...CMD AREAS OF RESPONSIBILITIES ROLE ROLES & RESPONSIBILITIES 2 3 4 5 6 BEHAVIOURAL COMPETENCIES PRODUCTION DRIVER DIRECT AND COORDINATE ACTIVITIES OF BUSINESS OR DEPARTMENT CONCERNED WITH PRODUCTION ,PRICING, SALES, AND /OR DISTRIBUTION OF PRODUCTS. MANAGE STAFF , PREPARING WORK SCHEDULE AND ASSIGNING SPECIFIC DUTIES. ESTABLISH AND IMPLEMENT DEPARTMENTAL POLICIES, GOALS, OBJECTIVE, AND PROCEDURES, CONFERRING ORGANISATION OFFICIALS. PRODUCTION OF SALT AS PER PRODUCTION SCHEDULE, ACHIEVE MAX EFFICIENCY OF THE PLANT, COST OPTIMIZATION, MAINTENANCE OF PLANT EQUIPMENT CO-ORDINATION WITH TECHNICAL TEAM DRIVER CO-ORDINATION WITH TECHNICAL TEAM TO ENSURE MAX. PLANT UTILIZATION RELATIONSHIP MANAGEMENT DRIVER EFFECTIVE TEAM BUILDING WITH ALL DEPT. COST OPTIMIZATION THINKER ACHIEVE MAX. OUTPUT WITH LEAST RESOURCES TRAINING & DEVELOPMENT DRIVER TRAINING & DEVELOPMENT OF STAFF TEAM BUILDING AND SECOND LINE THINKER & DRIVER DEVELOPMENT LEAD THE TEAM WITH THE HIGHEST ETHICAL STANDARDS, BY MAINTAINING EXCELLENT COMMUNICATION, WHICH WILL BE MOTIVATING THE CONFIDENCE OF THE TEAM. WORKING COLLABORATIVELY WITH ALL THE DEPARTMENTS, PEERS AND EMPLOYEES AS A TEAM WILL BE BENEFICIAL TO ACHIEVE DESIRED GOAL FOR THE COMPANY. STRONG BELIEVER OF SECOND LINE DEVELOPMENT SO THAT THE COMPANY IS ALWAYS HEALTHY IN TERMS OF EFFICIENT & EFFECTIVE WORKING HANDS. 1 TECHNO-COMMERCIAL ABILITIES 2 GO GETTER 3 LEADERSHIP 4 PRODUCTIVITY & QUALITY FOCUS 5 TEAM MANAGEMENT & INTERPERSONAL SKILLS...
Words: 4520 - Pages: 19
...available to assess training needs. It is easily reviewed and updated, and presents the skills of team members in a single chart. This guide examines how a Skills Matrix will help you to: • Review the skills and competences required for roles within the team • Assess training needs • Identify gaps in skills within the team • Build commitment to the development of new skills. Definition A Skills Matrix is a table that clearly shows the skills held by individuals in a team, and the skills gaps within a team. Key steps in preparing a Skills Matrix ��� ���� To get the most out of your Skills Matrix you will need to: ����� ���� 1.Identify the job roles in your team 2. Review and code standards of performance 3. Assess the requirement for on-the-job training. An example of a completed Skills Matrix is provided at the end of this guide, as well as a blank proforma. Look at the example, photocopy the proforma, and using your own team as a guide, follow these steps to prepare a Skills Matrix. (For more on Organisational Training Plans, see ‘How to Develop an Organisational Training Plan’). Learning Resources Instep (UK) Ltd. Willow Barn, Newcastle Road, Brereton, Sandbach, Cheshire CW11 1SB Tel: 01477 505811 Fax: 01477 505822 email: HowTo@instepUK.com www.instepUK.com ������ ��� 1. Identifying job roles List your team members in the left-hand column of the blank proforma. Identify up to 8 key tasks or roles that your team must fulfil to be...
