...Manage personal work priorities and professional development Assessment Three Booklet PROJECT WRITE A PERSONAL REFLECTION THAT EXPLAINS HOW YOU WOULD GO ABOUT MANAGING YOUR WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT. In the personal reflection you should ask and answer these questions: 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? 2. What are the traits of an effective leader? Do I have these traits? How would I develop these traits? 3. How would I ensure that my work goals and plan reflect the organisation’s goals and plans? 4. How would I ensure that I meet my job responsibilities? 5. How would I measure and maintain my personal performance? 6. How would I prioritise work? 7. How would I use technology to organize and manage my work? 8. How would I ensure that I maintained a work/life balance? 9. How would I ensure that my personal knowledge and skills meet required competency standards? 10. How would I determine my developmental needs? 11. What is my personal learning style and how would I ensure that I took advantage of learning opportunities? 12. How would I gather feedback from others about my personal performance and how would I use this feedback to improve my competence? 13. How would I use networks...
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...(BSBWOR501) MANAGE PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT ASSESSMENT DOCUMENT (Please print your name) ____________________________________ (BSB50215) DIPLOMA OF BUSINES ------------------------------------------------- ASSESSMENT COVER SHEET CANDIDATES - Please submit this entire document (do not separate or remove pages) – with this page completed as required – and place at the top of your assessment document CANDIDATE TO COMPLETE THE SECTION BELOW | Name | | Address | | Phone | Daytime | | Evening/Mobile | | Email address | | Company name | | Training date(s) | | Training location | | Trainer’s name | | Assessment due date | | Date submitted | | Submission Date | | Resubmit 1 | | Resubmit 2 | | Purpose of the assessment The purpose of this assessment task is to assess evidence for part of a unit/s of competency which in full will lead towards a nationally-accredited qualification I acknowledge the following (all boxes need to be ticked) ❏ The assessment process has been explained to me ❏ I am ready to commence the assessment process. I have been advised of the assessment requirements, my rights and responsibilities as an assessment candidate, and I choose to be assessed at this time ❏ I understand which unit/s to complete, evidence I need to provide, and how to complete this document ❏ I understand...
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...HIGHER EDUCATION PROFESSIONAL DEVELOPMENT FOR STRATEGIC MANAGERS Time Management MANAGING YOUR TIME MEANS MANAGING YOUR FUTURE, IT MEANS DETERMINING YOUR FUFURE TODAY.WHAT YOU DO WITH YOUR TIME TODAY WILL TO A VERY LARGE EXTENT DETERMINE WHAT YOUR FUFURE WILL BE.TIME WASTERS ARE FUFURE DESTROYERS,YOU MUST AVOID THEM. It has often been said that time and tides wait for no man, so if you control your time, you control your life. Time is a precious non replenishable asset; everyone gets an equal share but we use it very differently. We also look at time very differently. About 57% of us are present and future oriented, 33% are mainly future oriented, 9% are present oriented and only 1% focus on the past. Societies have different attitudes toward time, some are rushed and punctual, others are relaxed and disregard the clock. Successful managers, professionals, and students are future or goal oriented. Productive people have set their priorities and scheduled their time accordingly. Unsuccessful, unskilled workers and procrastinating students are present oriented and unorganized. When current needs demand your attention, whether that is because the family must be fed or you "must" have a good time with friends, it becomes harder to carefully plan for the future. Our situation and needs influence our time orientation however, our time orientation (and needs) can be changed. The first step is to admit that time utilization problem exist, scheduling your time may not be as...
