...ADAPTATION OF BEST PRACTICES THE EXPERIENCE OF THE INSTITUTE OF PUBLIC ADMINISTRATION IN CANADA (Written Report, 2015) AS PARTIAL FULFILLMENT OF THE REQUIREMENT FOR ADMINISTRATIVE INNOVATIONS AND REFORMS (MPA 620) SUBMITTED BY UMAR SHADRACK. J SUBMITTED TO: PROF .SHERWIN WILLIAM A. CUASAY (MPM) UNIVERSITY OF BATANGAS GRADUATE SCHOOL INTRODUCTION A best practice may be a particular method, or it may be a whole program or intervention. “Best practice” status is sometimes conferred either officially – by a government body, professional association, or other authoritative entity – or by published research results. Best practices, in short, are those methods or programs that have been found to be successful in accomplishing their goals and that can be used, or adapted for use, in your circumstances. The standards for choosing a best practice vary tremendously, depending upon who’s doing the choosing. In some cases, almost any program that can show some success is labeled a best practice. In others, the criteria are so strict that only a few are selected (more likely with professional associations that are trying to set or uphold research standards.) Where the standards are relatively loose, programs designated as best practices may be only adequate, rather than truly the best the field has to offer. Where the standards are too strict, many superb...
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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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...Project Management Best Practices In the project management world, the development and utilization of best practices is the key to success for projects of all shapes and sizes that yield the highest quality result. Finding the perfect balance between the organization, observing, and governing of projects help organizations reach the goals and objectives set by shareholders and executives. Best practices can be determined by finding simply what works best. Organizations can determine this a couple of ways. One way is to benchmark, or compare practices used by other organizations that are similar to yours. (Veatch, 2011) If a company in your industry is striving, using philosophies or techniques that are commonplace to them should become familiar to your organization. Another way is to use techniques such as postmortem meetings after the closure of projects to determine what worked and what did not. Listening to your resources and determining what was helpful in reaching the goals outlined in the project, or finding out what was an interference can outline practices that will spell success for future projects. Having postmortem meetings itself can be a best practice. It’s always a smart business decision to continue to find ways to improve. David Herron and David Garmus from the Davis Consulting Group, outlined that analysis of quantitative data collected, such as size, effort, duration, and defects along with qualitative data, such as process, methods, skills...
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...Final Project The use of “Best Practice” in Guardianship Student: Takysha Crawford tcrawford@waldenu.edu Student ID # A00487277 Program: PhD in Human Services Specialization: Family Studies and Intervention Strategies Walden University May 18, 2014 Introduction My specific area of human services would is guardianship of incapacitated adults who need guardians to help them provide food, clothing or shelter, or to care for his or her own physical health, and to manage his or her own financial affairs. When we think of guardianship, we often think about children who have no one and need people to serve as guardians but we really don’t think about the adults who, due to physical or mental incapacity, need someone to serve as their guardian. These people need someone to help make financial, medical, and personal decisions on their behalf. The Uniform Guardianship and Protective Proceedings Act, considers an incapacitated adult as one who is unable receive and evaluate information or make or communicate decisions to such an extent that the individual lacks the ability to meet essential requirements for physical health, safety, or self-care, even with appropriate technological assistance (Demakis, 2013). To date all 50 states have passed some type of guardianship reform: however these reforms vary considerably from state to state (Kubik & Woods, 2005). According to Demakis (2013), First, a petition is made to the court, most often by a family member, in which...
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...Assignment #1 Problems and Best Practices in Retention Question 1 What three problems might an organization have with the issue of employee retention? Explain why they could be a problem. There are many reasons an organization may have with the issue of employee retention such as; money, mergers, health benefits, family reasons, etc. The three problems I believe are money, health benefits and work overload caused by a merger. Higher salary is the number one reason why employee looks for change. When employee feels they are not being paid adequately and the differential in pay between new and longer term employees, they are more likely to leave. For instance, an organization average annual pay increase is approx. 4% however employees perceive that the newcomers are paid better. The second problem might an organization have with the issue of employee retention is the benefit programs. Employees feel that they pay too much for health insurance, especially prescription drug programs. An Organization offers their employees the opportunity to choose a benefit package that is best for their family. The employee has an option to choose from high premium low out-of-pocket cost or low premium high out-of pocket cost benefit package. Whichever one an employee decides to choose, their health insurance still cost too much. The third problem would be work overload caused by a merger. Departments being understaffed and the employees feel as if their workloads are too heavy...
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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 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 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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...promoting and practicing best HR practices. In the study, CIMB and Microsoft have been found to promote and practice many notable HR practices. Since our company “CARA SKY” has been trying to perform well but somewhere along the line of performance there is something misplaced or broken. CARA SKY Company has been suffering from employees’ absenteeism, which is being caused the morale of the employees. Having consulted the best HR practices in CIMB and Microsoft, the objective is to accommodate or apply some newer hr practices to reduce the problem of employee absenteeism in CARA SKY Company. CIMB CIMB Bank is one of the reputed banks operating in Malaysia. CIMB has started its operation back in 1920s by starting a bank in Sarawak. For the last 95 years, CIMB has been operating successfully and also expanding their business to some Asian countries namely Singapore, Indonesian, Cambodia, and Thailand. CIMB has two mainstream banking products namely – CIMB banking solutions for conventional customers and CIMB Islamic window for Muslim customers (Cimb.com, 2015).The company vision statement is to be the Premier Investment Bank in Malaysia post liberalization and deregulation and mission statement is to invest in our people to derive a culture driven by innovation to deliver quality service whilst providing superior returns and value to our stakeholders. Human resource being an importance resource for CIMB, CIMB has been following some of the industry’s best noteworthy HR...