Words: 960 - Pages: 4
...The Role of The Surgical Care Practitioner The purpose of his essay is to examine the evolution and critically analyse the role of the Surgical Care Practitioner within the NHS . Many changes have occurred within the last few years with the UK government realising the need to modernise the service to suit the needs of the population it serves (Nicholas 2010 p94). The evolution of the nurse practitioner started with the Junior Doctors New Deal (NHSE 1991) and the compliance of junior doctors working hours from the European Working Time Directive which reduced the maximum hours a junior doctor can work each week and therefore created a massive hole that the NHS needed to fill. The publication of the document The Scope of Practice (UKCC1992) recognised that nurses could expand their roles through further education and training, and undertake roles that were once the domain of junior doctors. It wasn’t until 1999 when the Department of Health published Making a Difference (DoH1999)which identified the contribution of nurses to the health care team, but then further identified that nurses could expand and develop new roles to improve patient care and services. The Department of Health published a further document NHS Plan (2000) which included the Chief Nursing Officers 10 key roles which advocated the ability of nurses to order diagnostic tests, perform minor surgery, run outpatient clinics, and to admit and discharge patients from their work load. These are key roles of the...
Words: 1553 - Pages: 7
... State Zip Code Date Table of Contents Introduction 2 Roles and Responsibilities 2 Project Organizational Charts 3 Staffing Management 4 Introduction This section explains the purpose and importance of having a human resources management plan. It should provide a general description of what the plan includes and explain how the project manager and project team can use the plan to help them manage the project effectively. Human resources management is an important part of the Software Upgrade Project. The human resources management plan is a tool which will aid in the management of this project’s human resource activities throughout the project until closure. The human resources management plan includes: • Roles and responsibilities of team members throughout the project • Project organization charts • Staffing management plan to include: a. How resources will be acquired b. Timeline for resources/skill sets c. Training required to develop skills d. How performance reviews will be conducted e. Recognition and rewards system The purpose of the human resources management plan is to achieve project success by ensuring the appropriate human resources are acquired with the necessary skills, resources are trained if any gaps in skills are identified, team building strategies are clearly defines, and team activities are...
Words: 1700 - Pages: 7
...Module: 3HRC (HR) Understanding Organisations and the Role of Human Resources By: Victoria Nicholls Date: 16th May 2015 Trainer: Sharon Barwood Word count: Activity Two - 1099 By submitting this assignment I confirm that this is my own work. Activity Two I have been asked to write a report to support the retention of the HR function within this organisation. All businesses have a range of legislation that they need to adhere to and as a large organisation with a very diverse range of roles, it is especially important for us to have a dedicated function to ensure that we are complying with legislation. One of the main functions of HR within an organisation is to provide the management structure with the capability to manage, in that they provide advice and support to managers. Supporting the management structure to manage ultimately allows all the employees to be motivated in their role and therefore able to achieve the long term goals of the organisation. Activities which support the organisation’s strategy The HR functions activities include include recruitment, the recognition and reward of employees, compliance with legislation, record keeping, learning and development and discipline amongst others. In this organisation the most important functions of the HR team are, compliance with all aspects of legislation such as health and safety through learning and development, as well as recruitment for all the diverse roles we have in this organisation and discipline. In such...
Words: 1160 - Pages: 5
... | | |College of Natural Sciences | | |HCS/341 Version 1 | | |Human Resources in Health Care | Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning...
Words: 1481 - Pages: 6
...Career Development Phase II: Training and Mentoring Program Sara palma HRM 531 February, 2011 Career Development Phase II: Training and Mentoring Program After a thorough job analysis the new sales team for Interclean has been selected. The sales team is a mix of Interclean and Enviro Tech employees, that were chosen based on there skills and experience. The next step will be to implement the training and mentoring program that provides this new team with the tools to be successful and meet the demands of the company’s strategic plan. The primary objective of the training and mentoring program is to expand each team member’s knowledge and skill set. One of the main goals of training will be promoting the group to function as a team. The company’s goal and objectives will be established and reinforced throughout training and thereafter. The program has been designed to improve performance at the individual and group level, and the programs success will be evident by measurable changes in each individual’s knowledge, skills, attitudes and behavior. Mentoring will enhance each team member’s skills and further promote the team concept. In addition the company will foster each individual’s talents and skills and give employee’s the opportunity for career growth and development. The training and mentoring program must have identifiable performance standards that are clearly communicated to each team member. These standards are used to identify the quality and quantity...
