...BSBMGT502B MANAGE PEOPLE PERFORMANCE Element of competency: 1. Allocate work 2. Assess performance 3. Provide feedback 4. Manage follow-up How can you plan a work schedule? Being effective in your workplace means getting a job done with the least amount of time and fuss. To do this you will need to: Identify what work needs to be done Identify what resources (people and equipment) you need to complete the work. How do you know what work needs to be done? It is a good idea to keep track of the work you need to do by making a list of all the tasks and duties you and your work team must complete. Make sure your list includes not only obvious jobs such as orders that need to be filled, but also less obvious jobs such as maintaining equipment, cleaning and preparing for the job. These tasks may seem minor, but can cause big problems if they are forgotten. Whose job is it? One of the difficulties of identifying your work tasks is knowing what work you are responsible for and what is the responsibility of others. You should be clear about what you need to do and what other people can be expected to do. This requires a good deal of communication between your workers and workers in other areas. Always check before you assume that a task is someone else‟s responsibility. BSBMGT502B Manage people performance March 2008 Version 1 Page 4 of 35 What resources will you need? What resources you need will depend on how much work you have to do, and what type of...
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...Manage People Performance (BSBMGT502B) Assessment- 1 Student Id: - DIC201106032 Introduction In every organization, workers are hired based on their qualification, experience, knowledge etc. Every worker’s performance level differs from the other. In this way, it is manager’s responsibility that he should allocate and manage the people’s performance. It is the key of success of every organization. In this report, I am going to describe a new business where I am playing the role of a manager. It is a fruit and vegetable shop, which provide fresh and high quality products to the customers at reasonable price. There are twenty-five people working in this business. Allocating Work As a manager, I should have time to develop my own skills. It is my duty to find out the employees needs. Therefore, meetings are held on regular basis to consult their needs and requirement. To be aware towards their feelings and interests. I should be tactful to handle the difficult situations. I am responsible to make relevant decisions for the employee’s problems. I am also responsible to maintain the friendly environment in the workplace as to make all the employees feel comfortable. It is the duty of a manager to provide neat and tidy place to the employees. 1. Head: - He is the most important person in the business who has invested to run this business 2. Manager: - As a manager, I do care of all the workers working in the business and keep all the financial reports in my record. I have...
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...BSBMGT502B MANAGE PEOPLE PERFORMANCE ASSESSMENT TASK :2 S2153 NAVIN RAJENDHIRAN MANAGE PEOPLE PERFORMANCE (BSBMGT502B) S2153 NAVIN RAJENDHIRAN MANAGE PEOPLE PERFORMANCE (BSBMGT502B) BSB MGT502B Manage people performance INDEX Content Page 1. Disciplinary process report………………………........ 2 a. Reason for Organizational lost …………………… 2 b. Sam’s claim of unfair dismissal……………………. 3 c. Legal and organisation requiremnets …………….. 3 d. Risk analysis………………………………………… 4 e. Misconduct and serious misconduct………………. 4 f. List of legislation……………………………………. 5 g. Policies and procedure …………………………….. 5 h. Supporting Documents ……………………………. 6 i. Performance review and disciplinary process…… 6 Assessment 2: Disciplinary process Student’s Name | Navin Rajendhiran | ID No. | S2153 | Assessor’s Name | Tardeesh Kaur | Phone No. | 0402380974 | Assessment Date/s | | Time/s | | 1. The reasons the organisation lost its unfair dismissal case with Fair Work Australia * This report discuss about the Performance management system and disciplinary process that a manager fail to progress in a security company, which leads bad employee to wins the hearing on dismissal case. There are several reasons that heads the organization to lose a dismissal case are shown below. * Formal disciplinary process is not pursued by the...
