Business Technology For Organizing And Prioritizing Tasks And Commitments – Activity Based Learning

Activity 1A

Activity 1A

The job role selected in this segment is Project Manager. His key responsibilities include management of the clients’ projects. This management includes assessment of completion of the tasks within the stipulated time, budget and scope. Other responsibilities include setting deadlines for the projects, allocation of the resources among others. One of the main duties of a project manager is to prepare reports for the upper level managers regarding the current status of the project. It is the duty of the project manager to ensure that the deliverables are in alignment with the planned scope and budget. It is the project manager, who need to maintain coordination between the departmental units for increasing the compatibility of the team members. Evaluation of the team performance enhances the awareness towards the need for hiring additional members.

Days of week	Objectives	Actions Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	Result
Day 1	Developing agency data collection plan	Collecting data and develop the plan of the project	All the data will be ready to be analysed
Day 2	Consulting the agency leaders	Showing the collected data to the leadership through meeting	New aspects or ideas of the projects can be opened
Day 3	Inform associated teams and employees	Requesting for meetings and let them know well the details for doing this project	More resources will be collected
Day 4	Complete data work sheet	Changing old data and replacing them with new inputs	The data will be more authentic and supported by all stakeholders
Day 5	Complete training worksheet	Identifying most potent workers for this project	Identifying any type of human resource issues before the training
Day 6	Submit current position description form	Each employee will get this description form in other words the organization will know everything about the project	The projects will be started in desired time in a proper way.

Table 1: A week’s plan and activities

(Source: Created by the author)

Competency standards include Knowledge, Skills and Behaviour, which acts as evaluation regarding the extent to which the employees are effective in fulfilling the workplace requirements. Maintaining competency standards is assistance in terms of managing the human resources in an efficient and effective manner. Providing feedbacks is evaluation for the effectiveness, appropriateness and feasibility of the competency standards. Complying with the competency standards helps in gaining an insight into the qualifications required in a particular discipline. For example, in case of a project manager, the competency standards would include bachelor’s degree, sound knowledge of Microsoft Office, fluent communication among others. Sending reports and feedback to the higher authorities regarding the submitted resumes would suffice the need for the feedbacks regarding adherence to the competency standards.

In order to measure the competency standards, consistency needs to be maintained in monitoring and recording of significant incidents and behaviours. Significant instances include the exposed behaviours for enhancing the performance. Hypothetical approach is needed in terms of assessing the effectiveness of the behaviours in terms of fulfilling the identified requirements.

According to the arguments of Deery and Jago, (2015), maintenance of work life balance is vital in terms of ensuring the wellbeing of the employees. This can be carried out by following an integrated structure. At the initial stage, planning needs to be conducted regarding the strengths. This planning would be an assistance in terms of segregating the activities, which needs to be completed on a priority basis. Next comes the role of the managers in terms of assessing the projects in hand. As a sequential step, personal interactions with the employees proves beneficial in terms of gaining an insight into their approaches to the projects in hand. After this, meetings with the higher authorities would help in setting the deadline for the projects (Groysberg & Abrahams, 2014).

The time allocated to the activities needs to be evaluated in terms of assessing its appropriateness towards catering to the health needs of the employees. This assessment helps in determining whether the employees are compelled to work overtime. Along with this, review of the allocated tasks would help in assessing whether the employees would be able to perform them as per the requirements.

Prior to the selection of the job role of Project Manager, employees need to assessment of their strengths, weakness, opportunities and threats. The following template can be of great assistance:

Identified gap	Development activity	Details	Objective of development/networking activity	Timeframe	Cost
Lack of self-confidence	Attending personality development courses	Online courses, small firms dealing in personality development courses	To alter the current personality	Next 12 months	50AU$
Absence of fluency in English	Spoken English classes	Online courses, CDs and private firms providing Spoken English courses	To attain fluency in English communication	Next 5 years	75AU$

Table 2: Networking activities

(Source: Created by the author)