Words: 627 - Pages: 3
...Training and Development Module Nick Briggs Reflective Report BURCU MISIR 3021110 Contents Page 1. Identifying two environmental and two individuals’ factors. 2. Identifying two environmental and two individuals’ factors. 3. Positive learning environment. 4. Positive learning environment. 5. Aims and objectives 6. a) Objectives b) Theoretical background 7. Feedback and comments 8. Reflective Report 9. References 10. References Reflective Report Training and Development Module 1. Students should identify at least two environmental and two individual factors and explain their impact. Individual Factors This factor is when trainee refers to features on how they deliver training programme and what personality and ability factors they have been identified with. ( Baldwin & Ford, 1988). Personality is defined as portraying in terms of appearance and character of an individual and ability is the efficiency they apply as well as transferring what is obtained from the programmes they encountered to be like. Ability trainees acquired the knowledge, fundamental knowledge and experience. (Tasse & Hrimech, 2002). Trainee characteristic relate to personality or to motivation which influences training outcomes to greater extent than others. Training programme has led me to find out some individuals factors which I choose to attribute in order to impact training outcomes. Learning Goal Orientation I work according to prepared set plan in...
Words: 3374 - Pages: 14
...retirement living projects such as xxxxxxxxx. Depending of the conditions of the person/family needing support Homes offers flat, houses, bungalows and various ‘support housing ‘schemes. Our primary service is to provide tenants with affordable, safe and well maintained homes. Our main customers are our existing and potential tenants. Homes mission is to provide its tenants with quality homes, excellent services and successful communities. The mission statement captures our ambition to go beyond our currently defined role as a provider of excellent services and prudent assess management and to play a major role as community leader in improving the lives of our residents. Homes vision is to: • Create a clean and safe environment • Keep homes maintained to a high standard • Offer value for money for services provided • Offer homes and services in which tenants, leaseholders, staff and all stakeholders take pride. Our vision recognises the central role that our customers play in driving Homes forward; the requirement to use their money effectively and their desire for us to deliver services that meet the needs and standards. External Factors and their impact on Homes The organisation has recently undertaken a PESTLE analysis to identify some external factors that may impact the company. After completing the PESTLE analysis the following four...
Words: 1982 - Pages: 8
...the article, “The Role of the Non-ICU staff Nurse on a Medical Emergency team: Perceptions and Understanding ” because the importance of knowing a nurse’s role in activating a rapid response or a code can mean the difference between life and death. Implementing proper training and a standard protocol in each hospital should minimize confusion and areas of human error. We, as humans, can be placed in a position where we feel insecure about our role and are afraid when it comes to the possibility of looking incompetent and making a mistake. So has the proper training been implemented consistently in each hospital? Has the message been clear? Do the nurse’s feel confident in knowing when and how to call Rapid Response? In the end, it’s the patient’s safety that most important, and every staff member should know their role and what is expected to ensure the best possible outcome. So many preventable errors happen during codes/ Rapid Response due to the lack of knowledge, training, and communication. Before the Joint Commission implemented Rapid Response training as part of their National Patient Safety Goals, survival rates were poor with non-ICU patients who experienced in-hospital cardiac arrests. Now there is common model in place called MET, the Medical Emergency Team. Once implemented, extensive training was provided for current nurses in new hires which included seminars, unit meetings, and campaigns that included flyers and t-shirts. Such training included when to...
Words: 803 - Pages: 4
...and failing until he learns what will work,” (Kettering, 2010). Employee training is important in any job if an employer wants to be sure the job is done correctly. Training can help further an employee’s career because he or she will get better at his or her current job so the employee needs a new challenge. Career development is an employee’s responsibility so if they want to continue in the same company, they must think long-term when they first start. “If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own self-development,” (Tracy, 2010). In this paper the subjects discussed are the role of training in an organization’s development, different employee development methods, relationship between employee development and organizational development, and the role of human resource management in career development. The role of training in an organization development is making the employee a better work for better productivity in the organization. Training involves changing skills, knowledge, attitudes, or behavior. Organizations spend billions of dollars on formal courses and training programs to develop worker’s skills. When organization spends that amount on money, they want to get the most out of their money. An organization wants to make a better employee to help the organization so the company does not want to waste money on training. Typically an organization will test an applicant to see if the skills...
