...Overcoming pressures on The Management Of Employee Memanage sebuah perubahan suatu tugas yang sangat rumit,dimana yang lebih baik dilakukan adalah gaya partisipatif dalam mengelola atau memenage. Gaya partisipatif dalam mengelola atau memanage adalah diaman seorang manager terlibat dalam pengambilan keputusan dan hal lainnya. Estabilish team spirit Semangat sebuah team termasuk mempercayai orang-orang di dalam suatu perusahaan bahwa mereka “terlibat bersama” dan dengan bekerja bersama sesuatu hal yang baik dapat di raih. Communicate with employee Terbuka dan seringnya berkomunikasi dengan karyawan dapat membangun rasa kepercayaan dan mengurangi rasa kuatir.Kekuatiran akan perubahan yang berkaitan dengan pertumbuhan perusahaan adalah hal yang lebih buruk dari kenyataan dari sebuah perubahan, dan komunikasi akan meringankan beberapa kecemasan tersebut. Overcoming pressure on entrepreneurs’ time Pengusaha dapat selalu menggunakan waktunya dengan baik dan benar, jika mereka lebih berusaha melakukan hal tersebut maka akan lebih memperkaya usaha mereka serta kehiupan pribadi mereka. Time management adalah sebuah proses dari perbaikan produktivitas individual melalui penggunaan waktu yang lebih efisien. 1. Increased productivity 2. Increased job satisfaction 3. Improve personal relationship Basic Principles of Time Management * Prinsip Keinginan Kesadaran bahwa sikap dan perilaku pribadi mengenai alokasi waktu harus di ubah * Prinsip efektifitas Focus...
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...INTRODUCTION Managing employee performance is an essential function or role in any organization. Performance management as defined by Armstrong (2009:618) “is a systematic process for improving organizational performance by developing the performance of individuals and teams” An organized way of enriching the results of an organization by impacting the output of each individual and team. It improves an individual or team output, thereby achieving improved outcome. This cannot be achieved if planned goals, objectives are not initially outlined, discussed and agreed on. The importance of this study cannot be over emphasized. it will evaluate the processes used in managing the performance of an employee presently and will recommend an improved approach in order to achieve the new value proposition of the company which states that MY STAFF MUST BE HAPPY AT ALL TIMES. Each member of staff achieves mores when there is predesigned direction and a constant achievable aim as regards a defined communication in relation to task (what is expected now and after). Forecasting includes what an employee hopes for in order to avoid being sidelined by the inclusion of decisive assessment which is not part of the design. Employees should be given ways to develop in their field by providing chances to work on higher tasks, combining less-skilled employees with professional employees, and giving team model where employees can test and agree on decisions. Happy customers equal happy staff...
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...Conflict at work stems from employees’ petty, childlike behaviour and their inability to understand the necessary decisions that manager’s make for the good of the whole organization. Critically discuss this statement, drawing upon course readings that engage with the issue of employee resistance. Introduction In the following essay I am going to argue that conflict at work stems from managers decisions to control and dominate the lives of its employees, as it misuses the power relationship in an attempt to enhance its control. I will discuss the article by (Prasad and Prasad 2000), (Clegg, Kornberger and Pitsis 2008) and (Knights and Roberts 1982) to demonstrate this point. I also argue that conflict stems from attempts by employees to counteract the domination of basic human qualities such as feelings and emotions as they act in an attempt to restore dignity within their lives. I will do this with reference to texts by (Cohen and Taylor 1992), (Prasad and Prasad 2000), (Knights and Collinson 1987) and (Roberts 1984). As organisations are clearly places of domination I argue the importance of conflict within society to inhibit organisations exploiting and manipulating its employees and society at large. For this argument I will use texts by (Morgan 2006), (Baken 2004), (Rothschild and Miethe 1994) and (Blau 1963). Through the use of (Milgrams 1974) text I will argue the detrimental effects of obedience, with reference to the Nazi occupation of Europe, and thus the need...
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...Employee Performance Management is a process for establishing a shared workforceunderstanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce. How Annual Appraisals are Different But Part of Performance Management Most organisations have some type of employee appraisal system, and many are experiencing the shortcomings of manual staff evaluation systems. When discussing workforceperformance the most commonly asked question is "How does Performance Management differ from performance appraisals or staff reviews"? Performance Management is used to ensure that employees' activities and outcomes are congruent with the organisation's objectives and entails specifying those activities and outcomes that will result in the firm successfully implementing the strategy (Noe et al. 2000, p.55). An effective Performance Management process establishes the groundwork for excellence by: * Linking individual employee objectives with the organisation's mission and strategic plans. The employee has a clear concept on how they contribute to the achievement the overall business objective, * Focusing on setting clear performance objectives and expectations through the use...
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...Developmental organizations embrace performance management processes that enable employees to become their greatest asset. When managers function as performance coaches, they become trainers, confronters, mentors, and counselors, providing positive feedback and reinforcement to improve skills and competencies that ultimately enhance overall employee performance. Performance management functions as an integral part of a comprehensive development strategy, although too few organizations subscribe to this philosophy (Gilley & Maycunich 2000). . Hence, the business world overflows with mediocre, stagnant, or failing organizations that stubbornly or ignorantly overlook their employees' potential. We believe that well-designed and well-executed performance management provides an excellent vehicle for promoting continuous employee and organizational growth and development (Gilley & Maycunich 2000). Developmental leaders rely on performance-oriented principles to help their organizations achieve the business results needed and to improve employee performance and productivity through continuous growth and development. These three principles performance partnership, organizational performance improvement, and effective communication provide a foundation for excellence by allowing leaders to communicate their expectations in a clear, motivating, and inspirational manner. Developmental leaders possess effective communication skills that enhance their ability to deliver performance...
