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Module 2 - Employee Development.pptx
- 2. Getting Work Done Through Others “Management is an art of getting things done through and with the people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can co-operate towards the attainment of group goals”.
- 3. Challenges of getting work done 1. Lack of communication: 2. Staying Engaged and Motivated: 3. Dealing with Change: 4.Training methods that don't meet workforce needs 5. Project management and organization
- 4. Prioritization and Assigning Work Prioritizing includes deciding what order tasks should be completed based on their importance. This strategy may help you organize your time more efficiently. This helps you learn how to complete important tasks first, meet deadlines and have more time to finish larger tasks. Prioritising and assigning work is a challenge for project teams across many industries.
- 5. Best Practices Effective prioritization is as much an art as a science. Here are some best practices for prioritizing work for your project team. 1. Make the Project Schedule Visible to Everyone 2. Manage Your Team for the Long and Short Game 3. Know Your Business 4. Give Project Tasks a Finish Date 5. Add Buffers: Account for Uncertainty in Your Schedule 6. Evaluate value importance 7. Draw the Line between Urgent and Important Tasks
- 10. Assessment and Evaluation Assessment is defined as a process of appraising something or someone, i.e. the act of gauging the quality, value or importance. As against, evaluation focuses on making a judgment about values, numbers or performance of someone or something. Assessment is made to identify the level of performance of an individual, whereas evaluation is performed to determine the degree to which goals are attained.
- 12. The assessment process includes the following: • Setting goals • Collecting qualitative and quantitative information • Using the information to improve quality. There are 3 different types of evaluations. • Summative evaluation – A summative evaluation is carried out towards the end of a predetermined period. • Interim evaluation – The intermediate evaluation becomes a continuous process during which a person is given regular feedback to improve. • Alternate evaluation – Alternative evaluation is carried out to determine how a person can implement the knowledge acquired during a learning process.
- 15. PERFORMANCE MANAGEMENT Definition: ➤Performance Management can be defined as a strategic and integrated approach to sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors.
- 19. Succession planning and career pathing are often thought as two separate processes that serve different purposes. However, when aligned, both employees and the company can benefit from the goals of each. Career and Succession Planning
- 21. Incentives and employee Benefits
- 27. Building Peer Networks In simple terms, peer networks exist to get the best information about a topic into the hands of staff who are responsible for implementing in their community. By coming together with their peers, network members can find ways to advance their priorities by replicating what has already been done, adapt solutions for their context and collaborate for amplified impact.
Editor's Notes
- Lack of communication: A lack of effective communication hinders a team’s efficiency and can also impact employee’s level of trust amongst each other and management. Staying Engaged and Motivated: Engaged employees are cited as being involved in, excited about and committed to their jobs. Extensive research shows that a higher level of engagement among staff impacts a business’ innovation, productivity and profitability making this a priority for most managers. And it goes without saying that a lack of engagement translates to a lack of motivation. Dealing with Change: dealing with change in the workplace is another common challenge, Changes in the workplace can consist of anything from management and staff turnover to procedural changes or changes in clients. Training methods that don't meet workforce needs: Project management and organization: Another critical part of organizations is project management. If it isn't handled properly, it will cause dissatisfaction throughout your organization. Poor project management and organization may result in failure to adequately manage project goals, expenses, timetables, project teams, and change requests, resulting in a reduction in overall business productivity. As a result, employees may get dissatisfied with their work and begin to work with insufficient passion. As a result, ensuring an effective project management system is critical. Solutions Here are a few solutions to improve poor project management processes: Use project management software; Set realistic expectations; Organizes files; Address problems and mistakes promptly; Build a detailed schedule.
- Make the Project Schedule Visible to Everyone: To keep team members updated on their top priorities every day, use a collaborative project and work management tool that lets everyone from individuals to managers to stakeholders have unlimited visibility into the project schedule and all the associated work in progress. Manage Your Team for the Long and Short Game: Managing the short and the long game means effectively prioritizing work on longer ongoing projects, as well as the shorter projects that will occur. Know Your Business: When you know your business, you’re in a much better position to prioritize project work. Here are some ways to learn more about your business, and continually stay on top of trends: Read widely in your field and industry. Pursue continuing education. Ask each team member about the work being done. Learn what matters to your manager, other stakeholders and customers. When you know the business, and understand how your team’s work fits into a larger vision, you’ll be able to set the right priorities for your team. 4. Give Project Tasks a Finish Date: When team members receive a task that has a deadline attached to it, they’re much more inclined to start over another one without a finish date. 5. Add Buffers: Account for Uncertainty in Your Schedule: You can be sure that something unexpected will occur during the course of your project—a stakeholder request, a delay, a resource issue, you name it. For example, a buffer could be a few hours or days added to a review period. Another way to do this is to use a project management tool that accounts for uncertainty by letting you make ranged estimates for work and consider best-case/worst-case scenarios, rather than a single-point deadline. This way the buffer is automatically built into the schedule. 6. Evaluate value importance: Scan the list and identify the highest value-adding tasks. Determine the amount of effort expected to be invested in each activity and set the order accordingly. 7. Draw the Line between Urgent and Important Tasks: Managing the long and short game also means balancing priorities on urgent and important tasks, and knowing when to draw the line. Drawing the line means: Urgent tasks get immediate attention based on business-critical factors like winning new business and keeping existing business. Getting a check from a customer, as a result, is often the big decider with urgent tasks for many organizations. Important tasks receive ongoing attention and are only put on hold when an urgent task truly requires all hands on deck. Important tasks support the projects that together keep the business going, so don’t undervalue their priorities.
- Moving to a higher position in the same department is more of a priority for employees when growing vertically. Lateral hiring, on the other hand, is when a company moves its employees internally from one department to another one, or a different role in the same department, given that they have the relevant skill-set. Vertical career growth involves climbing the corporate ladder through promotions. Lateral career growth centers around developing a broad range of skills.
- The examination system of schools, universities, and other institutes is an excellent example of an alternative assessment.
- Lack of leadership support: It is vital for the organization’s future that its leaders are seen actively participating in the work environment – be it one on ones, coaching or mentoring, helping employees understand what organizational goals mean – or any other activity that is geared towards employee well-being. Without a commitment from the leaders to the process, employees will not have a clear understanding of how performance management contributes strategically to their growth. Lack of clarity on specific goals and expectations: confuses employees and reduces their confidence. managers should discuss and agree upon employee goals and keep the door open for any help required. Implementing an agreed-on plan is much less stressful for employees. If managers take time to help them understand how these goals contribute to the bigger picture, their motivation to get positive results will be high too. Regular one-on-one between managers and employees can keep track of progress and reinforce specific goals. Inconsistent rating mechanisms : tend to creep in, mainly because individual managers can unknowingly be biased. It is the responsibility of the HR team to train managers in using a standard rating system so that inconsistencies are reduced (not eliminated because differences in the rating scale interpretation and application are inevitable). Calibrating project-based reviews can be a good step toward ensuring consistency between ratings given by different teams and departments. Incoherent feedback frequency: can be one of the silliest yet most important reasons (behind leadership buy-ins, of course) for performance management initiatives to fall apart. According to the Growth Divide Study, 94% of employees prefer managers to provide regular feedback and training and development opportunities while the projects are ongoing. 81% prefer quarterly check-ins with managers, indicating a wide feedback gap. According to UpRaise Research Council Future of work-study, about 61.1% of employees feel coaching and feedback are essential to motivate them and make them future-ready.