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Resource Management Humans - Coggle Diagram
Resource Management
Humans
Power and command
Initial conceptions
The organizational structure provides a stable pattern of relationships so that managers and employees can work together to achieve goals.
Managers set the rules that govern the people who act in the companies.
structures of an organization because of their authority and power.
Formal authority, which is a
type of power, is the one that, as a general rule, we associate with the structure and administration of
organizations.
Maintenance of the
power and command
The way authority is distributed within an organization is a
essential decision. It is decided how much authority to delegate to managers of different ranks.
Establishment
of power and command
Power
It is the ability to exert influence, to change the activities or behavior of people or teams and can be present in any relationship.
5 bases of power:
Reward power
Coercive power
Legitimate Power
Expert Power
Referent Power
Basic Features of
kotter for a
Successful Power Management
They are sensitive to the source of their power
They recognize the different costs, risks and benefits of the 5 bases of power.
They know that each of the 5 power bases has its merits.
They have career goals.
They act mature and exercise self-control.
They understand that power is necessary to get things done.
The Basic Means of
kanter to get
Organizational Power
Extraordinary activities
The visibility
The relevance
Sponsors
Influential aspects
in the dynamic
Authority is used in a broader sense to refer to a person's ability to exercise power as a result of qualities such as knowledge or office, for example a judge.
Basis of Formal Authority
Acceptance position
Classic position
Types of authority
Staff Authority
Functional Authority
Delegation is how formal authority will be distributed within organizational structures is a key decision to organize.
Advantages of delegating
The more tasks they can delegate, the more opportunities they have to aspire to and accept greater responsibility among higher-level managers.
It leads to better decisions.
Activity planning
Human Resources Projection
Human resource management (HRM) is an approach to personnel management, based on
four fundamental principles.
Human resources are the most important assets an organization has.
Success can be achieved if personnel policies and procedures are linked and make a contribution to the achievement of corporate objectives.
Culture, corporate values and conduct
management will exert a primary influence on the achievement
of excellence.
HRM is a matter of integration
HRM is a strategic approach to achieving, motivating, developing, and managing
the organization's human resources.
The roots of HRM: Effective management has to
Direct the vision and effort of all managers towards a common goal.
Human Resources Prospective
The behavioral science movement rose to prominence in the 1960s. Members of the organization were to view their work as a support and
contribution to the creation and maintenance of their own sense of worth and importance
staff.
The concepts of behavioral scientists gave the developmental movement
organizational
New concept of man, based on a greater knowledge of his complex and changing needs.
New concept of power, based on collaboration and reason.
Strategy
Human Resources
The organization of human resources refers to the achievement of success through organizational design and development, motivation, the application of effective leadership and the process of bringing all
levels the message of what the company intends to do and how to do it.
Human resource planning aims to define how many people the organization wants.
Human resource systems are the essential programs for the benefit of the people in the organization.
Compensation Management
Performance management
Human resource development programs respond to the requirements of the
organization of effective and well-motivated people to achieve the expected results in the short term
term.
Human relations programs deal with individual and worker problems
collectively, as a member of trade unions or staff associations.
The core values of HRM form the basis for productivity management programs, which use techniques such as method study to improve efficiency.
Critical Development Factors Human Resources Policy
Policies arise based on rationality, philosophy and culture
organizational.
Food policies
From Human Resources
Maintenance policies
From Human Resources
Food policies
From Human Resources
Implementation of activities
Competitive framework
The HRM operations environment is what distinguishes it from other areas of the organization. Real benefits come when executives start to understand the world of difference between “cost reduction” and “elimination of the causes of costs”. If we learn to cooperate, if we apply a scientific method and If we conceive the organization as a system, we will have the possibility of pleasing all the
interested in her.
Vision of the Company as a System
If we want to lead with
efficiency of our organizations, we must begin to think in terms of relationships that
individual components. The
impact of this point of view is decisive.
Perfecting a System
A team is a well-tuned system; consists of individual elements, which fight for
achieve a common goal. It is very easy to destroy this system. It is timing that allows the team to achieve maximum speed and exact control of the
address.
Cooperation: Status
where everybody wins
We can only perfect a system when we accept an imperfect functioning of the
individual elements, in order to improve it as much as possible. To achieve perfection, a
a win-win approach; and systems through which cooperation takes place.
Diversity of Activities
The need to integrate an organization as a system is evident. Factors such as markets, technology, and organizational strategy also set different demands on quality management, forcing it to take a variety of forms for different organizations.
There are some obvious rewards an organization can meet or exceed
consistently the requirements of its customers.
Balance Authority – Responsibility
Another way a systems-oriented view influences managers' thinking
is to make us more aware of the way in which the elements of a system contribute to
your success.
When we look for deeper levels of correction, we are actually leveraging
our efforts, because we try to solve many problems by attacking a cause
deeply rooted. The same happens in other aspects.
If system-oriented principles are applied, they can have a profound effect on the organization's immediate future and long-term prospects. But the impact of system-oriented thinking can go much further.
What is a system
Quality Management?
Quality management systems can take many forms. Therefore, it is better
define them in terms of their function or purposes.
Benefits of a Systems
Quality Management
Improvement in customer satisfaction.
Increase in
customer trust
Improvement in
market reputation.
Reduction of relocks
Lower costs
Lower inventory
Less frustration over
part of the employee
Activity control
Information gathering
Information systems allow managers to control how they perform their
activities. from the largest company
even the most modest local car dealer, the computer plays a vital part in
control of business operations.
These management information systems are rapidly becoming indispensable
for planning, decision making and control.
Critical Factor Analysis
The data are figures and raw facts, without analyzing. The information, for
other hand, it is the result of having organized or analyzed in some way and with a
purpose.
Quality of the
Information.
Opportunity of the
Information
Quantity of the
Information
Relevance of the
Information
Continuous Replanning
The system offers information about the past, the present and the projected future,
as well as relevant events that occurred inside and outside the organization.
When organizations began to use computers, they were used primarily for
process data in terms of a few functions of the organization, as a rule,
accounting and billing.
The decision support system (DSS) is an interactive computer system,
easy access and operation, at the hands of people who are not computer specialists and who
They use DSS to help them plan and make decisions.
The growth of EDP departments led managers to focus more on the
planning of the information systems of their organizations.
Experience and Knowledge
G.W. Dickson and Johnn K. Simmons point out five basic factors that determine whether there is opposition to the installation
of a new MIS and to what extent.
Installation of a new MIS
can produce changes in various units of the organization.
The informal network of communication can be altered
because the new MIS modifies communication patterns.
The people that
have been with the organization for many years, have "learned the tricks" and know how to
do things with the existing system.
If the top brass keep
open communication, resolve complaints, and generally establish a culture of
great trust throughout the organization there is likely to be less opposition to the
installation of the new MIS.