Perceived Benefits

In the Benefit piece, I said about talking more on this. Here the following are perceived benefits of having Quoth from instituting training, record keeping, human resource information, planning, organizing, directing (couching and/or counseling), controlling (knowing what direction and guidelines), and/or generalizing use of information characteristically as follows:

Training

• Acquire new or improve knowledge and skills.

Record Keeping

• Clarify and promote understanding of company practices.
• Provide human resource information and source of data for statistical purposes.
• Promote consistency and credibility – the roadmap for consistent, fair, and firm management.
• Provide direction and guideline information to know what the management wants to do in carrying out its objectives.
• Provide manager with reference information that applies his subordinate practices on a day-to-day basis. It gives the manager a quick reference guides to various information.
• A positive reminder to manager about the important needs for consistency – it will reinforce the manager’s day-to-day responsibility for supervising his employees fairly, firmly, and consistently and administering company performance standards.
• Provide the “newly promoted” manager with confidence on what he should expect on employees in their day-to-day work practices.
• Save much time for managers in getting answers to questions raised by employees on a day-to-day basis about what should be done and how to handle problems.
• Help creates a maintainable reputation and predictable behavior that could demonstrate capability and integrity to influence other behaviors.
• Provide new employees with their first employee education and orientation on what is expected of them in their new job in terms of on-the-job performance.

Human Resource Information

• Ensure that the company has the right number and kinds of employees capable of effectively and efficiently completing tasks that will help the company achieve its overall objectives.
• Provide an efficient new employee orientation management tool – the most practical and useful management communication tool in the induction and orientation of new employees.
• Provide an effective management recruiting tool – can be represented to prospective employees to provide a positive and persuasive image of the company.
• Attract desirable new employees in the employee recruiting process – project a favorable, positive image of the company and what the prospective employee may expect from the company.
• Help effective placement of jobs.
• Determine the degree of job market condition.
• Identify if the type of needed candidate are available.
• Measure how much the candidates know about his job.
• Hire those candidates who are best at formulating strategy.
• Develop and maintain contact for future human resources needs.
• Staff and promote those candidates who will most effectively implement strategy.
• Identify employees who are qualified for transfer, promotion, or upgrade selection. Thus, it could serve as basis for job evaluation.
• Use to acquire competent employees in terms of knowledge, skills, experiences, traits, and behavior.
• Identify vacant positions, its requirements, and its type for possible job application.

Planning

• Allow effective utilization of available resources.
• Develop uniformity of understanding and purposes.
• Promote public trust and confidence towards leaders.
• Save management substantial time and operating cost by avoiding the need for day-to-day, week-to-week spontaneous, lengthy “brainstorming” session to discuss and reach decisions about what should be done and how to handle problems.
• Help priority setting.
• Demonstrate stable situation.
• Delimit confusion and brand image.
• Begin to set in a sense of optimism.
• Enhance communication within company.
• Promote and enhance the development of work effectiveness and advancement.
• Improve morale.
• Improve educational practices.
• Simplify the tasks of practitioners.
• Enhance interest and pride in work.
• Advance knowledge in any applicable field of study.
• Provide employees with a sense of self-esteem and job security.
• Begin to feel more confident and get used of new way of doing things.
• Help shape, affect, and achieve desired attitude, program, and work functionality.
• Get things better immediately with smooth and harmonious adaptation to change.
• Improve condition spiritually, mentally, physically, emotionally, financially, and/or socially.
• Help increase work knowledge, capacity, and effectiveness to clear existing blockages by forming work frameworks and processes.

Organizing

• Relate component parts to one another and to the company objectives.
• Develop channels of promotions and transfer along lines determined by duties, responsibilities, job requirements, working conditions, and other interests.
• Connect formal relationship among those which are officially established and prescribed in the company manuals, charts, and job descriptions.
• Help effective management and utilization of available resources and manpower to produce results.
• Help in making decisions.
• Regulate activities in accordance to the general plans.
• Provide managers and employees with common ground for mutual understanding of the employees responsibilities in the workplace – reinforce the manager’s authority and responsibility to properly supervise employees.
• Align plans, resources, and requirements.

Directing (couching)

• Give credit.
• Give visibility.
• Build interaction.
• Keep confidence.
• Make aware of duties.
• Capitalize on strengths.
• Serve as a good role model.
• Orient company values and strategies.
• Provide feedback about job performance.
• Help shape company and its people direction.
• Help increase company and its people relationships.
• Promote sense of encouragement that renders work proactively.
• Collaborate company and its people learning that addresses issues
• Promote sense of encouragement that leads to a gain of energy and commitment
• Help the company and its people share a special bond with others that make their success just as important to one as his own might be.
• Explain reasons for decisions and procedures and give advance notice of changes whenever possible.
• Identify behavior or results that were desired, not up to, or up to exceeding standards. And that are highly regarded and often specific how to incorporate them in the future.
• Ask to work willingly and effectively for the achievement of designated goals.
• Provide information / feedback on operation for decision making.
• Communicate information requiring immediate action.
• Communicate information requiring future action.
• Communicate information that affects them.
• Have others understand your ideas.
• Answer complaints and criticism.
• Reprimand for work deficiency.
• Motivate and work for results.
• Communicate work progress.
• Stimulate desired action.
• Defend the status quo.
• Produce action.

Directing (counseling)

• Reassure insecurity.
• Protect from undue stress.
• Make performance expectations and priorities
• Make feel confident about ability to solve problems.
• Help promoting better employee-employer relationship
• Encourage when you are discouraged or about to undertake new and difficult situation.
• Provide information about the company and their role in the attainment of goals.
• Allow and send their dissatisfaction or concern about their jobs.
• Establish personal relationships wherein mutual trust is developed.
• Enhance the good image of the company and its people.
• Provide opportunities to have a say with everyone.
• Solicit feeling, ideas, and solutions.
• Give full attention to discussion.
• Help work out tough priorities.
• Allow and grieve over loss.
• Get the people together.
• Support taking risk.
• Let make decisions.
• Build self-esteem.

Controlling (knowing what direction and guidelines)

• Performance rating
• Decision making
• Operations
• Programs
• Functions
• Problems
• Contracts

Generalizing

• Prevent unnecessary creation or duplication of positions, work, and activities.
• Link all the proceeding functions of planning, organizing, directing, and controlling.
• Guide in establishing standards or work performance, simplifying work procedures, and improving methods and approaches.
• Spell out the thinking of the practitioners and their attitude towards personal, work, and program.

Further, they are based on the four practice stages below.


The practice stages are discussed in the next pieces.