with money / shares etc. but its also about changing the person life by believing in them, encouraging them, sharing with them and trusting them  [9]   Equipping potential leaders  [10]  , The person is given the given the ongoing training they require for their current roles and responsibilities Developing potential leaders  [11]  , The person is given the given the ongoing development they require for the position with the focus being gearing up for the future. Coaching potential leaders  [12]  , The employee is equipped, empowered in their current roles and responsibilities Realizing the value to and from potential leaders  [13]  . Harnessing the growth in the employees to achieve company growth. It is important that the growth is perpetuated throughout the organization, a learning culture. Application Our business is a family owned property development, construction and property investment business. It grew organically to a point where an executive management team was appointed (sourced internally externally) to take the business forward, as the owners felt that they did not have the skills to do so. This management team has had the necessary training. Development is currently being undertaken by WBS MAP and a mentorship program; however, this is in reality a coaching program. The following issues have been identified: Learning / growth is only happening at an executive management level and not below, The owners are battling to let go. This creates uncertainty in the executive management team and is not a positive environment conducive to change, Nurturing has taken place but trust remains an issue, and Coaching has taken place albeit under the guise of mentorship. The following are the recommendations: A learning culture should be created throughout the organization, For learning and change to take place, confidence is needed in the executive management team. This will require the owners to let go and trust in their appointees, Systems, procedures together with levels of authority are required for decision making to alleviate the trust issue, and A properly structured mentorship program is required. New Knowledge We need to develop and surround ourselves with leaders as we are only as good as those that report to us. This will form the basis of a very good team. Doing this will enhance our effectiveness by creating leverage through staff. This will enable us to drive the strategies of the organisation. 2. Key Learning Points (contd) 2.b) Key Learning Point The key to retention of the right people is role sculpting Synthesis Retaining the right people (talent war) for the right position and employee mobility is a worldwide problem as people below the age of 35 years move jobs every 5 years and in South Africa every 2.5 years  [14]  . Job sculpting is the art of matching people to roles that allows: 1) Their deeply imbedded life interests, 2) Their abilities, and 3) Their values. This is expressed in work satisfaction and commitment, and leads to growth and success.  [15]   Research Business environments are continually changing and consequently the role of the employee needs to follow suit. Strategically and using the HR Database, a GAP analysis is performed of where we are now versus where we want to be. A decision is then made as to the role of the employee (with employee engagement and employee consent [positive buy-in]). Implementation is then planned and executed. It is a given and of paramount importance that career management and career development have and are still taking place. It is also a given that the right person, at the right time, with the right complimentary talents is required. Once again this comes from the HR Database. It is also a given that Role description and role specification are required. The sculpted role is then monitored through performance management. Application Role sculpting does not exist within the organisation for which I work. Retention of talent is done by paying above market salaries and talent mobility has not been a problem since the world economic crisis started in 2008. GAP analyses are performed resulting in changed employee roles, however employee consultation requires attention. Strategies are effective executed but there is need for a HR Database. There is also a need for career management and career development have and are still taking place. Role description and role specification are done. The new role is monitored through performance management. New Knowledge The retention of the RIGHT people is hugely important due to the skills shortages being experienced in the country. What I have found personally is that skills available out there have become more expensive than the existing skills we have bought over the past 3 to 5 years. What Im raising here is that companies are paying above market salaries for an average skill due to the shortage thereof. Staffing and retention of staff has become challenging and complex, hence the importance of the key to retention of the right people is role sculpting. 2. Key Learning Points (contd) 2.c) Key Learning Point Mentoring is not coaching Synthesis Mentoring IS NOT the same coaching as is often confused by organizations. Mentoring is voluntary process focusing on relationships, guidance and advice. The outcome of mentoring is EMPOWERMENT. A mentor does not teach. Coaching is a compulsory process with the focus on teaching within the employees roles and responsibilities. The outcome of coaching is TRANSFORMATION. A coach teaches. Mentoring and coaching form part of training and development and both build peoples confidence through their successes. Research Per the CIPD (Chartered Institute of Development), London, surveys  [16]  the use of mentoring and coaching as part of a broader HR personal developmental tool is on the increase, with 72% of companies surveyed using mentoring and 63% using coaching. The use of mentoring and coaching is used as part of a broader HR personal developmental tool. Mentoring refers to a developmental relationship with a more experienced expert and a less experienced (and usually younger) protà ©gà ©. The use of the term coaching on the other hand (as in the art of coaching people) has its origins in English traditional university cramming in the mid 19th Century.  [17]   Per an article written by Jo Lamb on 24 April 2008, Workplace Coaching and Mentoring, Exploring the Key Differences to Maximise Personal Development  [18]  , Mentoring and coaching are similar in light of enabling employees (therefore employers) to try and gain full potential by leverage with the employee. However, the fundamental differences are 1) Timing mentoring does not have a time frame and can go on indefinitely (even through career changes) but coaching does have a very specific time frame, 2) Experience and qualifications mentors are experienced in the field they are mentoring in whereas coaches are not necessarily experienced in this field, and 3) Focus in mentoring is not as specific as that of coaching. The success of the coaching and mentoring programs were questioned as they were more often than not left to managers who did not always have the time and sometimes ability to see the process through to fruition. I dont necessarily agree with the fundamental timing difference 1) above as mentors within an organisation are bound by time. You could however have an outside mentor who could mentor you across many employments. I also dont agree with experience and qualification in 2) above. My opinion is that this is the reverse; coaches have specific knowledge whereas mentors may have specific knowledge but the mentoring takes place on a generalist level and specific job knowledge is not required. Application Mentoring takes place within the organization for which I work, but I feel that the mentors were not properly trained. This was key to the process not working as intended. There was only one mentor for each mentee and confidentiality was an issue. Coaching does take place, but it is ad hoc and informal. There is a need for coaching to be formalized. New Knowledge There is an ongoing argument that mentoring and coaching can be viewed as the same within training and development. I do however feel that the mentoring is empowering and coaching is transforming. The biggest downfall of mentoring and coaching programs is the whether they take place correctly, or if at all (monitoring and feedback sessions would be required, and whether the coaches and mentors are properly qualified to mentor and coach respectively. 2. Key Learning Points (contd) 2.d) Key Learning Point The rate at which an organisation learns may become the only sustainable source of competitive advantage  [19]   Synthesis (15) Research (30) Application (30) New Knowledge (20) 2. Key Learning Points (contd) 2.e) Key Learning Point Diversity is inclusivity Synthesis (15) Research (30) Application (30) New Knowledge (20)

