...experience working with NASA and interplanetary exploration missions (Kaplan and Mikes, 2010). Multiple review boards took place to discuss in detail the consequences and likelihood of risks occurring. Tiger teams were established to find resolutions to existing problems weeks before the launch date. The case study eludes to a high probability of the budget increasing if the launch is delayed, and the probability the mission would not be successful was low. Because of this, Gentry Lee should recommend the launch of the MBE mission. 1.2 What are the most important factors to consider in this mission? JPL invested substantial time “Identifying, measuring, and applying risk factors against the value opportunity and the cost of failure” (VMware 2013). This methodology was a key process to deciding to launch or delay the launch of MBE. One factor that had an impact is regarding the current team members. Because CalTech operated Jet Propulsion Laboratory (JPL), it is likely that the majority of engineers part of the mission team, were new graduates from CalTech. At that moment in the project life cycle, engineers have been in place for years and gained knowledge and experience that were vital to the project. If the launch is delayed there is a possibility the team members will change due to contract changes and company attrition and/or employee turnover. Along with the team members changing, technology is advancing, “Newer technologies had evolved since the project had started...
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...Project Roles & Communication Plans HRIS with ESS Project GenRays April Drake, Project Manager Contents Contents .......................................................................................................................................................................... 2 Part A: Organization Chart ............................................................................................................................................... 3 Part A1: Role Descriptions ........................................................................................................................................... 4 Project Manager ....................................................................................................................................................... 4 Advisory Board ........................................................................................................................................................ 4 Procurement & Vendor Manager .............................................................................................................................. 5 User Assistance Manager ......................................................................................................................................... 5 Business Analyst ...................................................................................................................................................... 6 Platform Technology Team – System Architect...
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...easily reviewed and updated, and presents the skills of team members in a single chart. This guide examines how a Skills Matrix will help you to: • Review the skills and competences required for roles within the team • Assess training needs • Identify gaps in skills within the team • Build commitment to the development of new skills. Definition A Skills Matrix is a table that clearly shows the skills held by individuals in a team, and the skills gaps within a team. Key steps in preparing a Skills Matrix ��� ���� To get the most out of your Skills Matrix you will need to: ����� ���� 1.Identify the job roles in your team 2. Review and code standards of performance 3. Assess the requirement for on-the-job training. An example of a completed Skills Matrix is provided at the end of this guide, as well as a blank proforma. Look at the example, photocopy the proforma, and using your own team as a guide, follow these steps to prepare a Skills Matrix. (For more on Organisational Training Plans, see ‘How to Develop an Organisational Training Plan’). Learning Resources Instep (UK) Ltd. Willow Barn, Newcastle Road, Brereton, Sandbach, Cheshire CW11 1SB Tel: 01477 505811 Fax: 01477 505822 email: HowTo@instepUK.com www.instepUK.com ������ ��� 1. Identifying job roles List your team members in the left-hand column of the blank proforma. Identify up to 8 key tasks or roles that your team must fulfil to be effective and achieve its goals. It may...
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...If it is a team case, provide the team number and names of each team member. 2. Each case will provide a. A synopsis of the case, b. Statement of the problem, c. Provide alternatives with analysis of each alternative to solve the problem using concepts studied and d. Reach a decision or conclusion that solves the problem and recognizes further consideration. Conclusions are based on evidence provided in the analysis of alternatives. 3. A minimum of two scholarly references will be used. Keep in mind this is a minimum requirement. Websites are NOT considered scholarly references. Wikipedia will not be used as a reference. Use the reference librarian for assistance. 4. Cases are turned in on Blackboard on the date noted. Cases turned in late are subject to point’s reduction. 5. The last page of the case will be the team evaluation. 6. If selected, teams will present their cases in class using good presentation skills, e.g., not reading the information. The team presentation can influence the points awarded. After the last page of this case are presentation guidelines. 7. These instructions also apply to the final case. If the case is done as a team, attach to the case the “Team Evaluation.” The scores on the Team Evaluation do not affect the case grade; the thoroughness of the Team Evaluation does. The purpose of the Team Evaluation is for team development; to improve future team projects. A copy of the team evaluation...
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...Resource Management Method: Complete a performance management review form and conduct a role play using the form Assessment No.: 2 Weighting: 40% Term/Year: Term 1 / 2015 Due Date: Week 8 (Friday 13 March 2015) Competency Title/s: BSBMGT502B: Manage people performance Trainer Name: Purpose of Assessment and provide evidence on: • Documented performance indicators and a critical description and analysis of performance management systems from the workplace • Techniques in providing feedback and coaching for improvements in performance • Knowledge of the relevant awards and certified agreements How your work should be presented: Your documentation must: a. Be of a professional standard (spelling, grammar, punctuation) b. Size 12, Arial Font c. 1.5 Spacing d. Add a Title page with your name, student number, subject, class no and trainer’s name. If you wish you can add a graphic or picture. (read How to write a report) e. All pages must have a Footer with the following details: • Date • Page numbering f. References – use references on the pages where they are used g. Check the layout by using print preview to ensure that the report is centred and balanced Assessment Instructions Part 1: Performance Review Template Document: • Copy and complete the following Employee Performance Review assessment template which is based on the job description that...
