...CSR in the phenomin company.In order for the Phenomine company to succeed it engaged the services of qualified HR specialist who came out with the two methods of assessing and evaluating CSR performance.The two methods are results of clerical test and results of clerical samples. 1. How do you interpret the reliability of results for the clerical test and work sample? Are they favorable enough for phonemin to consider using them for keeps in selecting job applicants? My answer to this question is that looking at the various components of the evaluating process of the test results, it seems that the results of the clerical test results seem to make some sense .I understand that sometimes people term to get nervous at the begging of a test but once they get used to it and get settle that nervousness is reduced and the person is able to do well. Therefore I m not surprise to see time 2 been higher than that of time 1.I think the results for clerical test is viable for phenomin to maintain in screening and selecting Applicants.I will also suggest they maintain this kid of evaluation within the department or organization for years which will give a lot of experience to the CSR so that major mistakes will be minimized. 2 . How do you interpret the validity results for the clerical test and work sample? Are they favorable...
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...no doubt that the individual is one of your strongest employees in terms of initiative and innovativeness. You don’t know much about the individual’s other abilities. Since you work well with this person you decide to give a recommendation. LENIENCY EFFECT: The tendency to be somewhat less critical than is appropriate in the evaluation process - i.e., to be too 'easy' and forgiving in assigning ratings. Example: You are aware that this employee is weak in some dimensions, but you feel that over time and with the right principal as a mentor, this individual has the potential to be a good administrator. Therefore, you recommend the employee even though there are work areas that are in need of improvement. HARSHNESS ERROR: The tendency to be more critical than is appropriate in the evaluation process; the opposite of leniency effect. Example: You are meeting with an employee who is ready to assume the job of an administrator. Despite being an above-average employee, this person is far from perfect, so you make a decision not to recommend this individual. RECENCY ERROR: This occurs when the employee’s job performance at the end of the evaluation period is weighted more heavily in the overall evaluation than is appropriate. Example: You are finding it hard to recall information on an employee’s work performance, other than a project that the...
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...material for class. This process includes identifying what type of information that will be used, evaluating the information, and using that information to solve the problem. To develop successfully a time management plan, create a schedule. According to Carter, Bishop, and Kravis, “Schedules help you gain control of your life in two ways: They provide segments of time for tasks related to the fulfillment of your goals, and they remind you of tasks, events, due dates, responsibilities, and deadlines” (2007, p. 1). The Information Needed Information needed includes daily tasks, due dates for all assignments, work schedule, study time, sleep, and recreation. For example, two posts a day must be completed 4 days a week and three assignments, which are due on Monday, Thursday, and Saturday. The work schedule is Monday through Friday from 7:55 a.m. to 5 p.m. and every second and fourth Saturday from 7:55 a.m. to 12 p.m., and it takes 30 minutes to go to and from work. Data would be needed to put all the information into a chart or schedule. To obtain all required facts, one would make a list of all the things to be completed in that week; one also would search the Internet on all sources available pertaining to making an effective schedule. The majority of the information can be found on the University of Phoenix library Web site and the rest from one’s day-to-day life. Evaluating the Information The process used will evaluate information that is most important first. Things...
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...2 .What are the key requirements in their consideration? 1. Empowering the lower level work force leads to employees who are accountable and partly responsible for how the company benefits and/or fails. This is advantageous because employees will realize how important they are to the core of the business as well as how they affect the firm's health. When people feel that they are trusted, they typically honor that trust and want to prove they are worthy of it. Putting some of the onus on lower level employees will lead to a higher level of performance in the work place because employees will have to analyze and make decisions on their own that influence quality and performance. Decentralization also helps to promote a leaner organizational structure that is able to work more effectively. This leads to what is known as "Six Sigma" which is all about doing more with less. Staff that can make decisions wisely for the benefit of the work place without costing the business time and resources to make those decisions is valuable. Perfect decisions may not always be made and mistakes may occur but employees will learn from their mistakes and evolve to become wiser, more skillful and more capable. An educated workforce is more effective than one that needs to be monitored constantly. Typically in a business, the operating level knows more about how to control the processes then the ones further away from the action. Empowering employees means challenging themselves which will often...
