Manage Programs for Personal Effectiveness

This document provides information on managing programs that promote personal effectiveness. It covers topics such as identifying health issues, providing assistance to employees, engaging industry consultants, creating program management plans, and monitoring program success. The challenges related to managing such programs are also discussed, along with strategies to address them. The importance of informing management about initiatives to obtain support is highlighted as well.

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BSBLED502 Manage programs that promote personal effectiveness
Name of the Student:
Name of the University:
Author’s Note:
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Assessment
Knowledge Questions
Carefully read through each question. In your response, you should use terms and
phrases that you defined in your previous assessment. Reflect on your learning unit,
including video links, links to other resources, and your own research.
Please note: Where the response does sufficiently demonstrate your knowledge in this
assessment, your submission will be returned to you for resubmission.
Each question is assigned 300 words + 10%. It is important that evidence be
referenced to current information using APA referencing style.
1. Identify and fully describe at least five health issues from external and internal sources.
Analyse the issues and any implications on the organisation, specifically on the
business objectives, and then develop options/actions to address these concerns.
Provide a full description for each one.
External Sources
1. Professional Association
2. Articles
3. Industry journals
4. Internet
5. Benchmarking
6. Legislation- OHS Legislation
7. Marketing Trend
Internal Sources
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1. Record of the employees
2. Report of the accidents
3. Performance appraisal
4. Employee turnover pattern
5. Employee absenteeism record
6. Policies and Procedures
7. Official regulations
8. Statistical Information
9. Intranet system
Here are some of the Health issues which an organisation should address:
1. Obesity- It is associated with the collection of fat within a person’s body
which has a negative impact on the health of an employee, which often tend
to make an employee lethargic. Obesity often results in certain life term
disease such as diabetes.
However organisations can take initiatives to provide reasonable gym
facilities to their employees at the place of work, which makes the service
easily operatable by the employees (Wright et al., 2015). They should also
take an initiative to design canteen food to ensure adequate amount of fat
and sugar in their diet.
A well designed training and education could also be given to the employees
in order to ensure good health and wellbeing of the employees.
2. Alcohol and other drugs usage- The consumption of alcohol and any other
form of drugs may have a negative impact on the performance of the
employee and also have an influence on the health and wellbeing of the
employees of an organisation. It has been determined that when an
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employee is consuming alcohol, he won’t be able to perform efficiently
towards the attainment of the objectives of the company. The same can be
prevented if the employer paste posters at the workplace regarding the
prevention of alcohol use (Taylor et al., 2017). Steps should be taken that an
adequate proportion of alcohol is encouraged among the employees at the
events at workplace. The members of the education group should be trained
to educate employees to reduce their alcohol intake. Many organisations
prohibit the use of alcohol within the campus of their organisation.
3. High Blood Pressure- It has a complete negative impact on the
performance of employees in an organisation leading to serious health
impact such as strokes. The same can be prevented by reducing the
workload and stress level of the employees.
4. Depression- It may make an employee very much laid back and make them
totally in active at the workplace. This in turn can be prevented by
motivating the employees as well as reducing their level of stress.
5. Smoking- It also has a negative impact on the health and wellbeing of the
employees which in turn can be prevented by organisation seminar with an
objective to quit smoking.
2. Fully explain at least four options for employers to identify, and provide assistance to
address, employee health issues. Include processes for them to undertake so as to
maximise the value for the organisation and employees.
The employers of an organisation can determine the health issues by attaining
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appropriate information from both internal and external sources.
1. The record of the employees should be taken into consideration by the
employers so that they have sufficient information about the employees in
relation to their health wellbeing. The employers will get to know the mood
as well as the physical wellbeing of the employee. Like if an employee is
addicted towards alcohol or any other drug he could be counselled towards
giving up the same which would be beneficial for both the employees as
well as employers (Majeed-Ariss et al., 2015).
2. Employee turnover trend and absenteeism record should be taken into
consideration to determine the reason for which an employee is absent from
his work place for most of the time. In this way the employees could be
motivated to take steps to resolve the health issue such as by means of
counselling or by consulting a health care organisation.
