... PROJECT MANAGER: Geoff Blackland START DATE: 01/12/2015 PURPOSE: Develop a new staff recruitment and selection process for mail distribution centre. TIMELINE: Three months REQUIRED STAFF FOR PROJECT: Henry Smith (Human Resources), Roger Tucker (Mail Distribution Manager) & Janine Taylor (General Manager) Interview Panel (to be advised) Stage 1 of the Planning Process: 1) Select the Interview Panel and block out appropriate times to conduct the interviews. Ensure interviewees have had training and know their role and responsibility in the process. 2) Determine how many interviews you would like to conduct later in the process. Book interview rooms depending on availability. 3) Analyse job requirements and develop a recruitment plan to determine the requisite knowledge, skills and attributes. Further information on this if required is available in the form of an information booklet 4) Develop Key Selection Criteria – refer to booklet for How to develop Key Selection Criteria. 5) Develop or revise position description – refer to booklet Developing or revising position description 6) Develop interview questions - refer to booklet preparing for interviews. 7) Develop scoring criteria for short listing and other selection techniques to be used. ROLES, RESPONSIBILITY AND WORKING TIMELINES: Select the Interview Panel. Geoff Blackland and Roger Tucker this will need the attention of your experience, Roger being the mail distribution manager it will be required...
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...Summary Jordan Cohen, a senior director at the global pharmaceuticals company Pfizer, realized that a lot of skilled employee time was in effect “wasted” on routine tasks such as using Excel and PowerPoint and doing basic research. The PfizerWorks team managed to do what many consider an impossibility to devise a successful innovation from the bottom up in a big company. It was possible because Mr. Cohen already had years of experience in the company, so he could understand and navigate general company politics. Lone, obsessive geniuses may do well in a garage start-up but, in big companies, to make innovation happen, the manager first needs to embrace both the corporate machine and the people in it. On a personal level, Mr Cohen had a keen grasp of his shortcomings and knew when to recruit different thinkers for his team. He understood the iterative nature of the innovation process, accepting that nothing is perfect in the beginning. As a result, while Mr Cohen did run some personal risks in undertaking such a project in this way, he minimized the risks through a careful management of the various stakeholders and created his dream job as head of PfizerWorks. Discussion question 1. Pfizer is the world’s largest research-based pharmaceuticals firm and also a well known Pharmaceutical company. So their most of the work depends on research, developing Strategies and innovate. They were trying to find a new way of system...
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...Some managers are known for “never having missed a budget target.” Do you believe that is possible? Does such a record suggest that the managers are extremely effective managers; very lucky managers, or devious, manipulative managers? Are such managers to be congratulated (and, possibly or likely, promoted in their organizations) for their budget-achievement record? Almost every business and managers use pre-set performance targets as it stimulates employees, helps evaluate their performance, increases their commitment and reduces the cost of intervention and game-playing. Those targets are defined during the budgeting process which is the third planning cycle and are usually financial. They are typically expressed on an annual basis and are related to the measurement of performance and possible rewards and incentives. Financial targets are fixed in most firms which mean that managers are accountable for achieving their targets regardless to the changing environment during the year. Targets need to be right and set the proper way. They need to be a correct amount of challenge. Indeed, targets need to be achievable otherwise the manager will feel demotivated which is counterproductive. Consequently, achieving a budget target doesn’t only depend on the manager’s performance but also on how the target is set by himself or his superiors. Studies shown that at corporate level, budget targets are set to be achievable 80 to 90 % of the time by an effective management team (Marchant...
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...in the last chapter of his novel is that “Most managers seem to feel that training employees is a job that should be left to others, perhaps to training specialist”. (Grove, p.222) When all along throughout each chapter he stresses his key ideology that, “The output of a manager is the output of the organizational units under his or her supervision or influence”. (Grove. 1983) As Grove implies in his mantra throughout the chapters, the way to accomplish proper leveraged output is through raising the individual performance of subordinates by increasing motivation while also increasing individual capabilities of subordinates through proper training. In my opinion I believe Grove hits the nail dead on the head in regards to why training is the boss’s job. The “training specialist” that Grove implies mangers believe ought to train subordinates, are the managers and peers of the organization themselves. Grove advocates managerial leverage is the upmost important aspect of a productive managers arsenal of tools to employ and furthermore, training is one of the highest leverage activities a manager can and should implement in order to achieve such outcomes. By properly training subordinates with skills in strategic planning, constructive confrontation and problem solving. Employees throughout the workforce can become suitable role models and potentially have an exponential influence on company growth and dynamic. As a manager or superior to a subordinate or group of subordinates...
