...This paper will explain how good management practices of planning, leading, organizing, staffing, and controlling are implemented into the workplace. It will analyze the application of these management concepts to the workplace. Including specifics of how five functions are practiced in the workplace. Applying the five functions can only improve any business that is willing to accept changes. At the time it was not known that the Boutique was using the five functions. The course made it clear that the owner was utilizing the five functions and the contribution it will offer to the business when practiced during operation. MANAGEMENT PRACTICE Effective Management Practices in the Workplace A good, effective management practice to use in any workplace is the five functions: planning, leading, organizing, staffing, and controlling (Reilly, 2011). A successful workplace has to have a great staff working to help it move forward. A great leader (owner) will ensure that employees are organized, informed of the planning, leading, staffing, and controlling to reach the goals of the organization. Working in the clothing industry is tough so applying the five-functions in the workplace will work when it is applied properly. To be successful managers and owners need to know the five functions, and how to implement them into the workplace. Success will be reachable and achievable when all five functions are taken seriously and applied into the business as a team effort. ...
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...Staffing Plan Paper Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization. This paper will outline an effective and efficient staffing plan for Haircutters Barber Shop, including how to determine the numbers of barbers and beauticians to hire and a recruitment strategy to ensure appropriate candidates are hired. Recruiting in all industries is a numbers game as well as a game of networking and relationships. It is a dynamic and on-going process that must constantly be monitored and evaluated for its strengths and weaknesses (Cowan, 1992). Industry standards estimate that one needs to interview over 20 candidates to hire one employee (Cowan, 1992). Due to attrition and employee failure, a company must recruit at least 30 percent of the total number of existing employees every year to achieve an overall growth of 10 percent (Cowan, 1992). To use this formula as a basis for goal-setting, it is important to analyze the previous years' goals and results. If the goals were met or if they failed to achieve the objectives, it is crucial to examine the factors that came into play, whether they were economic trends or internal issues. This information should provide a solid plan to identify the most...
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...HRA 4210 Work Planning & Talent Management The process of determining staffing levels aims to identify the numbers and types of employees needed to be successful in solidifying the business plans and strategies for an organization. Organizations apply several different techniques to accomplish this task. However, there are ways to implement fundamental building blocks to set a baseline for success; but due to numerous variables, a step-by-step concrete solution for determining staffing levels cannot exist. Consistent within any stage of strategic staffing, it is crucial to understand the overall plans and strategies of the business and what factors are driving staffing. As discussed by Heneman, “organization effectiveness and staffing systems exist, and should be used, to contribute to the attainment of organizational goals such as survival, profitability, and growth. A macro view of staffing like this is often lost or ignored because most of the day-to-day operations of staffing systems involve micro activities that are procedural, transactional, and routine in nature. While these micro activities are essential for staffing systems, they must be viewed within the broader macro context of the positive impacts staffing can have on organization effectiveness” (6). Managers and Human Resources must share a common understanding of the business needs and react through implementing corresponding staffing levels. Only with a common perspective between management and human...
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...BUSN300-1204A-02 Lower Division Capstone Assignment Name: Unit 5 Individual Project Deliverable Length: 4-5 body pages, 1 PERT chart, 1 Gantt chart Details: Using your current work organization (or an organization of interest) as the subject matter, research the elements of business and prepare an APA formatted paper that: • Analyzes the organization’s basic legal, social, and economic environments • Analyzes the organization’s managerial, operational, and financial issues including: o Project Management o Project Timelines o Critical Paths and Contingency Planning o Implementation Plan Contingencies o Staffing Needs and Tools o One Gantt Chart Example o One PERT Chart Example • Analyzes the impact of potential change factors and the impact on the functions of management There are so many issues that face business owners. Just to name a few are the basic supply and demand concerns when setting prices and hours of employees. Workers and potential injuries. Payroll, general book keeping, and employee benefits. The list goes on. I think one of the biggest areas that potential business owners neglect is legal advice because they precieve it as to expensive. Well there is a company out there that has made it affordable to small business owners so they can have access to the legal system and protect their investment. All About Project Management Project management is a carefully planned and organized effort to accomplish a successful project. A projectis a one-time...
