...growth (i.e.: favourable tax regime, stable political climate, effective regulatory bodies) and prima facie, the robust human capital supporting its economy has well augmented it to be an economic powerhouse (Hui, & Toh, 2014) – despite the disparity in land size compared to her neighbours and the lack of natural resources. Section one of this reflective commentary examines the factors concerning and influencing Singapore’s graduate employment opportunities (GEO) from different perspectives and viewpoints. Section two delves into my professional career pathway till date. Deliberating input from psychometric analysis, peer feedback and personal preferences, this commentary discusses on the suitability of my desired role as a Business Development Manager at an Online Travel Agency (OTA). Section three would then discuss on recommendations for personal growth and professional improvements for career advancements. The standard font size is Times Romans 12 or Calibri 12 or Arial 11. 2|Page  1. Graduate Employment Opportunities 1.1. An overview From a labour-intensive economy in the years following independence, Singapore transformed into a capital-intensive and finally a knowledge-intensive economy (Gopinathan, Yiu & Saner, 2014). Gross Domestic Product per capita has nearly doubled itself in less than a decade (The Global Competitiveness Report 2014-2015, 2014) – a clear signal of sturdy economic progression with extremely low rates of unemployment. An array of GEO are...
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...Barnsley Management Development Alliance Chartered Management Institute Report by: Deena Goodhead Qualification and Level CMI Level 5 5001V1 Personal Development as a manager and leader CMI registration No. Organisation: Barnsley Hospital Word Count: Submission date: 12th November 2015 Course Tutor: Sue Copeland Contents 1 Learning Outcome matrix 2 Introduction This assignment report is submitted as part of the Chartered Management Institute Level 5 Diploma in outcomes for ……….. Management and Leadership and evidences the learning 3 Executive Summary 4 Results and Findings 5 Conclusions 6 Recommendations 7 Reflective report 8 Appendices 9 References 10 Bibliography Learning outcome Matrix 1. Be able to assess and plan for personal professional development | 2.1 Identify the importance of continual self-development in achieving organisational objectives 2.2 Assess current skills and competencies against defined role requirements and organisational objectives 2.3 Identify development opportunities to meet current and future defined needs 2.4 Construct a personal development plan with achievable but challenging goals | 2. Be able to plan the resources required for personal professional development | 3.5 Identify the resources required to support the personal development plan 3.6 Develop a business case to secure the resources to support the personal development plan | 3. Be...
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...Malik Shakeel Unit No: 5001 Unit Title: Personal development as a manager and leader Candidate No: 289 Contents Introduction to the unit and the concept of the assignment …………………………………………………………….3 Section 14 (Assessment criteria 1.1)4 (Assessment criteria 1.2)5 (Assessment criteria 1.3) …………………………………………………………………………………………………………………..5 Section 27 (Assessment criteria 2.1)7 (Assessment criteria 2.2)8 Section 3.................................................................................................................................................9 (Assessment criteria 3.1)9 (Assessment criteria 3.2)9 (Assessment criteria 3.3)………………………………………………………………………………………………………………….10 Section 4...............................................................................................................................................10 (Assessment criteria 4.1)10 (Assessment criteria 4.2)11 (Assessment criteria 4.3)………………………………………………………………………………………………………………….12 (Assessment criteria 4.4)12 (Assessment criteria 4.5)13 Bibliography 14 Introduction to unit 5001 This unit is based on management and leadership skills of manager/team leader or individuals. It mainly focuses on the improvement of an individual’s management and leadership skills and competencies against set organisational objectives. Concept of the assignment This assignment contains different tasks based on improving skills and achieving set organisational objectives. The first section of this assignment...
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...Unit 6.7 Personal Leadership and Management Development Level 6 10 Credits SUMMARY |Unit Level |Level 6 | |Unit Code |A/503/5350 | |Credit Value |10 | |Assessment Guidance |Assignments in accordance with awarding organisation guidance | ASSESSMENT Context Your existing qualifications, past employment and personal experiences and current level of study mean that you intend to apply for leadership and management positions in organisations. In preparation for this you wish to enhance your prospects for success by further development of your leadership and management skills. You plan to do this by undertaking some research on leadership and management. You will then undertake a personal assessment of your skills and construct and implement a personal development plan. You must file all of this information for future reference, either as an electronic or hard copy. As this information is important and will be accessed, as your future career progresses it must be carefully and systematically organised. Task 1 You must begin the file by...
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...SWOT analysis 545 Organisational goals 546 Objectives and policy 549 Dimensions of organisation structure 551 The importance of good structure 552 Levels of organisation 553 Underlying features of organisation structure 555 Division of work 557 Centralisation and decentralisation 560 Principles of organisation 561 Span of control 562 The chain of command 563 The importance of the hierarchy 564 Formal organisational relationships 566 Project teams and matrix organisation 569 Effects of a deficient organisation structure 572 Organisation charts 573 Empowerment and control 574 Synopsis 576 Review and discussion questions 577 Management in the news: A taxing merger 577 Assignments 1 and 2 578 Personal awareness and skills exercise 579 Case study: Zara: a dedicated follower of fashion 580 Notes and references 582 15 Patterns of Structure and Work Organisation 585 Variables influencing organisation structure 586 The contingency approach 586 Size of organisation 588 Technology 589 The Woodward study 589 Major dimensions of technology: the work of Perrow 593 Environment 594 The Burns and Stalker study 594 ‘Mixed’ forms of organisation structure 595 The Lawrence and Lorsch study 597 Evaluation of the contingency approach 598 Contribution of contingency theory 600 Culture as a contingent factor 601 The changing face of the workplace 603 The demand for flexibility 605 The shamrock organisation 608 Structure and organisational behaviour 611 Synopsis...