Handling Interpersonal Conflicts Essay

Have you ever been involved in an interpersonal conflict that was not necessarily handled in the most effective manner? During that occurrence did you notice that you and the other individual seemed to be on different pages after the fact? Being able to handle an interpersonal conflict in the most effective manner could potentially keep you and your significant others relationship close as opposed to tearing it apart. In the movie â€Å"Hitch†, Will Smith states, â€Å"Sixty percent of all human communication is nonverbal body language; thirty percent is your tone, so that means ninety percent of what you’re saying isn’t coming out of your mouth† (Lassiter, 2005). With this being stated, body language, tone, and verbal language are all things that must be particularly paid close attention too and effectively utilized, whether you are the speaker or the listener. While watching the movie â€Å"Hitch†, there were a few interpersonal conflicts that were not handled effectively. One specific conflict that was not handled effectively was when Sarah found out about Hitch’s career as a â€Å"Professional Love Doctor†. This conflict was not handled effectively for a multitude of reasons. Previously Hitch and Sarah were really â€Å"falling† for each other, being sincere, genuine, and in the â€Å"honey moon† stage. After the conflict was initiated, Sarah’s body language started to change. She began to deny Hitch’s kisses by turning away, she ruined the romantic wine moment by tipping the bottle up as opposed to drinking out of the wine glass that Hitch had already prepared for her, Sarah began to snarl, both Hitch and Sarah began to become aggressive in their actions by throwing food at each other out of anger, and Hitch insulted Sarah by telling her that she had a crappy newspaper. All of these actions are considered to be ineffective ones. While trying to choose a more effective route of handling this conflict so that the relationship remains close, one must show ositive body language, positive tone, positive verbal language, as well as a few other effective solutions. Solutions such as empathizing with one another by putting themselves in each other’s shoes, evaluating the message by waiting for the speaker to finish speaking before evaluating the message, not becoming emotional at the speaker, and showing more self-disclosure at the beginning of their relationship so that each other could grasp more of an understanding of each other’s background and career. Sole states, â€Å"While emotions are normal and are to be expected in conversation, especially when information of a personal or sensitive nature is being shared, it is helpful to hear the speaker out and to try to control these emotions until the remarks are finished† (Sole, 2011). If both Sarah and Hitch had done this, their argument most likely would have been invisible. They may have understood where each one was coming from and actually taken the time to hear what each other were trying to get across. Doing all of these things could help eliminate the interpersonal conflict that both Hitch and Sarah encountered. All in all, interpersonal conflicts have the opportunity to happen on a daily basis; however, being able to handle them in the most effective manner could potentially keep you and your significant others relationship close instead of tearing it apart. Remember, whether you are the speaker or the listener, you must always try to pay close attention to body language, tone, and verbal language as well. Being able to come together as one, empathizing with one another, evaluating the message, not becoming emotional and showing more self-disclosure with one another are some key concepts to eliminating potential interpersonal conflict amongst you and your significant other.