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...Policy Process Part 2 Introduction Managers’ role and responsibility in implementing change in the department Modification management, in any organization, is the role of management and administrators. In modification management, managers and administrative must manage modification with in a manner that workers can handle with. The manager is liable for the assistance and enablement of modification. Managers must recognize the circumstances from an impartial perspective. They must also assistance individuals comprehend goals, details, and conducts of confidently replying to modification conferring to their circumstances and ability. The manger must understand, converse, and allow workers and not to teach or enforce modification on individuals. All modifications requirements sponsorship. A benefactor is somebody with ability to say what is significant. The manager can assistance in the development and performance of modification. Deprived of managers to proposal guidelines on modification implementation, modification appears possible with only with a rare workers eager to go on board though others endure on by-products. With modification manager or benefactor, modification implementation and management appears voluntary. In enormous administrations, the absence of decision-making sponsorship consequences to sluggish acceptance to modification. However, modification implementation that has someone as the manager from the organizational modification...
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...director of Nutrition Services at the local Medical Center. At this time the facility decided to outsource not only my position but the positions of managers in 2 other departments to a worldwide company. I have a Associates in Criminal Justice, I am a certified Correctional Officer, a Certified Dietary Manager and will have Bachelor’s Degree in Business in May----a person would think I could do better. But with the job market the way it is and me being an older person—it has been very hard to find a “good job”. I am the mother of 4 daughters, 4 grandchildren with another one on the way and a wife of 32 years. I love to garden, needlepoint, sew, read and I like to try new things. I enjoy going to sporting events so much that I have purchased tickets to the Women’s National Soccer game against China in Denver in April and have also got tickets for the NCAA women’s tournament in Lincoln. I have been in management for about 30 years. I am a democratic/participate leader. I really enjoy watching my employees achieve. I love to see them excited by something new that they did and excelled at. I also enjoy seeing events and projects come together and then evaluating them to see what can be improved on. I didn’t really learn anything from the personality or the Meyers Briggs tests. The results were what expected. I am planning on using these tests, if I ever get a job where I could use this, for hiring and team building issues. I think that this would be helpful in averting...
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...Name-Desmond P. Williams DSI-D013889997 HR587 March 12, 2011 ASSESSING CHANGE MANAGERS’ IMAGES Introduction This exercise was carried out to assess change managers’ images. The work so far gives an in depth discussion on the actions of two change managers as they relate to the six images of change. In this regard two change managers were interviewed and both of them are in the retail business entity. For convenience, they are labeled as Change manager A and B of A and B companies respectively. The responses of both change managers were compared and contrasted to make this assessment. Based on the responses of the mangers in question it was clearly evident that they were using the images unconsciously. The actions and approaches they adopted to augment change in their respective organizations show that they were implementing change influenced by the images. The company of Manager A is a well established business on a larger scale unlike that of Manger B which is a small grocery store. In the interviews both managers told their stories regarding change in their respective organizations. In the case of Manager A, he said it was a kind of transformational change that took place in his organization. There is a policy of the Home office to transform all its retail stores to supercenters based on the performance these stores in terms of profit-making and meeting the demands of the customers .In addition,he pointed out that the store was doing well in business ,consequently...