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...the Department of Finance and any other contributor to this guidance note do not assume any liability to anyone for any loss or damage caused by any error or omission, whether such error or omission is the result of negligence or any other cause. Any and all such liability is disclaimed. Contents 1: Introducing Project Management for Capital Works Projects 3 1.1 Overview 3 1.2 Project Management Principles for Capital Works Management Framework 3 1.3 Influencing Factors 3 1.4 Managing the Project Programme 3 1.5 Administrative Procedures 3 2: Project Execution Plan 3 2.1 Role of the Project Execution Plan 3 2.1 Project Execution Plan Content 3 2.2 Detailed Project Execution Plan Content 3 3: Project Roles and Responsibilities 3 3.1 Project Teams 3 3.2 Management Team: Roles and Responsibilities 3 3.3 Design Team: Roles and Responsibilities 3 3.4...
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...rolling with any project. A charter should be a short, brief synopsis of the project that gives the project manager permission to start the project, help the sponsor and project team members develop a clear understanding, holds persons involved accountable, and screening project that have potential (Kloppenborg, Nkomo, Fottler, & McAfee, 2012). Title: Operation Fresh Start Scope Overview: Operation Fresh Start project will initiate a companywide change in employee job satisfaction. There will be a restructuring of job task and roles to better fit employee skill level and include their involvement of decision making to improve job satisfaction. Compensation is a huge motivation since a job is the primary source of income and security for most individuals. Employees will now be subjected to annual raises based on performance reviews, the amount of time the individual has been with the company, and job structure. We will also add medical and life insurance to benefits packages. The new design and pay levels will create job satisfaction among employees while also motivating them to have better job performance. Business case: According to Noe, Hollenbeck, Gerhart, & Wright (2011), job dissatisfaction can be caused by the task and roles associated with the job and pay and benefits. The tasks and roles of a job need to have some level of complexity to keep the employees satisfied and not small, repetitiveness that could bore the individuals. Compensation is the most important indicator...
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...Welcome to Human Resource Initiatives meeting! The goal of this meeting is to present Human Resource Initiatives around: Performance Evaluations, Team Evaluation and Implementing Succession Planning. 1 A Performance Evaluation is the means by employee performance is documented and assessed. The evaluation is based on pre-determined criteria. For example a manager would sit down with an employee and discuss clear goals for the current position they hold. Pre-determined criteria would give specific, measurable goals. Like the receptionist will return all messages with 48 hours of receiving them. The manager would have a system in place to ensure they could determine if all messages were returned within the 48 hours. Another area could be company citizenship. Company citizenship is what has the employee done inside the company that aligns with a companies corporate citizenship goals. This could be volunteering to conduct a Lunch & Learn meeting, or helping to plan an employee appreciation event. Accomplishments could be evaluated by listing all of the things the employee accomplished during the previous year. An accomplishment is usually something that goes above and beyond current job responsibilities. And lastly, Future Improvement is what an employee is doing to better themselves. This could be signing up for a course, pursuing a degree or designation. 2 Performance Evaluations are used to manager and align all of an organization's resources in order to achieve...
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...Understanding the Management Role in the City and Guilds of London Institute (‘City & Guilds’) Contents Page The organisation in relation to its purpose and its stakeholders 2 Purpose of City & Guilds 2 Key stakeholders 2 Structure of City & Guilds 3 Rationale for structure 4 The role of management in achieving goals 5 City & Guilds goals 5 Responsibilities of middle managers in City & Guilds 5 Manager’s responsibilities linked to organisational goals 6 Effect of communications and interpersonal relationships on 7 managerial performance Importance of interpersonal relationships 7 Importance of effective communications 8 Ensuring effective team communications and interpersonal skills 9 Development opportunities 10 Critical appraisal of personal skills and attributes 10 Areas for development 10 Development plan 11 References / Bibliography 12 1.0 The organisation in relation to its purpose and its stakeholders 1.1 Purpose of City & Guilds City & Guilds is a leading vocational awarding organisation for work-based qualifications, committed to offering high quality qualifications across a wide range of industrial sectors, through 8500 colleges and training providers worldwide. City & Guilds Group also includes the Institute of Leadership & Management, the UK’s largest management body, combining industry-leading...
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...Activity 2 5DPP In today’s business world we’re expected to drive our own development, keep ourselves fresh, embrace change and keep abreast of external factors affecting the role we play in the business environment we work in. One of the ways to drive and improve personal performance is by undertaking self assessments. While there are many self assessments available, many rely upon different contributing factors. The Johari Window theory focuses on communication being vital to a successful business; being an information processing model, the Johari Window employs a four-part figure to reflect the interaction of two sources of information - self and others. (Teleometrics International, 2007). Whilst the Johari Window could be an advantage in future roles I wish to progress into within Wilko, identifying area’s I don’t know about myself could be vital to the success of my newly formed team. The disadvantages far out weigh any benefit from this model, as personality type ENFJ’s are sensitive (identified by the Jung typology test); Too Sensitive – While receptive to criticism, seeing it as a tool for leading a better team, it's easy for ENFJs to take it a little too much to heart. (NERIS Analytics Limited, 2011). The CIPD Profession Maps focus is aimed at HR professionals; it adds the greatest sustained value to the organisation and how it operates now and in the future, It captures what successful and effective HR people do and deliver across every aspect and specialism...
