Free movies

1. Things 3 5 – Elegant Personal Task Management Ppt Template
2. Things 3 5 – Elegant Personal Task Management Ppt Pdf
3. Things 3 5 – Elegant Personal Task Management Ppt Pdf

Unburden yourself from cumbersome task management chores, and focus on what really matters to the success of your business with our enhanced productivity tools. State-of-the-art Queue. The unique Que feature is an effective task assignment process that automatically assigns tasks to resources that are available. It ensures resources are never. Sep 30, 2020 There are many personal project management tools that can help you to remain organized and prepared at all instances. To help you with your tasks, we have rounded up on 10 must-have personal project management tools. A hybrid task and project manager, Asana is available for both iOS and Android devices. It has become quite a tool for. Evaluating Performance, Reviewing New Developments, and Initiating Corrective Adjustments. None of the previous four tasks are one-time exercises. New circumstances call. For corrective adjustments. Long-term direction may need to be altered, the. Business redefined, and management's vision of the organization's future course. It’s so much easier for me to brush off a digital personal task. A personal secret for an efficient task management: when I write things down in pen in a physical planner or notebook, they become permanent and immutable. I’m much more anxious about getting them some, like a real deadline. This also helps me compartmentalize work/life tasks.

Management has been described as a social process involving responsibility for economical and effective planning & regulation of operation of an enterprise in the fulfillment of given purposes. It is a dynamic process consisting of various elements and activities. These activities are different from operative functions like marketing, finance, purchase etc. Rather these activities are common to each and every manger irrespective of his level or status.

Different experts have classified functions of management. According to George & Jerry, “There are four fundamental functions of management i.e. planning, organizing, actuating and controlling”.

According to Henry Fayol, “To manage is to forecast and plan, to organize, to command, & to control”. Whereas Luther Gullick has given a keyword ’POSDCORB’ where P stands for Planning, O for Organizing, S for Staffing, D for Directing, Co for Co-ordination, R for reporting & B for Budgeting. But the most widely accepted are functions of management given by KOONTZ and O’DONNEL i.e. Planning, Organizing, Staffing, Directing and Controlling.

For theoretical purposes, it may be convenient to separate the function of management but practically these functions are overlapping in nature i.e. they are highly inseparable. Each function blends into the other & each affects the performance of others.

1. Planning

   It is the basic function of management. It deals with chalking out a future course of action & deciding in advance the most appropriate course of actions for achievement of pre-determined goals. According to KOONTZ, “Planning is deciding in advance - what to do, when to do & how to do. It bridges the gap from where we are & where we want to be”. A plan is a future course of actions. It is an exercise in problem solving & decision making. Planning is determination of courses of action to achieve desired goals. Thus, planning is a systematic thinking about ways & means for accomplishment of pre-determined goals. Planning is necessary to ensure proper utilization of human & non-human resources. It is all pervasive, it is an intellectual activity and it also helps in avoiding confusion, uncertainties, risks, wastages etc.

2. Organizing

   It is the process of bringing together physical, financial and human resources and developing productive relationship amongst them for achievement of organizational goals. According to Henry Fayol, “To organize a business is to provide it with everything useful or its functioning i.e. raw material, tools, capital and personnel’s”. To organize a business involves determining & providing human and non-human resources to the organizational structure. Organizing as a process involves:

   • Identification of activities.
   • Classification of grouping of activities.
   • Assignment of duties.
   • Delegation of authority and creation of responsibility.
   • Coordinating authority and responsibility relationships.

3. Staffing

   It is the function of manning the organization structure and keeping it manned. Staffing has assumed greater importance in the recent years due to advancement of technology, increase in size of business, complexity of human behavior etc. The main purpose o staffing is to put right man on right job i.e. square pegs in square holes and round pegs in round holes. According to Kootz & O’Donell, “Managerial function of staffing involves manning the organization structure through proper and effective selection, appraisal & development of personnel to fill the roles designed un the structure”. Staffing involves:

   • Manpower Planning (estimating man power in terms of searching, choose the person and giving the right place).
   • Recruitment, Selection & Placement.
   • Training & Development.
   • Remuneration.
   • Performance Appraisal.
   • Promotions & Transfer.

