...Best Practices Manual for Supervisors University of Phoenix September 24, 2011 MGT/210 Supervisors are a great asset to a company’s success. Supervisors need to be effective and efficient in their job as well as managing the employees beneath them. Supervisors have some of the greatest responsibilities in assuring that their teams are performing their task and achieving their goals to make the company successful. To have a successful team, Supervisors will need to demonstrate some best practices in certain areas to manage the team, these areas are: 1. Demonstrating Communication Skills 2. Determining Effective Orientation and Training Methods 3. Improving Productivity for Teams 4. Conducting Performance Appraisals 5. Resolving Conflict 6. Improving Employee Relations This Best Practice Manual for Supervisor will take each of these six areas and will demonstrate two best practices for each area. If a supervisor will learn from these best practices then they will become an effective supervisor for their teams and their teams will become effective and efficient. Demonstrating Communication Skills Demonstrating communication skills is a must for every supervisor. If a supervisor has poor communication skills they will not be able to communicate effectively to their teams. The two best practices for demonstrating communication skills are learning to listen, and keep written and verbal communications clear. The first best practice to communicate effectively...
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...BEST PRACTICE v. BEST FIT How do we know what is an appropriate HR model for a firm? Best Practice Model ! Argument: all firms will see performance improvement if best practice implemented (see empirical evidence) ! Method: identify best practice, give HR a high profile, get top level commitment, sell it, do it, measure it, reward champions ! Advantage: much agreement / tradition on basic best practice. Also recognition of ëbadí practice. Established rules of thumb for selection; training; appraisal methods. No need to re-invent. Itís out there. ! Disadvantage: difficulty arises when we go beyond these straightforward practices. There is great diversity of ëbest practiceí which moves away from uniformity. Pfeffer(1994 listed 16 practices for ëcompetitive advantage through peopleí. Danger of becoming an end in itself at the expense of company goals / interests. Can be conflict between benefit to company & benefit to worker ie reengineering & downsizing. Employees may lose their voice. May not be appropriate in all situations or even in sections of same business. High Performing Work Systems (HPWS) High Involvement ! Ability ñ enhance employee ability & knowledge through good recruitment & training ! Motivation ñ motivate desired behaviours through strong incentives ! Opportunity ñ encourage ideas & contribution from motivated & better trained workers Characteristics of Best Practice Model: Work teams~ flexibility 2-way information ~ comms Care...
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...Best Practice Manual for Supervisors MGT/210 8/18/2011 Lisa Newman The purpose of a best practice manual for supervisors is to provide a reference guideline for new supervisors. As a reference, this manual could serve as a training aid for supervisors and a management resource for performance evaluations of employees. The manual contains an overview of the best practices to use for the following supervisory responsibilities: • Demonstrating communication skills. • Determining effective orientation and training methods. • Improving productivity for teams. • Conducting performance appraisals. • Resolving Conflicts. • Improving employee relations The approaches described in this manual will assist supervisors in providing the best and most effective solutions to any problems the employees or supervisors might face. This guideline will ensure that supervisors are aware of the objectives and standards to follow to help improve employee’s production. Demonstrating communication skills is one of the most important skills a supervisor can have. Supervisors should be able to direct, motivate, and persuade their colleagues in order to maintain an acceptable working relationship that will encourage positive results. A large part of all three of these skills is the ability to listen and absorb the ideas of others (Rue & Byars, 2004). Active listening skills help supervisors absorb their employees concerns. The key to being an active listener is...
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...Best Practices Manual for Supervisors Student SUPERVISION AND LEADERSHIP George Reinoehl July 19, 2008 Contents INTRODUCTION ....................................................................................................3 PART ONE: COMMUNICATION SKILLS ..............................................................5 PART TWO: ORIENTATION AND TRAINING .......................................................7 PART THREE: PRODUCTIVITY ............................................................................10 PART FOUR: PERFORMANCE APPRAISALS .....................................................12 PART FIVE: RESOLVING CONFLICTS .................................................................14 PART FOUR: EMPLOYEE RELATIONS ................................................................16 PART FOUR: REFERENCES .................................................................................18 Introduction “Best Practices” is a term that has spawned in the business world in past recent years that explains what the best processes are and why these processes should be adhered too. Best Practice is defined as “a technique or methodology that, through experience and research, has been proven to reliably lead to a desired result.” (Whatis.com, 2008) Within management best practices, there are five important components: Skills, Processes, Solutions, Resources, and Improvement. Dissemination is what allows best practice programs to impact an organization...
