COOKERY BSBDIV501Mornitor staff Assign1 Assessment Task 1 Monitor staff performance

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Question 1: How does a well-defined job description help the business? Answer) Job description management is the creation and maintenance of job descriptions within an organization. A job descriptio ... n is a document listing the tasks, duties, and responsibilities of a specific job. Having up-to-date, accurate and professionally written job descriptions is critical to an organization’s ability to attract qualified candidates, orient & train employees, establish job performance standards, develop compensation programs, conduct performance reviews, set goals and meet legal requirements. Job description management, as well as other facets of talent management, has been affected by the expansion of information technology. Prior to 2000, there were very few Internet-based human resource solutions available to human resource departments. HR departments often stored their printed job descriptions either in filing cabinets or Word-based job descriptions on computers or company servers. Today there are countless companies offering cloud-based talent management systems to businesses allowing HR to easily store HR information, collaborate with other departments, and access files from any device with Internet access. Today the job description management industry includes several SaaS (Software as a Service) providers, including those that are incorporated within the recruiting tools of a holistic integrated talent management suite, as well as stand-alone products. Solutions like Halogen’s Job description Builder have enabled integration of recruiting and job description management with broader talent management activities and have empowered HR departments of all sizes to manage and verify the job descriptions for all stake holders, including employees, managers, recruiting, legal, performance management and compensation. 2. When applying targets they should follow the SMART principle. What does SMART stand for? Answer) SMART goal setting brings structure and trackability into your goals and objectives. In stead of vague resolutions, SMART goal setting creates verifiable trajectories towards a certain objective, with clear milestones and an estimation of the goal's attainability. Every goal or objective, from intermediary step to overarching objective, can be made S.M.A.R.T. and as such, brought closer to reality. In corporate life, SMART goal setting is one of the most effective and yet least used tools for achieving goals. Once you've charted to outlines of your project, it's time to set specific intermediary goals. With the SMART checklist, you can evaluate your objectives. SMART goal setting also creates transparency throughout the company. It clarifies the way goals came into existence, and the criteria their realization will conform to. The SMART stand for is that  S: Specific  M: Measurable  A: Achievable  R: Relevant  T: Time 3. List 10 criteria which are often used in performance appraisals in the TH&E industry that can help you monitor the ongoing performance of staff. Answer) The 10 criteria which are often used in performance appraisals is that following: 1. Essay Evaluation 2. Human Asset Accounting Method 3. Management By Objective 4. Paired Comparison Method 5. Rating Scale 6. Trait Focussed Appraisals 7. Critical Incident Technique 8. Assessment Centre Method 9. Behaviourally Anchored Rating Scale 10. 360 Degree Feedback 4. When should you provide your employees with feedback? Answer) Effective employee feedback is specific, not general. For example, say, "The report that you turned in yesterday was well-written, understandable, and made your points about the budget very effectively." Don't say, "Good report." One of the purposes of effective, constructive feedback is to let the individual know the specific behavior that you'd like to see more of from him. General feedback like a pat on the back makes the employee feel good momentarily but doesn't do a good job of reinforcing the behavior. Useful feedback always focuses on a specific behavior, not on a person or their intentions. (When you participated in competing conversations during the staff meeting, while Mary had the floor, you distracted the other people in attendance. As a result, Mary's point was partially missed.) The best feedback is sincerely and honestly provided to help. Trust me, people will know if they are receiving it for any other reason. Most people have internal radar that can easily detect insincerity. Keep this in mind when you offer feedback 5. List 4 functions of coaches and mentors Answer) The 4 function of coaches and mentors are following: 1. Teacher 2. Sponsor 3. Cheerleader 4. Counsellor 6. Giving feedback helps guide and support your staff. ‘Giving credit where credit is due is one example’. List 3 others. Answer) ‘Giving credit where credit is due is one example’. List 3 others. Are following 1. MAKE IT TIMELY The time to give feedback is as soon as possible after a situation or event has occurred. As time passes, memory fades, and people are more likely to interpret the situation differently. 2. PREPARE BEFORE THE MEETING Before you schedule a time for feedback, ensure you are in the right frame of mind. Reflect on your feelings and intentions. If your predominant sentiment is anger and judgment, it is not time to provide feedback 3. ASK THE RECIPIENT FOR HIS OWN FEEDBACK The most powerful and beneficial feedback will come from the recipient himself. Offer him the opportunity to tell you what he thinks and feels before you give him your viewpoint. [Show More]

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