...Employee Portfolio: Management Plan MGT 311 Employee Portfolio Management As a manager at Riordan Manufacturing, it is the responsibility of management to develop ways to help supervise the employees. Riordan has an extensive employee portfolio management system with files on its employees to analyze the strengths, weaknesses, opportunities and threats of employees, and allows for reviewing their wide range of activities related to the organizations goals (Portfolio Management, 2013). Three employees were selected to take self-assessments to identify the best ways to manage them. These employees took three assessments labeled, How Satisfied I Am with My Job, What are My Emotional Intelligence Score, and Am I Deliberate Decision Maker assessments. After completion of the assessments an Employee Portfolio was created for each employee. The portfolio is used to make recommendations to help in developing the employees, and their individual characteristics are examined to show how they will benefit the performance of the organization. The three employees selected are Mary Tran, Young-Sook Phin, and Mary Napier. Mary Tran shows a general satisfaction with her job. To increase her job satisfaction to above average, management will need to pursue what exactly is the reason for her decline in performance. The job satisfaction score on the assessment was only average, therefore it is recommended that Mary Tran take the How Are You Feeling Right Now Assessment. This assessment will identify...
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...Employee Portfolio: Management Plan MGT/311-Organizational Development Employee Portfolio: Management Plan Employees’ values, personality, interests and skills are fundamental factors in distinguishing performing employees from incompetent. Self-assessments provide valuable feedbacks to managers to identify issues related to personality, and ideal candidates during the hiring process. In fact, “relying on an extensive amount of research, we can make some reasonably well-supported predictions of the relationship between achievement need and job performance” (Robbins & Judge, 2011, p. 3). In Riordan Manufacturing exercise, the analyzed self-assessments revealed intriguing facts about positive employees and their productivity levels. This data can potentially pay dividends towards the overall success of an organization. General attitude often sets a positive path towards high level of job satisfaction. “Job satisfaction would better predict a general behavior, such as whether the individual was engaged in her work or motivated to contribute to her organization” (Robbins & Judge, 2011, p. 112). Thus increasing the overall morale in a workplace and spreading good work ethics from one employee to another. The collected self-assessments depicted high levels of satisfaction when employees felt their managers possessed high levels of competence. Despite high level of job satisfaction, emotional intensity scored below satisfactory levels. Intangible factors (i.e. emotional stability)...
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...MGT 311: Portfolio Management Plan Richard Fenton August 25, 2012 Pamela Harris Management Plan Portfolio Riordan Manufacturing have implemented a management plan to develop their capability of managing employees. They have asked a few employees to complete self-assessments about their job satisfaction. These self-assessments will allow management to discover characteristics of the employees and determine how these characteristics affect Riordan Manufacturing. Self-assessments analyzed job satisfaction, emotions, how their emotions affect them, and how they make decisions. After a thorough analysis of the self-assessments, additional recommendations will be presented to assist Riordan Manufacturing gain a better perspective on the management and motivation of their employees. The participant in the Riordan Manufacturing self-assessments are Jonathan Cervantes, Lori Credico, and Holly Hunter. The following self-assessments were administered to the employees: How Satisfied Am I with My Job?, What’s My Affect Intensity?, Am I A Deliberate Decision Maker?, and How Are You Feeling Right Now? Management could identify their strengths and weaknesses manager based on the self-assessments of each employee and developed a plan on how to place employees in an area where each employee will feel more engaged in their job. Lori Credico’s self-assessments indicate a job satisfaction rating below average. Lori is affected by her moods only moderately, is a deliberate decision...
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...Employee Portfolio: Management Plan MGT/311 University of Phoenix Employee Portfolio: Management Plan Riordan Manufacturing managers are developing a plan to improve their abilities to manage employees. Three employees were recently tasked with completing a series of self-assessments to identify specific characteristics and to determine how those traits affect the performance of the organization. The self- assessments analyzed job satisfaction, employee engagement, and emotions. As a result of the analysis of the assessments, additional self-assessment recommendations are included to provide greater insight for the successful management and motivation of the individual employees. J. Aguilar, Rick Smith, and Janet Mills are the employees who participated in the self-assessments. The employees took the following self-assessments: How Satisfied Am I with My Job?, Am I Engaged? And How Are You Feeling Right Now? The manager identified the strengths and weaknesses of the employees based on the assessments and developed a management plan for the organization to best capitalize on the employees’ characteristics. The results of J. Aguilar assessments indicated a job satisfaction rating below the means, exhibited high engagement, and positive emotions during the assessment. Rick Smith scored higher than the means in job performance, demonstrated high engagement, and exhibited positive emotions. Janet Mills scored below the means in job satisfaction, is only moderately engaged...
