Essay Management Styles and Practices
653 Words
Sep 7th, 2011
3 Pages
HR management practices and management style
Human resource management are set of organisational activities directed at attracting, developing and maintaining an effective workforce to achieve organisational objectives. The quality of management within firms is a driver of organisational productivity and also contributes to growth and competitiveness. There are many qualities that are needed to be a good leader or manager. A good manager should be able to think creatively, to provide a vision for the company and solve problems. They must be well informed and knowledgeable about matters relating to the business and have the desire to achieve great things.
Managers deal with their employees in different ways. Some are strict and like to …show more content…
Human resource management are set of organisational activities directed at attracting, developing and maintaining an effective workforce to achieve organisational objectives. The quality of management within firms is a driver of organisational productivity and also contributes to growth and competitiveness. There are many qualities that are needed to be a good leader or manager. A good manager should be able to think creatively, to provide a vision for the company and solve problems. They must be well informed and knowledgeable about matters relating to the business and have the desire to achieve great things.
Managers deal with their employees in different ways. Some are strict and like to …show more content…
Managers should make decisions in the best interests of workers after consultation. They should be able to listen and then use their experience and expertise to make a definite decision.
Power as a manager will probably be determined by the strength of the relationships you enjoy with senior management. Thus the respect subordinates hold you in and their willingness to follow your decisions will also be ultimately decided by such considerations. It naturally follows, therefore that a good amount of management time will be spent networking and maintaining or improving these all-important relationships.
Australian management practices rate marginally above average when benchmarked internationally. Over the past 20 years, many governments have reformed their human resource management (HRM) practices with the goal of improving the skill level and efficiency of their workforce. However, the scope of reforms has varied tremendously depending on the economic, social and cultural context. An example of management practice is delegation in Human resource management.
Public managers are expected to improve the performance of their organisations and the outcome of their activities. They have to work together with their staff to encourage and support them in a quest for improved quality and productivity. By delegating some form of authority for HRM to line ministries and departments, government’s aim
Power as a manager will probably be determined by the strength of the relationships you enjoy with senior management. Thus the respect subordinates hold you in and their willingness to follow your decisions will also be ultimately decided by such considerations. It naturally follows, therefore that a good amount of management time will be spent networking and maintaining or improving these all-important relationships.
Australian management practices rate marginally above average when benchmarked internationally. Over the past 20 years, many governments have reformed their human resource management (HRM) practices with the goal of improving the skill level and efficiency of their workforce. However, the scope of reforms has varied tremendously depending on the economic, social and cultural context. An example of management practice is delegation in Human resource management.
Public managers are expected to improve the performance of their organisations and the outcome of their activities. They have to work together with their staff to encourage and support them in a quest for improved quality and productivity. By delegating some form of authority for HRM to line ministries and departments, government’s aim