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...person centred reviews influence strategic commissioning? Person centred planning and reviews are in place to support an individual to reach their goals. Without these tools the individuals will have not goals in place and will not be able to acheive the right outcomes. 2.4 Explain what a person-centred team is? A person centred team is where the staff share information about what is important to them at work and what support they would like in order to do their job more effectivly. Appraisals and .. are good for these as they outline what you can do better as a staff memeber, highlights what is going right within your role and also what training you think will benefit yourself to make the service you provide better for everyone. This helps team memebers support and value eachother. You would work so much better when you feel supported and understood at work which means you are more likely to work well at understanding, valuing and supporting the people you care for. 2.5 Explain how person-centred thinking can be used within a team?...
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...TEAM CONTRACT Team Name: Team G 1. Identify a role for each team member. How will this structure allow the team to be more effective? The first two roles must be filled. Other roles could include facilitator, team members, note taker, timekeeper, and reviewer/publisher. (Note: There must be a team leader as well as someone designated to compile (a compiler) the handbook in addition to the remaining roles listed above.) Role | Team Member Name | How will this structure allow the team to be more effective? | Team Leader | Stacie Powell | Set-ups up conference calls, keeps group organized | Handbook Compiler | Ninfa Crews | Organizes the entire paper to ensure fluidity | Notetaker | Sabrina McCane | Keeps team informed of what was discussed and decided upon during meetings | Timekeeper | Tina Long | Updates and reminds team of deadlines to ensure that everyone is staying on track for the goals | Reviewer | Roberto N | Ensure that each section is written properly and grammatical correct | Facilitator | Raeline Berry | Makes sure we have the information needed, will bethe point of contact if we need to have someone get in contact with the course mentors. | 2. Identify at least three team goals. 1. Pass the task on first submission 2. Work effectively as a team. 3. Timely completion of team goals and due dates as well as course deadlines. 3. Review and discuss weekly assignments and deadlines outlined below. Week | Weekly Assignments...
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...appropriate interventions useful in achieving the desired performance results. When defining performance management one needs to be able to look into the cyclical approach of performance management. Performance management is about more than just managing or documenting annual goals. It is important because it is an ongoing partnership between an employee and a manager that helps guide performance and development within their company. To get a better understanding of the best used practices and current trends within performance management, this research will briefly discuss successful practices used among companies that utilize the four main components of performance management which are, planning, coaching, providing feedback and the performance review. Best Practiced Trends in Performance Management Today’s world is continually changing and expectations are on the rise. Managing employee performance is essential in helping companies meet these expectations. Many companies have adopted the performance management process in order to monitor and improve performance within the workplace. The goal of performance management is to guarantee each employee possesses the knowledge, skills, abilities, motivation, and organizational support to complete their daily tasks effectively and efficiently. Performance management riles on performance, causal analysis to identify current and desired performance. It also takes into account how the motivation system, organizational environment...
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... State Zip Code Date Table of Contents Introduction 2 Roles and Responsibilities 2 Project Organizational Charts 3 Staffing Management 4 Introduction This section explains the purpose and importance of having a human resources management plan. It should provide a general description of what the plan includes and explain how the project manager and project team can use the plan to help them manage the project effectively. Human resources management is an important part of the Software Upgrade Project. The human resources management plan is a tool which will aid in the management of this project’s human resource activities throughout the project until closure. The human resources management plan includes: • Roles and responsibilities of team members throughout the project • Project organization charts • Staffing management plan to include: a. How resources will be acquired b. Timeline for resources/skill sets c. Training required to develop skills d. How performance reviews will be conducted e. Recognition and rewards system The purpose of the human resources management plan is to achieve project success by ensuring the appropriate human resources are acquired with the necessary skills, resources are trained if any gaps in skills are identified, team building strategies are clearly defines, and team activities are...
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... |College of Social Sciences | | |BSHS/302 Version 6 | | |Introduction to Human Services | | | | Copyright © 2011, 2009, 2005 by University of Phoenix. All rights reserved. Course Description This course provides a broad overview of the human services discipline using practice settings and social problems as lenses so that the role and function of the human service provider, as well as the clients with whom they work can be understood in context. The course begins with a brief overview of what a human service provider is, and what services these professionals provide. A history of social welfare is provided so that students can gain a historical perspective of how poor and marginalized populations have been cared for in the United States. Generalist practice skills and intervention strategies are introduced generally, but a more in-depth exploration of intervention strategies are discussed in later chapters as they apply to particular social problems and practice settings. The course concludes with an exploration of macro practice where change is affected on a broader...
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