4. Directing

   It is that part of managerial function which actuates the organizational methods to work efficiently for achievement of organizational purposes. It is considered life-spark of the enterprise which sets it in motion the action of people because planning, organizing and staffing are the mere preparations for doing the work. Direction is that inert-personnel aspect of management which deals directly with influencing, guiding, supervising, motivating sub-ordinate for the achievement of organizational goals. Direction has following elements:

   • Supervision

   Supervision- implies overseeing the work of subordinates by their superiors. It is the act of watching & directing work & workers.

   Motivation- means inspiring, stimulating or encouraging the sub-ordinates with zeal to work. Positive, negative, monetary, non-monetary incentives may be used for this purpose.

   Leadership- may be defined as a process by which manager guides and influences the work of subordinates in desired direction.

   Communications- is the process of passing information, experience, opinion etc from one person to another. It is a bridge of understanding.

5. Controlling

   It implies measurement of accomplishment against the standards and correction of deviation if any to ensure achievement of organizational goals. The purpose of controlling is to ensure that everything occurs in conformities with the standards. An efficient system of control helps to predict deviations before they actually occur. According to Theo Haimann, “Controlling is the process of checking whether or not proper progress is being made towards the objectives and goals and acting if necessary, to correct any deviation”. According to Koontz & O’Donell “Controlling is the measurement & correction of performance activities of subordinates in order to make sure that the enterprise objectives and plans desired to obtain them as being accomplished”. Therefore controlling has following steps:

   1. Establishment of standard performance.
   2. Measurement of actual performance.
   3. Comparison of actual performance with the standards and finding out deviation if any.
   4. Corrective action.

Learn management concepts & skills rapidly with easy to understand, richly illustrated self-paced learning modules & downloadable powerpoint presentations.

Download DEMO Presentation Now!.

As a premium member, you get access to view complete course content online and download powerpoint presentations for more than 200 courses in management and skills area.

Authorship/Referencing - About the Author(s)

Employee performance management and improvement is an increasingly popular topic in today’s workplace. And the reasons are not much of a secret – they directly correlate to how profitable the business is and determine its very survival. Create a workforce of nonperforming employees and your business might very well land on its deathbed before long. On the flip side, create an effective workforce and you’re no doubt on your way to success.

What makes the difference between these two extreme scenarios, and more middle-of-the-road ones, is often something less obvious: the employee performance management process.

In this article, we’ll explore:

So, what is performance management process you keep saying?

Most people think of the performance management process as performance reviews or appraisals. But, while this idea is not too far off the mark, the actual performance management process involves much more.

Many companies have great employee appraisals that represent a summary of an ongoing rich dialogue. However, companies that focus solely on annual appraisal forms risk misunderstanding the process of performance management.

Companies that follow this – rather old-timey – model may significantly underappreciate the benefits of a more well-rounded and holistic employee performance management process.

As it is, organizations often put in place a number of measures to create an enabling work environment. The HR function is normally hands-on in this regard. All such activities that create an environment where people can perform more productively are parts of the process of performance management.

Things 3 5 – Elegant Personal Task Management Ppt Template

Ideally, the process should be effective enough to enable managers to evaluate and measure individual performance disregarding all other impeding factors. This evaluation forms the backdrop against which managers can then optimize productivity across the organization.

The process is both strategic and operational and largely aims to ensure that employees contribute gainfully to the organization’s objectives. It defines the organization’s interaction with staff at every level and encompasses the full range of HR activities and processes.

These include:

1. Employee appraisals or reviews
2. Feedback
3. Learning and development within the business structure
4. Business objectives and performance standards
5. Performance measurement practices

While all these components constitute the employee performance management process, they do not really count as much in isolation, as individual components. They must be considered together as cogs in the employee management engine.

An effective performance management system focuses on aligning the workforce, improving employee development and performance, building competencies within the work environment and eventually driving better business results.

Things 3 5 – Elegant Personal Task Management Ppt Pdf

A poor performance management process, however, can hurt the business in significant ways.

What constitutes a poor performance management process?

Normally, employees and managers need to equally take part in the entire process of developing and managing staff performance. But there are cases where some groups feel left out of the process.

Regardless of which employees have alienated themselves or have become alienated from the process, for whatever reason, the results are common, and they are bad.

Employees in such a system will not understand the process of performance management. And this is a recipe for rejection.

