I discuss these problems and its effects. I also looked into the root causes of these problems. Finally, I gave my recommendations that could help remedy the situation. I suggested implementing a training program to improve efficiency. To improve morale and job satisfaction, I suggested having monthly meetings and giving the workers a certain amount of autonomy.
Case 9.1 A dispersed workplace 1. In this case you have to communicate and make people feel like they are a part of organization and very important with our organization that mean you have to share all in formation to them by E-mail or Bill board for update information and knowledge that they need to know about our organization. Next step you have to create weekly or monthly meeting by invite them to come to your place or use TV conference meeting for received their information and discuss together to solve their problem or give them advice. This strategy can make all employees feel like one of team and they would cooperate of organization activity to achieve target. 2.
Once an individual is settled into their role the supervision and appraisal process will be organized and implemented to allow management and staff to meet on a regular basis to continually analyze what progress has been made and what future goals need to be set. Monitoring and catching up on a monthly basis should allow the staff member the opportunity to bring any problems or concerns to the attention of their supervisor, this is an important link in catching and resolving conflict or issues before any real damage can occur. The staff member should also be afforded the opportunity to ask for any training they feel would benefit their development. The training manager or supervisor should also make sure that any upcoming training or development opportunities that are on the horizon should be passed on to the staff member. This should be done with enough time for the individual to go away and think about whether or not they would like take up the opportunity.
D1 – Evaluate the usefulness of documents in the interview use as part of the interview process for a different organisation, in facilitating the interview process. Before our interview we had to create an interview pack that consisted of many documents, all these documents clearly organised the interviewee’s information and the interviewer’s assessment of the interview. The first document I used in the interview was the job description. A job description is a list that a person might use for general tasks, or function and responsibilities of a position in a company. It may include specific requirements such as qualifications or skills they may need and specific duties that the job entails before you even apply for the job.
The Working Time Regulations and the Minimum Wage Act 1998 both require records relating to hours worked and pay. Internally it is important to keep up to date accurate records to help the organisation plan ahead. Personnel records are important so we can effectively recruit, train and develop our staff to aid us in achieving the organisations goals. Having accurate data will allow managers to base decisions on facts rather than guesswork. (ACAS, 2011) Records We Keep Our organisation collects Sickness and Absence data so we can: * Monitor employee’s absences to identify patterns or trends.
* Conduct regular market research and performance reviews * Ensure each team member has individual job criteria so they know what their goals are and what is expected of them. * Regularly check that their goals are being met and they are following their plans * Conduct surveys from customers asking them how they were treated and if they were satisfied with the outcome of their visit. Also ensure the surveys state who dealt with them * Feedback information to the team member and discuss the outcomes. * Ensure you discuss what they need to work on and improve and how they can achieve their goals more efficiently if needed. * Always finish on a positive discussing what they do well and how many goals they have managed to achieve.
Allstate provides their employees with a road map to succeed by executing the goal setting definitions. The employees were given tools and resources to become better. They have quarterly leadership measurements as well as the survey to get feedback from employees. Allstate focus on diversity, they see diversity as a strategy for leveraging differences in order to create a competitive advantage thus create four steps process to reach their effective goals. The first step which is the succession programming explains how Allstate identified and developed candidates for each key position.
Review and analyze a strategy to carry that same incentive down ward to the data entry employee, for more accurate data entry. The relationship between employees and their direct managers as to try and ascertain why lower level employees feel as though upper management does not care about them. 3. What actions might you recommend to increase the accuracy of the data entry? I would suggest the following: Training for all data entry employees and their emendate managers.
Lei must go through each step and make sure that she appropriately addresses the problem. The first step of the control system that Lei needs to focus on to create a new employee handbook is to set performance standards (Bateman & Snell, 2013). Lei should evaluate the goals of the company and then set standards on those goals of expected performance for the employees. This will serve to let the employees and store managers know what is expected of them since it wasn’t originally addressed even though they were being evaluated on specific duties. What Lei can do is set specific, measureable performance standards for employees.
She needs to update the employee handbook. She needs to let every manager aware of this new version of the book along with all the staff. She could set goals or competitions for the employees so they would earn an incentive and try harder every time they are at work. Measuring performance Measuring performance is the next step. This is the process the managers review data and analyze which people are lacking compared those staying on the ball.