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...New Health Medical Systems Staffing Strategy HRM/548 Gwendolyn Ford June 2, 2014 Jennifer Familant One of the main issues that needled American today is the provision of a new strategic healthcare system. With Medicare on the rise the prediction is by the year 2019 there will a vast number of people uninsured and depending on Medicare to compensate for medical treatment. The primary issue of healthcare in the United States is a leading part of the health medical system staffing problem because the staffing relies on Americans utilizing physician care. Understanding and developing current strategies will align organizations with new innovative ways to implement business strategic direction, and recommend staffing strategies that will meet the need of the organization’s goals are topics that will be address in this paper. Communicating a guided vision is the key role to planning strategically. Implementing any type of plan for the business should be deliberate strategically in order for the business to operate daily. The involvement of a diverse team of employees at any level in the organization can help to construct a communal vision, and growth all individual's in the organization motivates to understand the success of the plan. Simplicity and constant communication, from planning anticipate consequences that design the measure of performance can be vital to the success. Effective staffing frequently involves groups with simplicity of the shared vision, and extensive...
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...Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization. This paper will outline an effective and efficient staffing plan for Haircutters Barber Shop, including how to determine the numbers of barbers and beauticians to hire and a recruitment strategy to ensure appropriate candidates are hired. Recruiting in all industries is a numbers game as well as a game of networking and relationships. It is a dynamic and on-going process that must constantly be monitored and evaluated for its strengths and weaknesses (Cowan, 1992). Industry standards estimate that one needs to interview over 20 candidates to hire one employee (Cowan, 1992). Due to attrition and employee failure, a company must recruit at least 30 percent of the total number of existing employees every year to achieve an overall growth of 10 percent (Cowan, 1992). To use this formula as a basis for goal-setting, it is important to analyze the previous years' goals and results. If the goals were met or if they failed to achieve the objectives, it is crucial to examine the factors that came into play, whether they were economic trends or internal issues. This information should provide a solid plan to identify the most successful methods to seek...
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...Program Planning and Evaluation Paper Program Planning and Evaluation Paper A program and evaluation of a program are not separate activities. When carefully planned a program and the evaluation of the program can be integrated into an organized set of ongoing operations that promote and support each other. Program planning is an organized process in which a set of coordinated activities or interventions is developed to address and facilitate change in some or all of the identified problems. It is an ongoing process of development with the intention of designing a plan that will tackle the identified needs and problems. Program planning is a means for program development and is a goal oriented activity based on the assessed needs and problems. Program planning requires that decisions be made. Program evaluation provides the needed information because it is the process of gathering and analyzing the data necessary for appraising alternatives. Program evaluation is a cooperative undertaking of all those concerned with improving vocational education, and is the foundation upon which planning is built. The scenario that I chose from Appendix B is “Continental Senior Center”. The following is an example of how program planning and evaluation interrelate in my chosen scenario. The Continental Senior Center provides a balanced, diverse, and coordinated program and promotes the senior center as a model for the aging and aged. The senior center is involved in a community...
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...gram Planning and Program Planning and Evaluation Paper Program Planning and Evaluation Paper A program and evaluation of a program are not separate activities. When carefully planned a program and the evaluation of the program can be integrated into an organized set of ongoing operations that promote and support each other. Program planning is an organized process in which a set of coordinated activities or interventions is developed to address and facilitate change in some or all of the identified problems. It is an ongoing process of development with the intention of designing a plan that will tackle the identified needs and problems. Program planning is a means for program development and is a goal oriented activity based on the assessed needs and problems. Program planning requires that decisions be made. Program evaluation provides the needed information because it is the process of gathering and analyzing the data necessary for appraising alternatives. Program evaluation is a cooperative undertaking of all those concerned with improving vocational education, and is the foundation upon which planning is built. The scenario that I chose from Appendix B is “Continental Senior Center”. The following is an example of how program planning and evaluation interrelate in my chosen scenario. The Continental Senior Center provides a balanced, diverse, and coordinated program and promotes the senior center as a model for the aging and aged. The senior center is...
