Occupational Health and Safety
Discuss About The Organisation Policies Procedures And Plans.
Every employee is expected to act in a professional, responsible, and courteous manner at all times. Clearly, such behaviour fosters a positive and productive working environment. Conversely, the inappropriate or unprofessional behaviour is disruptive and unproductive. management, inappropriate conduct is cause for discipline, up to and including immediate termination.
All employees should respect their colleagues. We won’t allow any kind of discriminatory behaviour, harassmentor victimisation. Employees should conform to our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.
- No employee is to commence work or return to work while under the influence of alcohol or drugs. A breach of this policy is grounds for disciplinary action, up to and including termination of employment.
- Using the organisation’s computer resources to seek out, access or send any material of an offensive, obscene or defamatory nature is prohibited and may result in disciplinary action.
- All employees must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.
- The company may require one to undertake specific training related to your current position, or as a prerequisite for performing a different position, for example, if one is promoted to a higher position. Any such training may be carried out either at the company’s premises or by an external provider. Training opportunities may also arise as part of one’s performance review.
- The company encourages employees to propose suggestions for employment-related training to assist in their development. Employees are required to have the permission of the company prior to either signing up or attending, a training course. If one fails to obtain permission, the company in its discretion may decide to not reimburse for any course fees one has paid.
- Manage and support the team’s performance to achieve 90% of program targets by the end of the fiscal year.
- Coach and support my direct reports, resulting in attainment of 85% of all performance plan goals and feedback, and provide detailed, meaningful and accurate feedback and fair performance evaluations.
- Expand our products into the new commercial market, by the end of this fiscal year.
- Achieve an average customer satisfaction score of 90% for the XYZ product, by the end of the year.
- Write out a short list of beliefs and principles that have thus far shaped your life.
- What beliefs and ideals currently motivate you and drive your life today?
- What are your strongest values and principles?
- List some of your current goals, including at home, work, relationships, family, health, physical, spiritual, personal, etc.
- While goals may change, values are more often anchoring and consistent.
- They connect us to a greater purpose in life.
- They differentiate the important from the unimportant.
- They are an inexhaustible source of motivationand energy.
- They allow us to live a dynamic and vital existence.
- They drive our lives in a positive direction and move us forward.
- They provide an internal and personal reference for what is useful, beneficial, and desirable.
- Collectively, they lay the foundations for societal laws, customs, and traditions.
- Sales & customer success
- Growth & Product
- Internal processes & projects
- Employees & self-improvement
- By putting KPIs on a dashboard, visualising them on a strategy map aligned with business goals
- Building some charts to show how specific KPIs are performance.
- Creation of automatic notifications about the state of a KPI
- Establishing performance standards
- Communicating expectations and standards
- Measuring performance
- Comparing performance with standards
- Discussing results and obtaining feedback
- Taking corrective action
- Seeking feedback from colleagues
- By being proactive in my approach to feedback
- Recognizing my weaknesses and use my strengths to overcome them.
- By identifying, evaluating, selecting and using development opportunities suitable to personal learning style/s to develop competence
- Enrolling in structured training programs
- Manage and support the team’s performance to achieve 90% of program targets by the end of the fiscal year.
- Expand our products into the new commercial market, by the end of this fiscal year.
- Identifying the time available
- Blocking the essential tasks that I must carry out to succeed in my job
- Scheduling in high priority urgent tasks and vital ‘house-keeping’ activities
- Blocking inappropriate contingency time to handle unpredictable interruptions
- In the time that remains, schedule the activities that address my priorities and personal goals
- Distinguishing important tasks from the daily routine tasks
- Note the urgent tasks and separate them from the regular tasks.
- Plan the activities according to the urgency and importance
- Identification of the purpose for work plan
- Description of the background of the work plan
- Determination of goals and objectives
- Identification of SMART objectives
- Identification of timelines for each activity
- By being a good listener
- Leading by example
- By strictly following the rules
- By ensuring employees’ satisfaction
How to maintain appropriate Work-life Balance, Manage Stress and Maintain Health
- By opening about one’s needs
- By strictly respecting boundaries
- By understanding what matters
- By embracing the off button
- By engaging in leisure activities
- By identifying the priorities and weighing them with life needs
- By effectively managing time
- The first step is to take personality tests such as Myers-Briggs and the StrenghFinder Tests
- By seeking feedback from colleagues and friends: I would ask my colleagues to share their feedback on my performance and see if my skills are aligned with the company objective
- By putting my skills into practice:- In order to test if am qualified, I will test my skills by handling various tasks and roles
Description of my meeting, Questions and Active Listening Techniques I used to elicit Feedback
I organised a meeting with two of my employees from 4:30 pm to 6:00 PM at my workplace. Both of the employees are people who are familiar with me as I had worked with them for about one year. For one and a half hours, we had a long conversation filled with several questions and answers. The questions involved were mainly regarding my competency and skills. I asked my employees to tell me what they feel about my leadership style. I was management interested in exploring my strengths and weaknesses in order to identify opportunities for change and become a better leader. One of the employees said that I always exhibit an understanding heart since I constantly ask my employees what they feel and how they would want things done. Another response from the other employee was that I am assertive and consistent in applying my principles.
