Reflection and Evaluation : a Critical Analysis of the Contributing Factors for Managing and Developing People

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HR 380 Assignment 1
Reflection and Evaluation : A Critical Analysis of the
Contributing Factors for Managing and Developing
people

Group 21
Ching Chung

1.

Content
Introduction
Personal Experience
Situation and Analysis
Involving departments
The level of power
The level of decision making
Self-efficacy theory

Recommendation & Summary
Reference

2.

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Introduction
The aim of this report is to identify the factors and elements that involved in the reality by applying the theories into own experiences in order to find out the method that leads the organisation having better behavior. Firstly, several personal experiences will be brought out. Secondly, factors that involved will be identified. Then, related theories and models will be introduce and applied in to the reality. Finally, two out come will be summarized in the conclusion.The applicability of those theories, identified by comparing the different between the theories and real experience. The recommendation for organisation that helps to developing people and result in positive performance.

Personal Experience
It was a three months internship in a watch factory in China during the summer brake from university. I was placed in a position that responsible for training new staff, giving IT supports and being HR administrator. During this period, several difficulties occurred while cooperate with other employees. Firstly, it is always difficult to reach an agreement with either senior or new employees due to several reasons such as opinions from difference aspects. This part will be related to role and relationship within the organisation. Secondly, even though the decision has been made, the employee will not actually do what has been told. The power theory will be related. Thirdly, the decisions were alway made by the manager and employees show passive rather than motivated. It links to the level of decision making and participation in the meeting. Finally, young employees trying to avoid being involved in project due to the luck of confidence. Categorized to the self-efficacy theory.

Situation and Analysis
Involving departments
Manager
Directions are given by the manager. For instance, the new introduced system should work more effectively and provide a clear and correct report within the shortest time. And my responsibility to to reach the requirements.

Recruitment
Interviewing with new staffs or who would like to work for the organisation in order to find out the right position for them. The responsibility is to make sure the new staffs are able to operate the system easily, effetely, and correctly. In order to reduce system calculating mistake in the following work.

Employees
I have to make sure that employees are all familiar with the operating the system. In order to avoid the overlaps and the gap among the positions within the organisation. The target is to clarify the duty of each worker in different position, therefore it prevents the operation of system stop due to the unclear responsibility.

System company
The responsibility is to communicate with the engineer and trying to achieve the requirements from the manager. Also, pointing out the systemʼs errors that occurs during the operation and ask the company to fix them as soon as possible. Sometimes, I found it difficult to achieve the requirements from the manager. For instance, there are specific reports needed by the manager for seeing the production process and financial situation. 3.

However, the way that system works is not as flexible as way the manager though. In this case, I will be responsible to contact the system company to change the...
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