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...will discuss the definition of personal responsibility and how it relates to both daily living and education. This essay will also discuss a preliminary plan to practice personal responsibility in education. Personal responsibility means being accountable for one’s own conduct and being willing to receive the consequences of those actions, whether positive or negative. It has several other meanings such as personal growth; it demonstrates strength of character, making right choices, dependency, and so forth. “Personal responsibility is one’s ability to take care of oneself by means of, keeping healthy, managing one’s emotions, keeping a sound mind, treating yourself with respect…,” (“Can you define,” 2012). “All blame is a waste of time. No matter how much you fault you find with another, and regardless of how much you blame him or her, it will not change you, “(Dyer, 1996-2009). Personal responsibility is a learned behavior. We, as human beings, are not born with this ability. At a young age we are taught by our parents to act responsibly. We are assisted by them to obtain a way of life and personal qualities that are used in our daily lives as we mature to adulthood. “If you want children to keep their feet on the ground, put some responsibility on their shoulders,” (Van Buren, 2012). Personal responsibility and college success both require commitment and dedication, a positive attitude, set goals and priorities and, most of all, believing in self. Personal Responsibility...
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...Yourself as an Effective Human Resources or Learning and Development Practitioner Unit 4DEP Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Unit 4DEP Contents Introduction…………………………………………………………………………………………………1 Methodology………………………………………………………………………………………………..1 1.0 Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner……………………………………………………………………………………………..2 2.1 Explain the knowledge, skills and behaviours required to be an effective in an identified HR or L&D role. 2.0 Know how to deliver timely and effective HR services to meet users’ needs…………………..3 3.2 Identify the needs of those using HR services within an organisation and explain how conflicting needs are identified and priorities. 3.3 Identify different methods of communication and explain the advantages and disadvantages of each. 3.4 Describe how to build and maintain effective service delivery. 3.0 Be able to reflect on own practice and development needs and maintain a plan for personal development……………………………………………………………………………………………4 4.5 Explain the concept and importance of CPD. 4.6 Undertake a self-assessment of capabilities as an HR or L&D practitioner and identify development needs. 4.7 Evaluate options to meet identified development needs. 4.8 Produce a plan to meet personal development objectives 4.9 Reflect on performance against...
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..........................5 Types of time management……………………………………………………………....6 Some interesting time management statistics…………………………………………..7 Time Management Mistakes:……………………………………………………………8 Principles for Effective Time Management…………………………..……………….12 Time management model………………………...………………………………...…...13 Effective Time Management Techniques:………………………………………...…...14 Story on time management………………………………………………...…………...16 Urgent and important time management matrix:………………………………….....17 Advantages of Time Management: 18 Conclusion: 19 Recomendations: 19 References…………………………………………...……………………………….….20 Abstract “Once you have mastered time, you will understand how true it is that most people overestimate what they can accomplish in a year – and underestimate what they can achieve in a decade” Anthony Robbins This report reviews the importance of time management that emerges inevitably when dealing with exploring concepts of time in organizations. We live in an industrial society, where we deal with organizations at all times and in a variety of kinds, we are recurrently tackled with the way in which the time is being managed in an organizational and industrial manner. There are innumerable things that can complicate the time that the people have. By using various statistics, techniques, principles; and by overcoming some of the mistakes, mentioned in this report, managers...
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...targets and executing customer marketing projects. You will play the role of a team leader, leading a group of stockists and a large number of Stockists Salesmen and Pilot Salesmen. You will be responsible for a zone with a business of around 4-6 crores per annum. Post this, you will undertake a shadow District Manager stint for a fortnight which will provide you an opportunity to learn the art and science of Sales in Colgate-Palmolive from an experienced District Manager. Learning : You will learn about the Colgate-Palmolive Sales systems - Distribution network, Stockist management, Sales force management, In-store execution, Customer marketing programs and gain in-depth knowledge of how to leverage technology in sales. back to top MARKETING Duration: 3 months Nature of Project: To give exposure to different disciplines within marketing as practised by Colgate-Palmolive and help appreciate the role marketing performs in delivering business goals. Projects which have a business impact, are given to management trainees. It could either be a live project which would entail planning and implementation of a product launch or a relaunch. Or it could be a project to address specific brand or business issues. For example, developing a focused geography plan to attack competition and gain market share. Learning : As a MT you will develop an understanding of Consumer Marketing Planning. Learn to appreciate marketing concepts and how to deploy the marketing mix elements like advertising...