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...A Project Presentation On Employee Management System Submitted By: Patel Sona B. Patel Payal J. [E.No-13084231201] [E.No-13084231170] M.Sc. (CA & IT) Semester-III Submitted To: Department of Computer Science, Ganpat University,Ganpat Vidyanagar – 384012. July/Dec-2014 1 Project Profile:Project Title Employee Management System Objectives System is used to Manage Employees, In Recruitment process choose candidate, Project Management, Client Management at one place. Platform Web Application Front End .NET Framework 4.0 with VB Back End Microsoft SQL Server 2008 Tools Visual Studio 2010, Ajax Control Toolkit 4,Crystal Report 2008 Students Name Sona Patel (13084231201) Payal Patel (13084231170) Internal Guide Hiral R. Patel Developed By Sona Patel Payal Patel Existing System:• Existing system requires manual integration of data and management of different-different processes. • Company requires different systems for Human Resource Information management, Project management and client & Product management. • Searching and tracking of information becomes complex and time consuming. Need for New System:• The new system requires to integrate systems for Human Resource Information , Client management and Project management at one place. • It makes data manipulation of projects & employees easy and fast. Its Less time consuming and provide efficient searching. FUNCTIONAL SPECIFICATION:•...
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...------------------------------------------------- Strategic Management and Employee Management Alignment ALDI ------------------------------------------------- Strategic Management and Employee Management Alignment Executive Summary ALDI is a German company that is a global leader in the retail grocery industry with over 7000 stores worldwide. The company has a good reputation for their high quality products with low pricing. The purpose of this assessment is to investigate how well ALDI align their human resource strategies to the overall business strategy. The report commence with a presentation of the company’s main features, where it started and how it has developed to be an international leader. Further on, the assessment contains an explanation of what business strategy ALDI has in the organisation and what the people management processes and practices look like in the company. Lastly it identifies actual examples of people management processes and how well they are applied into the organisation. Improvements are highlighted as a way for the organisation to improve and be able to remain competitive on the international market. Key findings of this report are that the current business strategy is a cost leadership approach. The strategic management of ALDI at present is one of expansion and growth. The employee management reflects this as ALDI is participating in a period of recruitment and employee training and development. The marketing strategy illustrates...
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...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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...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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...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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...requirements. Managers need to be aware of the requirements and possible consequences of unfair dismissal under existing legislation. It is important for business resources that this is done so to avoid having to use resources and time fighting unfair dismissal claims or legal claims by an employee where it can be established a breach of legal and organisational requirements has been found. It is also important to be sure all business needs and resources have been made available and utilised by the employee prior to termination as the time and money in business resources been used by an organisation to recruit, cover employment gaps, shifts, workloads, re setting of team structures and goals and training of new staff can be saved by persevering with the existing employee where possible. Managers also need to take into account such factors as employee’s performance history and record and whether there’s a long history of poor performance or this out of character for the employee. A manager also needs to be aware the need to follow correct warning procedures prior to their termination and was given the opportunity to respond. Managers should be aware they need to demonstrate to the employee that prior steps and plans had been put in place which has led to ongoing poor performance and that they had been warned previously with the opportunity to address their performance. The manager have a detailed history of notes of previous meetings, discussions, verbal and formal warnings as...
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...Assessment #4 Employee Performance Management and Development Strayer University HRM530 Section May 29, 2011 I. The following are factors causing the employee’s dissatisfaction: a. The employee is exhausted and frustrated, because the work seems to be at once too much and too little. b. The employee feels overworked and does not feel any excitement about her work. c. The employee does not feel she is being challenged to learn skills that will help her reach her ultimate goal of owning her own business. II. In regards to the above factors that caused the employee’s dissatisfaction, the following are those that could be addressed with improvements in the way the organization handles development: a. The organization could reassign responsibilities that the employee does not like or that are routine to assist employees who are exhausted and frustrated, because the work seems to be at once too much and too little (p. 394). b. The organization could provide opportunities for employees to cross-train in other roles and responsibilities to increase the feeling of excitement about work (p. 394). c. The organization could expand the job to include new, higher level responsibilities to learn skills that will help the employee reach her goal of owning her own business (p. 394). III. Regarding his employee, Malik should do the following tomorrow: a. The first thing Malik should do is schedule time to meet with his boss. Malik is a new manager and new to his workplace. He...
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...Build employee satisfaction in diversity management About This Research This following research represents the findings from Diversity Management and Employee Job Satisfaction Survey of employees. Overall employee survey was build job satisfaction, organization benefits and potential challenges. On the basis of management survey included role of managers and potential benefits. On the one hand when manager started their works, the first thing is make employee very clear their job goals, then they can focus on their personality skills. The purpose of this research is the employee job satisfaction survey can help company have high quality diversity management. The Diversity Management More and more company managing workforce use different tools and program, that’s make sure manager focus on the hygiene factors and motivators. Because of employees have different culture and social behaviors, depends on the different ethnic background and religions the employee have different organizational behaviors. Managers should be bringing people together into a cohesive, normal group and productive unit, managing diversity in the organization is very important for company. About diversity management, there are 5 steps to help managers to managing diversity in a workplace. Step 1: All of employee personnel policies are based on the employee performance. Make sure the tenure, ethnic background, religions and other category have positive influence for management policies. Managing...
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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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