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...Organizations often implement a best practice or a best fit approach to strategic human resource management. A best practice approach would suggest that a set of universal practices could be applied to various different organizations in various different trades. On the other hand, a best fit approach to strategic human resource management would suggest that different practises would need to be put into play depending on different variables such as company culture, processes and external environmental factors. A best practice approach could be beneficial to an organizations attempt of strategic HRM as it would help the organization to make a profit and to obtain their long-term goals. In order to ensure that they are using a best practice approach, the organization would need to make strategic changes to the recruitment and selection process, rewards, training and to ensure that employees remain motivated and committed. A best practice approach could also be beneficial to strategic human resource management as best practice activities often strive to improve overall performance of an organization by selecting key best practices that may better the company such as training, appraisal and reward systems. A best practice approach may also be beneficial to an organization in terms of finding a solution, as the best practice approach is more universal, the solutions are proven to have been successful with other companies. The best fit approach to strategic HRM would entail ensuring...
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...Best Practice Manual for Supervisors December 2, 2011 MGT The Best Practices Manual for Supervisors is for individuals who are new to the role of supervising. This manual will provide detailed specifics in; communication, orientation, teams, appraisal, resolving conflict, and employee relations. Not only are these roles beneficial but, necessary for people that are taking on a demanding position for a company. Supervisors need to practice and master the specifics to become a magnificent leader and team player. This practice manual will give new supervisors innovative ideas and lead them in the right direction so that their practices will become enriched and tactical. In small and large companies or cooperation’s people use communication every day to effectively communicate in their position’s so that the job gets done. Communication: Today many people live in a fast pace society where effective communication has come in many different styles. Not to mention that electronic devices, such as, email, internet, and cell phones are all newer ways to communicate with employees and co-workers. These things have made it easier to communicate on a different level then the typical face-to-face interaction many people were used to. As a supervisor it is important to know how to use these devices to make the job more commutative. Using the internet has made scheduling tasks easier and faster and lets everyone know what is going on without leaving people out of so called...
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...Best practices for measuring customer satisfaction? Is it upper level management, hired consultants, surveys, or reactions to industry swing? So many choices but what really is a best practice. Customer satisfaction programs, research, employee satisfaction, and personal experience all play a role in measuring customer satisfaction. Even when using those practices it takes effort and continuous improvement to stand a chance on improving customer engagement and satisfaction. Hopefully these next few paragraphs can add some insight on measuring results. The problem companies face, is exactly how to and do it well. Companies need to understand how to quantify, measure and track customer satisfaction. Without a clear and accurate sense of what needs to be measured and how to collect, analyze and use the data as a major strategic focus to achieve business success, no firm can be effective in satisfying customer to drive business. Plans must be constructed using customer satisfaction research results and design a strategy that target customers and/or processes that add to the bottom line. The last thing a company should do is not take action, there is collateral damage in asking (resources and time) customers about a service or product if it won't or can't be changed. What are some of the ways to measure customer satisfaction. One used quite frequently because of the associated low cost is using outdated and unreliable measures of customer satisfaction. The data is...
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...Is Best Practice Dead? Abstract In the light of globalization, HRM becoming from being a mere support function to one of strategic importance and researchers have argued that HRM policies and practices are more significant because they can act as mechanisms for co-ordination and control of international operations. Meanwhile, “best practice” on HRM has been acknowledged to constitute a major constraint when MNCs try to implement global strategies, mainly because of the different cultural and institutional framework of each country in which the MNC operates. Some even argue that best practice is dead. This essay will examine that although best fit play an important role in the practice of strategic HR management, best practice is still valuable in the context of a multinational corporation (MNC). Introduction In the light of globalization, HRM is evolving from being a mere support function to one of strategic importance and researchers have argued that HRM policies and practices are more significant because they can act as mechanisms for co-ordination and control of international operations. Strategic Human Resource Management (SHRM) involves the development of a consistent, aligned collection of practices, strategies and policies to facilitate the achievement of the organization’ strategic objectives (Mello, 2002). The theory of SHRM does, actually, advocate two ways of linking HRM to strategy. The “best fit” approach is associated with the contingency approaches....