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...defined tasks, and informal communication. Our parent company is in the United Kingdom and the way they do business versus the way business is done here in the States is very different. We recently moved into a newly established office and the change has been difficult at times. The idea was that with a regional office that there would be less “siloing” and more communication between the employees. While this has happened on some level there is also much consternation for the established employees in that they are expected to be in the office two days a week at a minimum. Thursdays have been designated as “Team Thursday” and everyone is expected to be in the office if they are not at a client site or meeting. The idea is that we have a large enough group of employees within the local area that having an office for company meetings, client visits, training or other needs makes sense. The COO and HR Director were the ones that chose the location and office space. It is convenient that the new office is within four miles of their current homes. There has been resistance to the new office rules. Recently a strong email was sent out from the COO about the number of days in the office, arrival times and cautioning against making personal appointments for Doctor visits, etc. on Thursday. It has become normal for some of the team to make their personal appointments on the team day so they could either arrive late or leave early. Other members of the team were making comments and...
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... Unit 13: Personal and Professional Development Unit Code: T/601/0943 L01 1. – Evaluate Approaches to self managed learning: Self-managed learning is a way people or individual find different ways in learning things, which could be in the society they are living or at work that is diversified environment. Self managed learning is also about setting the goals for the learning by evaluating the purpose for learning and ways to achieve such goals. Below are examples of approaches to self managed learning: • Seminars and Conferences – People could learn through seminars, conferences what they have experienced over there and make changes for the future. Seminars and conferences gives people the opportunity to present their knowledge about something to other people who end up learning new things. They also help people become confident in speaking in the public and develop presentational skills • Social Networks – There are different social networks such as Facebook, Twitter, My Space, where people spend more than 2 hours a day chatting with friends learning new things about other people’s information • Internet – Individuals can learn through internet such as different articles written by different authors concerning management studies, strategic, risk management. People could acquire such knowledge that could be transferred to work places 2. – Propose ways in which lifelong learning in personal and professional contexts could be encouraged ...
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...and E2: • Describe three different types of settings which provide care and education for children in your area. • Describe how each of the types of setting identified in E1 aims to support children and their names. There are three different sectors which provide care and education for children in my area, these are: • Statutory Sector • Voluntary Sector • Private Sector Statutory provision: These are services that have to be available by law which are funded and provided by the government such as The Sure Start Programme, The Early Years Foundation Stage (EYFS), Children’s Centres, maintained nursery schools and nursery classes in primary schools. All of these services are free, as the child right to education. These services provide a wide range of education in different subjects. Nursery classes in lily’s primary school aims are to support and educate children by giving them the early education they need in order to be ready for primary school. Children are in small groups with the same age group as themselves; therefore they would build a relationship with other children as well as mix with others who have a different background/culture and beliefs. They usually start at 9am -11:30am or 1pm-3pm. Most nurseries have extended provisions to work with families such as after school clubs, breakfast clubs and even holiday clubs. Private provision: These services work independently and are profits making as they are funded through the fees. These services are not funded...
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...an HR Professional with using the CIPD HR Professional Map (HRPM) as the basis for the evaluation. A - Briefly explain how the CIPD HR Professional map defines the HR profession, including gthe professional areas, the bands and the behaviours. B – Evaluate how the 2 core professional areas, and any 2 selected behaviours uphold the concept of ‘HR professionalism’ give examples from the knowledge and activities @ band C- Explain with related examples, why the HR professional needs to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation CIPD Professional Map – The CIPD HR Profession Map (HRPM) is an accurate tool that guides an HR practitioner’s learning and development through becoming an effective HR professional. HR professionals can use the map for many reasons such as identifying skills and team capability, building role profiles and identify areas that need development (HRPM, CIPD, 2012). Professionalism is defined as a continuous development of outcomes anticipated through appropriate behaviors and conduct that are needed in order to have beneficial business relationships (Gian Fiero, 2008). The principles of professionalism among others commit professionals to have some values such as be customer focused, have proper ethical standards, accountability and reliability, be proactive, responsive and have the willingness to learn and study continuously (CHS, 2012). The HRPM has four bands, ten professional areas...
