Ptl management and hub


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  • that will be a model for organizational teams all over the world and proud to belong to the organization environment that will inspire creativity for organization workers and members and examine ourself as much as needed and possible with the help of the team, an organization that will be inspiration… in Israel and around the world
  • If this does not exist then it will change the entire dynamics of how we work
  • Needs to plan more organized quarterly for the management
  • Brachie will be next quarter, because of new staff changing there will be more evaluations at the end of the year
  • Ptl management and hub

    1. 1. PTL Management April 2010 By: Hila Lipnick
    2. 2. Goals <ul><li>Build a work team </li></ul><ul><li>Strengthen the team and make them feel inspired </li></ul><ul><li>Implement a supportive physical work environment </li></ul><ul><li>Become more efficient through constant re-evaluation </li></ul><ul><li>Create a model and an inspiration for other organizations </li></ul>
    3. 3. Assumptions <ul><ul><li>The PT Logistic Services team is made up of ambitious members. </li></ul></ul><ul><ul><li>The team is interested in improving work methods and developing new ones. </li></ul></ul><ul><ul><li>The employees, as individuals and as a team, are loyal to the organization and consider its goals extremely important. </li></ul></ul><ul><ul><li>The employees are interested in developing themselves individually so as to become better workers and better people. </li></ul></ul>
    4. 4. This is how we do it… <ul><ul><li>Training </li></ul></ul><ul><ul><ul><li>The role of training is to offer various tools that will enable team members to maximize their work ability and expose them to various skills and work methods. For this purpose we will hold several training sessions, some of which are based on outside experts and some on internal forces. </li></ul></ul></ul><ul><ul><li>Evaluation </li></ul></ul><ul><ul><ul><li>The role of evaluation is to develop personal awareness of each employee's professional level and of the way they are seen by their peers; suggest ways to improve; acknowledge individual successes and strengths . </li></ul></ul></ul>
    5. 5. Training: What was planned vs. What Happened- Jan. – March ‘10 Planned Actual 1 Professional Staff/ Study Session Aharon - Transmedia 1-2 Internal Team Study Session 2 Internal Study Sessions: Naomi – Blue Ocean Strategy, Simi-Writing Tips 1 Staff Development day/ 6 months Staff development day on Jan. 3 rd Finding Mentors according to Need 1 request- looking into it
    6. 6. Evaluation: What was planned vs. What Happened- Jan. - March 2010 Planned Actual Re-evaluate Management Quarterly Meetings Bi-Weekly Phone calls First Month, first three months, first 6 months, and yearly evaluations for staff Naomi- 3 months, Simi- 1 month, Raimy- 1 month, Melissa- 1 month, Brachie’s- 1 year, Hila’s- 6 month 2 360- degree Evaluation- 1 per person/per year 2- Aharon and Brachies’ 360 Degree Evaluation 1 Staff Quarterly Meetings Planned for Today!
    7. 7. What’s up Next? April – June 2010 <ul><li>Training </li></ul><ul><ul><li>Professional Staff Study Session: see Hila for requests/ideas </li></ul></ul><ul><ul><li>Internal Staff Study Session: Raimy- May, Melissa- June </li></ul></ul><ul><ul><li>Staff Fun Day: June 1st </li></ul></ul><ul><ul><li>Staff beer Nights: On a regular basis (once a month) </li></ul></ul><ul><ul><li>Finding mentors according to Need: see Hila for request </li></ul></ul>
    8. 8. What’s up Next? April- June 2010 <ul><li>Evaluation </li></ul><ul><ul><li>Management Quarterly Meeting: Bi-weekly over the phone </li></ul></ul><ul><ul><li>Evaluations: Naomi- 6 months, Simi- 3 months, Raimy- 3 months, Melissa’s- 3 months </li></ul></ul><ul><ul><li>360 Degree Evaluations: None this quarter </li></ul></ul><ul><ul><li>Quarterly Meetings: Next Meeting- July 28th, 2010 </li></ul></ul>
    9. 9. Unexpected Happenings and Responses <ul><ul><li>Clearer understanding Office Manager and Executive Assistant positions: re-evaluated responsibilities and needs for those in the positions </li></ul></ul><ul><ul><li>Space: Signed contract to stay in current location for the summer, still pursuing other options after the summer </li></ul></ul>
    10. 10. PresenTense Hub By: Hila Lipnick and Naomi Fein
    11. 11. Goals <ul><ul><li>A Platform for various Programs for PT Group </li></ul></ul><ul><ul><li>To be an active and lively hub for the community </li></ul></ul><ul><ul><li>Act as a support system for social entrepreneurs and entrepreneurship </li></ul></ul><ul><ul><li>Expand its pool of potential partners </li></ul></ul><ul><ul><li>Develop an involved steering committee </li></ul></ul><ul><ul><li>Be Positioned as a well-known entity of social entrepreneurship </li></ul></ul><ul><ul><li>Establish an active volunteer pool </li></ul></ul>
    12. 12. Assumptions <ul><ul><li>The 1500 new organizations in Israel need to receive the tools and skills necessary to survive </li></ul></ul><ul><ul><li>The Hub can help social entrepreneurs cut costs by providing a physical space for them to work </li></ul></ul><ul><ul><li>The Hub can provide beginner social entrepreneurs the tools and skills they lack to implement their ideas </li></ul></ul><ul><ul><li>It is necessary, in the digital age, to get to know the new way of connecting with others </li></ul></ul><ul><ul><li>Professionals rely heavily on social networks- hub provides a high value environment to enable this </li></ul></ul>
    13. 13. What’s up Next? April. – June 2010 <ul><ul><li>Jerusalem Winter Fellowship concludes and Final Event </li></ul></ul><ul><ul><li>Work with co-workers to maintain hub and environment </li></ul></ul><ul><ul><li>Work with staff to design and implement programs- all that fit with our message from Story-Boarding </li></ul></ul><ul><ul><li>Work on creating new Hub Email Campaign based on Story-boarding </li></ul></ul>