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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 in a Diverse Work Environment Melody Nelson HRM 531 October 18, 2010 Caroline Willett | InterClean, Inc. | Memo To: First level managers From: Melody Nelson CC: Date: October 18, 2010 Re: InterClean, Inc and EnviroTech Merger Transition Merger Transition The merger between InterClean an EnviroTech is in its final stages. As in any situation involving change, there will be some uncertainties and insecurities among the staff and it is the responsibility of all management personnel at all levels to effectively deal with these issues. However, setting a good foundation and following through with good communication, uncertainties and insecurities will be kept at a minimum. Following are a few ways you can make a significant contribution toward that goal. Enthusiasm is contagious! This is a golden opportunity not only for the future of InterClean but also for anybody at InterClean. As we begin merging the operations of both companies, there very well could be some downsizing in certain areas. However, there will also be new opportunities to learn, grow, and move into positions of greater responsibility. Commitment is contagious! “The importance of talking the talk and walking the walk is fundamental to achieving commitment” (Schifalacqua, Costello, & Denman, 2009). Frequent communications updating the status of the merging of operations should be relayed to all team members in a timely fashion in order to keep the excitement flowing...
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...Running head: Best Practice Guide Best Practice Guide for a DDoS Attack WGU – LOT2 Hacking Task 2 Abstract This paper will accompany a PowerPoint presentation about best practices for preventing a DDoS attack. This will be the best practice guide and will be mentioning and elaborating all of the points in the slideshow. Best Practice Guide for a DDoS Attack It is important to have a plan in place when dealing with a DDoS attack. This guide will serve as the best practice guide for the university. Outlined will be some of the best practices to help prevent a DDoS attack and will be followed by the university. The first thing that the university needs to do is create a response plan and practice the plan over and over. The worst thing that could happen is a DDoS attack starts to occur and nobody knows what to do or what their role is in stopping this attack. A team must be formulated and assignments can be broken down between team members to divide and conquer this attack. It is better to have five different people working on five different tasks or ways to stop the attack instead of five people working on one. The best way to understand the attack is to attack yourself and find the weak spots. Performing a vulnerability assessment on your network will give you a better understanding how your networks functions and where you can find single points of failure. Redundancy is being able to still continue working...
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...Best Practices for Measuring Customer Satisfaction Dana Atchley Keller Graduate School Introduction There are several means for measuring customer satisfaction including surveys, focus groups, complaints analysis and user groups. Research of top companies around the world seems to suggest that the customer survey method is used more often than any other. There can be problems with data collection and analysis from surveys but technology is improving the measurement of data (Oakland, Beardmore, 1995). We now have computer software to take data, analyze and distribute results. This may be more accurate in reporting the statistics reducing human error, but the survey has to be correctly designed to ensure that data is not tarnished (Fogli, 2006). Measurement Methods The most popular method of measuring customer satisfaction is the survey. Most companies will use independent marketing firms to design and implement surveys that are customized to their industry. These companies can use postal questionnaires and telephone poles to collect data. Usually these questionnaires consist of around fifty questions rating the service on the five point Likert scale (Oakland, Beardmore, 1995). They focus around ordering, delivery, installation and their criteria for excellent suppliers. Telephone surveys are similar in the questions asked but added some different elements concerning competitors. These surveys not only expressed what the organizations are doing well, but...
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...http://michiganworks.org/media/site-images/2010_08_19-training-rfp.pdf Weidenhammer outlines 8 best practices for creating a RFP that is effective and productive. These steps are: 1. Selecting software is a business decision, not an IT issue. 2. Get input upfront from key people. 3. Narrow the playing field. 4. Create reasonable expectations. 5. Don’t make your budget a mystery. 6. Identify all pricing upfront. 7. Determine vendors’ implementation process for proper planning. 8. Maximize the relationship with your software supplier. The RFP that I found was from the Michigan Work! Association. They were asking for proposals on a rolling 3 year training program. It was unclear whether bids had to be for one year or all three years. There was some evidence that bids could be submitted for a single year or up to the total 3 years. Specific dates were set for the submission of proposals for each separate year. It is difficult to determine if all of Weidenhammer’s best practices were followed. Some of them would take place behind the scenes, such as getting input from key people. However, it is clear that they did not list a budget or even a price range for the proposals they wished to receive. They did ask for very detailed outline of all costs, including cost of living increases for the consecutive years. In most cases the RFP seemed to follow Weidenhammer’s best practices except for not giving a firm budget. They asked for specific information on and were realistic...
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...Best Practices in Measuring Customer Satisfaction Lynette Diaz Devry University INTRODUCTION How do you know if your customers are satisfied? Are they more pleased with your company this year than they were last year? How does customer satisfaction of your customers compare that of your competitors? Does this affect your company’s profits? In order to answer these questions, you need hard data. You can do this by measuring and monitoring customer satisfaction on a regular basis. Customer satisfaction is linked to profitability. Keeping your customers happy will keep them loyal and if they are loyal they will buy more and refer your company to other customers. “Customer satisfaction is one of the strongest indicators of customer loyalty” (Lean Consulting Inc.) A study has shown the connection between a company’s profits and customer satisfaction. * “It’s six to seven times more expensive to gain a new customer than it is to retain an existing customer.” * “A 5% increase in customer retention can increase profits by 25% to 95%.” (Reichheld, 1993) There are many different practices to measuring customer satisfaction. Some of the best practices used are comment cards and formal surveys, focus groups, direct customer contact, field intelligence, studying complaints, and monitoring the internet. Depending on the industry, some work better than others. Customer cards and surveys work better in the retail industry. They can work well in finding out how each...
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