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...Staffing Paper Your Name MGT431 December 6, 2010 Staffing Paper The following report is a summary of Frito Lay as it increases its diversity and develops talent from within. This paper identifies the challenges Frito Lay faces as it identifies the staffing strategies employed by Frito Lay including the recruitment and selection process of its business managers. The selection process is used to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help Frito Lay achieve its goals (Gerhart, Hollenbeck, Noe & Wright 2007). Industry Identifications The people at Frito Lay believe that their continued success will require teamwork and continuous learning on the part of each team member in order to develop and grow. Frito Lay focuses on building a pipeline of talented, diversified individuals in order to meet current and future staffing needs and to develop leaders of tomorrow. They focus on attracting top candidates with the skill sets they require by working on the basis of early recruitment and full utilization of their pipeline program. This strategy has supported their mission statement fully, but if Frito Lay plans to control the amount of the market share it currently has, it will have to continue its mission and strategy according to the needs of their customers. To find individuals with the passion it takes to deliver quality service that organizations are looking for it will take individuals such as self starters...
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...Week 1 Paper HRM/522 University of Phoenix Week 1 Paper HRM/522 The HR department does not have a clear mission or function defined and with the current organizational growth a Human Resource Plan (HRP) is needed. This plan must provide the mission of the HR department and detail the functions to provide a clear understanding of HR’s role and ensure alignment with the organizations strategic plan and goals. The organization will only experience long-term successfulness when the right people are in the appropriate positions at just the right time; the strategies for achieving the organizational objectives should revolve around having the right balance of talent, skills, and the aspiration to accomplish organizational objectives in a significant manner (Byars & Rue, 2008). HR Functions and Challenges Challenges that the HR department will encounter consist of finding a candidate pool large enough to fill the 50 vacant positions, finding potential employees that have the skills, qualifications and experience. Other challenges that exist are the implementation steps to develop a HRP in alignment with the organizational strategic plan and goals. With the organization looking to fill 50 positions the functions of the HR department must be clearly defined; this can be accomplished by developing the HRP. There are steps that must be taken to implement the HRP they include: • Determine organizational objectives • Determine Skills and expertise...
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...and effectively with and through other people . It encompasses an array of functions with which it accomplishes different tasks done successfully. These functions include planning, staffing, organizing, directing, and controlling. The Eritrea Education Sector Development Program – Program Management Unit, abbreviated as ESDP-PMU, is an institution destined to accomplish education sector program objectives that have to be viewed in terms of the government policy to boost the education sector in all aspects. Through the educational sector intervention, ESDP-PMU works to ensure increase in access, improve quality, boost capacities in all levels of the sector, and ensure equity in delivery education services. This paper explores the management functions in the ESDP, highlights strengths and weaknesses in view of the theoretical aspect of management function. Finally, it highlights some few salient points that are worth mentioning and by way of recommendations it tries to shed lights on issues that need improvement. 2. Overview of the management functions: Henry Fayol defines management as a science of forecasting, planning, organizing, commanding, coordinating, and controlling. The most commonly cited management functions are planning, staffing, organizing, directing, and controlling. Planning refers to the base of the other management functions. It is the management of the organizations’ future in an uncertain environment . Plans can be strategic, tactical, and...