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...Employee Portfolio: Management Plan The assessment of the three new employees to Riordan Manufacturing have been reviewed and summarized. The report below will give in detail each employee and give recommendations to how their characteristics will affect the performance of the organization and how they can best be assigned based on their individual responses. The report will conclude with each employee additional assessments if deemed necessary. Employee A: Employee A scored the highest in overall satisfaction and reported confident in his or her leadership, but gave evidence to being unsure of his or her place in the community and did not seem confident to instruct others. A gave a very positive attitude toward engagement and moderate views on being empathetic to others. The data displayed A to be careful decision maker with a high emotional intelligence to put thoughts first before decisions. Based on the data Employee A would continue to display loyalty and with continued exposure to the company’s goals and values contribute to enhancing our current goals and values. In the future it is recommended that Employee A receive assessments on decision making and leadership roles to potentially give him or her the opportunity to advance in a mid-level leadership role as a Team Lead or Shift Supervisor. Employee B: Employee B scored relatively high in the job satisfaction area but gave data to support the assessment that they were uncertain of what motivates them. Employee...
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...Employee Portfolio: Management Plan Three employees (Bailey J, Randall L and Sam S) employed by Riordan Manufacturing have recently completed a self-assessments. Randall and Sam’s results were very similar. However, Bailey’s result were significantly different from Randall and Sam. Bailey J’s Assessment Bailey’s achieving the highest possible result on the “How Satisfied Am I with My Job” assessment shows that she is extremely happy with her job. She also scored higher than average on the “What’s My Affect Intensity” survey. These two result show that she would be a great company ambassador for the new hires. Her positive attitude coupled with outward display of positive emotion will help the new hires become “fired up” about Riordan Manufacturing and their core values. Bailey shows a good aptitude for leading, and she is interested in a move into a management role. Recommendations suggest that she take the “What Is My Leadership Style,” the “How Motivated Am I to Manage,” and “How Good Am I at Building and Leading a Team” assessments. Sam S’s Assessment Sam’s “How Are You Feeling Right Now” assessment score was low, and his “What’s My Affect Intensity” assessment show him to be a level head individual. However, the lower score in the “How Are You Feeling Right Now” assessment shows that he bad mood or poor state of mind when he took the assessments that may have negatively affected the other assessment scores. Recommendations suggests that Sam retake the assessments...
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...Employee Portfolio Management Plan Self Assessments are quizzes that help evaluate employees on their skills, interests, personality, and values. “As ethical problems have increased in organizations, integrity tests have gained popularity. These paper-and-pencil tests measure factors such as dependability, carefulness, responsibility, and honesty; they have proven to be powerful predictors of supervisory ratings of job performance and of theft, discipline problems, and excessive absenteeism” (Robbins & Judge, 2011, pg. 1). As a manager for Riordan Manufacturing, three employees took a series of self-assessment tests for my organization. The analysis and interpretation scores of all three are positive and all three would make a great contribution to the organization. Positive people cognitively process more efficiently and are more productive. Job Satisfaction and Engaged High job satisfaction was above the range that determines lower levels of absenteeism, and their general attitude toward work is positive. Their engaged scores were also high, which defines these employees are in a positive state of motivation and fulfillment. “Individuals who score high in this category are loyal, dedicated, willing to devote considerable time to work, feel inspired by and proud of their work, and become immersed and absorbed while performing their work” (Stephen P. Robbins/University of Phoenix, 2005-2009). My employees are content coming to work and will possess good work ethics...
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...help aid management with better managing their employees. They are also used to help weed out potential employees during the application process. Assessments can help management better understand the needs of their employees and also give them a better understanding of who that employee is. Recently, three employee took six different assessments that will allow management to better manage them; those assessments will allow management to have a good understanding of how the three employees characteristics affect the performance of the organization and if any of those employees need to take any additional assessments. All three employees have characteristics that are going to be both good and bad for the company. Kim, Neil, and Cassandra all attempt to make the best ethical decisions that will be right for the company and the have respect other’s confidentiality. They are all open to change and show initiative; this are good characteristics to have when working for a company like Riordan because employees need to be willing to have an open mind and want to go above and beyond the call of duty to get tasks done. Kim has the ability to learn quickly and shows commitment. Cassandra has the ability to professionally communicate with other employees and her interpersonal skills are great. Neil likes to keep busy. All three seem like they would be good leaders if they would put in the right department within the company. All employees should take a time management assessment...
