Motivational Leadership is an art form where a leader implements a model and strategy for influencing people to follow them. They are interested in building a safe and trusting environment, as well as ensuring the company is positioned to be successful in the marketplace. Motivational leadership’s core principles explain that the leader must first have in place strong ethics, clear vision, definable values, authentic communication, and be genuinely motivated to promote collaboration and positive energy throughout the company. Motivational Leadership is important in our world today because it helps to get the most from society. Every team of people or workers needs a leader. Leaders help to organize a project in order to get it completed in the most efficient manner. Leaders have incentives to motivate employees because they help cut costs by working quicker in a positive environment. Additionally, employees will increase quality because they are happy with the leadership and in turn, society will be happy because they will be receiving quality products.

Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. It is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. Workforce planning is a process in which an organization attempts to estimate the demand for labor and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy.

An induction program is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees. An Induction Program can also include the safety training delivered to contractors before they are permitted to enter a site or begin their work. It is usually focused on the particular safety issues of an organization but will often include much of the general company information delivered to employees. An induction program is an important process for bringing staff into an organization. It provides an introduction to the working environment and the set-up of the employee within the organization. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction program must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee. An induction program is part of an organizations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being “thrown in at the deep end” without understanding how to do their job, or how their role fits in with the rest of the company. Good induction program can increase productivity and reduce short-term turnover of staff. These programs can also play a critical role under the socialization to the organization in terms of performance, attitudes and organizational commitment.

Change management is an approach to transitioning individuals, teams, and organizations to a desired future state. In a project management context, change management may refer to a project management process wherein changes to the scope of a project are formally introduced and approved. Change management processes should include creative marketing to enable communication between changing audiences, as well as deep social understanding about leadership’s styles and group dynamics. As a visible track on transformation projects, Organizational Change Management aligns groups’ expectations, communicates, integrates teams and manages people training. It makes use of performance metrics, such as financial results, operational efficiency, leadership commitment, communication effectiveness, and the perceived need for change to design appropriate strategies, in order to avoid change failures or resolve troubled change projects.

Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product of service, as well as many other areas. PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities. Performance management features a process for managing both behavior and results, two critical elements of what is known as performance.

Innovation is the application of better solutions that meet new requirements, in-articulated needs, or existing market needs. This is accomplished through more effective products, processes, services, technologies, or ideas that are readily available to markets, governments and society. The term innovation can be defined as something original and, as a consequence, new, that “breaks into” the market or society. A definition consistent with these aspects would be the following: “An innovation is something original, new, and important in whatever field that breaks in to a market or society”. While something novel is often described as an innovation, in economics, management science, and other fields of practice and analysis it is generally considered a process that brings together various novel ideas in a way that they have an impact on society. Innovation differs from invention in that innovation refers to the use of a better and, as a result, novel idea or method, whereas invention refers more directly to the creation of the idea or method itself. Innovation differs from improvement in that innovation refers to the notion of doing something different rather than doing the same thing better.

Human capital is the stock of competencies, knowledge, habits, social and personality attributes, including creativity, cognitive abilities, embodied in the ability to perform labor so as to produce economic value. It is an aggregate economic view of the human being acting within economies, which is an attempt to capture the social, biological, cultural and psychological complexity as they interact in explicit and/or economic transactions. Many theories explicitly connect investment in human capital development to education, and the role of human capital in economic development, productivity growth, and innovation has frequently been cited as a justification for government subsidies for education and job skills training.

Sustainable leadership’ recognizes the complex interdependency between individuals, business, markets and society and the ecosystem, with the aspiration that the organization creates prosperity and social value as well as long term commercial success, while protecting the environment in which we are all participants. Sustainable leadership requires leaders to focus on four critical relationships. Intro-personal: attending to own psychological and physical health, in particular the ability to learn from experience, a sense of personal purpose, and care for own physical well being and vitality. Organization: attending to the conversations going on in the organization and how these influence cultural norms, the achievement of business goals and the customer experience. Society: taking account of the fact that we are not somehow separate from the society in which we live and do business, we are all participants in creating this society; aiming to create social value and prosperity not only for ethical reasons, but because business needs a healthy society in which to operate. Environment: protecting the environment and minimizing the environmental impact of the organization.

Recruitment strategy refers to the process of attracting suitable candidates to apply for a vacancy arising within an organization. When an organization needs individuals with certain skill sets, it taps the market. It may require individuals to join the organization to supplement the existing skill or complement the existing skills. In both the cases after careful job analysis and manpower planning an organization develops a candidate profile. This comprises the technical skills sort and the attitude. Depending upon the status of the job market an organization deploys its sources of recruitment(Company website, search agencies, head hunters, campus placement, newspaper advertisement and others). The primary function of these sources is to identify the right kind of people for the vacancy and motivate them to apply to the organization. Recruitment is followed by selection. They are related but not the same though the term recruitment has a blanket usage for attracting, selecting and bringing people on board, which is practically wrong. The stages of the recruitment process include: job analysis and developing some person specification; the sourcing of candidates by networking, advertising, and other search methods; matching candidates to job requirements and screening individual’s candidature. Depending on the size and practices of the organization, recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies.