...Understanding the Management Role to Improve Management Performance. Understanding the specific responsibilities of middle managers in enabling an organisation to achieve its goals. AC 1.1 Describe the Goals and Objectives of your organisation. We have both Goals and Objectives at multiple levels throughout the Cromwell Group. From a company point of view the ultimate Objective is to reach the target of “£600m by 2020.” The Goal of the company is “Our goal is to help you reach yours”. The objective is to a degree a SMART objective if you break it down however there are points that do not conform: Specific – Yes £600 Million is a specific value Measurable – The statement is measurable as we are currently at £297 million the difference between the 2 figures can be calculated. Achievable – We could achieve the £600 however not in our current state. We have a lack of space, technology and understanding of the way forward due to some values held by the owner. Realistic – In our current state without a major investment from the business or without an acquisition it is not realistic. Time-bound – With a target date in place yes it is time-bound. In summary without an investment from the company in a number of areas namely Technology we will not be able to move closer to that magical figure of £600 million. We continue to strive to be the best in our area however we are struggling with issues that a number of other logistics companies have overcome many years ago. The...
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...Understanding the management role to improve management performance. INTRODUCTION Our Trust serves a population of 5.36 million people covering an area of more than 5,000 square miles made up of Shropshire, Herefordshire, Worcestershire, Warwickshire, Staffordshire and the Birmingham, Solihull and Black Country conurbation. The West Midlands is full of contrasts and diversity. It includes the second largest urban area in the country (Birmingham, Solihull and the Black Country) where 43% of the population of the Region live. However, over 80% of the area is rural. Parts, such as the Welsh Marches in Shropshire and Herefordshire, are classed as some of the most remote in England. It contains areas of high deprivation, particularly in Birmingham, the Black Country, Coventry and Stoke-on-Trent, but also very prosperous areas like Solihull, South Warwickshire and the Vale of Evesham. With around 200,000 Asian and 60,000 black residents, we are the second most ethnically diverse region in the country after London. We employ approximately 4,500 staff and operate from more than 100 sites including community ambulance stations, fires stations and 14 fleet preparation hubs across the region. There are two Emergency Operations Centres taking up to 3,550 emergency '999' calls each day. Every year we respond to more than 800,000 emergency and urgent incident and complete approximately 850,000 non-emergency patient journeys. We also provide emergency preparedness services, special operations...
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...generally long term intentions or aims that hopefully can be achieved Goals within my organisation look at where we would continue to strive towards. They are long term aims. They are stated in our professional development plan stating:- (Appendix 1) Excellent Welsh medium education Every pupil to achieve their potential Effective partnerships across all Welsh medium education stakeholders Leading educational strategies Every member of staff to achieve their potential Objectives are usually means of how goals can be achieved. Objectives are concrete steps to be able to measure success and progress. To reach these goals, personal objectives are set to help achieve what the organisations long term goals. The objectives act as a role for each person to understand how they can help achieve the organisations goals. In order to achieve the goal:- “Every member of staff to achieve their potential” The school have put in long term objectives. Examples of these objectives in the school development plan are to; ensure high standards in classroom, every teacher to have the opportunity to achieve their potential in the classroom and self-appraisal of the leadership standards of members of the senior leadership Team. Using the acronym SMART (Drucker, 1995 & Doran, 1981) these objectives are Specific, Measurable, Achievable, Realistic and Timely. When staff has the opportunity to achieve their potential their peers would encourage their development promoting, maintaining...
