Australian Pacific CollegePROJECT MA 51415

1) How could incentive systems be used to support engagement and performance of personnel?

2- What are four methods that would help assist in defining clear project roles?

3- According to the Learner Guide, it is more important to keep staff engaged that it is to have the best trained employees. Why would this be the case? 

4- state the four steps of the Quality Improvement Cycle.

5- what are three examples of methods that are used in performance improvement?

6- How can performance feedback impact on a team morale?

7- What are three examples of actions that threaten a projects success?

8- What are the next steps after the project has been completed?

9- What are three of the steps that could be done at the conclusion of the project?

10-   Summarise human resource management methods techniques and tools that could be used

11- Explain strategies for managing project human resources and their application to different situation

12 Explain processes used to measure individuals' performance against agreed criteria

13- Explain techniques for managing and improving performance

 

Answer:

1.  Incentives increase performance by boosting the value people assign to work goals, causingthem to make stronger commitments to those goals and achieve them. Theprogram has to providethe meaning, rewards, communication, and support that foster a sense of value.

2. 

• Corporate management 
• The project team
• The project board
• The project manager

3. When employees are engaged, they are more likely to invest in the work they do whichleads to a higher quality of work produced. They naturallygo the extra mile to achieve. They finishtheir work faster and theircapacity to finish tasks also increases. By investing in employee engagement, your company will be ableto increase productivity, work quality, and retain top talent. Higher engagement levels increase a company revenue. 

4. 

• List and prioritize improvement opportunities.
• Define the improvement objectives.
• Define the requirements.
• Collect and organize data.

5. 

•  Hoshin Kanri - also called policy deployment. It is a strategicplanning method that ensures that the organization is all aligned toward the most criticalgoals and objectives
• Catchball -  a performance improvement technique thatinvolves moving ideas from one person to another for input, feedback, and action. Someone, usually amanager, starts the "ball" rolling by defining he purpose, goals, background, and challenges. 
• Standard Work -  is the documentation of the best practices forany process or task at the current time
• Gemba Walks - a leader visits the place where work is done to observe, ask questions, and identifypotential opportunities for improvement. Leaders never review the performanceof employees on a Gembawalk or do they make immediate changes. After the walk, the leader engagesemployees in executing anytargeted improvements.

6.  Feedback can encourage team membersto complete goals and objectives. Feedback canalso help you better understand the strengths and weaknesses of your team, allowing youto build on them andfurther motivate team members

7. 

• Scope Risks 
• Time Risks 
• Technology Risks 

8. Gathering project records; disseminatinginformation to formalize acceptanceof the product, service, or project; and performing project closure. As the project manager, you will need toreview project documents to make certain they are up-to-date. Once the project outcomes aredocumented, you will requestformal acceptance from the stakeholders or customer. They are interested in knowing if the product or service of the projectmeets the objectives the project set out to accomplish. If your documentation is up-to-date, you willhave the project results at hand to share with them.

9. Restate the thesis. Review or reiterate keypoints of your work. Explain why your work is relevant

10.  Management by objectives (MBO) - This assessment type is ideal for a collaborative environmentand makes the interpersonal relationships between managers and subordinates much stronger.

Field review - In this method, a person from the HRdepartment shadows and assesses an employee toevaluate their working styles, effectiveness, and output.

HR (Cost) accounting -HR managers look at how much is being spent onindividual employees' training, compensation, and development.

Organizational Charts - allows a company to track open positions, quickly identify staff layers and see possible workforce gaps.

Responsibility Assignments Matrix - describes theparticipation of various organizations, people, and their roles in completing tasks or deliverables for a project. It's used by the Program Manager (PM) in clarifying roles and responsibilities in across-functional team, projects, and processes.

Networking - Internal networking is important for handling any and all sensitive issues regarding attendance, leaves, or other issues in the company. For all such problems, maintaining agood relationship with employees is very important. 

11. Evaluate your HR capability

Evaluating your current HR capabilities willenable you to understand the employees you have andhow they contribute to fulfilling your goals and objectives. Additionally, youshould also undertake a skills inventory for every employee. Skills inventories help you to discover which employees are experts in particular areas.

Develop a thorough understanding of your company's objectives

Since the success of strategic HR is dependent onhow well it links to your company's goals, you need to have a thorough understanding ofyour aims, objectives, and mission. You'll need to be able to articulate both yourshort and long-term plans for growth to the relevant HR personnel

Determine the tools required for employees to complete the job

HR personnel need to liaise with the appropriate departments to find outhow the tools used by employees impact on their ability to perform their roles. For example, an auditof hardware andsoftware can be undertaken jointly with the I.T department to identify gaps in tools that will facilitate a more organized workforce.

Evaluation and corrective action

HR personnel should decide on atimeline to carryout a strategic HR management review. Thisreview will track the progress made and also identify areas for improvement.

12.Graphic Rating Scales

 are ideal for production-oriented work environments, aswell as for other workplaces that move at a fast pace, such as those found in the food and beverage industry.

Employee Performance Standards

can determine an employee's compensation, employmentstatus or opportunities for advancement. For these reasons, performance management programs must consist of methodsthat enable fair and accurate assessments of employee performance.

Management by Objectives

are useful for measuring the performanceof employees insupervisory or managerial positions. MBOs start with identifying employee goals, and from that point, theemployee and her manager list the resources necessary to achieve those goals

13.

Set clear expectations and communicate them well, thencontinue to manage expectations. Frequent communication is critical. Ensure employees understand their objectives by asking them to explain them in their own words.

Conduct regular and timely employee performance appraisals soemployees know where they stand and what their goals are.

Give frequent and timely feedback. When an employee does somethingworth recognizing, give him or her that recognition. If appropriate, consider giving a reward for employee service that exceeds expectations. It's also important to ensure that when an employee steers slightly off course, heor she knows that too. Evennegative feedback (as long as it's not the only feedback!) helps because it ensures employees understand expectations.

Conduct employee engagement surveys; poor performancecan be a result of lack of engagement and low morale.

Give employees the right tools and processes to excel. Sometimesinvesting in a better tool or process can reap huge dividends in productivity and employee satisfaction.

Give employees the power to do their jobs well. Empoweringemployees is critical; it allows them to not get absorbed by minor roadblocks. Empowering employees can include ensuring they have theauthority to make decisions critical to their success—and the ability to delegate if necessary to get the jobdone.