Title Personal development as a manager and leader Unit Number 5001V1 Candidate James Marshall Within every job role and career there are opportunities to progress and become better at the current role or move into a new role. This can only be achieved if the individual undertakes continual self development. The organisations the individual works for will also have a role to play in how this is undertaken and to what organisational aims the development supports but ultimately every individual is responsible for their own development. As Pedler et al. (1994) put it “Self development is personal development, with the individual taking primary responsibility of his or her own learning and for chasing the means to achieve this”.
As the nature and type of work changes within an organisation, so do the skills requirements. An organisation must measure the skills levels of its workforce in order to plan for the future - appraisals, awards, certificates etc Workforce profiles - This means that a manager can view and monitor the types of employee working for the business. They usually include details such as age, gender, ethnicity and availability. Knowing ages can help you plan for the future and also ensures that you fulfill any legislation requirements. Large gaps in ages can cause problems so this allows you to combat this.
Give examples of some recruitment, selection and/or induction policies Some examples of recruitment, selection and/or induction policies are: * Application processing * Interviewing methodologies * Job description and evaluation * Recruitment advertising * Training for new staff 3. What are some examples of recruitment, selection and/or induction objectives? Some examples of recruitment, selection and/or induction objectives are: * Maintaining product quality standards * Profitability * Establishing a continuous improvement policy for reviewing and evaluating progress * Performing additional market research to stay in touch with customer service needs * Increased staff retention Activity 2 1.What is the purpose of a policy as opposed to that of a procedure? Policies are guiding principles used to set direction within an organisation, created to deliberately guide decisions and achieve rational outcomes. Whilst procedures are designed to detail what is necessary to fulfil the policies.
Project 1 Write a personal reflection that explains how you would go about managing your work priorities and professional development. In the personal reflection you should ask and answer these questions: What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? What are the traits of an effective leader? Do I have these traits? How would I develop these traits?
What does this mean and how can you, as a leader, promote ethical workplace behaviours? Submit your answer for assessment. Managers focus on operations, leaders work with people to encourage them to use their own initiative and improve their skills. Manager is a designated position - positional power. Leadership is a personal characteristic - personal power.
I want to lead or supervise a team of technicians. I found an article explaining on how we choose our career path Perspectives on Career Development Career development can be understood as one of the many aspects of socialization that combine to create human development; in this case the focus is on occupational or work socialization. In psychological terms, the individual acquires motivation to act in certain ways related to his or her beliefs about personal self-efficacy to achieve in particular work domains, to the likelihood that certain valued outcomes will occur from some choices and not others, and to the salience of My Life
The process is ever evolving and designed to identify and prepare for current and upcoming openings in the organization. His goal is to target retention activities on key talent, maintain a capable talent work pool, fill vacancies in key roles, and reduce labor cost all while maintaining overall productivity. This is done using himself, his team, and executives to study and analyze statistical trends and historical data. The information he gathers is reviewed to forecast future needs, talent availability, and potential talent problems based on volume and growth or a lack thereof. He places a focus on “right job” placement planning and realizes adjustments must be made as he goes.
In order for keep the company’s current growth to continue, the staffing levels and qualities are going to have to be re-evaluated and changed when needed. The staffing levels include determining if the company should acquiring or developing talent, hiring yourself or outsourcing, external or internal hiring, having a core or flexible workforce, focusing on hiring or retention, national or global outsourcing, attract or to relocate, to be overstaffed or understaffed, and whether to be short or long-termed focused. The staffing qualities that need to be determined is whether the company should try to meet a person/job or person/organization match, specific or general KSAOs, having an exceptional or acceptable workforce quality, and having active or passive diversity. By making the correct decisions in regards to the staffing, Tanglewood will be able to continue the positive growth of their company. Acquire or Develop Talent The first decision to be made would be whether to acquire talent externally or to develop talent internally.
Building an organization by grouping jobs into work units and allocating resources C. Identifying business functions and mobilizing leaders D. Being flexible and responsive towards customer needs and the competitive environment Correct! The correct answer is: D. A dynamic organization is, “flexible and adaptive, particularly in response to competitive threats and customer needs” (Bateman & Snell, 2011, p.16). 15. For today’s managers, the organizing function requires a higher focus on which of the following? A.
OB is an interdisciplinary field that includes psychology, sociology, economics, political science, management and communications. (Bauer p. 10). The study of Labor or Industrial Relations (LIR) is a subset of organizational behavior topics and is very specialized; however, it can provide insights into the broader view of employer-employee relations in any organization. Wages, benefits, work-life balance issues, workplace conditions, career opportunities, employee development and training programs are just a few of the issues that HR professionals currently manage. As we look forward, the role of HR will be increasingly tasked to prove their worth by improving a company’s financial performance by focusing on activities such as strategic planning, change management, corporate culture transition and development of human capital.