When Allocating Work, What Things Should Be Taken Into Consideration
Assessment Tool 2 (AT2): Written/Oral Questions
1. When allocating work, what things should be taken into consideration
When allocating work, you need to ensure that it is goal and target orientated. The manager and employee need to set realistic goals that are achievable and also have time frames attached. It is imperative to ensure that your staff members possess the necessary skills and have undertaken suitable developmental activities to complete the work given. On occasion, the lack of such skills can lead to perceived unfairness. A team member might, for example, feel upset that he or she is not being allocated particular tasks which they feel they can accomplish. However, as a manager, if you feel that the team member lacks the skill needed for such a task, your role is to discuss the situation with the staff member to help him or her improve and gain the necessary skills. It is imperative to set goals when allocating tasks to ensure the staff member has something to work towards, and you also need to ensure the staff member has the necessary tools readily available to achieve these goals. The manager also needs to provide prompt and constructive feedback.
2. Why are performance management systems necessary and how do you think performance appraisals contribute to performance and productivity in an organisation.
A good performance management system helps direct employees toward organizational goals by letting employees know what is expected of them and how it will be achieved.
Once the performance management system is set in place, employees should know clearly what is expected of them, and know what they will be assessed on. It is also an excellent opportunity for employers to praise employees on the areas that they have excelled in, and also to identify areas that need further development. Employees feel much more empowered when a realistic, measured goal is set for them. Upon completion of that goal, employees feel a sense of accomplishment.
1. When allocating work, what things should be taken into consideration
When allocating work, you need to ensure that it is goal and target orientated. The manager and employee need to set realistic goals that are achievable and also have time frames attached. It is imperative to ensure that your staff members possess the necessary skills and have undertaken suitable developmental activities to complete the work given. On occasion, the lack of such skills can lead to perceived unfairness. A team member might, for example, feel upset that he or she is not being allocated particular tasks which they feel they can accomplish. However, as a manager, if you feel that the team member lacks the skill needed for such a task, your role is to discuss the situation with the staff member to help him or her improve and gain the necessary skills. It is imperative to set goals when allocating tasks to ensure the staff member has something to work towards, and you also need to ensure the staff member has the necessary tools readily available to achieve these goals. The manager also needs to provide prompt and constructive feedback.
2. Why are performance management systems necessary and how do you think performance appraisals contribute to performance and productivity in an organisation.
A good performance management system helps direct employees toward organizational goals by letting employees know what is expected of them and how it will be achieved.
Once the performance management system is set in place, employees should know clearly what is expected of them, and know what they will be assessed on. It is also an excellent opportunity for employers to praise employees on the areas that they have excelled in, and also to identify areas that need further development. Employees feel much more empowered when a realistic, measured goal is set for them. Upon completion of that goal, employees feel a sense of accomplishment.