The managerial level involves the functional manager, project manager, facilitator, and customer. The functional manager is regularly the department head and the project manager is the central point of the project. The project manager will be the main one to plan, execute, and close the project (Kloppenborg, 2012). The facilitator holds the role of challenging the team to think outside the box and develop new solutions should there be a standstill on the project. Finally, the customer role can also be carried out by the sponsor, who is responsible for prioritizing projects, selecting contractors for the work, writing and signing charters, and conducting kick-off meetings (Kloppenborg, 2012).
This unit describes the performance outcomes, skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management. Evidence of the following is essential: * documented performance indicators and a critical description and analysis of performance management system from the workplace * techniques in providing feedback and coaching for improvement in performance * knowledge of relevant awards and certified agreements. 1. Allocate work * Work is allocated in many different ways.
Job design is met to organize each task of what each employee is supposed to do; this way everyone is working towards the larger goal for an organization (Gomez-Mejia, Balkin, & Cardy, 2010). The reason why it is so important to have job design is because of three important influences; work-flow analysis, business strategy, and organizational structure. With these three, human resources management can than gather the information to perform a job analysis. This determines whether or not everyone in the organization is doing their part to reach the organizational goal. This will also determine if additional staff is needed or if they may have too many staff.
The key stakeholders that our organization will gather information from include the organization’s Chief Executive Officer (CEO) Dr. Michael Riordian, the organization’s COO Hugh McCauley, the organization’s Director of Human Resources Yvonne McMillan, and the entire HR staff. Each one of these stakeholders plays a key role in the successful development of an efficient and useful system that integrates a variety of the existing HR tools into a single integrated application. Gathering system requirements from these key stakeholders will allow our group to define the system requirements and determine the information technology tools needed to develop the system. Our organization will use a variety of information gathering techniques and systems analysis tools to gather the information needed for this project during the requirements elicitation step. First our organization will review all existing procedural forms to gain some insight on the system requirements.
P1 – Part A: Know the importance of teams. In this assignment I am going to investigate different types of teams and the benefits of working as a team for an organisation. A team is a group of people that share a common purpose, to which they are all committed, empowered to set goals, solve problems and make decisions. They usually have the same end objective and work together with their individual skill sets to achieve this. Formal Teams; Formal teams are formed as part of an organisational structure, usually where managers organise and delegate work.
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.
It is important to engage the employees in the critical thinking process, decision making process and setting a common subsidiary goal that will be able to help the specialists to merge well with the existing teams. Both the teams have administered to complete the implementation on the agenda as
FUNCTIONAL MANAGEMENT AND PROJECT MANAGEMENT Functional management: Structuring of an organization on into departments and units on the basis of type of work performed. It is a term used to refer to the creation and distribution of structures to perform various functional roles in an organization. The person who has the management authority over an organizational unit such as the department or it could also refer to the person that project managers’ report to within their functional unit is called a functional manager. Most functional managers are specialists in their departments, they are highly skilled, more analytical in approach and they are administratively responsible for deciding how something is done, what are the resources needed to complete it and who is doing it. This is the most common type of organizational management as in this type of organization each employee has only one type of manager and that makes the chain of command simple.
Performance Management Performance Management allows for review of skills and proficiency of employees. This involves the review process, which in most cases relates directly to compensation. Managers monitor how employees are doing to identify areas that need improvement or things that are done exceptionally. Conclusion Human Resources Management Roles are a very important part of how a facility functions. They are the first line of engagement with employees and outside regulatory entities.
Human Resource Management Aquanetta Littles HCS/341 September 5, 2013 Michael Taylor INTRODUCTION Human resource management (HRM/HR) is the complex art and science of governing the organization’s employees through a structured strategic approach. It encompasses managing the cooperative behavior and relationship between personnel and company. The department runs the administrative processes of an office, business, governmental organization, or institution. Originally, HR was division within the finance department, concerned with pay and benefits, however, as the function evolved companies realized its’ important to the organization. People are a business most valuable asset and keeping them satisfied, motivated, developed and retained is necessary if a company is to remain profitable (humanresources.about.com, n.d.).