...bring to class a group project sign-up sheet in which you are to list your team member’s names and topic area. The expectation for this assignment is for solid research and analysis of your topic area. Your research is to include information from a wide array of resource material, include an interview(s). (Refer to information in the instructions below pertaining to bibliography and interview expectations). Assertions and insights should be substantiated with scholarly research, relevant course material, based on human resource management concepts and themes and interview material. Individually, students will have opportunity to complete a team assessment form to evaluate your own and team members’ participation on the group project. Each team will be assigned a team to conduct a peer evaluation of that team’s presentation. Once teams are formed, your instructor will provide teams with the presentation that you are responsible to evaluate. (Your professor does the final grading for each team project). Below, you will find the following important information regarding the project: 1) Group Project Parts, 2) Bibliography; 3) Team Member Participation and Group Conflict; 4) Interview Guidelines; 5) Hypothesis Statement examples; and 6) Topic list. Parts to the Group Project 1. Project Overview...
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...Candidate Details Assessment – BSB51407 – Procurement Please complete the following activities and hand in to your trainer for review. This forms part of your assessment. Name: _____________________________________________________________ Address: _____________________________________________________________ _____________________________________________________________ Email: _____________________________________________________________ Employer: _____________________________________________________________ Declaration I declare that no part of this assessment has been copied from another person’s work with the exception of where I have listed or referenced documents or work and that no part of this assessment has been written for me by another person. Signed: ____________________________________________________________ Date: ____________________________________________________________ If activities have been completed as part of a small group or in pairs, details of the learners involved should be provided below; This activity workbook has been completed by the following persons and we acknowledge that it was a fair team effort where everyone contributed equally to the work completed. We declare that no part of this assessment has been copied from another person’s work with the exception of where we have listed or referenced documents or work and that no part of this assessment has been written for us by another person. Learner 1: ____________________________________________________________ ...
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...1 Purpose of Interpersonal Skills In Effective Performance Appraisal 1.0 INTRODUCTION When asked what is Interpersonal skills, the answers quite straight forward, people interacting with other people, that's what interpersonal skill means. We all start doing it from the moment we're born. And if all goes well as we grow up, we get more skilled at communicating our wants and needs, our feelings and thoughts. We also learn to interpret other people’s feelings in turn, so that in adulthood we are aware of how our behavior impacts on others. People with good interpersonal skills are easy to be around. They tend to connect with other people effortlessly, they seem to know the right things to say and they make communication in general an easy process. Interpersonal skills are one of those things that we really notice when someone lacks it. When we're in new or awkward situations or when we imagine that there are rules of behavior that everyone else seems to know but us. Mastering interpersonal skills is very essential in today’s globalized business world. As communication is the corners stones of modern business, how are we supposed to survive and thrive when we can’t communicate with our peers? Interpersonal skills are not only required for running a business but also one of the key components of performance appraisal. If any of the two parties in performance appraisal namely, appraiser or appraisee lack interpersonal skills the appraisal will not be effective. If the appraiser...
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...Research Strategy & Project Plan 10 Problems Faced and Learning: 10 Learned Time Management Skills and Reflection Skills: 11 New Learning during the Research Project: Reviewing a Case Study 11 Conclusion from the Case study 13 My Reflections on the Research Questions: 13 References 14 Abstract The point addressed in this research document is the Importance of Planning and Reflection Skills at Postgraduate Level and also an assumption that post graduate students acquire planning and critical reflection skills automatically during their post graduate studies. Planning, critical thinking and reflecting are the pillars of the postgraduate study, managerial work and continuing professional development (CPD). “It is not sufficient simply to have an experience in order to learn. Without reflecting upon this experience it may quickly be forgotten, or its learning potential lost. It is from the feelings and thoughts emerging from this reflection that generalizations or concepts can be generated. And it is generalizations that allow new situations to be tackled effectively.” (Gibbs 1988) Reflection is a key element in any successful planning. You are probably a successful graduate and already have many of the skills required for postgraduate study. But there are some skills that assessed more stringently at postgraduate level, like planning and reflection skills. Task 1: Development of a Research Strategy Assignments are designed to allow you to demonstrate...
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...Job Description Job analysis is a crucial stage of the recruitment and selection process as it identifies the nature and scope of responsibilities expected of new staff. The purpose of job analysis is to break down the job into specific knowledge, skills and attitude (KSA) requirements for effective performance which can be subsequently assessed. (Robinson, 2006, p. 157) For the role of the Sales Manager we have identified a purpose and shown the main duties required of the candidate. Job title: Sales Manager Reporting to the: Sales & Marketing Director Location: Portsmouth Office Purpose of the post: The Sales Manager will be required to develop and manage a Sales Team to take the organisation into the next stage of growth by establishing new sales regions to maximise the manufacturing capabilities of the factory. Main Duties: • Setting and Managing Department Budgets • Setting and Managing Sales Targets • Managing and Developing Sales Team • Mentoring and Coaching Sales Team • Report Sales Targets Performance • Update Forecast Outturns Monthly • Plan and Manage Sales Training • Recruitment • Manage Appraisals and Bonuses • Plan and Organise Trade Fairs and Exhibitions • Manage Major Accounts • Liaise with Production, Marketing and Accounts Departments. Person Specification The person specification outlines the characteristics and abilities needed for effective job performance. Two frameworks still widely used are Rodgers...
