Management models

Strategic management is focused on extensive, long-term planning of your company’s operations. Operational management, in turn, emphasises your company’s everyday practical operations. Strategic and operational management supplement and support one another.

Your company needs both to succeed and meet its goals. Make sure these two will not move too far away from one another. Your company’s operational functions must also always aim at the accomplishment of strategic objectives. Indeed, one of the main tasks of operational management is introducing strategy into practice.

You may utilise different management systems in accomplishing your company’s objectives. Strategic management systems include Balanced Scorecard, while operational management systems include different annual plan systems.

Quality management aims at developing quality in your company’s operations. Development targets may include customer satisfaction and your company’s commitment to generating quality.

Your company’s management must create an appropriate frame and reward system to ensure that your staff work to develop quality. A separate quality management team is often established for quality management. Key actors are selected to the group on a case-by-case basis. However, a small company may not require a quality management team.

The quality management team will set strategic quality objectives for your company, determine your company’s quality policy and draw up a quality development plan. It also organises your company’s entire quality operations, follows its development and plans related communications.

Companies do not always have a quality management team. If you are carrying out quality management on your own, you must prepare a detailed plan that you use to outline the main features of development measures. Carry out the measures as individual projects in which you engage representatives of all personnel groups.

Human resource management is focused on the management of people. It aims at attracting, developing, guiding, assessing and motivating staff in a way that promotes the well-being of staff and the achievement of the company’s goals. Change management and competency management are also closely linked to human resource management.

Develop, assess and manage your company's human resources as systematically and professionally as other resources. Create a personnel strategy to support you. It will help you get information about the strengths and weaknesses of your personnel and the possible human resource needs in your company.

In human resource management and preparing the HR strategy, you should remember that your personnel includes many kinds of individuals. The same measures and incentives do not have the same effects on everyone.

It is important to manage team work and group dynamics. As a good human resource manager, you build community spirit, motivate workers and lead them the way. This enables you to guide your personnel towards your company’s goals.

The aim of goal management is that your company will achieve its goals with cooperation between personnel and management. It is particularly well-suited for an expert organisation.

Use goals and self-assessment as tools of goal management. Determine case-specific, clear and simple indicators. Also determine an error margin for the indicators.

Set goals for the different units of your company based on the input required from each unit to ensure that all units reach their goals. The goals should also indicate what kind of support is available from other units. This puts team work at the heart of activities.

Encourage your personnel's engagement in the goals and agree what self-assessment indicators are used in this context. Every member of personnel can select personally what measures they make use of to reach the goals. As a supervisor, your duty in goal management involves organising and motivating staff rather than telling them what to do.

The most well-known forms of goal management include performance management, which involves determining clear performance targets for units.

In process management, your company is not examined as separate parts but an entity made up of processes. Determining your company’s strategic objectives clearly enough is important in this context. Process management is most suitable for processes that progress logically, such as those in goods-producing industry.

The aim of process management is to improve your company’s performance and creating added value to clients. You may reach the goals by changing processes and their relations with one another and eliminating unnecessary functions. Managing processes allows you to particularly strengthen the interactions within your company, but also external interaction.

Start process management with identifying, determining and describing processes. Name the owners of the processes and set performance indicators for them. This enables you to create a process description for your company. Follow the indicators systematically to ensure that development is continuous.

A good process description is a management tool that helps your company move towards its goals.