Think back on your career and the managers you have had over the years. We all admit we had good managers, while others were not as good. But the question arises, what makes a manager, ‘good?’
Training and employee growth are two of the most fundamental factors in the development of both the employee and one’s respective employer.
Henry Ford once said, ‘The only thing worse than training your employees and having them leave is not training them and having them stay.’ This remark will never lose its relevance.
Even though our current digital era is generally perceived as advantageous, it is really and truly a double-edged sword. Using various digital methods to find candidates for top-tier positions can often provide a significant quantity of qualified candidates. However, what about those job roles which require a higher level of sophistication? This issue often results in the endless ‘quality over quantity’ debate.
Managing your staff is not as simple as leading them to the pinnacle of success or improving their productivity. Providing your employees with the right motivation and work environment to bring out their maximum potential and whole-person development.
Every manager worth his or her value in their organisation is faced with an ongoing challenge – how to motivate their work force, how to ensure that their employees bring, or will continue to bring, energy, passion and a positive attitude to work every day.
Is the idea of improving productivity there to create problems between employers and employees? Not at all. Productivity has been on the agenda of many governments, politicians, academics and economists ever since the economies of various countries started coming back to normal following the Second World War.
Jack-of-all styles? What is your management style? Situational leadership calls for a variety of management styles, depending not only upon your personality, but on the needs of the situation.
Ask as many people you can think of to explain how they define ‘Human Resource Management’ and you will get a variety of answers. The people who run the HR department in all organisations will tell you how differently they are perceived by their staff, and quite often incorrectly.