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...Understanding the Management role to improve management performance 1.1 Describe the goals and objectives of your organisation Every organisation that wishes to accomplish something has to set both aims and objectives. An aim is an expression of a long term purpose or goal which should take the organisation forward and give direction. Goals are general in nature and are more about everything that may be accomplished on that journey rather than just about reaching the final desired distant point. Objectives are the series of steps needed to achieve the goal. Objectives are more specific and can be short or long term. To be effective objectives need to be SMART. * Specific - Say who, what where how * Measurable - Say when, how many * Attainable - Are something your group can do * Realistic - Capable of being achieved * Time-bound - Can get done within a time limit. (As cited in the ILM Booklet 1.) The two concepts of goals and objectives are separate but related. My interpretation of the relationship between goals and objectives is that goals without objectives can never be accomplished while objectives without goals will never get you to where you want to be. The Vision for the direction of the Comprehensive School is set out using a strategic approach in the School Improvement Plan (SIP). Although the terminology used within the plan does not use the terms ‘goals’ and ‘objectives’ the purpose is the same with strategic intentions ( or long...
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...Performance Management: Its Definition and Benefits for Organizations and Its Employees Jelissa Edwards Management 0100 Sasha Chatar October 24, 2014 Performance management is understood to be an ongoing process that manages employees and staff performance in alignment with the organization’s overall goals and performance. It is also understood that the aim is to help employees and staff members understand how their skills and efforts contribute to the organization. The management of performance within an organization can be of benefit to the organization and its employees in various ways. It can provide clear accountability and improve productivity for organizations as well as removing doubt by providing a clear understanding of expectations and motivating employees. THE DEFINITION OF PERFORMANCE MANAGEMENT Michael Armstrong, former Chief Examiner of the Chartered Institute of Personal Development (CIPD), defines performance management as “a systematic process for improving organizational performance by developing the performance of individuals and teams. It is a means of getting better results from the organization, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements.”1 PERFORMANCE MANAGEMENT BENFITS FOR ORGANIZATIONS AND EMPLOYEES Organization Benefits Performance management is carried out through the use of performance assessments— also known as performance...
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...Best Practiced Trends in Performance Management Shanel Carter HRM 6622, Dr. Richard Voss Troy University Term 4 Best Practiced Trends in Performance Management Abstract Performance management is a comprehensive approach used to identify performance breakdowns within an organizational system and appropriate interventions useful in achieving the desired performance results. When defining performance management one needs to be able to look into the cyclical approach of performance management. Performance management is about more than just managing or documenting annual goals. It is important because it is an ongoing partnership between an employee and a manager that helps guide performance and development within their company. To get a better understanding of the best used practices and current trends within performance management, this research will briefly discuss successful practices used among companies that utilize the four main components of performance management which are, planning, coaching, providing feedback and the performance review. Best Practiced Trends in Performance Management Today’s world is continually changing and expectations are on the rise. Managing employee performance is essential in helping companies meet these expectations. Many companies have adopted the performance management process in order to monitor and improve performance within the workplace. The goal of performance management is to guarantee each employee...
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...Material Management Proposal OPS/HC571 December 12, 2011 Christopher Kelley Material Management Proposal Material management department is typically responsible for directing the supply chain. Material management is an umbrella department that has many other functions (e.g., central store, laundry and linen operations, and sterile processing). The core purpose of material management is to direct and control the movements of goods in an efficient manner through a hospital system (Langabeer, 2008). This material management proposal document will elaborate on the role materials management plays within a hospital and the role of operations managers in this process. This document will further identify possible constraints a hospital may experience in its supply chain, the potential effects and justification on implementing a new collaborative planning process, and provide suggestions on how to manage a hospital supplied during a disaster. Role of Materials and Operations Management The role of materials and operations management plays within a hospital system is vital to the success of any health care organization. According to Langabeer (2008) material management controls significant resources and have total expenditures, or spending at 50% of a hospital budget. Materials management not only directs and controls the supply chain of a health care organization it is responsible for managing the flow of goods throughout the hospital and carry out supply and resource logistics...
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...years. MB won the Confederation of British Industry People award, which recognizes HR for playing a huge role in planning and implementing a performance-led people strategy to become the UK’s preferred choice for eating out. However, MB faces many challenges especially for the HR team before its succession. Staff-turnover rate was high, recruitment processes were paper based, communication amongst employees were ineffective and no dedicated strategic voice at executive level. A small HR team was formed to gather data and insights to improve its strategy. The key factors that needed improvement were recruitment, trainings and communication within staffs. MB restructured their recruitment process and emphasized on training activities to progressively upgrade their staffs’ skillsets. An internal communication reformed was carried out to ensure constant communication amongst staffs and stakeholders, which includes weekly communication forum and employee-induction programs. MB is constantly finding ways to improve the quality and consistency of recruitment and trainings, to attract and retain employees. The key selling point offered by MB was the number and range of job prospects and offered accredited development training as a ladder to improve job prospects. Data collected has shown that with continuous employee engagement, it resulted in an increased sales performances. Although recruiting and developing of the right employees were the key factors, it was also essential...
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...Understanding Organisations and the role of Human Resources The author of this assignment will describe his findings on how HR activities in an organisation support a organisations strategy and how they assist the achievement of business objectives in a modern world through internal and external factors. An organisation will encounter all kinds of problems and can be affected by culture, size, law and many others. By looking at these factors a person can understand how Human resources and Learning and development can help to ensure an organisation will survive in its environment. According to Shein.E (1988) Organisational Psychology in: Mullins.L (1985) Management and Organisational Behaviour a pitman publishing imprint “a formal organisation is the planned co-ordination of the activities of a number of people for the achievement of some common, explicit purpose or goal, through division of labour and function, and through a hierarchy of authority and responsibility.” The purpose of (company name ) Is to forward customers tangible goods to (company Name) to build cars, to become globally recognised and to be the most dominant and profitable supplier of third party logistics service to the chosen clients by offering standards of excellence unachievable by competitors. A Swot analysis quoted by Mullins.L (1985) Management and organisational Behaviour Financial Times Pitman Publishing Imprint “can offer a number of potential...
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...century. HR policies and practices are strategically aligned with the goals and objectives of the organization. The company’s values, commitments, and objectives are embedded in every HR policy and practice and the company’s commitment to quality, flexibility and to its customers are communicated verbally to the employees and are also communicated through the HR policies and practices of the company. For example in order to promote consumer-centric approach, flexibility, and quality among employees, the performance management system was designed to measure the behaviors and results that support the company’s goals and objectives. The change initiative was developed because Autoliv wanted to become more flexible, consumer-oriented and as a part of the company’s commitment to quality. The company wanted to invigorate its capabilities through the changes in HR policies and practices. The design and implementation of changes at Autoliv is still the responsibility of the top management. The CEO of Autoliv is the change leader that creates an appealing vision of the future and then develop a logical strategy for making it a reality. The CEO as the change leader also motivates people to pursue the vision. The company introduced a cultural change which focused on the human side of the organization with particular emphasis on HR policies and practices. In the cultural change process, the company endeavored to change how things are done at Autoliv and sought to promote and reinforce the...
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...PROJECT Name: Faraz Ahmed Reg #: BBA-13-11 Class: BBA (5th Semester) Session: 2013-2017 Subject: Total Quality Management Submitted To: Sir Naqi Haider Acknowledgement: First and Foremost, I would like to thank Almighty Allah for his blessings. I would like to thank my Module Instructor “Sir Naqi Shah” for his valuable guidance and advice throughout this project. Without his superior knowledge and experience, the Project would not pursue in a quality of outcomes. Table of Contents: * Introduction * General Introduction * Company Introduction & Products (Nestle) * Mission & Vision Statement and Core Values * Mission Statement * Vision Statement * Core Values * Tasks * Task # 1 * Task # 2 * Task # 3 * Task # 4 * Conclusion * Recommendations * References and Bibliography Introduction: Today’s business world is highly dynamic uncertain and challenging the globalization and rapid peace of technology results in the integration of social culture economic and unsituational markets. Today the customers are very much aware about the market trends they know what is good for them and they want quality products and services at reasonable prices. The organization must effort to attract and retain customers long term and this can only made if the organization can design and develop strategic planning...
