Management and Performance

Topics: Management, Human resource management, Performance improvement Pages: 14 (4892 words) Published: June 19, 2015

Activity 1-16 :

1.1 Why is it necessary to consult relevant groups and individuals about the work to be allocated and the resources they will need?

It is always advisable to consult with individuals and groups about work allocations to determine what needs to be done and who has the necessary skill and experience to carry out work tasks. The people who need to use the resources should be consulted to find out what they need and when it will be needed. In this way budgets and resource plans can be made to accommodate these needs.

Consultation involves employees and gives value and importnace to their ideas and Inputs by: a) making them feel valued
b) encouraging ownership of improvement needs, problem solving and effective resource management strategies c) making them aware that they contribute toward the big picture goal achievement of the organisation d) enabling awareness of the goal setting and planning procedures required for success e) providing a means for communicating targets and objectives — employees cannot be expected to meet resource management targets if they do not know what they are (this includes targets relating to cost management, budget applications and waste management) f) providing a link between management and work that enables realistic goals and targets to be set g) motivating higher discretionary input

1.2 What resources might be required in a business organisation?

Resources could Include:
* human resources
* recruitment, selection and induction procedures
* knowledge
* competence
* data and information from internal and external sources * client/ customer information
* stake holder/shareholder input
* intellectual property
* processes and procedures, policies, operations, continuous improvement processes * time/shift requirements
* training and training materials (internal/external)
* coaching and mentoring
* technology
* raw materials
* manufactured products and parts, plant, equipment and machinery * stock and supplies, consumables—paper, toner etc
* capital/financial support and in puts
* location/ premises
* health and safety resources
* legislative and regulatory resources

1.3 What are the likely repercussions if resources are not available to employees as needed?

Work will not be completed to the necessary deadlines, or will not be of the necessary quality. This could create high levels of employee frustration and dissatisfaction—and high levels of customer dissatisfaction

2 Why are operational plans necessary?

Operational plans ensure that everyone knows what to do, when to do it and at what standard work must be done. If there are no plans then workers have no direction and work is uncontrolled. This means that it will not be systematic and will probably not achieve its intended goals. Plans also enable cost-effective resource allocations.

3.2 Describe the criteria that should be considered when allocating work to individual employees.

The criteria that should be considered includes:
* competencies of the staff member
* expertise and experience
* interests
* availability
* likely outcomes of involving specific employees
* support required
* relationships with other team or group members
* workload
* Importance of the work
* time frames and deadlines
* safety or security Issues

4.1 Explain what a code of conduct is and how it might affect work outputs.

A code of conduct is a set of rules outlining the responsibilities of or proper practices for an individual or an organisation. It contains descriptions of the principles, values, standards, or rules of behaviour that guide the decisions, procedures and systems of an organisation, in a way that (a) contributes to the welfare of its key stake holders, and (b) respects the rights of all peoples affected by its operations (Source:...
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