Timeframe	Personal goals	Professional goals
Next 12 months	· Achieving fluency in the communication skills · Acquiring self-organizing skills · Gaining self confidence	· Be able to perform challenging and enduring tasks · Be able to complete the allocate the tasks within the stipulated deadline · Acquire leadership skills
Next 5 years	· Acquire problem solving skills · Expose rational and judgmental approach towards dealing with actions	· Be able to manage small teams · Gain new experience through better presentation skills

Table 3: Professional development plan

(Source: created by the author)

Timeframe	Personal	professional
Weakness	· Fluency in the communication and negotiation skills · Gaining positive personality and judgmental approach to deal difficult situation	· Gaining more resources to understand the needs of the organization · Planning more rationally and subtly so that no issue of risk can appear.
Strengths	· Collaborative mentality and thinking well for others’ good · Thinking from different perspectives before making decisions to limit any possibility of conflict	· Sharing acquired resources with the employees needing help · Manipulate team members to increase productivity.

2.To develop management development opportunities for self, the mangers need to take time is a daily basis to discuss the development needs of the employees and all the available options. This discussion will clarify the expectations of the agreements among the employees as well as the organizations. Secondly the managers will be maintaining the training method effectively so that the knowledge of the workforce can be increased with time (Bolden, 2016). Through this particular process, the mangers will be able to build an efficient and knowledgeable workforce. Finally, the management can broaden the scope of the existing jobs of the employees though they do not want the decision-making power. Through recognition and involvement, the employees will be able to develop opportunities. These will also help the organization to build an attached and loyal labour force and manipulate them effectively for increasing production.

3.In order to achieve a work life balance, the individuals first need to prioritise their works and focus on the most important tasks at first. The they need to structure time at work which will help them to mitigate the pressure of the work effectively. the employees need to take break in their work when it is possible as continuous doing of actions bring boredom and dissatisfaction of working (Brewster & Hegewisch, 2017). To bring work life balance, the employees need to utilise the smart process of working and often take the technological help so that the work can be done faster. Finally, the annual holidays are the best method to bring refreshment in the continuous work days (Caesar & Fei, 2018). Here the individuals spend time with their friends and families other than the colleges inn the workplace which revive and rejuvenate their willingness to work.

6.To improve personal performance, the individuals can follow some of the very important steps which include-

• Setting milestone for achieving both personal as well as professional goals to manage the consistency in the bigger projects otherwise these projects seem to be overwhelming and the individuals lose the way to perform qualitatively (Wellin, 2016). This will also help in keeping energy level up and feeling of enthusiasm to achieve these short goals.
• Organising, planning and prioritizing of the daily schedule is essential to improve work performance. Making a detailed plan before starting a work is essential so that the activities do not create confusion among the individuals. These realistic goals help the individuals to focus on developing ideas to work more efficiently.
• Managing interruptions is a method to improve performance. This help the employees to stay focussed and timely to finish a task (Wertalik & Kubina, 2017). This also enables them to work on a particular work at a time by avoiding multitasking.
• By the process of continuous studying about the operations of the firms can also help to improve the performance. This opens up new ways to complete a job and keeps the individuals updated with new information.
• Finally, the method of effective communication help to discuss about the work and reduce changes of mistakes. The knowledge flow through effective communication increased resources and experience of the individuals and they started to think from different perspectives (Wertalik & Kubina, 2017).

References

Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.

Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.

Caesar, L. D., & Fei, J. (2018). Work–life balance. In Managing Human Resources in the Shipping Industry (pp. 107-128). Routledge.

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Groysberg, B., & Abrahams, R. (2014). Manage your work, manage your life. Harvard Business Review, 92(3), 58-66.

Wellin, M. (2016). Managing the psychological contract: Using the personal deal to increase business performance. Routledge.

Wertalik, J. L., & Kubina, R. M. (2017). Interventions to Improve Personal Care Skills for Individuals with Autism: A Review of the Literature. Review Journal of Autism and Developmental Disorders, 4(1), 50-60.