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...future, I request that you arrive on time and ready to start at the prescribed hour. This is a matter of simple respect and courtesy, as well as efficient time management”. 7 minutes!!!! How many times do we turn up 7 minutes late for meetings? NEVER!!! We always turn up 10 – 15 even later – for meetings. 7 minutes. It seems ridiculous. But positive organisational behaviour is also about respect for others and not wasting others time, and even 7 minutes, is not so positive. Our director was seeing the start of slippage in the way people behaved and chose to address it before it became the new behaviour of people. We were all astounded when we got the letter, but we reverted to arriving on time! For a while. ☺ I don’t recall a second letter. Is this an organisational issue? Yes, it certainly affects the organisation. But it relies on the individual responsibility to change. So organisational behaviour is about individual behaviour. Over 20 years ago, when I was recruited as a young manager to Procter and Gamble. no-one talked to me about positive organisational behaviour. No-one said to me – “elaine, we have positive organisational behaviour here, see what it looks like, can you do it ?” – No one even told me how to behave. But in general there was something in the air. There was an unspoken rule around certain things that you do and certain things that you don’t do. The letter from...
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... | |This unit enables learners to gain understanding of behaviour management principles and gain skills to review their managerial potential, show | |managerial roles and responsibilities and create a career development plan. | | | |Learning Outcomes | |The Learner will: | |1 Understand principles and practices of management behaviour | |2 Be able to review own potential as a prospective manager | |3 Be able to show managerial skills within a business and services context | |4 Be able to create a career development plan for employment within a business and services context | |Task 1 |Assessment Criteria |Achieved |Assessor Comments...
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...The Use Of Personal Development Plans Management Essay Every large organisation has a performance management system to assist it in effectively achieving its objectives from sections to the individual employee (Lawler). Human resource management (HRM) is crucial to the organisation's performance. HRMs manage the most valuable assets of the organisations - the individual employees. The performance of the organisation and its divisions are dependent on the collective functions of individual employees (Widener). Those employees represent the human capital which can grow within an organisation to increase productivity within organisation in order to make it more competitive against rivals in the local and global markets (Abu-Nahleh et al. 2010). A personal development plan integrated with an appraisal system will be a key took in making sure that each individual employee's potential is fully made used of towards the progress of the organisational goal (Taticchi et al. 2010). Job satisfaction, motivation and the general morale of the employees are not taken into account in a rewards or forced distribution performance management system. These factors may directly or indirectly impact on the organisational performance. For example, a high employee turnover rate, resulting from low morale to personal reasons, is costly to an organisation. Employees who resign will take away valuable knowledge, expertise and client networks with them. Furthermore, the organisation will have to spend on...
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...Organisational culture in Alphabet Games includes many elements or components which are organisational shared values, norms and basic taken for granted assumptions. ‘Shared values’:- • All group learning reflects the original values • Those who prevail influence group: the leaders • It first begins as shared value then becomes shared assumption • Social validation happens with shared learning • Initially started by founder, leader and then assimilated The organisational culture in Alphabet Games in terms of ‘shared value’ is invention. Example from the case study to support this is that “they have extensive experience in software development and have developed a word renowned reputation for excellence, quality and innovation. Basic ‘taken for granted’ assumptions’ in a culture involves:- • It evolves as the solution to a problem is repeated over and over again • The hypothesis becomes reality • To learn something new requires resurrection, re-examination, frame breaking • Culture defines us o What we pay attention to o What things mean o React emotionally o What actions to take The organisational culture in Alphabet Games in terms of basic ‘taken for granted’ assumptions is passion. Example from the case study to support this is that “passion for software development still exists within the company as strongly as it did when it was established. Technology and consumer needs have driven the business forward and it is the continued posit of innovation...
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...|ASSIGNMENT COVER SHEET | |(to be completed by the student) | |AIB student ID number: | | | | | |Student name: | | | | | |Course name: |MBA (HRM) | | | | |Subject name: |Strategic Human Resource Management | | | | |Subject facilitator: | | | ...
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...organisations today recognise the need to use the best training and development practices to increase their competitive advantage. Training and development is a crucial aspect of every business, if the value and potential of its people is to be exploited. According to Fitzgerald (2002) “training is a process that entails the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.” McNamara (2010) agrees that training is an educational process, further adding that it involves the presentation and learning of content as a means for enhancing skill development and improving workplace behaviours. To add more onto this, learning is a lifelong process of transforming information and experience into knowledge, skills, behaviours, and attitudes. It could be described as a process whereby experience results in behaviour changes (Rogers, 2003). Lastly, development is a framework that helps employees broaden their personal and interpersonal skills, knowledge and abilities (Heathfield, 2011). It includes such factors as employee training, career development, mentoring and organisational development. It is pointed out by (Heathfield, 2011; Rogers, 2003) that it gives...