As a symptom of a failed performance management system, you’ll see employees do not accept or value the workplace culture. They tend to view the process as subjective, and not addressing their issues properly. As a result, they lose motivation and do not perform at their best and this ultimately hurts the business’ overall productivity.

But let’s have a look at the other side of the spectrum…

The benefits of effective performance management process

A business with the right employee performance management process is in a better position to retain great talents.

Employees tend to be happy and fully aware of what’s required of them within the company. They tend to have their career paths clearly defined and this significantly promotes job satisfaction.

The system naturally ensures that employees understand the importance of the contributions they make to the business. With such awareness, staff members are motivated to contribute to the business’ goals and objectives, improving organizational performance.

As a result, the business is likely to have great employee loyalty and high retention rates – and all these will translate to cost-cutting, especially the cost of recruitment.

Overall, a good performance management process works to ensure the achievement of the overall organizational goals and ambitions by ensuring:

· Proper alignment of objectives and effective communication throughout the organization.
· Employees possess the requisite skills to fulfill what is expected of them.
· Harmonious and cordial relationship between individual employees and the line managers based on empowerment and trust.
· Efficiency and consistency in performance.

How to improve the employee performance management process

You might have the worst performance management system in your organization. But with the right performance management process checklist, you can turn things around.

1. Make performance management an opportunity for performance coaching

The HR role in the performance management process is not just to correct poor performance, neither is it to focus only on reviewing salaries. Rather, an effective performance management system takes a more holistic approach.

Instead of building your employee performance management process around correcting poor performance, let it take the form of coaching opportunities instead.

Also, be sure to make performance management meetings and conversations a frequent activity. They’ll be more engaging and staff will start looking forward to them.

Once a month, have a session where you meet with your staff and give them tips on how to improve their performance. Understand the areas where they want to improve and provide them with the needed coaching.

2. Provide employees with positive reinforcement

Things 3 5 – Elegant Personal Task Management Ppt Pdf

Positive reinforcement is no jargon, it’s simply a token of encouragement. Positive reinforcement is a powerful motivator to every team. It rewards positive employee behavior and effectively strengthens the spirit of positive conduct.

Teams that are positively reinforced are likely to deliver better results over and over. This improves the individual’s self-esteem, which ultimately reflects in employees’ improved confidence at work.

Remember that people feel recognized and respected when you listen to them. Listen to your employees and they’ll feel important. They may confidently offer helpful suggestions that could benefit the organization’s bigger picture.

3. Align your performance management reviews with what you’re reviewing

You can choose your employees’ performance evaluation method based on the type and size of your business, but whichever method you might discover is right for you, make sure it makes sense for the item under review.

Notice that different jobs have different requirements. The review process will be much easier and more targeted if there are separate evaluations for various job categories.

The non-administrative staff, for instance, should have different processes from those used by administrative staff. In other words, the performance review process for a worker on the line of a factory is almost certainly not the same as a junior marketing executive.

Similarly, the sales personnel should have a different way of gauging performance than management staff. This kind of targeting not only helps your performance appraisal but your entire employee performance management process.

4. Provide ample opportunities for learning and development

Career growth is a vital component of the employee performance management process.

Essentially you want to create a capable workforce that can easily deliver the outcomes you desire. And an effective way to hone your employees’ skills and abilities is by providing them with enough opportunities for developing those skills.

Even more importantly, ensure there is enough representation of the employees in leadership development programs.

5. Provide feedback effectively

Employees want to know what they do right and what areas they need to improve on. You can only let them know these things by providing effective feedback.

It is important to keep your feedback objective, but personal. You don’t want your employees to feel hurt by your feedback, but they should know that you’ve given it thought.

Remember to provide feedback on one or only a few items at a time, and try to keep it as recent as possible. An employee will find it easier to process information on a specific behavior as opposed to many things they have done over a long period of time or a very long time ago.

More importantly, provide feedback promptly. When someone does something good, let them know it. If their behavior has been less than appropriate, tell them before the situation decays.

Conclusion

There’s no denying that approaches to improving the employee performance management process may be unique from one company to the other. Nonetheless, when implemented effectively, these practices will result in a wide range of benefits for both the employees and the managers.

Save time, frustration and money with TalentLMS, the most-affordable and user-friendly learning management system on the market. Try it for free for as long as you want and discover why our customers consistently give us 4.5 stars (out of 5!)