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...Manage People Performance Task 1 BSBMGT502B By Elisabete S. Torres 1. Report Housefriend’s is a homewares retailer specializing in bathroom fittings, bedroom fittings, mirros and decorative items. Housefriend’s caters to the furnishing market for new and renovated dwellings. Counting with a chain of eight stores situated around the greater of each state’s capital city. 2. Organization Information Housefriend’s is a home wares retailer specializing in bathroom fittings, bedroom fittings, mirrors and decorative items. Housefriend’s caters to the furnishing market for new and renovated dwellings. Counting with a chain of eight stores situated around the greater of each state’s capital city. Mission Housefriend’s mission is to be the major retailer company in the houseware sector across the state, providing more choice to customer whilst maintaining the higher quality overseas manufactured lines. Vision Housefriend’s aims to provide customer with a wider selection of merchandise with great customer service and high product quality. Value * Quality * Excellent service * Qualified professionals * Health and safety standards * Strong Customer focus * Flexible service hours * Affordability * Imported houseware items 3. Operational Plan Operational Goal | Team goals | Progress | Goal | Focus | KPI | Reason/ barriers | Team | Goal | Deliverable | KPI | Time frame | | To be the major retailer in our sector across...
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...Assessment project - Manage People Performance Part 1: Allocate work Task 1 a) The project will be based on case study provided “The hotel Group “ b) Following are the job roles required to complete project : * Executive team * Focus over the next 12 months is to develop and implement the operational plans to support the key organizational goals and strategic business objective. * Finance department * Focus in the next 12 months is to standardize financial management processes across all properties within the group. * Development team * Goal in the next 12 months is to maintain existing properties. Also, supporting the expansion into new properties and to implement design strategies to ensure consistency of experience across the hotel chain. * Marketing and sales * With focus in the next 12 months is to appeal to higher income and medium income markets by introducing a segmented approach to marketing. Develop and implement a direct marketing plan and to introduce a customer retention and loyalty strategies. * Frontline management * Target for the next 12 months is to maintain quality service, reputation and provide a unique hotel experience for all guests. c) Work plan Strategic Goal | Strategic Initiative | Increase the number of properties by 15% over next 8 years.Break into new market:i.e : New international regionExpand into larger hotel marketMaintain quality service reputation during expansionAttract and...
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...2 What resources might be required in a business organisation? Financial resources: Investing in new products/innovations Human resources: Having the skills, knowledge, experience and training to meet an organisations plans and goals Technological resources: Software systems Physical resources: Equipment, office space • 3 What are the likely repercussions if resources are not available to employees as needed? Resources are a necessity and a business cannot meet its organisational goals and results if employees do not have resources available. Activity 2 • Why are operational plans necessary? Operational plans are action plans for an organisation and are necessary to know what strategies and tasks must be undertaken, the people who are responsible for each strategy and task, the time in which the strategy and task must be completed and the amount of financial resources provided to complete each strategy and task. Activity 3 • 1 What procedures might be followed to allocate work? An action plan can be used to allocate work. They are drawn up by managers for staff which contain task assignments, milestones, timelines, resource allocations etc. The action plan is outcome focused and defines the organisations goals and objectives. • 2 Describe the criteria that should be considered when allocating work to individual employees. A manager or supervisor needs to look at individual employees competencies when allocating work. They must consider if they have...
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...A PCBU that commissions a construction project is, thePrincipal Contractor (PC) for the project.If the person engages another PCBU as PC for theconstruction project and authorises the person to havemanagement or control to the workplace and to dischargethe duties of a PC, the person so engaged is the PC forthe project.Note: Construction projects can only one PC at anyspecific time.(Refer to Reg 293 of the WHS (NUL) regulations). | A Work Health and Safety (WHS) Legislation was developed as a result of acomprehensive national review into work health and safety laws across Australia, whichinvolved substantial public consultation. This initiative provided a framework to protectthe health, safety and welfare of all workers at work and of all other people who might beaffected by the work. The WHS Legislation (NUL) has beencommunicated acrossall Australia Jurisdictions, so that there is the same standard of health and safety protection, regardless of the work being undertaken or the location of that work. To improved WHS management on construction projects so safety awareness will increase amongst all personnel involved in the project. Benefits of...