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...http://tqmgroups.blogspot.com/p/benchmarking.html “Benchmarking is simply the process of measuring the performance of one's company against the best in the same or another industry. Benchmarking is not a complex concept but it should not be taken too lightly. Benchmarking is basically learning from others. It is using the knowledge and the experience of others to improve the organization. It is analyzing the performance and noting the strengths and weaknesses of the organization and assessing what must be done to improve. REASONS FOR BENCHMARKING There are several reasons that benchmarking is becoming more commonly used in industry; • Benchmarking is a more efficient way to make improvements. Managers can eliminate trial and error process improvements. Practicing benchmarking focuses on tailoring existing processes to fit within the organization. • Benchmarking speeds up organization’s ability to make improvements. • Compare business practices with those of world class organizations • Challenge current practices and processes • Create improved goals and practices for the organization • Change the perspective of executives and managers. OBJECTIVES OF BENCHMARKING ϖ Becoming competitive ϖ Improving industry best practices ϖ Defining customer requirement ϖ Establishing effective goals and objectives ϖ Developing the measures of productivity ...
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...“Analyzing the Compliance practice of With respect to Worldwide Responsible Accredited Production (WRAP)” A Study On Clifton Textile & Apparels Ltd, Baizid Bostami, Chittagong. (THIS INTERNSHIP REPORT IS SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) Prepared By: Abdullah Al Mamun Matric No: R101195 Program : MBA Semester : Autumn 2011 Internship Duration: 1st September, 2011 to 1st December, 2011 Submission Date: 11th June, 2011 Department of Business Administration Faculty of Business Studies International Islamic University Chittagong “Analyzing the Compliance practice of With respect to Worldwide Responsible Accredited Production (WRAP)” A Study On Clifton Textile & Apparels Ltd, Baizid Bostami, Chittagong. (THIS INTERNSHIP REPORT IS SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) Prepared By: Abdullah Al Mamun Matric No: R101195 Program : MBA Semester : Autumn 2011 Supervised By: Mr. Abdullah Ahsan Mamun Lecturer, DBA, IIUC Internship Duration: 1st September, 2011 to 1st December, 2011 Submission Date: 11th June, 2011 ____________________ Signature of Supervisor Department of Business Administration ...
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...AMSPAR Diploma In Primary Care Management Unit 602 Financial Management And Budgeting In a Primary Care And Health Environment By Graham Morrison Task 1 1a. Evaluate the information and processes required to be able to set a budget, which supports the organisation's business goals. Discuss how you would use them to prepare, formulate and monitor a budget. The objectives of budget preparation are shown in the table below. Objective | Comment | Planning | Compelling managers to plan is probably the most important feature of a budgetary planning and control system. Planning forces management to look ahead, to set out detailed plans for achieving targets for each department and operation and ideally each manager and to anticipate problems. It thus prevents management relying on ad-hoc or uncoordinated planning which may be detrimental to the performance of the organisation. It also helps managers to foresee potential threats or opportunities, so that they make take action now to avoid or minimise the effects or threats and to take full advantage of the opportunities. | Responsibility | Objectives are set for the organisation as a whole, and for individual departments and operations within the organisation. Quantified expressions of these objectives are then drawn up as targets to be achieved within the timescale of the budget plan. Budgetary planning and...