- Building trust and establishing rapport.
- Demonstrating concern.
- Paraphrasing to show understanding.
- Nonverbal cueswhich show understanding such as nodding, eye contact and leaning forward.
- Brief verbal affirmations like “I see,” “I know,” “Sure,” “Thank you,” or “I understand.”
- Asking open-ended questions.
- Asking specific questions to seek clarification.
- Waiting to disclose your opinion.
- Disclosing similar experiences to show understanding.
Feedback analysis can best be done using note book. The analysis can be done by taking notes on the various points made regarding my competencies. I will first compare the various responses of my colleagues and peers. I will then call those who provided constructive feedback in the past. If I see patterns or feel I might recognise some of the behaviours they are describing, I will write them down. I will note down all the main points that my reviewers say and should work on. I will then go back to my office to process the information. In this case, I will take a moment to process the feedback especially if it is negative. I will follow all the constructive feedback that will help me to improve my performance while ignoring those I feel will not help me.
Email Policy
The Process I undertook to identify, evaluate and select the Development Opportunities in my Plan
For the identification of opportunities, in addition to specific knowledge about a potential technology or market, people need a particular cognitive capacity that enables them to make novel connections and foresee potential opportunities (Muñoz C, C. A., Mosey, S., & Binks, 2011, p. 278)
- The first step is to take a closer look at the performance of employees in order to identify skill gaps.This involves gathering data in order to determine competency gaps and find root causes that need addressing. As a side note, this process is also critical in the identification of training needs of employees.
- Looking at the wrong data or administering the wrong approach can have severe consequences when it comes to your company’s training, development,and even operational processes and interventions. And for that reason, we’d like to focus on data gathering methodologies when it comes to identifying gaps in essential skills for the workplace.
- There are numerous methodologies that you can employ in data-gathering.The best approach, however, is to utilise at least three. Not only will it give you different perspectives on the issue, but will also provide you more insight on what the real issues and root causes are.
- More importantly, multiple data sources can be used to cross-validate data, confirm analysis results, and ultimately, properly ratify and identify skill gaps.
- For training professionals, determining competency gaps is one of the most effective methods of determining training needs.Not only that, it doesn’t only determine what skills need to be trained or developed in the short-term, but it also affects the T & D strategy in the long run.
- The first step is to learn the human capital landscape
- The next step is to create a vision
- Selection of areas of focus
- Discover practices
- Establishment of development goals
- Determine priorities
- Selection and implementation of the development opportunities based on priority and importance
- Develop an evaluation form.
- Identify performance measures.
- Set guidelines for feedback.
- Create disciplinary and termination procedures.
- Set an evaluation schedule.
- The ability to manage a diverse environment
With four generations of employees in the workplace, an ability to understand and manage diversity is increasingly important
- Knowledge of other cultures
CEOs name cultural competence as one of the most critical leadership skills, but managers rank working with people from different cultures as their weakest skill.
- A global mindset
An ability to work with diverse cultures also helps companies compete as they conduct business in other countries. In today’s business climate, it’s increasingly crucial to have an understanding of the political and societal impacts on business across multiple countries.
- Effective conflict resolution
Companies are placing an increasing emphasis on team members who can work well with others, address issues as they arise, and mitigate major conflicts (Noe, Hollenbeck, Gerhart & Wright, 2006).
Another skill needed to be successful is flexibility and openness to learning something new
Examples of Networking I have undertaken to enhance the knowledge, Skills and Work Relationships
- I have developed a good relationship with my colleagues
- I have a strong bond with my work team
- I have established a relationship with colleagues during meetings at the workplace
- I have also been on good terms with my supervisors and employees who give me constructive feedback regarding my leadership skills
How the Plans align to Relevant Organisational Policies and Procedures and Organisational Goals
- The plans will accelerate performance improvements by tying reviews directly to goal performance
If you want to improve worker performance, you must provide employees with clear and consistent feedback. Most managers rely heavily on memory to evaluate employees. This leads to a disproportionate consideration of recent actions and performance. An automated goal management solution that pulls performance data on each goal directly into the employee appraisal allows for more accurate and fair employee evaluations.
- The plans improve the quality of employee feedback with real-time coaching.
Many automated solutions include integrated coaching tools that offer professional advice on promoting individual employee achievement. Managers receive specific suggestions for coaching employees on office communications, interpersonal skills, and other competencies. These tools not only make it easier for managers to deliver actionable feedback, but also improve its quality and relevance.
- The plans can improve my company’s bottom line.
Automating your performance management process can provide huge returns for your company, generating thousands of dollars annually through increased employee productivity, improved retention, and compensation optimisation. The following tool will help you estimate the typical bottom-line savings your organisation can expect to realise each year.
References
Muñoz C, C. A., Mosey, S., & Binks, M. (2011). Developing opportunity-identification capabilities in the classroom: Visual evidence for changing mental frames. Academy of Management Learning & Education, 10(2), 277-295.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource management. China People’s University Press.
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