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...Project 1 Personal Reflection By ANDY Summary of what was done • Reflection about how I would go about managing my work priorities. • Reflection about how I would go about managing my professional development. 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? A role model is a person who others look up to and admire. A role model provides inspiration and motivation to seek out accomplishments. Role models send messages about their beliefs by what they do and say. Here are some traits of positive role models. A role model is self-assured and happy with who she is. If a role model displays that she has self-esteem, those who look up to her will, too. A role model displays a streak of independence showing she does not need to follow current trends. Role models trust in being themselves. They are proud of who they are, but not cocky. Being human means having to constantly deal with stress and overcome obstacles. A role model sets a good example on how to handle pressure. Athlete role models can handle stress and can come through when the pressure is on. While they may not win every game, when they fail they attempt to learn from their mistakes. Trustworthiness is another quality of a good role model. A role model is honest and doesn't lie. A role model possesses integrity and does the right thing even if no one is looking or he does not receive acknowledgment for his...
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...Diversity Audit Managing Global Diversity HR582 June 16th 2011 The organization that I have chosen is National Consumer Panel or NCP. I have been working for NCP for a year now and I decided to use them for this project for two reasons. One is because I currently work there and will have access to the information I need and two I feel that the company can be more diverse when it comes to upper management. I work as a Customer Service Representative for NCP in Syosset, New York. NCP gathers information from consumers (who we call panelist) and sells that information to businesses that are interested in consumer shopping interest. We gather this information by sending our panelist a barcode scanner which they use whenever they purchase an item, then once a week they transmit that information over to us. They also are sent surveys about the products they purchase and there likes and dislikes of various items. My first step will be to retrieve as much information about the company and their position on diversity. I should be able to get this information from the HR department and their intranet site. Although this company is nationwide I will narrow my research to the New York office. From there I plan on interviewing with personnel from HR and upper management, I feel that this will not be a problem because I do have a working relation with all these people. Once I have gathered all my information I will begin to determine what is the right course of action for this...
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...1108/20408001111148739 Downloaded on: 04-05-2012 References: This document contains references to 2 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1212 times. Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF SUSSEX For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. *Related content and download information correct at time of download. The current issue and full text archive of this journal is available at www.emeraldinsight.com/2040-8005.htm Chinese HRM in action: an interview with Wayne...
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...School of Nursing, Faculty of Medical and Health Sciences, University of Auckland, Auckland, Submitted for publication 24 July 2002 Accepted for publication 20 April 2003 Correspondence: Susan Waterworth, School of Nursing, Faculty of Medical and Health Sciences, University of Auckland, Private Bag 92019, 85 Park Road, Grafton, Auckland, New Zealand. E-mail: susanpw@xtra.co.nz W A T E R W O R T H S . ( 2 0 0 3 ) Journal of Advanced Nursing 43(5), 432–440 Time management strategies in nursing practice Background. With the increasing emphasis on efficiency and effectiveness in health care, how a nurse manages her time is an important consideration. Whilst time management is recognized as an important component of work performance and professional nursing practice, the reality of this process in nursing practice has been subject to scant empirical investigation. Aim. To explore how nurses organize and manage their time. Methods. A qualitative study was carried out, incorporating narratives (22 nurses), focus groups (24 nurses) and semi-structured interviews (22 nurses). In my role as practitioner researcher I undertook observation and had informal conversations, which provided further data. Study sites were five health care organizations in the United Kingdom during 1995–1999. Findings. Time management is complex, with nurses using a range of time management strategies and a repertoire of actions. Two of these strategies, namely routinization and prioritizing, are discussed...
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