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...Benchmarking: A permanent Process for Excellence Benchmarking is a process in which organizations evaluate various aspects of their processes in relation to best practices, usually within their own sector. It is also a process of identifying other organizations that are best at some facet of our operations and then modeling our organization after them (Operations Management, 9/e, Jay Heizer & Barry Render). It selects a demonstrated standard of performance that represents the very best performance for a process or activity. Benchmarking is `the continuous process of measuring products, services and practices against the toughest competitors or those companies recognized as industry leaders, (that is) ... the search for industry best practices that will lead to superior performance (Camp, 1989, 10). According to these definitions benchmarking helps organizations increase their performance. They compare and measure their policies, practices, philosophies, and performance measures against those of high-performing organizations. Benchmarking could be a onetime event but rather a continuous process in which organizations continually seek to challenge their practices. It is a continuous, systematic process of measuring products, services and practices against organizations regarded to be superior with the aim of rectifying any performance ``gaps’’ because of the existence of strong dynamics in the current business world. The aim of benchmarking is to identify competitive...
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...bandaging. Abstract Part of the role of the mentor is to “facilitate the selection of appropriate learning strategies to integrate learning from practice and academic experiences” (NMC SLAiP Standards 2008). Assessing and carrying out leg ulcer dressings is a vital part of working as a community nurse and this report describes how I as a mentor facilitated a student to assist with this activity and identifies some of the range of facilitative strategies to support learning in practice. It describes carrying out an activity, from preparation, implementation and evaluation of the activity, assisting my student to to evaluate her own learning, identify further learning needs and planning and management of how these learning needs can be met. Overall this report demonstrates how supervising a student in a learning situation, setting learning objectives and giving feedback are all part of the role of the mentorship. Background and introduction to the activity Student S is a year two semester two student nurse currently on her second week of a nine week community placement. At this stage she should be using evidence based practice and focusing on the service user. Student S has identified that wound care, rationale behind different dressings and types of bandaging is an area where she needs to gain more knowledge. Further practice in the practical aspects of using aseptic non touch technique and physically applying bandages was also identified as a learning need. Prior to going...
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...antifungal cremes cleansers and moisturizers. For 42 years, all Coloplast operations were contained within Denmark, however 97% of its revenue was generated by exporting its products beyond its national borders. In 1999 the company changed its philosophy and began to investigate off shoring its production facilities. In 2001 the first Coloplast production facility opened its doors outside of Denmark. The expansion took place in Tatabanya Hungary. This location was chosen because of cheaper labour and land rates, as well as a more favourable tax rate. The city is located in the Western region of the country which provided better infrastructure. Coloplast had no blueprint to navigate through the expansion process, and had to learn and develop best practises by trial and error. By 2004 the management team in Tatabanya had advanced the production system to the point where it was outperforming the longer established Danish facilities. In 2005 Coloplast revealed an aggressive plan of Strategy 2008. In this plan the company states it will strive to achieve a profit margin of 18% while maintaining 10% organic growth. A key pillar of this plan is the continued relocation of volume production to Hungary and further expansion to China. Coloplast is at crossroads, it needs to decide if it has learned enough from its first international expansion that it can duplicate and improve its success in new locations, or if it should delay new locations and focus on fine tuning its operations...
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...when accessing the network remotely? 3. What risks, threats, and vulnerabilities are introduced by implementing a Remote Access Server? 4. What is a recommended best practice when implementing a Remote Access Policy server user authentication service? 5. What is a Remediation LAN? 6. Explain the concept of a Remediation Server and traffic separation as it relates to remote access. 7. What is a VPN? Distinguish between VPN server, VPN client, VPN router, and SSL VPNS. 8. What is the difference between a tunnel-mode VPN and a split-tunneling VPN? 9. According to the Remote Access Policy STIG are personally owned devices considered acceptable to perform privileged (administrative) tasks on a DoD network? 10. When connected to a public network or shared public Internet access point, what are some precautions that remote users should take to ensure confidentiality of communications? 11. What are the three types of remote access users as defined by the DoD in the Secure Remote Computing STIG v2r5? 12. What are the additional elements required of a network architecture if the enclave is to support remote access through the public Internet? 13. Name three security best practices for mobile workers as defined in the Secure Remote Computing STIG. 14. True or False. A Thin Client is a pc or laptop without a hard drive or storage space. ...
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