TU Master Program

IT for Business ManagementHuman Resources Management

Lecturer: Eli Mantovska

Academic Year: 2017 - 2018

Please write your name on the paper in front of you (in Latin

letters). Also, take a piece of paper and write down your

expectations from this course. Before you leave, drop the paper in

the box.

This course is 34 hours of HR.

Our group of 50 participants will invest a total of 1,688 hours.

Let’s make it worthwhile!

Who is Who?

Split in your groups. Think of the group as a startup company. List the

strengths of each member on the flipchart. Come up with its name & slogan.

Nominate a presenter to describe your individual strengths. You have 6 min

in the group and 3 min to present per group.

Beware of HR!!! (and my sense of humor)

Ground Rules of the Group

Silent or off Say if you need oneBe on time

All questions are importantListen to each other

1. Lecture Preparation (not more than 1h)

2. Theory: less than 35%

3. Practice: more than 65%

4. Additional material: optional but important (not more than 1h)

On top of the lectures:

One group and one individual assignment

Final course evaluation is based on lecture participation + the 2 assignments

The group voted as most participating (every participant took very active part) will win a prize!!!

CourseFormat

Course context:

Why?

• Understand how people behave under a variety of conditions • Predict future employee behavior• Increase productivity in the organization

What?

• The course will provide you knowledge on key process in Human Resources (HR) & Organizational Behavior (OB) and enable you with useful techniques for managing these processes in real business situations.

How?

• We will blend lectures, best practices sharing and case studies to ensure that you gain valuable knowledge as well as experience with main areas in OB.

• The business models that we will study are applicable for all industries and types of business • Learning materials and sources will be provided before and during the lectures

“The organization is above all social. It is people”Peter Drucker

Lecture 1:

1. Describe what is Organizational Behavior (OB)

2. List the pillars of the High Performing Organization (David Hanna)

3. Distinguish what makes a High Performing Team (Katzenbach/Smith)

What does Organizational Behavior mean?Open Discussion (3 min)

Timekeeper?

Organizational Behaviour Study

Group Level

Individual

Level

Organizational Level

‘Organizational behavior (OB) is the study of human behavior in organizational settings, how human behavior interacts with the organization, and the organization

itself.’

OB & HR Come together to help

1. Understand the psychological and social dynamics of

people at work.

2. Develop the ability to effectively manage people in an

organization, improving relations between them.

3. Optimize the fit between people and the organization

through the development of a comprehensive strategic

model of human resource management.

“For years managing our business was like playing chess. You could be slow, deliberate, and methodical. But things have changed. We’ve got to cut cycle times. Our quality has to improve dramatically. Our associates have more demanding work expectations. And the competition is much tougher than it used to be. Now it’s more like playing ice hockey than chess. We’re getting pushed and shoved while we’re trying to keep our balance and work as a team. The problem is, all of our people still think they are chess players. And they think all the pushing and shoving is unfair.”

In your groups: 1) Do you all agree with this statement?2) Which industry does this apply to?3) What is causing the shift?

5 min to discuss in your group and 3 min per group to present

Globalisation…New markets and opportunities, new ways of working and new leadership challenges

Environment & Social Responsibility is going more and more mature...

Digitalization...Average person spents 8 hours 41 mins a day on a media device..

Time to reach 50 million users

75 years

38 years

13 years

19 days

t

T V

3.5 years

Demographic challenge...

The changing workforce: Generation X, Y and Z

Diversity is becoming more and more important…

What makes a high performing ORGANIZATION?

Open Discussion (3 min)

Timekeeper?

High Performing Organization Model

Why a High Performing organization?

• Driven by business needs

• Maintained through effective systems & design

• Has the ability to respond quickly to changing business needs

When to use it?

• As part of Planning Cycle

• A framework to build new Capabilities

• When you have a burning platform

- Target that you are not able to reach with current organisation

- New innovation involving new technology

- Significant organizational change

“All organizations are perfectly designed to get the results they get! For better or worse, the system finds a way of balancing its operation to attain certain results.”

