HR & Team Management

HR & Team Management are crucial aspects for all organizations. However, both of them are strongly related to the (Organizing) managerial function. In the previous post (Organizing – Structure & Design), after deciding the elements of the design and structure, organizations must have people (employees) who fill out this structure and perform the tasks, or sometimes get rid of people who are not fit with the design & structure (decruitment). These employees are actually working within a holistic group (the organization) that is divided into smaller teams that work collaboratively to achieve organizational goals. These two aspects are the remaining sections of part 4 (organizing) in the 1st book of our channel (Management 2015) to finish this part that we started in the last video/post. to watch all the videos of this book, you can go directly to our YouTube Page, specifically the playlist of this book. To download the presentation (PPT) associated with this video, please go to YouTube and click the link in the description section below the video.

HR & Team Management – Human Resource :

Managing Human Resource is the most important aspect for all organizations because it deals with the employees and workforce that actually do the tasks and reach organizational goals. Managing Human Resource means ensuring that the company has the right employees at the right time & place who possess the necessary competencies and skills to achieve organizational goals. The book gives us a model for HRM as shown below. Given the importance of HR, successful employees are the building blocks of HR and the organization. Thus, our book states that each one is fully responsible for their career success. Besides, the books states that accountability is the key aspect for successful career, then it gives us some tips that help people succeed in their jobs and careers, such as knowing oneself, improving skills, and asking for help from professionals and friends. Details of HRM will be discussed when we take one of our channel’s books, which is “Human Resource Management, 13th Edition, Gary Dessler, 2013, Pearson, U.S.A.”.

HR & Team Management - Human Resource Management Process; 3 Major steps within the environment
HRM Process
Source: Robbins, P. & Coulter, R. (2015). Management. (13h edn). U.S.A.: Pearson
HRM Book - one of the channel's books (Gary Dessler, 13edn, 2013, Pearson USA)
HRM Book (13th Edition – 2013)

Team Management:

The basic idea of organizations is when people work together to achieve organizational goals. Thus, formal work groups make out the major working blocks and criteria in modern and successful organizations. They consist of 2 or more employees who work together in the team to achieve specifically defined goals. The book provides us a model for team’s performance/satisfaction as shown below. Each team is affected by external circumstances. After that, two elements have strong impact on teams’ performance, which are the members’ internal resources & the team’s structure. Then comes the processes, which are discussed below.

Work Team Performance/Satisfcation Module ; Team Management
Group Performance/Satisfaction Module
Source: Robbins, P. & Coulter, R. (2015). Management. (13h edn). U.S.A.: Pearson

Team Processes:

Processes refer to the means, ways and methods of performing the tasks. Three major processes are stated, which are decision making (taken in part 1 of the book – Nature of Management), communication (will be taken in the next function: Leadership) and conflict management, which will be discussed below. Then comes the tasks that the group performs. These points lead to groups’ satisfactory performance.

Conflict Management:

Discussing conflict management, we refer to any opposition & disagreement between team members. The contemporary (interactionist) view states that some conflict is good to improve performance. This conflict is called “functional conflict”. The other side of conflict, which impedes the team’s passage towards success, is the dysfunctional conflict. Three types are stated in conflict, which are relationship, task and process conflicts.  Functional conflict includes low to medium task conflict and  low process conflict. Other than that, conflict is considered (dysfunctional), including any form of relationship conflict. The below shape shows us that organizations with both no/minimal conflict & high conflict don’t perform satisfactorily, while the ones with medium conflict level usually have high performance. This status is the optimal conflict/performance status for organizations. Please note that these points are simply guidelines and no scenario is correct in all situations. The final decision regarding the conflict type relies on the specific situation and on the group/organization environment, members and leadership. Finally, successful teams share some common characteristics, such as clear goals, leadership, relevant skills, mutual trust and other points (below shape).

Conflict Management - Medium conflict level is necessary for good performance in teams.
Conflict & Group Performance
Source: Robbins, P. & Coulter, R. (2015). Management. (13h edn). U.S.A.: Pearson
Characteristics of effective teams - work teams' management
Characteristics of Effective Teams
Source: Robbins, P. & Coulter, R. (2015). Management. (13h edn). U.S.A.: Pearson

That was the end of the 2nd managerial function (Organizing). Thank you so much for watching and following us. Next session, we will have a nice surprise for our fans and viewers. Watch and follow us each Thursday in your channel Management with Merits – Manage to Prosper. Subscribe to the channel and activate the notifications bell in YouTube. Follow us, participate with us and share the channel via all our electronic platforms – Contact Us.

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