Nature and Nurture on the human development Essay

Nature and Nurture on the human development Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the history of human beings, there have existed a lot of theories discussing how nurture or nature influences the development of humans. Not only did this debate happen in the past, but also even today many individuals and nations are debating on this issue to decide which factor impacts more to the humans. To put it in the layman’s language, nature is the natural processes which are mostly inherited and hence cannot be changed. Nurture is the processes that are caused by the environment and these characteristics could be changed by the outer surrounding. So in this paper I will present the argument on the nurture impact on human behaviors.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The factors that affect the people’s perception and change their behaviors include: their own perception, the people’s perception about them, the societal or cultural believes and even what they view the surrounding. For instance the cloths have been seen to influence behaviors of people. For instance, a person wearing a doctor’s white coat has been proofed to be more attentive than when wearing a painter’s coat. According to the experimental social psychology journal, there is a finding that shows that people think not only with their brain but also their bodies. According to Dr. Galinsky, our thinking processes are based on the physical experiences that are seen to set off the associated abstract concepts and these experiences also include the cloths that people’s wear. It has been known for long now that people are perceived by others by the way that they dress. A person dressing in some manners can be perceived to be what a direct opposite of what they exactly are is. Many experiments that have been previously carried shows that ladies who dress in masculine cloths at the time of interview are more likely to be absorbed and also a person who wears the official cloths are mostly seen as more intelligent in a teaching assistant job and they are most likely to be hired than a person who dresses casually.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Also the way people perceive themselves is another nurture factor that affects mostly the people’s behavior. According to an article on â€Å"why men don’t last: self destruction as a way of life†, it is revealed that men commit more suicide than women. This could be explained by the way men have trained themselves and the way they feel that they are capable of handling their own problems without seeking any help from outside. This is owing to the fact that people who are more open to discuss their problems are mostly likely able to evade the suicide trap. It has  been proofed that women are more open in discussing their problems and hence their suicidal cases are very minimal. Men always conceal their problems and this leads to them committing suicide. In the face of changing circumstances, men feel helpless and trapped but a woman takes risk of discussing the circumstance and hence they are novelty seekers and grea t risk takers. This is a behavior that is passed to all generations and hence changes the people’s perception.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the article, â€Å"HERS; Why Boys Don’t Play With Dolls†, by Pollitt Nkatha, it is evident that for many years boys have been seen to incline on the trucks and guns but on the other hand girls mostly incline on wearing party dresses and holding Dolls. This could be explained through inborn hormonal influences along with the genetic configuration and the brain chemistry. Even though these factors hold, the surroundings shape the perception of these children to act in this trend for a long period of time. The behaviors which are perceived to be girlish are passed from generation to generation and this becomes a habit that is artificially inherited through nurture.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To conclude, nurture and nature both have great impact on the development of humans. The nature will decide the depositions of human being which can be changed by nurture. Nature will give the in born abilities but nurture will help to develop them. Nature gives the inborn attributes but nurture changes these innate attributes accordingly and this result to people having different lives hence nurture is the one that highly impacts on the behaviors of human beings and their development. References KATHA POLLITT. â€Å"HERS;Why Boys Don’t Play With Dolls†, October 8, 1995 â€Å"Why Men Don’t Last: Self-Destruction as a Way of Life†, February 17, 1999 SANDRA BLAKESLEE. â€Å"Mind Games: Sometimes a White Coat Isn’t Just a White Coat†, April 2, 2012 Source document

The Macroeconomic Perspectives of David Ricardo, Karl...

The Macroeconomic Perspectives of David Ricardo, Karl Marx, and John Stuart Mill ECON 350 19 November 2012 Abstract The author surveys three influential economists of the Classical era—Ricardo, Marx, and John Stuart Mill—and introduces the reader to their Macroeconomic perspectives based on some of their more prominent Macroeconomic theories. David Ricardo David Ricardo was a Classical Economist who lived from 1772 to 1823. In his professional life he wore many hats: he was a businessman, a financer, a speculator, and a member of Parliament. But what he is most remembered for is the role that he played in the evolution of economic theory, alongside of such other greats as John Stuart Mill and†¦show more content†¦This was actually quite a big deal during Ricardo’s since Protectionist policies were hindering free trade, which Ricardo was a proponent of as can be seen from his Law of Comparative Advantage. One of Ricardo’s first interactions in the economic dialogue of his time was based around the Quantity Theory of Money. At the time there was something going on in Britain that would come to be known as the â€Å"Bullion Controversy†. Basically, as a result of a potential war the British government temporarily suspended the obligation of the Bank of England to convert its notes into gold. During this time agricultural prices rose (which some people attributes to poor harvests) and gold prices went up. It is on this second point that Ricardo chimed in. Ricardo argued that the rise in gold prices was actually the result of inflation. According to him, since the bank wasn’t obligated to exchange their notes for gold they were printing more notes than they had gold to back them. This flood of currency, Ricardo said, was creating an excess supply which was devaluing the currency and thus causing inflation (Laidler, p. 12). Karl Marx Karl Marx is probably best known for the work that he co-authored with Fredrick Engels entitled â€Å"The Communist Manifesto† and also for his work entitled â€Å"Capital.† He is also arguably one of the most well-known of the Classical Economists, or of any