Being good at one's job does not automatically make one an effective manager. Managing employees is more about human relations than specific products or services. It may not always be easy, but it can be very rewarding.
Organizations want to get the most out of their employees. Employees want to get the most out of their work. A manager’s job is to effectively balance these competing and often conflicting interests. This isn’t always easy because organizations and employees view managers in very different ways.
Organization: “Productivity is not the responsibility of the worker but of the manager.”
Employees: “Management mostly consists of making it difficult for people to get their work done.”
Nevertheless, it’s a manager’s job to walk the line and help organizations and employees each achieve their respective goals. This requires dedication, hard work and understanding the fundamentals of management. This course will teach you how to create a winning workforce by becoming an effective manager.
Managers, Supervisors, Employees & HR Professionals
TIME TO COMPLETE
210 – 225 minutes
To teach the fundamentals of creating a winning workforce by becoming an effective manager.
After completing this course, the learner will be able to:
Become an effective manager by:
- getting the work done;
- developing employees; and
- creating a network of influence.
Motivate employees by:
- creating a motivating environment;
- respecting employees; and
- investing in long-term goals.
Delegate effectively by:
- defining the task;
- delegating the task; and
- assuring results.
- Focusing on organizational goals and managing workflow
- Managing workflow and being decisive
- Creating a healthy work environment and understanding the performance cycle
- Coaching, listening and empowering employees
- Influencing peers and making your boss look good
- Providing purpose, challenge and a positive environment
- Clarifying expectations
- Assessing and adjusting the work environment
- Honoring individuality and cultivating autonomy
- Earning trust and strengthening motivational roots
- Going the extra mile and leading proactively
- Identifying desired results and providing context
- Determining necessary competencies
- Planning the discussion and outlining requirements
- Transferring responsibility and authority
- Agreeing on an approach and confirming understanding
- Monitoring progress and assessing outcomes
The following forms and documents can be downloaded and printed:
- Aligning Purposes Form
- Delegating Performance Feedback Form
- Delegation Discussion Checklist
- Delegation Follow-Up and Feedback Form
- Delegation Planning Worksheet
- Employee Effectiveness Evaluation Form
- Management Performance Feedback Form
- Motivating Personality Types
- Motivation Performance Feedback Form
- Motivational Tips
- Priority Matrix
- Work Process Flow Chart
- Worksheet for Giving Feedback
HR CERTIFICATION INSTITUTE
This program has been approved for 3.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute. (The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 3.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit SHRM.