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...Operations Plan Will Jacob Bromwell Continue to Manufacture Products in the USA? Jacob Bromwell has manufactured all its products in the USA since its inception in 1819. Although manufacturing in the United States is not the most cost-effective solution, our “Made in USA” appeal is a critical component of our marketing message and distinguishes us from our direct competitors.[i] Furthermore, “Made in USA” is becoming increasingly embraced by younger, more stylish consumers.[ii] This is a major competitive advantage, and therefore, we will continue to manufacture all our products in America. How Will Jacob Bromwell Improve Operational Efficiency? We have determined that it is more cost-effective to shut down our plant in Michigan City, Indiana, and outsource our manufacturing to a third-party contract manufacturer in the United States. After months of research, we have secured agreements with contract manufacturers. These companies will manufacture, assemble, and label our products at their facility. These companies also specialize in short-run metal stamping, and are experienced, knowledgeable, established (some in business for over 35 years), and are cost-competitive. Under this new model, the manufacturing operations of the business that were previously done in-house will be outsourced, including: product manufacturing, component parts manufacturing, product assembly, and labeling. During Year 1, we will take advantage of MistyMate’s large warehouse...
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...Performance Management and Southwest Airlines I. Discuss the ways in which organizations can manage the performance of their workforce in order to meet their goals. You should refer in your analysis to the role of leadership, organizational culture and human resource management practices. Leadership. The role of senior staff or leadership plays a critical function to deliver effective performance management in an organization. The line managers are responsible to manage the performance of their employees, where both parties are agreed to actively and continuously monitor the employee’s performance development plan. Line managers manage performance throughout they year by monitoring achievements.To achieve this, senior staff should send the message to the lower staff that performance management is a good thing and managing performance is what they are expected to do. Moreover, the line managers needs to assure that everyone in the company is sharing the same mission and goals. Good management practice involves providing formal and informal feedback to the employees, for example recognizing or praising employees of their good work and dealing with performance problem when they arise, and revising roles and objectives as required. "It’s all about leadership that help organizations to execute. It’s the basic thing that help leaders to be successful." Angelo Kinicki says. The 6 dimensions are: Support and coaching: The extent to which a leader instructs, directs and...
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...M&LF3 Manage business processes Overview | What this Unit is aboutThis Unit is about managing business processes to make sure the organisation delivers outputs that meet customers’ needs and stakeholders’ needs, and organisational and legal requirements.Who is the Unit for?The Unit is recommended for middle managers.Links to other UnitsThis Unit is linked to Unit B1. Develop and implement operational plans for your area of responsibility and E17. Outsource business processes in the overall suite of National Occupational Standards for Management and Leadership. | M&LF3 Manage business processes Skills | Listed below are the main generic ‘skills’ that need to be applied in managing business processes. These skills are explicit/implicit in the detailed content of the Unit and are listed here as additional information. * Communicating * Information management * Analysing * Assessing * Presenting information * Influencing * Persuading * Negotiating * Problem-solving * Prioritising * Thinking systematically * Thinking creatively * Reviewing | M&LF3 Manage business processes Performance CriteriaYou must be able to: | 1 Design processes that deliver outcomes based on organisational goals and aims. 2 Ensure processes and resources are sustainable and effective in their use. 3 Identify and provide the resources you need. 4 Take account of influences that may affect and shape how processes work. 5 Link processes so...
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...Manage Quality Customer Service National Unit of Competency BSBCUS501B Learner Guide BSB107 Version 4 Learner Guide BSBCUS501B Manage Quality Customer Service 1. Learner Guide 22 November 2011 Learner Guide BSBCUS501B Manage Quality Customer Service Table of Contents 1. 2. 3. Learner Guide ...................................................... 3 1.1 Conditions of use .......................................................................3 Introduction to the Learner Guide ........................ 5 2.1 Icon Legends .............................................................................6 Unit of Competency Information........................... 7 3.1 Unit Descriptor ..........................................................................7 3.2 Elements of Competency and Performance Criteria........................7 4. 5. Unit content .......................................................... 9 How to approach study in this Unit ..................... 56 5.1 Useful references and texts ........................................................56 5.2 Assessment..............................................................................57 22 November 2011 Learner Guide BSBCUS501B Manage Quality Customer Service 2. Introduction to the Learner Guide Welcome to the Learner Guide for Manage Quality Customer Service. This Learner Guide has been designed to assist the development of the underpinning knowledge and...
