Through working together, line management becomes more proficient in tactical human resources functions. This frees up time for human resources professionals to devote more time to strategic HR management. HR and line managers should communicate regularly and frequently to determine the skills and qualifications required for seamless operation of department functions.
Maslow explains the Hierarchy of Needs as applied to workers roughly as follows: Physiological Needs basic physical needs: It is only when these needs are met that workers are morally, emotionally, and even physically ready to satisfy the needs of the employer and the customers.
Worker motivation must also be viewed from two perspectives: Inner drives Outer external motivators. It is these drives that Maslow delineates in his hierarchy of needs, and which we must understand and internalize, use as guidelines in our efforts to help employees feel motivated.
The outer external motivators are the mirror image the employer or outside world offers in response to the inner drives. Most workers need to: Earn wages that will enable them to pay for basic necessities and additional luxuries such as the purchase of a home, or travel Save for and enjoy old age security benefits Have medical and other insurance coverage Acquire friends at work Be acknowledged and rewarded for special efforts and contributions Be able to advance in life and career-wise Have opportunities for self-development Improve their skills, knowledge, and know-how Demonstrate and use special gifts and abilities Realize their ideal s.
The employer responds to those needs by offering and providing: Employment Adequate pay Assistance to workers for their special needs such as child care arrangements, transportation, flexible work schedules Job security to the degree possible Clear company policies Clear and organized work procedures A stable, just and fair work environment A safe work environment Medical coverage and other benefits An atmosphere of teamwork and cooperation Social activities.Other managers prefer to do root cause analysis immediately and then move forward from that point with a solution.
Everyone's style is different, and it is often based on the type of work you do. To understand the broader uses of the title of manager, some organizations have senior or executive managers whose job is to lead a group of managers, each with their own functional area of responsibility and directly reporting staff.
Understanding the customer requirements and provide them effective solutions, selling the right product to the customer with confidence. Business Development Managers.
Job will require maximum field work. Person will identify prospective Home builders/ Contractors, Commercial Establishments, Corporates, and Institutions, Data mine. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job.
It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills. In fact, with all your years of work experience, hiring managers often make the assumption that you already have complete mastery over the technical aspects of the job.
Now the emphasis is placed on your ability to lead and coordinate others in doing the work you once did in the past. This course equips managers with a fundamental understanding of how work design strategies can be improved for optimal business benefits.
| MIT Sloan Executive Education.