3. The performance of the employees should also be monitored at regular
intervals so that the gap in the performance could easily be determined and
the reason for it could be enquired from the employees. If the employee
feels lethargic due to his associated health issue the employers could take
steps to address it and thereby improving the efficiency of the employees.
4. As per the policy and procedures of the company a compulsory medical
check-up of the employee should be implemented so that the health issues of
the employees could be adequately determined. In this way an employer
would be able to analyse if the candidate is suitable for the desired job or
not. In this way no pressure could also be given to the employees.
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3. List at least three different industry consultants who could be engaged to assist with
employee health and wellness programs. For each one, qualify their purpose and the
range of services that they would normally provide.
Here are the three industry consultants who could be engaged to assist with the
employee health and wellness programs:
1. Employee Assistance Program- The main purpose of the program is to
assist the employees in terms of enhancing their productivity as well as
boosting the morale level of the employees. It is a private program and
hence helps to determine various problems which has an impact on the
quality of their relationship, different issues as well as performance related
issues (Hardcastle et al., 2015).
It provides help in dealing with the stress of the employees, depression and
anxiety related issues, it also helps to handle different family problems,
death and sadness, self-respect, problems in relationship, alcohol and drug
related problems.
2. Flexible working hours and leave system- As per the National
Employment Standard it is important for an organisation to make changes in
the work schedule of the parents of those children who has a disability and is
below the age of 18. It means that the work duration of such employees
could be altered, their working trend should also be changed, like there
should be an arrangement for sharing the job with some other employees.
The main purpose of this system to bring more employees to the
organisation who is satisfied by the work flexibility of the organisation
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which would help them to their other demands outside the organisation.
3. Training and Development Program- An appropriate training and
development program should be developed in order to help the employees to
maintain a balance between their professional and personal life. The
organisation should give an appropriate time to their employees to study
outside their working hours.
The organisation should also contribute towards the payment of 80% of the
internet related expenses of the employees. The organisation should fulfil
any reimbursement of the employees in connection to their personal
development programs (Fertman & Allensworth, 2016).
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4. Describe and explain the steps that an organisation would need to takein order to create
a program management plan for their employees. Explain processes for engagement,
feedback, and skills for effectively managing such a program. Include responsibilities,
scope and program objectives, and promotion of the program, administration processes,
and resource requirements.
The steps to create a project management plan includes the following:
Determine the objectives of the business of an organisation in order to put the needs
of the employees in place with the expectation of the company. The short and long
term objectives of the organisation should also be determined. In accordance to
which the relevant skills of the employees to assist the goals should also be
determined for the same purpose.
The employees should be kept involved in the functioning of the project, their gap
in the skills should be addressed and steps should be taken to bridge such a gap in
the skills of the employees.
In the next step a proper discussion should be done with the employees in order to
understand their need for development and their aim for their future. An adequate amount
of discussion should be done with the employees in order to determine the issues they are
facing towards the functioning of the company (Eldredge et al., 2016). This will also help
the employees to understand their calibre as well as their weaknesses which will also help
them to improve for the better and moreover it will keep the employees engaged in the
work of the organisation.
It is also important to differentiate between the calibre and the potential of the
employees. It may happen that an employee has the required potential but is still not
ready to perform effectively.
The need for the training and development program should also be determined to
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ensure that an employee is ready to perform effectively.
Finally an action plan should be developed in order to determine the position of the
employees both before and after training as well as time span to attain such
objectives.
5. Discuss the importance of monitoring an organisation’s program success. State
challenges related to management programs that promote personal effectiveness for the
organisation, and provide options for those staff that manage the program to manage
these challenges.
It is very much important to monitor the efficiency of the program so that the
effectiveness of the employees could be determined. It will also help to determine if
the employees have well accepted the program or not and whether they have
attained any benefit from the training program or not. It will also help to determine
if the program needs and enhancement or not and missing potential of the program
could be fulfilled.