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...Introduction cont.. * Poor time management can negatively affect the performance of the working students in several ways. First if they don’t structure their time for homework & projects, they may not able to complete them on time. Second is the cramming for examination which is the another common trait of disorganized or undisciplined college students that rather than setting aside time each evening for study, poor time managers try to absorb everything in a few late hours the day before the test. * Trying to manage all the demands of working and going to school is not an easy task, but it is possible. Time management is the key to their daily survival and success in reaching their goal. Introduction cont.. * Poor time management can negatively affect the performance of the working students in several ways. First if they don’t structure their time for homework & projects, they may not able to complete them on time. Second is the cramming for examination which is the another common trait of disorganized or undisciplined college students that rather than setting aside time each evening for study, poor time managers try to absorb everything in a few late hours the day before the test. * Trying to manage all the demands of working and going to school is not an easy task, but it is possible. Time management is the key to their daily survival and success in reaching their goal. Statement of the problem The study aims to answer the following questions...
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...Student Name: Student ID: Group: n/a Date: 29/10/13 Assessment Coding Assessment of this program of study is based on competency based principles. S = Satisfactory NS = Not Satisfactory Students who fail to perform satisfactorily for the assessment in the prescribed date may be assessed as ‘not satisfactory’. You are required to be assessed as ‘Satisfactory’ on completion of Assessments assigned by your assessor for this unit of competency. Re-assessment Any re-assessment is conducted as soon as practicable after you have been informed of the requirement to be re-assessed and have been given the opportunity to be re-trained and assimilate the training. You are re-assessed in only the areas assessed NS. It is at the assessor/s discretion to re-assess the entire assessment should it be demonstrated an overall understanding of this unit has not been achieved. Students that are assessed “satisfactory” after re-assessment of areas deemed NS will achieve competency for this assignment. |I acknowledge the assessment process has been explained and agree to undertake assessment. I am aware of Careers Australia’s appeals | |process, should the need arise. I also understand that I must be assessed as ‘satisfactory’ in all parts of the assessment to gain a | |competent result for this unit of competency. I declare that the work contained in this assessment is my own, except where acknowledgement of| |sources is made...
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...Posh Garments Ltd.. Industrial Engineer/ Manager, IE Job Description / Responsibility A Well Reputed 100% Export Oriented Group Sr. Manager/ Manager - Planning (Bottom Division) Job Description / Responsibility * Line loading in Fast React. * Lead a team of Planners. * Target fixing based on capacity factor & efficiency or other parameters. * Monitor & plan Sewing production to meet the shipment requirement of the Company. * To follow up production target of the line wise production plan. * Make Time & Action Plan to have hard look on daily progress report & co-ordinate accordingly. * Monitoring the Daily production Reports with updated figure to know the production at a glance. * Prepare daily problem report & action plan against the problem, take proper step to solve them. * Any other task assigned by management Fakir Fashion Ltd. Sr. Manager (IPE) Job Description / Responsibility * Responsible for planning, developing and implementing allover IE & WS activities in all departments. * Setting IE team and ensuring that the targets are achieved. * Review the current policies and improve plans to improve upon the existing standards. * Setting up and maintaining controls and documentation procedures. * Prepare operation bulletin machine / line layout. * Do method / Motion / Time study in line for each style. * Capacity study of line for setting standards targets and line balancing. * Monitor the...
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...scc SM Supply Chain Operations Reference (SCOR®) model Overview - Version 10.0 supply chain council About Supply Chain Council Supply Chain Council (SCC, supply-chain.org) is a global nonprofit organization whose framework, improvement methodology, and benchmarking tools help member organizations make dramatic and rapid improvements in supply chain performance. SCC established and maintains the supply chain world’s most widely accepted framework for evaluating and comparing supply chain activities and their performance: the Supply Chain Operations Reference (SCOR®) model. The SCOR framework makes it possible for organizations to quickly determine and compare the performance of supply chain and related operations within their organization and against other organizations. SCC and its member volunteers continually advance these tools and provide education on how to leverage them for achieving superior supply chain performance. A consortium of 69 organizations founded SCC in 1996. Today, the SCOR model is used by thousands of organizations worldwide. SCC membership is open to all organizations interested in applying and advancing the state-of-the-art in supply chain management systems and practices. Our members represent a broad cross-section of industries including manufacturers, distributors, retailers, and service providers as well as technology solution providers, business consultants, academic institutions, and government organizations. SCC has chapters in Australia/New...
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