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...Individual Employee Portfolio Management Plan The first employee portfolio is for Darren. Through his assessment management has found that he is satisfied with his job but is concerned about the working conditions of the organization. To resolve this issue management will take a look at the working conditions of a plant and make improvements if needed. Darren is engaged as an employee but can become distracted. This can be corrected by finding the source of the destruction and fixing it. This employee has a good sense of emotional intelligence and is very deliberate and his actions. The second employee is Scarlett. See is not as satisfied with their job as other employees she feels free to make decisions that has concerns pertaining to pay the, the way company policies are made, the morale of the employees, and the working conditions. To improve for job satisfaction management needs to evaluate to make corrections to these problems. She is engaged in work and is always in a good mood. She is sensitive to other people’s feelings and has a good sense of emotional intelligence. Some of her weaknesses she needs to work on is self-examination aver intensity, finding the ability to establish common ground to develop a rapport with others, and think before taking action. The third employee is Ethan is very satisfied with his job. Is engaged in his work but seems to be distracted due to needing more challenging experiences at work. He is in tune with his emotions, good...
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...Employee Portfolio: Management Plan Summary MGT 311 January 2013 Employee Portfolio: Management Plan Summary When giving assessments at work, one of the most important areas a manager/employer must look at is the emotional state of the employee that is working for them. Many changes at work can have major emotional influence on an employee when unexpected (Lancaster, 1998). Things, such as hiring, firing, promotions, demotions, as well as just a change in what area they work in can take effect on them, not including whatever they are feeling outside the company that may be brought in (Lancaster, 1998). After taking a detailed look at the results of the assessments the manager noticed that each person has their strengths and weaknesses that are positive and may need some work. Lamar Fry has many strengths. He is an overall confident person, with great enthusiasm, who believes in himself and the work that he produces for a company. This is a positive for the company because they need individuals who are not scared to work and believe in themselves as well as showing positivity. He is also aware of his surroundings. Caring for people and their emotions as well as being aware of his own shows great empathy for others. Making sure that he is a deliberate thinker is another one of his strong assets. His strengths show that he is capable of becoming a leader, making serious decisions as well as getting along on team assignments. His weaknesses he lacks encouragement...
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...Employee Portfolio: Management Plan As the manager of Michael Wilson, Corey Jackson, and Sheila Marsh at Riordan Manufacturing I was asked to complete the evaluation and suggestions that Mr. Jones has requested. I surmise that Mr. Jones will discover these amazingly accommodating in picking up understanding on who our representatives are and how we can use them to bring about a significant improvement within the organization. I am likewise joining duplicates of the appraisals so that Mr. Jones can allude to them and let me know of any inquiries or concerns. In the first place, I want to address how Michael Wilson influences the association. He is profoundly fulfilled by his position so he is liable to stay faithful to the organization. Michael has amazing relationship building abilities, greatly sympathetic, and functions admirably as a component of a group, so I feel it would be to our greatest advantage to use him in some sort of open connection field once we create his different aptitudes. Michael is exceptionally passionate which appears to influence his choice making. There is a possibility that with correct training he could figure out how to control his feelings when managing work issues. Being self-motivated by all accounts seems to be an issue for Michael. I am not certain if this is on account of him...
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...Employee Portfolio Management Plan MGT/311 June 02, 2014 Kathy Maas Employee Portfolio Management Plan Job satisfaction is important in any work environment because the more satisfied that the employees are, the more likely that they will stay with the job and provide high quality work. Self-assessments on employees help to find out what characteristics, or traits each one possesses. It is important to know the personality of the employees hired in order to figure out what may motivate them. Three employees were given each a set of self-assessment to take in order for myself to better evaluate the individuals and see how they help our organization with their traits. With the self-assessment given on job satisfaction, all three of the employees were satisfied with their job, two being highly satisfied and one being somewhat satisfied. The individual who was only somewhat satisfied was unhappy in areas of management, freedom to make decisions, and being able to use his skills. This could affect the work performance because of the dissatisfaction. It would be important to sit this individual down and find out what he feels the job is lacking and get his input on how he would like to see improvements. When looking at the emotional intelligence scores of the employees, it was obvious that they each possessed a high level of individual intelligence. This lets me know as the manager that my employees are able to work through stressful situations and also are able to quickly...