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...how to effectively implement planning, leading, organizing, staffing, and controlling. Each function is as important as the other but with by failing to have a plan it is already understand that you are planning to fail. Managers find themselves planning for all sorts of things and by doing so managers can ensure that he or she is working towards some sort of an organizational goal. There are three main types of plans, operational, tactical and strategic. Each of these types of plans are somewhat of stepping stones in relation to one another operational plans are needed in order to make tactical plans and tactical plans lead to the achievement of strategic plans. In planning there are also plans to back other plans that may fail these are call contingency plans. Strategic plans are designed with the entire organization in mind and begin with the mission of the organization. These plans look ahead to where the organization would like to be in the future. These plans provided by top level managers serve as a framework for lower level planning. These plans include but are not limited to consist of developing long term strategies for growth, improving productivity and profitability, boosting returns on investment, improving customer service and finding ways to give back to the community it operated in. These types of plans require each level of management to play a specific role in order to reach the goals desired by the Management 330 Final Paper...
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...Final Paper Jennifer George MGT330 Management for Organizations Instructor David Gibbons August 5, 2011 Final Paper Management practices of planning, leading, organizing, staffing, and controlling are implemented in my work place in many different ways and people who work together as a team to accomplish different goals for the organization to run smoothly. Gulf Coast Community Association Service is a well-organized organization that I have been employed with for over 24 years. Gulf Coast Community Services Association (GCCSA) which I will use the five management functions. GCCSA is an example of a professional bureaucracy which “may be used when an organization depends on highly skilled professionals delivering goods or services at the core of the organization” (Reilly, Minnick, & Baack, 2011). In this assignment I will attempt to analyze the application of planning, leading, organizing, staffing, and controlling to may place of employment. Also, I will include specific examples of how each of the five management functions is practice in my place of work. As stated in the text “level management is a discipline that consists of a set of five specific functions: planning, organizing, staffing, leading, and controlling. These five functions are part of a body of practices and theories for how to be a successful manager” (Reilly, Minnick, & Baack, 2011). At GCCSA there are a chain of commands which consists of a management team which each of these functions are...
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...about the war with Japan. Throughout this excerpt, we will analyze a few of Admiral Kimmel’s actions towards his duties as a leader. The intent of this paper is to denote the leadership and management functions of Admiral Kimmel as they were presented in case. After specifying various management and leadership functions, the task is to list and discuss these functions and evaluate the leadership failures and recommendations that could improve his role as a leader. As previously stated, Admiral Kimmel was the Commander in Chief of the Pacific Fleet. His responsibility was to ensure that troops were prepared and that Pearl Harbor was protected. As days began He was also instructed to “execute appropriate defensive deployment” preparatory to carrying out the naval war plan (Whetten and Cameron, 1998). Our text tells us that management functions consist of planning and budgeting, planning and staffing, and controlling and problem solving. Planning and budgeting entails establishing detailed steps and timetables for establishing needed results. Organizing and staffing establishes structure for a plan; staffing that structure with individuals and delegating responsibility to carry out that structure. Lastly, controlling and problem solving consists of monitoring results vs. the plan, identifying deviations, then planning and organizing to carry out the problems. Admiral Kimmel exemplified, and shall I say was supposed to exemplify, each of these duties as a manager....
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...The Five Points of Human Resources Planning The Five Points of Human Resources Planning Human resources planning is a key element to a developing a successful business supported by exceptional staff. Human resources planning (HRP) is defined as “an effort to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands” (Cascio, 2010, p. 685). There are five steps in the human resources planning process. The five steps of HRP help facilitate economic growth while minimizing employee turnover. SAS (2010) is a company that has been successful in the implementation of these steps. In this paper we will discuss these steps as they relate to the hiring process. Successful implementation of these steps can be beneficial in targeting qualified candidates that also contribute to the culture of the business. The first step in human resources planning is to establish a strategic plan by preparing an employee inventory. Taking an employee inventory means taking stock of the quality of company employees to assess hiring, training, management, for the health of the company. An employee inventory needs to focus on the quality rather than the immediate quantity of the employees. The focus on quality in terms of hiring can be met by engaging in an effective interviewing, testing, and evaluation process formulated in part by the...
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