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...Stylist characteristics of the article. Title of article is as follows: “Bribery: Australian Managers’ Experiences and Responses When Operating in International Markets” (journal of business ethics) Authors: Kerry L. Pedigo, Verena Marshall Aims/ objectives: Within this article we will discover the ethical dilemmas that go on within three different businesses in Australia, there will be numerous ways to discover the ethical dilemmas and hey they are dealt with plus compare all three different businesses with their ethical dilemmas. Methodology: The results in this article are mostly used from one on one interviews with the Australian corporate managers, within the interview they were requested to talk about what ethical dilemmas that they may or may not have experienced as a manger. The face-to-face interviews would range between 1 hour to 2, while this interview was taken place there would be notes been taken in each interview, the journal contained an extensive and detailed recording of the whole interview. Furthermore another research method that was used was Critical Incident Technique (CIT). Regarding the CIT it is a research method where you gather a collection data, reflection or anecdotes to discover resolutions to numerous concerns, within a precise situation. Findings: In this article the authors exposed that the vital predicaments that challenged Australian managers involved: “bribery, breach of contract, abuse of human rights, and loss of confidentiality...
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...but also because the Human Resources Department will call the applicant’s supervisor for a reference. By requiring an employee to inform their supervisor from the beginning, the supervisor is not blindsided by a transfer or by a call from HR regarding the applicant. However, at the same token, this may deter applicants from applying for positions because they are afraid of repercussions that may arise for wanting to transfer to another position/office. If an employee is referring an external applicant, then the process is even simpler. There is a short query to complete with a resume attachment. Within a couple days of applying on line, the internal applicant will receive an email from HR asking for a time to meet for a phone interview. In the phone interview, the HR representative simply asks the applicant about different responsibilities (which are largely taken from the job description) and how that...
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...it related to strategic business planning? What are some critical inputs for forecasting? What sorts of decisions do organizations make as a result of a workforce analysis? Strategic business planning outlines the long range perspective of the business, and sets the primary objectives and goals for the company. It directly feeds into operational planning, which defines the organizational strategies and the resources required to accomplish the long range goals. With the help of the operational planning, managers identify which parts of the business they need to hire new talent and plan for budget requirements. Workforce planning uses the feedback from strategic planning to identify business needs and assess the internal supply’s capability to meet those needs. Based on this information and the operational planning feedback, staffing levels are determined, and net workforce requirements are computed. Using this assessment along with the budgeting figures from various managers, the human resources authorizes staffing requirements, implements necessary internal talent moves (via promotions and transfer), and recruits new staff members. These action plans also include potential revisions to compensation and benefit plans in the company. In our workplace, we follow a very similar approach in assessing general business growth. However, I am working in a relatively new sub-area in our company, and we are more flexible in our resource planning. We can hire new employees with a quicker...
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...Learning Team Assignment Weekly Reflection Minerva Smith HRM531 July 25 2009 Professor John Delano Weekly Reflection In Week Two, Paul was reintroduced to the concepts of a job analysis. According to Cascio (2010) a job analysis is the planned and systematic gathering of information about the tasks of jobs and the knowledge and qualifications necessary to perform those jobs. At first he struggled with the concept of the different aspects of collecting data for a job analysis. Now he is more comfortable with how job analysis data forms a job description and a job specification. The information learned on the functions of a job description allowed me to relate to Human Resources at my workplace. He have personally worked with my HR office to help create a job description of a new position within our organization that was not a corporate mandate. At the time he did not realize its full importance until reviewing the information during this week’s objectives. Also, he can now sympathize with my employment manager that she has no easy task, and the information provided in this class will help me understand her position even more clearly (Paul Webber). Paul think often times those who do not work in HR underestimate what all we really do. I've heard that HR sits around looking and waiting for trouble, but that's not true. Of course we have to enforce the policies but we also have to compile benefits and compensation plans...
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...Service Michaela Haase Jackall, R., The World of Corporate Managers – Twentieth Anniversary Edition, Oxford University Press, New York 2010 A Capsule Summary of the Book This is the second edition of a book whose first edition was published in 1988. There has been no revision of the book; however, Jackall has added a new chapter titled “Moral Mazes and the Great Recession” to it. His description of the financial crisis brings nothing really new to the fore: it shows that nothing has changed in the aftermath of the convulsions caused by several occurrences of crisis in the financial sector or the business world in the last decade. Managers (of banks, insurance enterprises, of Enron, etc.) play(ed) high-risk games at the cost of the organization; they plunder(ed) the assets of employees and shareholders as well. If they win, they take all the gain; if they lose, they call for the taxpayer’s money because their organizations are too big to fail. They never think about stinting with their bonuses even if the taxpayers have to save the organization they work for because otherwise these same managers would leave it and so dispossess it of their skills and competence which, so they think, are badly needed to set it afloat again. Objective and Targeted Audience Jackall’s detailed sociological study of the managerial world is not written for a particular target group. As Jackall has clarified throughout a recent interview,1 his study is “part of a larger project. This is a long-term...
