BSBMGT502B MANAGE PEOPLE ASSIGNMENT Activity 1 Workplace Policies and Procedures a. What are your organisation’s policies and procedures regarding counselling underperforming employees? The term counselling refers to the discussion and investigation of problems which affect an employee’s work performance or behaviour in an effort to discover answers to on-the-job problems. COUNSELLING POLICY 1. Counselling will offer support in ensuring employees reach the required standards of their roles and to be more independent and capable of resolving their own problems.
Purpose: An ITGC helps the audit committee to determine the deficiencies in internal controls. ITGC needs to review the IT Management, System development, Data Security, Change Management, and Business Continuity Planning to determine the risk assessment to improve the company. Scope: Our team viewed all the procedures and policies of the company. It reviewed the strength and weaknesses of the IT Management, System development, Data Security, Change Management, and Business Continuity Planning by performing interviews to each department. Findings: Our team found that IT Management had a low risk of assessment since they have a plan and the follow it.
Team "B" Reflection Summary: Weeks One and Two Shamela Caldwell, Brandee Carter, Katrina Harris, Ina Howard, Carolyn Young MGT/311 August 22, 2012 Walter Goodwyn Team "B" Reflection Summary: Weeks One and Two Week one addressed the varying levels of job satisfaction and how it is measured. Job satisfaction consists of factors such as, interaction with co-workers, supervisors, and the way an individual adheres to the rules and policies of the organization. We also discussed that attitudes determines the behavior of an employee when it comes to productivity, efficiency, and the ability to participate in a team effort. Unfortunately, too often individuals equate good pay with job satisfaction because to them to having a job should suffice.
For example, if the client is better off after the application of the intervention in comparison to the prior assistance. Applying a logic model to this evaluation will measure the changes of skills, behaviors, understanding, values, and independence for each client. The measurements will address the prior behaviors and skills in comparison to the present behaviors and skills to document the achievement changes. These measures come from data collection involving client satisfactions surveys, special measurement instruments, and the service professional that can accurately account for specific influences in these evaluations. In addition, the outcome evaluation can prepare the organization for a long-term intervention that can create changes in the community of the organization and the surrounding businesses and community stakeholders.
Distinguish among operating, investing, and financing activities. Managers’ activities and responsibilities can be classified into three broad functions. List and discuss each function. Identify and discuss the relevant costs in accepting an order at a special price Smith & Company claims that the relevant range concept is only important for variable costs. Explain the relevant range concept and discuss whether you agree with Smith & Company.
For question 1 the Research and Development team used nominal data to determine at which level the worker was. Question’s 2 and 3 focused on the interval scale to determine how the employees felt about a given situation. Question 4 used a ratio scale to determine how often the employee felt he or she had to look for reports or paperwork. Question’s 5 and 6 again used an interval scale to determine how they felt about the situation. Question 7 used the ordinal scale to rank how common or important the situations were to them.
Week 8 Assignment Shannon Parks Marilyn Fitzpatrick BUS 409 May 27, 2012 1. Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis is a way for a company to gather, document and analyze different information so that the company can describe the different jobs that are within the company. A job analysis will tell the content of the job duties the requirement of the workers and what the conditions that the worker will be in. Job evaluation is what a company uses to recognize the differences in the relative worth between jobs and by using this it will help establish pay differentials.
Two, assessments, which predict if a candidate interests are for the job for which they applied. Last, simulations that test the applicant’s skills ("The Four hiring Practices of Highly Successful Organizations" 2012). Conclusion This paper explained the choices of two employees who were administered assessments surveys to determine the conditions in the workplace as related to their perspective jobs. The surveys provided a look into the personalities, characteristics and, other valuable information. The paper also discussed how employee’s characteristics affect the organization and recommendations for additional
Examples include a situation where there is a perceived or potentially unfair difference in pay, work schedule, assignments, permission to telework, access to training and development, opportunities for travel, opportunity for promotion, etc. Note: If you are a manager and prefer to examine this from the perspective of a supervisor you may do so. 2. Analyze the situation using the knowledge gleaned
There are positive and negative aspects of this function; first of all, the HR department enriches the Organization through recruitment procedures. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the Organizations goals. HR is also responsible for organizing incentives or compensation packages to motivate employees. All these functions contribute towards organizational effectiveness. Howeve, there are some negatives aspect of HR; it has to bear the burden of blame if an employee’s performance poorly like for example Arthur Anderson Company.