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...| Contents INTRODUCTION 3 COMPANY BACKGROUND 3 TASK 1. HUMAN RESOURCE MANAGEMENT 3 1.1. Human resource Management activities, within Coca Cola Company, their objectives and how they are achieved 3 1.2 Two theoretical models of human resource management 5 TASK 2. HR PLANNING AND DEVELOPMENT 7 2.1. HR planning and development models within Coca Cola Company Georgia 7 2.2. Evaluation of effectiveness of HR planning and development models in achieving organisational objectives 11 TASK 3. PERFORMANCE 12 3.1. Monitoring of HR performance within Coca-Cola Georgia 12 3.2. Effectiveness of HR performance monitoring systems 14 CONCLUSION 15 RECOMMENDATIONS: 15 REFERENCES 16 INTRODUCTION The following report gives an understanding of importance of Human Resource Management, it shows the contributions of HRM to the organisational achievements. In the report the writer examines HR planning and development methods and suggests the ways to improve the HR performance. COMPANY BACKGROUND The Coca-Cola Company is one of the world’s top soft drink makers. Coca-Cola owns the best-known soft drink brands such as, Coca-cola, Diet Coke, Fanta and Sprite. this is an organisation with a history starting from 1892. The company’s flagship product, Coca-Cola was invented by a pharmacist John Stith Pemberton (The Coca-Cola Company, 2010). Coca-Cola is headquartered in Atlanta and it is currently offering 500 different brands in 200 different countries worldwide...
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...------------------------------------------------- he Personal Leadership And Management Development Unit Title or No: Unit 6.7 Assignment Title or No: Personal Leadership and Management Development Student Name: Annabelle Benigen Name of tutor: Ms. Miriam Sadiq Student Number:AB230800000172 Due date: Student Contact Number:07859411620 Student Email:benigenannabelle@yahoo.com CHEATING AND PLAGIARISM All forms of cheating, plagiarism or collusion are regarded seriously and could result in penalties including loss of marks, exclusion from the unit or cancellation of enrolment. Student Signature: Date: ASSIGNMENT RECEIPT Unit/ Assignment tile: Name of tutor: Name of Officer: Signature: Date: As a carer, I have dealt with different management styles and the different range of cultures or values implemented within the workplace. The impact of it had affected me to pursue on the management career, helped me reflect on what leadership and management style I would be developing on in which I came up with this study. I would be looking at a detailed study on the elements of the different range of organisational objectives, values and culture and their impact on the management and leadership role in my organisation. Evaluate these leadership and management skills to the attainment of the organisational objective and to assess my personal leadership and management skill and identify any personal development plan that supports the organisational goal. On the second task, I need to assess...
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...Content Introduction…………………………………………………………………………….......1 Organisational Development programs………………………………………………….2 Organisational Development Interventions…………………………………………...2-5 Reasons for Intervention…………………………………………………………………..6 Implementation of OD intervention……………………………………………………….6 What HRD Managers need to do to combat criticism…………………………………..6 OD intervention in General Motors – A case study…………………………………...7-8 Conclusion…………………………………………………………………………………8-9 References………………………………………………………………………………….10 Introduction In view of the increasing level of competition, technological advancement, the advent of the post economic effect of recession and many other challenges of the twenty first century; organisations have had to brace up in response to the challenge. In other to stay abreast; most organisations would normally use different approaches and strategies to have a competitive advantage. Those who are not able to cope with the pressure may run out of business, and those who have been able to soar higher have had to adopt a policy that proves productive to them. The decision makers in most organisations are always found brainstorming at each juncture with the aim of always “effecting change” even when this is capital intensive. Any organisation that is not able to respond to changes in the business climate may pay dearly for it. That is why organisational development interventions act as the crux of most meaningful changes. Though researches...
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...and holistic commitment to the continued professional development of employees and managers alike is highly beneficial, not only for the continued success of a business or organization but for the well being and personal development of individuals. Megginson and Whitaker (2007:3) reflect on the personal opportunities afforded through CPD: ‘ It challenges us to make time for personal reflection and review. It reminds us that we have responsibility for developing ourselves…’ Remaining competitive in this ever changing global market is becoming increasingly difficult, putting pressure on managers to deliver consistently high standards of product/service delivery. Guskey (2001) asks that we recognise that professional development is a purposeful and intentional process, which is designed to evoke positive change within organisations. In order to maintain an effective and efficient workforce and to ensure that managers’ skills reflect this commitment to professional development then it is imperative that we, as managers, set personal and professional targets to ensure that our skills accurately reflect organisational goals and direction. Section 1: Demonstrate how you would assess personal and professional skills required to achieve strategic goals There exists a plethora of models to evaluate personal and professional skills but if we are to construct the most accurate and objective overview of our own development needs we must ensure that we do not interpret results...
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