Manage personal work priorities and professional

BSBWOR501A:
Manage personal work priorities and
professional development
Unit Description
This unit describes the performance
outcomes, skills and knowledge required to
manage own performance and professional
development.
Particular emphasis is on setting and meeting
priorities, analysing information and using a
range of strategies to develop further
competence.
ELEMENT 1. Establish personal
work goals
Serve as a positive role model in the workplace
through personal work planning and organisation
●
Ensure personal work goals, plans and activities
reflect the organisation's plans, and own
responsibilities and accountabilities
●
Measure and maintain personal performance in
varying work conditions, work contexts and
contingencies
●
ELEMENT 2. Set and meet own
work priorities
Take initiative to prioritise and facilitate
competing demands to achieve personal, team
and organisational goals and objectives
●
Use technology efficiently and effectively to
manage work priorities and commitments
●
Maintain appropriate work-life balance, and
ensure stress is effectively managed and health
is attended to
●
ELEMENT 3 Develop and
maintain professional
Assess personal knowledge and skills against
competency standards to determine development
needs, priorities and plans
●
Seek feedback from employees, clients and
colleagues and use this feedback to identify and
develop ways to improve competence
●
Identify, evaluate, select and use development
opportunities suitable to personal learning style/s to
develop competence
●
Undertake participation in networks to enhance
personal knowledge, skills and work relationships
●
Identify and develop new skills to achieve and
maintain a competitive edge
●
Required skills
communication skills to receive, analyse and
report on feedback
literacy skills to interpret written and verbal
information about workplace requirements
organisational skills to set and achieve
priorities.
Required knowledge
principles and techniques involved in the
management and organisation of:
performance measurement
personal behaviour, self-awareness and
personality traits identification
personal development plan
personal goal setting
time management
Required knowledge
management development opportunities and
options for self
organisation's policies, plans and procedures
types of learning style/s and how they relate
to the individual
types of work methods and practices that can
improve personal performance
Introduction to
Business Structure
Will be an introduction to help you understand
basics regarding Business and Business
structures.
We need to know this ... to understand why a
Managers role/responsibilities include:
- motivating individuals to achieve work
goals &
- to inspire personal performance in the
workplace
Sample Organisation
Chart/ Structure
CEO and Board of Directors
PA to MD
Managing Director
Chief Financial
Officer (CFO)
Marketing
Mktg
Mktg
Production
Manager
HR Manager
Manager
Production Designer
Specialist Researcher
Accounts Manager
Accounts
HR Team Leader
Payable
Production Coordinator
Marketing
Coordinator
HR
HR
Coordinator
Assistant
Accounts
Receivable
People involved in Corporate
Structure
Shareholders
●
Executive eg. CEO, MD Middle Management eg.
Operations Manager
●
Lower Management eg. Team Leader
●
Workforce (staff/ employees/ personnel) Senior
staff , Junior staff
●
Superiors eg. ‘Assistant Manager’ subordinates
eg. ‘Assistant to the Manager’ or ‘Personal
Assistant to the MD’
●
Division vs Department
Usually product –
based
Eg.
Food Division
Automotive Division
Cosmetics Division
European Division
Asian Division
Retail Division
Wholesale Division
Usually function –
based
Eg.
Production or
Purchasing
Department
Finance Department
Marketing Department
Sales Department
HR Department
R&D Department
IT Department
Managers ...
Are by nature people with high self esteem, their
worth reflected in the work that they do.
If they set a goal & achieve it they will be
satisfied.
Conversely, if they set a goal & fail to achieve it,
they will be dissatisfied.
Managers (cont’d)
They follow both short term & long term goals.
These goals should be open-ended so that any
opportunity presenting itself may be seized
(used).
A manager should ... role model effective work
planning, a focus on achievement of own goals, a
commitment to organisational priorities, effective
work-life balance & healthy approaches to
managing stress.
Roles & Responsibilities of
Managers ...
Managers must monitor trends relating to
workplace roles & responsibilities.
Frontline managers need to keep aware of
requirements for their particular workplace eg.
Finance Industry product disclosure statements
(PDS), Ethics Guide drawn up by ASIC, OH&S ,
etc
Managers must assess their own performance
and behaviour in a situation & whether it is
productive or appropriate (self-assessment is
vital).
Management development may
include:
Mentoring
Action learning
Coaching
Shadowing, observing, questioning
Exchange of ideas, practices through networking
Rotation
QUOTES
“The roots of education are bitter, but the fruit is sweet”
Aristotle
“The key is not to priorities your schedule, but to schedule your
priorities”
Stephen R.Covey
“All that is valuable in human society depends upon the opportunity for
development accorded the individual.”
Albert Einstein
“Setting goals is the first step in turning the invisible into the visible.”
Tony Robbins
Managing Personal Work
Priorities includes ...
Personal work values
Personal values & organisational values being aligned
Setting life & work goals
Understanding the benefits of setting goals
Obstacles to setting goals
SMART GOALS
Specific
Measurable
Achievable
Realistic &
Time relevant
(cont’d) Managing Personal Work
Priorities includes ...
Goal setting & planning in the workplace
l
Self awareness & managing self
l
Assessing your performance
l
Benefits of effective time management
l
Recognising priorities (what is most important)
l
Managing stress
l
Stress as it affects the individual
l
Ideas for how professional development can be
used to achieve work priorities better
l
Our Role Models?
Angelina Jolie – Actor/Humanitarian
Nelson Mandella – African Civil rights Activist
& former President of South Africa
Richard Branson – Virgin Group entrepreneur
Dianne Fossey – Gorilla saviour
Layne Beachly – 5 times world surf champion
YOUR MUM &/OR DAD
Role models
Role modelling can serve to reinforce the desired
behaviour in the role model themselves, as well
as encourage others to emulate them.
Employees will only choose to look up standards
of work performance as
Desirable
●
Superior to their own
●
being consistently applied
●
Congruent with the organisation’s values and
desired behaviour
●
A Positive role model in the
workplace
First and most importantly, ask yourself “Am I in
the right Job?”
Do I look forward to work each day?
Can I attach personal importance to the work I do
(e.g. The work I do makes a difference)
Is my present job a short term expedient to a long
term goal?
Signs - you are not happy at work
Frequent colds, headaches
Forgetfulness
Tiredness
Poor sleep patterns
Loss of sense of humour
Snappy and bad tempered with family, colleagues
and friends
Drinking, gambling or use of mood altering
substances.
What are your personal
goals?
What are some of your personal goals at the
moment (short term & long term)?
Who are your role models? Name at least five (5).
How do you effectively manage stress in your
life? (Name at least 4 methods.)
How do you maintain an appropriate work-life
balance? (Name at least 4 methods.)
What are personal work priorities?
Whatever your position in an organisation, your performance is a result
of your own effort and the system you are part of.
Managers are aware of their organisation’s goals & their efforts must
reflect them.
A personal work goal may be simple or complicated. The timeframe
may be 1 week, 1 year or 5 years.
EACH PERSON HAS DIFFERENT NEEDS, GOALS &
REQUIREMENTS
Thank you ..
For you attention today
For your interest today
For your participation today
See you tomorrow!