Lecture Art of Leadership and Motivation - Lecture 24

Art of Leadership & Motivation
HRM – 760
Lecture ­ 24

FACILITATOR
Prof. Dr. Mohammad Majid Mahmood


Developing Performance Driven 
Organizations

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Solution is HRD

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HRD Definition
HRD is…
“the integrated use of training and
development, organization
development, and career
management to improve individual,
group, and organizational
effectiveness.”
(McLagan, 1989)
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Competencies of HRD
Professionals
•
•
•
•

Leadership Skills
Interpersonal Skills
Global Mindset
Change Agent

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Functions of HRD 
• Training & Development
• Organizational Development
• Career Management

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Training
• Training – improving the knowledge,
skills and attitudes of employees for
the short-term, particular to a specific
job or task – e.g., employee
orientation

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When Should We Provide
Training?
•
•
•
•

New equipment, software
New tasks (job changed)
New regulations
Performance deficiency (gap)

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Development
• Development – preparing for future
responsibilities, while increasing the
capacity to perform at a current job

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TNA/SGA Techniques

Observation

Interviews

Questionnaires

Focus
Groups
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Performance Problems
Major causes of performance problems:

 Knowledge or Skills - The employee does not




know how to perform his responsibilities correctly lack of skills, knowledge, or abilities.
Motivation or Culture - The employee knows how
to perform, but does so incorrectly.
Process - The problem is not employee related, but
is caused by working conditions, etc.
Resources - Lack of resources (4 types).


DEAL WITH PROBLEMS
PROMPTLY
Otherwise:
• The poor performers can reasonably assume 
their performance is acceptable

• Others may become de­motivated and stressed
• The problem behaviour will become a habit
• A precedent may be set
• Your credibility may be damaged


Principles 
to  
Deliver 
Training 
Effectively
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Principle 1 : 
The Learning 
Specialist
A learning specialist must 
know the program, lesson, 
subject, or skill to be taught.

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Principle 2 : 
The Learner
A learner must attend with 
interest to the program, 
lesson, or subject.

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Principle 3 : 
The Language

The language used as a medium 
between the learning specialist and 
the learner must be common to 
both

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Principle 4: 
The Lesson
The information or skill to be 
mastered must be explained.

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Principle 5 : 
The Learning Process
The learning process must 
motivate learners.

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Principle 6 : 
Review and 
Application
The evidence of individual development 
must be reflected through a reviewing, 
rethinking, reproduction, and applying of 
the material, information, or skill that 
has been communicated. 

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Training and Development Events

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