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...delivering results. The Centre for Executive Education (CEE) at the ISB, recently, conducted the first management training workshop for senior administrative officers in the Indian Railways. The aim of the six day workshop was to get the top brass of the Indian Railways to develop competencies and skills that focus on three objectives - developing strategic thinking, developing crossfunctional perspective, and managing complexity and uncertainty in their current roles. The course structure was geared to develop a general manager's perspective - decision making; develop understanding of own department's role within Indian Railways' overall goals; long-term thinking and planning; how to lead change, moving from ideas to implementation; financial evaluation of projects, etc. Participant Sanjay Gehlot, chief commercial manager, passenger services, Eastern Railways said, "This programme gave us a good idea of where we stand and where we are heading for. We acquired a theoretical framework as to what we should be aspiring for." He also pointed out a session that he found particularly interesting . "It was about how in order to have happy customers you must first have happy employees, and that employee orientation is equally important as customer orientation ," he said. The workshop comprised sessions like one on operations and supply chain/IT strategies mentored by Medini Singh, customer focussed marketing strategy by Nirmal Gupta, leadership and change management by S Ramnarayan, and...
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...Make Versus Buy Case ABC Ltd. is a manufacturing company engaged in the manufacturing of valves. They have been in the business for last 3 years and have been manufacturing only one type of valves. They started their business initially with sales of 10,000 valves per month and now they have grown the volume to about 50,000 valves per month. They have been buying all the raw material for the valve and were doing all the manufacturing in house. Now they have established themselves in the market and are planning to expand and produce different varieties of valves. They have their plant in the main city and the total area of the plant is 50,000 sq. ft. Now if they want to expand and continue doing all the activities of manufacturing of all the varieties in house, they would need another 50,000 sq.ft. of the area. In the recent times, the land prices in the area have more than doubled in the last 3 years and still land is available with great difficulty. Mr. Mohan is the production head of ABC Ltd. and has been successful with the production and the level is continuously increasing. But in recent times, he is facing the problem of quality complaints which have gone up from average 0.2 % in previous 2 years to 0.5 % this year. Also, he is finding that there is a high level of dissatisfaction among the workers regarding workload as well as salary levels. The workers are regularly complaining about the over work. Although, Mr. Mohan has found...
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...in sales and operational leadership roles for the past 8 years with continued success in meeting business/operational goals, I can make a valuable contribution to your organisation’s future projects and initiatives. I am aware of your products and familiar with your new line of [show you know something about what the organisation does] and believe that I can assist with increasing sales in the area of [again, show you know what they do]. [Sell yourself. Point out why you would be best for the role. Use examples/or use as a guide your current or most recent position. Provide detailed summary of the role’s key responsibilities and accountabilities]. [Example only]What I bring to this position is a combination of team leadership, strategic planning, and business development skills that I have leveraged to meet and exceed expectations. I have analysed core operational/business functions and implemented the most appropriate solutions to drive continual business growth. I have demonstrated proficiency in all core office administration functions, including document preparation, internal/external communications. I can manage the office environment without supervision, juggle...
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...Powers and Duties of Officers and Employees The procedure followed in the decision making process, including channels of supervision and accountability, the norms set for discharge of functions and the rules and regulations held under the control of the organization and used by its employees are detailed below. Shri Raji Philip Chairman-cum-Managing Director The Chairman and Managing Director is the Chief Executive of the Corporation and is responsible to the Board of Directors. He is responsible for all the activities of the Corporation including personnel, financial and commercial management, and corporate planning and project implementation. He is responsible for the effectiveness of the organization in the pursuit of the Company’s goals and objectives and in particular for the performance and supervision of the technical, administrative and day-to-day operations of the Company. The powers exercised by CMD are as per “Delegation of Powers” of CMD in vogue from time to time. Shri A K Bhatia Director (Operations) Director (Operations) is a member of Board of Directors and reports to Chairman and Managing Director. He assists the CMD in all technical matters, in procurement of providing support to the mills for efficient operations, forestry raw material and other major inputs, setting technical parameters and monitoring the operations against the set norms, closely inter-acting with the Chief Executives of the mills on all technical matters including innovation...