David Hanna

Dedicated to improve the business results andquality of life of those who work in organizations…

• Experienced in leadership, strategic planning,organization diagnosis, high performance workdesign, team development, and changemanagement…

Bio: https://rbl.net/images/uploads/people/dave_hanna_bio.pdf

High Performing Organization

1) Begin with Stakeholder Needs analysis

2) Define Strategy and Organizational Capabilities to meet Stakeholder Needs

3) Identify how to influence Values & Beliefs (Culture)

4) Focus on those Processes, Structure, Rewards, and People that should be

re-aligned with the Strategy and Stakeholder Needs

5) Compare Results with Needs

What makes a high performing TEAM?

Watch the movie. You have 5 min to discuss in your group and 3 min per group to present

What is a Team

• A group of people with a full set of complementary skills required to complete a task, job, or project.

• Team members (1) operate with a high degree of interdependence, (2) share authority and responsibility for self-management, (3) are accountable for the collective performance, and (4) work toward a common goal and shared rewards(s). A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members.

High Performing Teams

• Teams always outperform working groups of individuals when the teams are properly understood and supported.

• Many managers don't understand teams and most don't act on what they do know.

• To really come together as a team, a group needs a performance challenge.

High Performing Teams

• The team must have a clear, specific purpose that is distinct from the purpose of its larger organization.

• Team success depends on having the right mix of skills, not the right personalities.

• Team achievement requires discipline.

• Forming teams requires time; driving them to high performance takes enthusiasm.

Are conflicts good or bad for the efficient team?

Open Discussion (3 min)

Timekeeper?

Takeaways?

Course StructureLecture 1 (4/11) Organizational behavior. High Performing Organization (David Hanna)

Lecture 2 (4/11) Personal Profiles: Understand, Predict & Influence individual behavior (DISC theory by William Moulton Marston)

Lecture 3 (11/11) Change Management 1

Lecture 4 (11/11) Change Management 2

Exercise 1 Individual Assignment

Lecture 5 (25/11) Motivation & Engagement

Lecture 6 (25/11) Performance & Talent management (Leadership Pipeline – Drotter)

Lecture 7 (2/12) Coaching 1

Lecture 8 (2/12) Coaching 2

Lecture 9 (16/12) Leadership vs. Management

Lecture 10 (16/12)

How technologies impact HR. Vote for participation

Exercise 2 (13/01 TBC)

Group work: HPO Assessment & Design (Group 1-4)

Group work: HPO Assessment & Design (Group 5-8)

On 18 Nov we will not have a lecture - please use this time to prepare your individual assignment.On 25 Nov please be ready to share the plan of your group assignment and present your individual assignmentOn 9 Dec you will celebrate, so its off.

Group Assignment Context:

You are the owner of company ‘X’ and a few months ago you have developed your Business Strategy, Vision & Purpose, Product strategy and People strategy.

To make your company a high performing organization you should ensure that the culture in your organization is going to drive the desired results.

Develop your High performing organization:

1. Use the HPO model to make a snapshot of your organization

2. Focus on the elements of the ‘Diamond’ – analyze and suggest an approach for each of the elements that you consider will enhance the right culture.

3. Use the lectures & materials from the Organizational Behavior & HR course

Materials Used/Additional reading:

1) THE ORGANIZATIONAL SYSTEMS MODEL: https://rblip.s3.amazonaws.com/Articles/Organizational+Systems+Model+-

+Dave+Hanna.pdf (approx 40 min read)

2) Designing a High Performance Organization: https://www.imd.org/globalassets/publications/insightsimd/docs/46---designing-

high-perf-org-18-12-2014.pdf (approx 40 min read, incl analysis of the case study)

3) High Performance organizations: the secret of their success: https://www.bcg.com/documents/file84953.pdf (approx 40 min

read)

4) Richard Karlgaard: "Team Genuis: The New Science of High-Performing Organizations" | Talks At Google:

https://www.youtube.com/watch?v=VjGmf9vgp6I (45 min video)

5) Your Strategy Won’t Work If You Don’t Identify the New Capabilities You Need, HBR, 1 Nov (enclosed); 15 min read

6) Book: The Wisdom of Teams. Creating the High-Performance Organization by Jon R. Katzenbach and Douglas K. Smith