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...MA Global Management with pathways Peer Assessment and Evaluation Form Your Team: KFC Seminar 1 Your Name: Aanchal Mahajan Date: 25/10/2012 Name of Peer you are evaluating: Leesha Mansukhani Module: Managing Processes & Projects Coursework: 1 (Team Work) The purpose of this Form is to provide an insight on team members and your own contribution to your team's overall performance. Section A: Peer (Team member) Questionnaire (Please complete one for each of your member) Once this is completed, you are required to complete the same Form (Section A) for yourself, and answer the additional questions in section B below…. **Completed form to be inserted in a sealed envelope OR SIMILAR INDICATING YOUR MODULE CODE and submit to your RELEVANT module leader after EACH OF your team work submission. Students may be viva voce on their parts if required to FURTHER verify their efforts. ** *All work must be word processed* Rate the following factors: Taking the work load as a whole over the life of the team work period e.g. did all students contributes equally in the coursework? Use the criteria factors below to rate your team member. | Criteria | Description of attaining FULL marks- Outstanding - | Description of attaining NO marks- Poor - | *Criteria mark | Typed Justification for mark | Overall average Mark given by you | Regular attendance at team meetings | * Attended all meetings; * stayed to an agreed end; * working within timescale ...
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...staffing? Obtaining control of labor staff cost in a medical facility is not as simple as saying the sky is blue. This task takes lots of consideration. There would always be patient volume, once again depending on what type of practice it is, staffing calculations are actions used to calculate coverage all periods of times. Since some medical staff members work all day this means shifts would change every eight to twelve hours. The method is a basic 40 hour work week. That’s saying if someone is working twelve hour shifts they would work three in half days which would add up to 40 hours a week. Or if its eight hours shift they would work five days a week. Why annualize staffing? Annualizing is important because employees work hard and deserves their time off such as vacation time, also if due to an emergency an employee could gain personal/sick days. Annualized is based on hours accumulated based around a yearly method. This method of annualizing is important because the staff member won’t be on duty but would get paid as if he/she worked a full week. An example of annualize staff would be if an employer works 40 hours a week which relates to eight hours a day shifts, this would average out to five shifts a week,...
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...AMBA 670 TEAM AGREEMENT & WORK PLAN 3 Girls & A Guy I. Team Agreement A. Team Contact Information |Member Names |Number |E-mail |Availability | |Patrick Grudzinski |(703) 975-0394 |patrick.grudzinski@yahoo.com |phone/email | |Michelle Simmons |(240) 446-3059 |homealone0769@aol.com |email | |Serena Wales |(707) 592-4490 |serena_wales@hotmail.com |phone/email anytime | |Monét Green |(646) 702-2326 |MMMR4@yahoo.com | | | | | | | B. Mission Statement: Through communication and mutual respect, we strive to produce above standard academic work. C. Vision Statement: We will produce an effective, well- developed team work plan that can be used and understood by every member of the team. D. Shared Values: The following shared values will support open and honest communication, accountability, mutual respect, and ethical decision-making. • Accountability: To willfully accept tasks, roles and responsibilities, set expectations accordingly, and produce...
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...enough storage space, aged hardware not adequate to support current needs, inadequate telecommunications systems, and frequent changes to technology. Another problem of technology is trying to combine or merge old and new systems. People problems consist of lacking employee training, lack of support from the employees, work environment, and poor or indecisive management. Other problems with people are from poor recruitment, the lack of motivation, the lack evaluating work performance, lack of legal or regulatory compliances, and ergonomics. What is the difference between IT and information systems? Describe some functions of information systems. Resource: Ch. 1 (pp. 5–17) of Essentials of Management Information Systems Consider the following questions and provide substantive responses of at least 150 words per question. • What are the three dimensions of business problems? Provide examples of each. • What is the difference between IT and information systems? Describe some functions of information systems. Note: • Be sure to put you name, date and assignment on the paper • Please avoid late penalty turn the work in on time...