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...Employee Portfolio-Management Plan Sammie Jay MGT/311 8/25/2014 N.N. Employee Portfolio-Management Plan Characteristics play an important role in finding the right person to fill a position in an organization. The management team not only has to find someone who can perform the requirements of the position successfully, but they must also choose someone who will be a team player, get along well with the other team members, work hard and diligently to complete their assignments and be open minded to new ideas and people. If the position is a management position those involved in the hiring process must be sure the person they hire is able to motivate and inspire others. How Employee Characteristics Affect the Performance of the Organization Employee characteristics play a large role in the performance of an organization. The three employees that completed the assessments all show strengths in being mostly in touch with their emotions, are happy and are able to focus on their work. They each have strengths in making good judgments and being empathetic towards others. These characteristics could come in very handy for an organization. Emotions are contagious. If one employee is happy and energetic it can inspire other workers to change their poor attitudes into good attitudes. The more good vibes that are given by employees the more they spread. Good attitudes help increase customer service and inspire new ideas and motivation. If a manager is...
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...Risk Management Plan for Defense Logistics Information Service 1. PURPOSE This Risk Management Plan is an overall look at how Defense Logistics Information Service can protect it’s data. The implication of lost confidential government data is the primary cause for this plan, and will be treated with the utmost importance. 2. GUIDING PRINCIPLES This plan will be presented through a formal, written, written risk management, and security safety program. The Security Safety and Risk Management Program supports the DLIS philosophy that government safety and risk management is everyone’s responsibility. Teamwork and participation among management, providers, and staff are essential for an efficient and effective patient safety and risk management program. The program will be implemented through the coordination of multiple organizational functions and the activities of multiple departments. DLIS supports the establishment of such clauses and best practices. An in depth look at mistakes made and ways we can learn from them will be at the forefront of out investigation. Constructive feedback will play a large part as well. In a just culture, unsafe conditions and hazards are readily and proactively identified, mistakes are openly dicussed, and suggestions for systematic improvements are welcomed. Individuals are still held accountable for compliance with safety and risk management practives. As such, if evaluation and investigation of an error or even reveal reckless behavior...
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...Business and Commercial Awareness ------------------------------------------------- MODULE CODE: 6FBS1261MODULE LEADER: Mr. Neil GodfreyImplementation PlanMember: Jenna Julien ID NUMBER: 13028960Programme Delivered by:CTS College of Business and Computer Science Ltd.Submission Date: 07/01/2013Final Word Count:1302(Excluding, Table of Contents, Tables & References) | Table of Contents Section 1.0 1 OVERVIEW OF INVESTMENT AND IMPACT ON FINANCIAL DEPARTMENT: 1 Section 2.0 2 LINKAGES WITH OTHER DEPARTMENTS: 2 Section 3.0 3 MILESTONES AND TIME PLAN FOR FINANCIAL ACTIVITIES: 3 Section 4.0 4 RISK MANAGEMENT PLAN: 4 TABLE 1: Showing Risk Plan for Implementation Plan 5 TABLE 2: Showing Risk Assessment for Implementation Plan 5 Section 5.0 6 FINANCIAL OVERVIEW OF INVESTMENT: 6 COST-PLAN 6 TABLE 3: SHOWING DETAILED EXPENSE ACCOUNT 7 TABLE 4: SHOWING TOTAL PROJECTED YEARLY INCOME 8 TABLE 5: SHOWING PROJECTED COST-INCOME RATIO 8 TABLE 6: SHOWING TOTAL FORECASTED PROFITS 8 TABLE 7: SHOWING PROJECTED PROFIT-INCOME RATIO 9 TABLE 8: SHOWING PROJECTED BREAK-EVEN PERIOD FOR 9 Section 6.0 10 RESOURCE REQUIREMENTS BY THE FINANCE DEPARTMENT: 10 Section 7.0 11 KEY PERFORMANCE INDICATORS 11 Section 8.0 12 REFERENCES 12 Section 1.0 OVERVIEW OF INVESTMENT AND IMPACT ON FINANCIAL DEPARTMENT: The 3 star new build in Rio de Jainero, Brazil was chosen as the best investment idea by our syndicate...
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