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...Human Resources Presentation According to US Legal (2011), “An employee performance appraisal is a process—often combining both written and oral elements—whereby management evaluates and provides feedback on employee job performance, including steps to improve or redirect activities as needed. Documenting performance provides a basis for pay increases and promotions. Appraisals are also important to help staff members improve their performance and as an avenue by which they can be rewarded or recognized for a job well done.” There are many benefits to the employees as well as the business owner. Performance appraisals are used to improve a company’s productivity. It provides a launching point for a business to grow by setting goals for the company to accomplish. It also benefits the company by defining job responsibilities for management and employees. The employees can see benefits through direct communication, understanding of management roles, and understanding employee responsibilities. All of these goals can be accomplished through direct communication between employers and employees and leading to the betterment of all parties and ultimately a successful business. Through these systems we see several outcomes. Clear job descriptions, clear growth, effective management of staff, and staff input towards the company. Employees too will see several outcomes such as clear job descriptions, valued staff input, and they will know the strategies and goals...
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...explain the skills and attributes needed for leadership 2.2 explain the difference between leadership and management 2.3 compare leadership styles for different situations 2.4 explain ways to motivate staff to achieve objectives LO3 Be able to work effectively in a team 3.1 assess the benefits of team working in an organization 3.2 demonstrate working in a team as a leader and member towards specific goals, dealing with any conflict or difficult situations 3.3 review the effectiveness of the team in achieving the goals LO4 Be able to assess the work and development needs of individuals 4.1 explain the factors involved in planning the monitoring and assessment of work performance 4.2 plan and deliver the assessment of the development needs of individuals 4.3 evaluate the success of the assessment process CONCLUSION Introduction LO1 Be able to use recruitment, selection and retention procedures 1.1 prepare documentation to select and recruit a new member of staff 1.2 assess the impact of legal, regulatory and ethical considerations to the recruitment and selection process 1.3 take part in the selection process 1.4 evaluate own contribution to the selection process LO2 Understand the styles and impact of leadership 2.1 explain the skills and attributes needed for leadership 2.2 explain the difference between leadership and management Management In 1980, the organizational...
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...Extended Diploma in Strategic Management and Leadership Unit Title: STRATEGIC SUPPLY CHAIN MANAGEMENT AND LOGISTICS | | Unit aim This unit provides the learner with the understanding and skills to plan strategies to improve an organisation’s supply chain Unit introduction This unit focuses on how the concept of supply chain management and logistics is based on the idea that every product that reaches an end user represents the combined effort of multiple organisations which make up the supply chain and that until recently, most organisations paid attention to only what was happening within their own business. Few organisations understood, much less managed, the entire chain of activities that ultimately delivered products to the final customer. This resulted in ineffective supply chains. In this unit, learners will develop the knowledge that, today, many organisations realise that effective management of supply chain activities can lead to increased customer value and achieve sustainable competitive advantage. Supply chain activities cover everything from product development, sourcing, production and logistics, to the information systems needed to coordinate these activities. Learners will discover that the organisations that make up the supply chain are ‘linked’ through physical and information flows. Physical flows involve the transformation, movement and storage of goods and materials and are the most visible piece of the supply chain. Of equal importance...
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...elements of the performance management cycle which include; goal setting, feedback and coaching, and rewards and positive reinforcement. In the text, Performance management is defined as a process in which the management sets up a goal for the team, then provide feedbacks and coaching and then provide reward and provide some positive encouragement to continue the process improvement (Kreitner & Kinter, 2013). From the question Steward asked; “did you see how well this was done?” you can tell that Steward had a goal setting state of mind (Kreitner & Kinter, 2013, p. 262). By inquiring she might have been empowering workers to learn the correct way...
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