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...Employee Motivational Action Plan Building a well balanced team that understands their goals within an organization, and implements them is both challenging, and critical. To be successful, the team must know the expectations, and they must have the tools to complete each task. It is the responsibility of management to ensure that each team member understands his or her role and has the confidence to navigate any issues that arise. After reviewing the data collections from the individual yearly performance reviews, it is apparent that each person should be approached differently, in regard to motivation, and emotional techniques. The motivational strategy or strategies to be determined that would be most appropriate for each of these three employees based on their individual characteristics (Robbins & Judge, 2011). These people not only react differently to any given situation but also start at different points as well. According to University of Phoenix Apollo Group Riordan Manufacturing (2011), promotional reviews analyzes the three employees evaluated here appear to be positive fixtures in the organization. Riordan Manufacturing Performance Review Overview Riordan Manufacturing does yearly Performance Reviews. Three employees were evaluated and recommendations for improvement were made. According to University of Phoenix Apollo Group Riordan Manufacturing (2011), first employee is Mary Tran her Job Title is web support specialist in the IT Department, her Reviewer...
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...University of Phoenix (AXIA) MGT/210 Supervision and Leadership Karen Blackwell Due: June 4, 2011 Best Practices Manual for Supervisors The top level of management in any company's organization is usually always supervisors. Since the supervisor is in charge of making sure that work gets done, they do not do any of the operative work. Their main focus is to achieve the company's goals in production. As a supervisor, one has to encourage workers to accomplish their objectives in a positive way; they must also have workers that want to be "members of a work unit to contribute positively towards accomplishing the organizations goals and objective’s" (Rue & Byars, 2004). A supervisor's work is categorized into five areas: planning, organizing, staffing, leading, and controlling. The most effective way to accomplish any tasks assigned is to plan and direct the workforce doing the job. Assigning the work among the employees and making arrangements for the proper and timely completion of work delegated. Staffing is charged with the duty of overseeing the improvement of employees' labor skills. Leading is used to influence the employee's behavior towards company goals. Controlling "determines how well the work is being done compared with what was planned" (Rue & Byars, 2004, p. 13). Supervisors are required to maintain technical, human, administrative and decision-making skills. Supplementary in order to satisfy the job of supervision successfully, they need to maintain the ability to...
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...------------------------------------------------- MIDLANDS STATE UNIVERSITY FACULTY OF COMMERCE Department of Accounting Industrial Attachment Log Book Name : RAY Surname : PASIPAMIRE Reg. Number: R124609Y Period of Attachment: August 2014 to July 2015 Institution Attached to: Westrand Investment RECORD OF WORK DONE (AUGUST 2014) Week | Activity | Student’s comments | 18-23(Orientation Week) | * I was introduced to members of the staff and shown around all the property. * There was also a brief of the code of conduct. * I was told how the organisation operates as a micro finance company. | * I got to know what was expected of me. * I was in a position to be aware with how the micro finance works | 25-30(Loans Desk) | * Evaluating of applications, i.e. checking to see if they meet the requirements and how much they can borrow. * I also made the recording of the loans in the loans book as well as checking attachments on each and every form. | * Got knowledge on calculating the amount of money a client is eligible to receive * I also obtained the knowledge of how attachments like payslip and national ID are important on loan application forms especially for future reference. | Supervisor’s Remarks...
