When allocating work and drawing up work plans there are many aspects to be considered. These include Goals and objectives, Competence, Operational needs, efficiency, cost effectiveness and consultation.
GOALS AND OBJECTIVES
The desired outcome of the task needs to be clearly communicated. This is to ensure that staff can align the work they are doing with an outcome to keep them on track. Small task orientated goals will help the staff work toward the larger picture and will keep them motivated and interested. Just the same as the objective, goals will help keep the staff aligned to final outcome. Setting SMART goals will help achieve this.
The competence of the staff needs to be taken into consideration when allocating work. This is because giving work that is too above a staff members level of expertise is going to disengage them as they work toward something that is unattainable. Further, this staff member will not do the task correctly which may result in letting not only themselves down, but also their team and their manager. The same is true with giving staff work that is too below their skill level. They can become disengaged very quickly. While they may not do the task incorrectly, it is a waste of resources. Staff need to know that they are valued, that their work is valued and that they aren’t wasting their time. Allocating work to someone who is too skilled to do does not ensure that the staff being is valued. Staff should be allocated work that is a small stretch beyond where they are now and in line with their development plan.
Work needs to be allocated in accordance with operational needs. There’s no sense
Work must be allocated in accordance with a staff member’s knowledge and their experience. Efficiency ties in very closely with competence, as allocating work inefficiently will result in the same consequences as
allocating work that isn’t in accordance with a staff members competence.
Communicate goals – seek clarification, ask questions
Break goals down, with time frames
Competence of staff members is important to ensure that the work is allocated to staff members who can do the work efficiently and effectively.
It is necessary to develop KRAs and KPIs that meet the organisations needs because….
The development and implantation of effective performance management systems is important because
CODE OF CONDUCT
It is necessary to have a code of conduct for the organisation because it gives each employee the same foundation of expectations both of them as an employee and of the company as an employer. The code of conduct sets out very clearly what is acceptable behavior from an employee and it also sets out the consequences should the code be broken. Without a code of conduct employees will not necessarily be treated fairly and will be subjected to personal opinions of their people leader, meaning that was is acceptable in one team may not be acceptable in another which will lead to unfair dismissals and a disengaged workplace.
MONITOR AND EVALUATE WORK
It is important to regularly monitor and evaluate the works of employees to ensure that they are working towards the desired objectives.
It is necessary to give feedback and reinforcement to employees to acknowledge good work, as this is a motivator. It ensures that employees’ efforts are recognised and they feel valued. This will then motivate them to continue doing what they are doing, or even improve.