Here are some of the challenges which an organisation could face in relation to
management:
 The busy routine of the employees is one of the greatest challenge in relation
to the management program. When there is too much of professional as well
as personal burden on the employee, the process of training becomes a
disadvantage for them (Wright et al., 2015). Hence the staffs concerned with
management of such programs should take steps to avoid face to face
training on week- ends and also after the office hours. This will reduce the
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level of stress among the employees.
 The increase in the work places in interior areas as well as work place which
is not centralized is another big challenge faced by the organisations in
relation to project management. Hence different types of social equipment’s
should be taken into consideration to bring together different groups which
are spread apart in terms of their location. This can be done by making use
of video conferencing and other sort of online forums. More the main
objective of the management program should be specified to the employees
at the very beginning so that they are well aware of the things which are
expected from them.
 Moreover the learning of the employees which is different from each other
also acts a major challenge for the staffs managing it. Hence the need of
training for every employee should be determined and easy operative
training software should be adopted for the purpose.
6. When an initiative has been developed, what key things should you be sure to inform
management about in order to obtain support from them?
Here are the key points which is needed to attain support from the management:
1. A career plan should be established which needs to reported to the
management of the organisation. It is more suitable for those kind of
employees who has a long term career goal, who are sure about their goals
in life and the decision of the management would help them to take their
goals to a further level.
2. The candidate expecting support needs to develop a sense of confidence
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within them in order to eliminate any kind of fear of any argument due to the
difference in opinion with the management.
3. The candidate should concentrate on determining any opportunities for their
enhancement and also for the purpose of developing their capabilities which
other employees might have not acknowledged (Wright et al., 2015).
4. The candidate should also take an initiative to analyse their solution for cost
effectiveness and its validity before presenting it in front of the management
of the organisation. In other words, the more amount of research an
employee does on his idea, the more is the chance of success of that idea.
5. The candidate should also take an initiative to determine any kind of issue
they are facing in the course of developing their ideas. This in turn needs to
change accordingly before submitting it in front of the management.
6. It is also important for the candidate to ensure if the circumstances are
appropriate to implement the initiative or not. An appropriate consideration
should be given to the point the initiative does not over burden the other
employees of the organisation.
For this purpose only it is important for the employees to learn about the
different decision making procedures. It is also important to note that the
more an employee develop his skills, the more appropriate he would be in
making a decision about the quality of idea established by the employee. In
this way a good response could be attained about the idea as well as the
judgmental skills of the employees.
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Reference List
Eldredge, L. K. B., Markham, C. M., Ruiter, R. A., Kok, G., Fernandez, M. E., & Parcel,
G. S. (2016). Planning health promotion programs: an intervention mapping
approach. John Wiley & Sons.
Fertman, C. I., & Allensworth, D. D. (Eds.). (2016). Health promotion programs: from
theory to practice. John Wiley & Sons.
Hardcastle, S. J., Tye, M., Glassey, R., & Hagger, M. S. (2015). Exploring the perceived
effectiveness of a life skills development program for high-performance
athletes. Psychology of Sport and Exercise, 16, 139-149.
Majeed-Ariss, R., Baildam, E., Campbell, M., Chieng, A., Fallon, D., Hall, A., ... &
Swallow, V. (2015). Apps and adolescents: a systematic review of adolescents’ use
of mobile phone and tablet apps that support personal management of their chronic
or long-term physical conditions. Journal of medical Internet research, 17(12).
Taylor, R. D., Oberle, E., Durlak, J. A., & Weissberg, R. P. (2017). Promoting positive
youth development through school‐based social and emotional learning
interventions: A meta‐analysis of follow‐up effects. Child development, 88(4),
1156-1171.
Wright, D. R., Underhill, L. G., Keene, M., & Knight, A. T. (2015). Understanding the
motivations and satisfactions of volunteers to improve the effectiveness of citizen
science programs. Society & Natural Resources, 28(9), 1013-1029.
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