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...Contents Relevant Theory................................................................................................... 3 Summary of Findings........................................................................................... 4 Analysis of Interview........................................................................................... 5 Recommendations................................................................................................. 7 New Business Realities & Thinking Habits....................................................... 7 Reflections and Evaluations................................................................................ 8 References............................................................................................................. 9 Relevant Theory I have chosen chaos and complexity theory to discuss and evaluate for this project. Under chaos and complexity theory, organizational structures served to create boundaries between everything and prescribed who did what. The organization treated people like machines, assigning them specific roles, duties, and responsibilities while ignoring their other abilities, emotions, or beliefs. The interview summary will display the company as chaotic but a self-organization entity. Beneath all structures and behaviors resides the real creator – dynamic processes. Confusion is part of a much deeper process of organization. It is in this confusion...
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...department, or going on maternity leave or another period of special leave, you will not normally be expected to attend an exit interview, although you should complete the other forms associated with leaving with your staff manager 1 .This will enable HR to process the arrangements for your departure as effectively as possible. See also policies on maternity leave, paternity leave, adoption leave, career break and special leave. Notification of intention to leave or resign If you wish to leave the OFT, whether permanently or otherwise, you must provide written notice to your staff manager. This is not intended to replace any initial verbal notification, but it is required to confirm the decision. If you are resigning from your employment you must give at least the amount of contractual notice required by your contract of employment (one month for staff up to and including SEO, three months for staff at Grade 7 and above). There is, of course, no obligation for you to state the reasons for your resignation, although it may be in your own interests, and those of the OFT, for you to do to so. Your staff manager must forward a copy of the letter of resignation to the HR support centre, together with the completed leaver notification form, to ensure commencement of leaver processes. In the event that a shorter notice period is agreed your staff manager must inform the HR support centre by telephone with subsequent written confirmation within 2 working days. HRSC will then ensure...
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...Team A Weekly Reflection HRM 513 Team A Weekly Reflection The purpose of this paper is to summarize the key discussion points from the learning objectives during week two. This week’s topic focused on the functions of a job description. Objective 1: Explain how a job analysis is used to create a job description. A job analysis is defined as “the process used to break a job into its component duty or functional areas and the task statements associated with those duty areas” (Hartley, 2010). The job analysis identifies requirements and duties involves in the job. It will also establish guidelines on the education level, skill set, and work environment. The completed job analysis will be used to create the job description. The US Department of Interior (1998) website states that a job analysis “can be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements”. Each member on the team understands how the job analysis is used and the purpose. A job analysis provides an understanding and specifications for a position. A job analysis consists of a job description and the specifications required. The team agrees that an analysis should be reviewed periodically to remain current and not waste unnecessary resources. Potential problems exist with a job analysis. The accuracy and stability of an analysis could prevent a precise job description...
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...a catchy title), indicating your initials and surname, student number, the module code (AIISX3A), the name of your department (as applicable), as well as the submission date. Compile a complete table of contents for the assignment (clearly indicating the page numbers). 1 SECTION A Question 1.1 10 Marks Half page reflection about the importance project communication meetings for successful information technology projects and your opinion on this topic. Question 1.2 5 Marks You are employed at DataCentrix Company as Project Manager, elaborate on why many I.T professionals may overlook project cost management and how this might affect completing projects within the initial budget. Question 1.3 15 Marks Find someone who works as a project manager or someone who works on projects, such as a worker in your town or city or community or school or I.T projects. Prepare various questions to learn more about projects and project management, and then ask them your questions in person, through e-mail, over the phone. Write a one page summary of your findings. Guidelines for the interview and sample questions (show all your questions and answers during the interviews). SECTION B (a) Write a retrospective summary of and a commentary on the first two class tests, semester 1 and your...
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...Mgmt 362-Organizational Behavior: Week 5 - Case Study July 2, 2014 Synopsis: Tricia Monet is store director of a national chain store for household products and personal care located in Sioux City, Iowa. Tricia, coming from an accounting background decided she wanted to try a different career field; though she liked the organization and structure of accounting she wanted to be able to interact with people. Tricia had no supervisory or managerial experience when first starting at personal reflections. So, the company provided a short two week training program for assistant store directors. Once training was complete the store director was responsible for continued training. The store directors were not included in the decision-making process for new hires of assistant store directors. When Tricia was initially hired she was hired as an assistant store director, by the district manager of Personal Reflections. Tricia completed the initial two weeks of training; she was then assigned to be one of three assistant directors at the Sioux City, Iowa store. Heather Munson, the current director of the store in Sioux City, was not consulted about Tricia’s placement; it is company policy that store directors were not involved in the decision of placement. Because of this company policy Tricia and Heather did not have a good working relationship. While Heather was the store director, the store constantly failed to meet sales goals. The sales floor seemed to be messy and...
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