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...My definition of a great manager is one who “gets things done through people”; if you want it right you don’t always have to do it yourself. In addition, there is a quote by the philosopher Lao Tzu that I absolutely feel sums up a great leader: “Go to the people. Live with them. Learn from them. Love them. Start with what they know. Build with what they have. But with the best leaders, when the work is done, the task accomplished, the people will say "We have done this ourselves". Leadership: * Be a servant manager – Take a humble approach with your direct reports (supervisors) and work for them, and not the other way around. Treat your direct reports and their employees with dignity, stay focused on the moment and do not multitask when speaking with employees, never interrupt them, listen to them intensely, smiling, saying please and thank you, acknowledge and welcome the contributions of your staff, quickly admit your mistakes, apologize as needed, never have to be the smartest person in the room, spend time on the front lines with your staff, and engage your customers. * Be a positive leader – You will set the tone for the entire staff in your department. If you are down and acting as if you are fighting against the world your staff will feel that same way. Your example is the personality reflected throughout the entire department. I expect you to be a positive leader. You are always setting an example for your staff to follow. Is it a good example, or a bad example...
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...the application in order to fix the problems, and offer new features. 3. The adaptation of games; while the costumer is achieving new levels, the games would be complex, allowing clients to get a higher and effective result. 4. The creation and presentation of conferences, which explain how to maintain and get the brain healthy and stronger. 4. Growth and knowledge The base of our organization are all the individual that work on it, to make it better 1. General Manager 2. Engineering area manager 3. Sales and marketing manager 4. Web designer 5. Programmer 6. Marketing specialist 5. Leadership The functions of the general manager in order to achieve all the objectives of the organization are: * Maintains staff by recruiting, selecting, orienting, and training employees; maintaining a safe, secure, and legal work environment; developing personal growth opportunities. * Accomplishes staff results by communicating job expectations; planning, monitoring, and appraising job results; coaching, counseling, and disciplining employees; developing, coordinating, and enforcing systems, policies, procedures, and productivity standards. * Establishes strategic goals by gathering...
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...Memorandum - Compliance Training Virginia Sacco University of Phoenix Project Planning and Implementation CMGT 410 Steven Jarvis November 25, 2012 Memorandum - Compliance Training TO: Manager FROM: Virginia Sacco DATE: November 25, 2012 SUBJECT: Memorandum – Compliance Training As one of the Training Officers (TO) for the company in last week’s training meeting it has been brought to my attention that there will be a rollout of a new companywide information system that will require additional training. The new system will impact the branch offices throughout the company worldwide therefore it is imperative that everyone receives adequate training. The training can be completed in roughly 10 hours. Completing the training will be difficult primarily for branch managers (other employees will be scheduled to complete the training) as branch managers do not typically have much flexibility in their schedule therefore we did discuss how to implement ways to offer the mandatory training. Excessive time was spent during the meeting to discuss how to best implement the required training such as conducting a centralized training sessions, offering CBTs (Computer Based Training), VTC (Video Teleconferences), deploying System Matter Experts and/or Training Officers to conduct OJT (On-Job-Training). Centralized training sessions would require a lot of organization of a region to have all mangers to attend therefore it is not a mandatory option but it will be an...
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...TTH 6 November 25, 2014 Manager Paper I interview Anthony Rodriguez the General manager of TGI Friday’s in Rancho Cucamonga. TGI Friday's is a franchise restaurant that serves a variety of food items (like burgers, pasta, wings, salads). The TGI Friday’s, in Rancho Cucamonga, has a large amount of traffic with weekly sales of 90 to 100 thousand and about 60 employees. Anthony has no college education but has read many manger books like the One Minute Manager and Good to Great. Before becoming a General manager of TGI Friday’s, he uses to be a server for a different Friday’s. The purpose of the interview was to determine how a manager plans their day-to-day operations and how they motivate employees. Planning is a very important for managers since it helps them understand their overall task with steps needed to accomplish such task. However there is not right way to plan so everyone has his or her own ideas of planning. For Anthony planning means creating a list of his entire task. At times he is asked to increase the use of customer loyalty program (a program offered at Friday’s that allows customers to earn points on purchase and allows them to receive free items). So he brainstormed and came up with idea of creating a game by offering top servers with the most sign up a gift card. Later he executed his plan, which end up being a success since it increased sign ups. Motivating employees to perform everyday task is an important task for a manager. TGI Friday’s offers employee’s...
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