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...VA Branch – Update In recent weeks, I have received few complaints from few of our top clients in the Virginia region. The quality of work that comes from Roanoke, Virginia branch is affecting the Phoenix branch in a very negative way. For some reason, in the past three months, we have lost the key personnel which that have had been with the company for more than five years. This is why the work quality sharply declined and what followed next - the complaints from the clients. What is scaring me even more is that three of our top graphic designers and four of the copywriters are threatening to leave if we do not improve the way we handle new accounts without evaluating the current workload. We must address this issue as it is costing our company’s valued staff and profits. Robert Wright – Please contact the President of Word Company to find out what the problem is and how we can fix it. Susan Smith – Please call a meeting your graphic design team to find out why the quality of work is declining. Also, Robert and Susan, please evaluate the new client list to see if there is a need to shift some of the work to other branches in the short term. Please send me a full report by August 8, 2014 via email. It is very essential that we maintain a positive and professional relationship with both our clients and employees. If we work together, we can resolve all the problems and ensure the success of the Roanoke Virginia Branch and the entire Phoenix Advertising company...
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...defined by Fairman, Holmes, Hardage, and Lucas-Renne during a three-year, three-phase project that culminated in a valid and reliable instrument that was copyrighted in 1979. Educators in 23 states have used the Organizational Health Instrument as a diagnostic tool for improving leadership and organizational effectiveness. The Organizational Health Instruments (OHI) consists of 80 item statements, eight for each of the ten dimensions. All members of a work unit respond to these questions. (To provide confidentiality of responses, data are collected in a group setting using a set of standardized data collection procedures.) Individuals respond to each question based upon their perceptions. Response choices are: Strongly Agree, Agree, Undecided, Disagree, and Strongly Disagree. Based upon these collective responses, raw scores are established for each of these ten dimensions. A line graph is created for each administrative unit, which contrasts the leader's perception with the composite view held by the work unit. The raw scores are converted into percentile scores. All certified staff completes the organizational health instrument, which assesses an organization's internal workings. The ten dimensions used are as shown below: 1. Goal focus--the ability to have clarity, acceptance, and support for goals and objectives; 2. Communication adequacy--the extent of open two-way communication; 3. Power equalization--the ability to maintain a relatively...
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...Ways To Manage Work Life Balance This is the sentence that brings the idea when we talk of work-life balance. When we work every day, all day, with no time set aside for living life, we just get more stressed. We are unable to find sight of reality. We may not have the touch with creativity, which is just as important for producing quality work as it is for innovating in business. There are no benefits to living a workaholic lifestyle. A good work-life balance is very important in our life. Working is necessary and hard working is surely not bad but we need to find the right balance to keep our body healthy. Some rest is always necessary and that is something that the so called "workaholics" many times forget. A recent study shows that people who are stressed out in their jobs have a higher risk for dementia later in life. This is bad news for the American worker who often has long hours and can often loose work-life balance on their way to climbing to the top of the corporate ladder. Deadlines, conflicting demands, promised delivery, increased accessibility, mixed with a need for a life outside of work, does not easily tip the scales to personal well-being. We have to focus on prioritizing and setting goals for ourselves, and create an action plan that will help us organize our life at work and in the home. Follow this Work Life Balance guide to get ourselves focused, and to create a plan that will help us to reduce stress. Setting healthy boundaries is essential...
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...understand and grasp the experience. Reflective writing allows us to understand the entire process of learning. My group formerly consisted of six members and finally ended up with only three, this was due to one member dropping out of this module and another two being unable to work with the final group as they felt our language and intellect wasn’t up to the mark. This made me feel extremely let down and somewhat anxious as to how we would function as a group of only three individuals; however our progress greatly improved since we were a smaller and more cohesive group. Our group had a more democratic form of leadership and we shared a sense of collective identity which greatly benefited us in completing our task. Our group values focused greatly on openness, respect, contribution and happiness. Each member contributed almost equally to the overall process and the all three of us were willing to listen and understand each other’s opinions. We divided the work amongst ourselves and decided we would complete it and share it with each other through social media or meetings. I felt relieved and happy at the same time as in my previous experiences of group work I was entrusted with most of the groups work. Our group aim as part of the model of change is to reduce the quantity of alcohol consumed by the students at the university as our primary targets along with aiming the model towards citizens of Devon. This was a topic each of us...
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