Explain outcome based practice, critically review approaches to outcome based practice. Analyse the effects of legislation and policy on outcome based practice and explain how outcome based practice can result in positive changes in individuals lives. Outcome based practice is a method which looks at the individual needs of a service user and help to establish what goals are set for them and how these will be met, this takes into consideration the needs and wishes of the individual. The outcome is based on the measurable impact that it has on the individual. To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome.
Scope Statement will provide an approved scope for the project that will guide work efforts and align resource commitments. Requirements Management Plan will provide a process to gather, analyze, document and manage to deliver of project requirements. Given the broad range of expectations for the new HRIS, it will be important to align on consistent scope. Statement of Requirements will provide an approved set of requirements for the project that will guide work efforts and align resource commitments. Work Breakdown Structure (WBS) will breakdown project scope and requirements into groups of component tasks that will be manageable Schedule Management Plan will provide a process to gather, analyze, develop and control the schedule of project activities.
Assembling the audit documents is critical for observations and recording information. Making sure that specific items, depending on the process, department or product being audited, are not forgotten is also an important part of the document phase of the
To address this issue they must re examine their current benefits and efficiently implement a benefits package that matches the goals of the organization such as providing high quality bags at an effective rate. The first step in providing this is to determine what the role of indirect pay will be in Plastco. This role consists encouraging certain behaviours from employees such as membership behaviours. Membership behaviours will help
To define a project scope, you must first identify the following things: • Project objectives • Goals • Sub-phases • Tasks • Resources • Budget • Schedule in the case of Red, it is the responsibility of the project manager to clearly communicate what the project is, who requires it, why, what is it designed to achieve, resources available, who will be involved and who will be affected by the end result. The scope of the project outlines the objectives of the project and the goals that need to be met. Once the scope has been defined, the project manager can put together their team and be sure that the people with the most relevant skills are in the right roles. Q2. For each of the stakeholder groups in the following list, identify who within the organisation fits into these categories and why they are important in the context of the project?
Unit 301 Understand how to plan and prioritise work and be accountable to others Outcome 1 1.1 The purpose of planning work and being accountable to others for own work, is so that there is a clear plan over a period of time to which the work needs to be submitted, Planning allows for a contingency should anything happen that may effect work output. Being accountable to others, gives a sense of importance to the work, improving on productivity, a benefit of being accountable is that others get to see your work output, and potentially over additional work as a result. 1.2 The purpose and benefit of negotiating realistic targets are to encourage the staff, unrealistic targets have a negative effect on staff wellbeing and in turn work output which is of detriment to the organisation. As an example we operate on a SMART objective meaning targets should be specific, measurable, achievable, realistic and time-bound, when targets are set correctly you will be able to monitor progress and review accordingly. 1.3 It is important to prioritise targets and set realistic timescales to avoid disappointment and poor work performance.
The human resources principles emphasize team management and the importance of employee involvement. However, being able to communicate these principles and the ensuing results is critical to the overall functioning of the organization. The ideal approach would be content that addresses the task, as well as social aspects of the company. Additionally, effective communication should occur vertically, horizontally, face-to-face and in writing. The style of communication would vary between formal and informal, depending on what any given situation would dictate.
What is meant by an integrative approach to project management? Why is this approach important in today’s environment? Why are accurate estimates of time and cost critical to effective project management? Identify the most significant problems that cause IT projects to come in over time and over budget. In general, as project manager, what approaches would you take to ensuring these problems are properly dealt with, and as far as possible, avoided?
In simple terms, the Project Management Plan establishes project management's interpretation of the why, what, how, who, how much, and when of the project. The development of the project management plan may be something that is drafted by the project team leader, or arrived at a consensus through discussion among all project team members and key stakeholders. On some occasions, it may be developed by the executive management team who is more attuned with the financial specifications and the big picture. However, in these cases it is essential that the project team and key stakeholders be given adequate opportunity to review and comment on this plan. (PMBOK guide, 2004) Sub-components of a Project Plan A project management plan accommodates several components.
chapter 9 Recruitment and Selection Ray F ren c h a n d Sa lly R u m b le s LEA RN ING OU TC OMES After reading this chapter, you should be able to: ● ● ● ● ● comprehend the potential importance of recruitment and selection in successful people management and leadership identify aspects of recruitment and selection which are needed to avoid critical failure factors understand recruitment and selection policies and procedures which are said to be asociated with high performance, commitment and successful organisational outcomes evaluate selection methods according to criteria of professionalism including reliability, validity and fairness appreciate the links between recruitment and selection and other activites which integrate workers within an organisation and ensure their longer-term successful working. ov e r vie w In this chapter we examine the important role of recruitment and selection within the process of leading, managing and developing people. Recruitment and selection is pivotal in this regard in certain important respects. At the most basic level our focus in this book is on people management within the employment relationship. Those charged with recruiting people to posts in work organisations take a crucial ‘gatekeeper’ role; only those people selected for employment can be led, managed and developed.