Words: 1355 - Pages: 6
...management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Gómez-Mejía, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. All electronic materials are available on the student website. Week One: Human Resources in Health Care Details Due Points Objectives 1.1 Identify human resource management’s role in the health care industry. 1.2 Describe the functional roles of the human resource department. 1.3 Examine the effect of legal, safety...
Words: 1889 - Pages: 8
...Managing | Sales Team | Meetings, Coaching sessions | In order to ensure each employee of the sales team is preforming up to standards set with their role | Writing Sales Proposals | Executive Team | By computer using Microsoft Word | In order to get approval from executive team on sales incentives | Tracking Sales Goals | Executive Team | By computer using Microsoft Excel | In order to track goals set forth with each individual of the sales team | Taking Dictation from Executive Team | Executive Team | Meetings | In order to ensure Sales Manger is in line with Credit Union goals and objective from Executive Team | Training | Sales Team | Coaching sessions, training workshops, online courses | In order to ensure managers and employee have proper adequate training to succeed in their respective roles | Tracking Performance | Sales Team | By computer using Microsoft Excel | in order coach and develop each employee of sales team based on performance | | | | | | | | | | | | | | | | | Task Statements 1 | Managing Sales Team through meetings and coaching session, assigning projects, creating objectives, writing performance appraisals, monitoring performance in order to ensure each employee of the sales team is performing up to standards set within their role | 2 | Writing sales proposals to executive team using Microsoft Word in order to gain approval from executive team on sales incentives | 3 | Track Sales Goals to report to executive team by using Microsoft...
Words: 974 - Pages: 4
...Understand the role and responsibilities of the team leader. 1 Outline the role of the team leader. Henry Fayol was one of the early leading theorists for revolutionising the ideas of management. His vision and work categorised the principles of a manager into fourteen main categories. Fayol streamlined his work into four primary function of management; leadership, planning, controlling/monitoring and organising. Using these four categories we could outline the role of a team leader. (http://www.mindtools.com) Leadership – It is a team leader’s responsibility to know and understand the objective and purpose of when to act, listen and be able to offer clear explanations for their decisions, and be able to give and receive constructive feedback through praise or when dealing with poor performance. A successful team leader will be able to recognise success and mistakes and be able to develop learning from them. They will be able to delegate, lead by example, promote individual talent and be open to new ideas. A good leader will be able to encompass the three main functions of a successful team, focussing on the task, the team and the individual functions and adapt the needs accordingly to suit each given situation as specified in John Adair’s model. (Leadership and Motivation by John Adair) Planning – Taking into account objectives and resources available, to be able to forecast and plan for future conditions and develop approaches, methodologies and needs...
Words: 1206 - Pages: 5
...to the company, he received a promotion to head of a new research team. Problems immediately ensued, administrative details went unattended, and team members found it difficult to talk to Joe. He was preoccupied with technical problems. Organizational Level Problems The organization promoted Joe based on his technical skills, without taking into consideration Joe’s individual personality or evaluating his ability to lead the new research team. By promoting an individual prior to evaluating his leadership capabilities, the organization created a situation in which job dissatisfaction occurred among team-members and the team leader, Joe. This also created unnecessary stressors for all involved. Due to immediate conflicts among the team members, there was no cohesiveness within the team. This created an internal struggle for the team and the beginnings of an individualistic culture, where team members did not regard the importance of teamwork. The administrative model for decision makers in this case included limited knowledge of the employee in question and of his abilities to lead a team effectively. Supervisory Level Problems Joe’s supervisor failed to recognize his inexperience as a leader prior to promoting him. He did not communicate the role expectations to Joe in his capacity as team leader and failed to recognize Joe’s inability to lead effectively. There was no leadership training and no discussion or explanation of group norms. There was a lack...
Words: 903 - Pages: 4
