This report focuses on the professional development of HR professionals, specifically assistant site managers in Balfour Beatty. It discusses the necessary knowledge, skills, and behaviors required for the job role and provides a personal skills audit and a professional development plan.
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Developing Individuals, Teams and Organisations 1
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Table of Contents Table of Contents.............................................................................................................................2 INTRODUCTION...........................................................................................................................4 TASK 1............................................................................................................................................4 P1. Determine appropriate and professional knowledge, skills and behaviours that are required by HR professionals.....................................................................................................................4 P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role...........................6 M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation............................................................................................................10 TASK 2..........................................................................................................................................11 P3. Analyse the differences between organisational and individual learning, training and development...............................................................................................................................11 P4.Analysetheneedforcontinuouslearningandprofessionaldevelopmenttodrive sustainable business performance..............................................................................................13 M2. Apply learning cycle theories to analyse the importance of implementing continuous professional development..........................................................................................................14 TASK 3..........................................................................................................................................15 P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisation...............................................................15 M3 Analyse the benefits of applying HPW with justifications to a specific organisation........16 TASK 4..........................................................................................................................................17 P6. Evaluate different approaches to performance management and demonstrate with specific examples how they can support high-performance culture and commitment...........................17 M4. Critically evaluate the different approaches and make judgements on how effective they can be to support high-performance culture and commitment..................................................19 CONCLUSION..............................................................................................................................19 REFERENCES..............................................................................................................................21 APPENDICES...............................................................................................................................23 APPENDIX 1 - JOB DESCRIPTION...........................................................................................23 2
APPENDIX 2 – PERSON STATEMENT....................................................................................24 3
INTRODUCTION Market is evolving and changing on a very fast pace increasing the opportunities and challenges for businesses and also for the professionals as well. Therefore the concept of change and development is interlinked(Gao, J. and Bernard, A., 2018). Development is an important aspect of the professional and personal lives of every individual ensuring better achievements, growth and success. It is important that the professionals and themes working in the organisation to develop better abilities in order to cope with the changing environment with the help of several learning knowledge management and other available resources which ultimately leads to organisationaldevelopmentaswell.ThecurrentreportisdevelopedonBalfourBeatty multinational infrastructure group which is based in United Kingdom holding capabilities in construction services and other infrastructure investments. Balfour Beatty which found in 1909 by George Balfour and Andrew Beatty. The company is headquartered in London and also have established their operation in United States, Ireland, Canada and South East Asia. The current report acknowledges appropriate professional knowledge skills and behaviours that are required by an assistant site manager working in Balfour Beatty. It a personal skill audit is conducted identifying the strengths and weaknesses and a professional development plan is created for specific job post. Moving forward organisational and individual learning concept are evaluated along with training and development and also difference among them is showcased. Moreover, need for continuous learning and professional development for attaining sustainable business performances is also evaluated along with understanding the term high-performance working and its contribution in increasing competitive advantage of the company and improving employee’s engagement in the operations. At the end different performance management approaches are analysed along with their contribution and benefits for the business entity. TASK 1 P1. Determine appropriate and professional knowledge, skills and behaviours that are required by HR professionals. The job role of an assistant site manager is referred to maintaining and managing the personnel’s or workers working on field (Widmann and Mulder, 2018). That is the assistant site manager supervises the workers whom are tasked to perform maintenance activities of a given 4
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particular site. Therefore, the manager belongs to the Human resource Department and performs some specific tasks and duties which are part of the HR professional duties. An assistant site manager undertake multiple tasks such as, managing the workers on site, hiring and training them, dealing with conflicting issues and the performances of individuals etc. Therefore it is important that they hold appropriate skills, knowledge and behaviours according to their job roles. These competencies of an assistant site manager arediscussed below: KNOWLEDGE Performance Management-As assistant site manager the knowledge that is important for me to gain it is about the concept of performance management. It is the process which defines the way a company involves their employees in their operations and managing their performance standards according to ultimate goals and objectives of the entity. Legal Knowledge-As I am responsible for managing the workers, working on site which implies that it is important for me to gain knowledge about the legal requirements such as the labour laws in order to comply with them and keep the staff working accordingly (Hubers and et. al., 2018). SKILLS Effective Communication-The foremost skill which is required by me as a professional to hold effective communication abilities allowing me to interact with the workers on the field and my teammates for providing the most efficient instructions and direction to the staff and making them work appropriately. Along with communication skills also enables me to effectively motivate the staff and encourage them to improvised performance standards. Leadership-Another skills which is expected by me as a professional and assistant site manager is of appropriate leadership abilities. As I will be leading the team of workers who are responsible for conducting the maintenance activities on the field it is very important and essential for me to have appropriate leadership abilities for guiding and supervising the work performed by the people and their efficiencies. BEHAVIOURS Transparency and Trustworthiness-I am the manager of my team and also look over the tasks performed by the workers in relation with construction and maintenance on the field. As a manager who is leading the team and to whom all the employees will turn for 5
several aspects such as “how to work around the field” and many other it is important by me to be transparent to the workers and gain their trust so that we can have appropriate guidance and individual to turn upon on in relation with any queries or difficulties. Change and Purpose Oriented-As the representatives of Balfour Beatty and assistant site manager it is my responsibility to be flexible and adaptable enough for changing myself according to any inflexibility or new situation that has been initiated at site. Also, by changing according to the circumstances I have to be focused and purpose oriented for efficiently fulfilling the tasks and attaining the ultimate goal(Ellis, 2018). P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role. Personal skills are the set of abilities which highlights these strengths, competencies and attributes of an individual which day hold as a professional in their personalities. Personal skill audit is conducted for identifying and assessing the strengths and weaknesses of the professional and make efforts for developing the required abilities according to the expectations of the company and the market. According to the above evaluation of required skills, knowledge and behaviour for an assistant site manager my strengths and weaknesses are as follows: STRENGTHS I am very flexible and enthusiastic individual is always focusing over personal and professional development of myself therefore from the above skills, knowledge and behaviour it is identified that my communication skills are very efficient enabling me to easilymotivateandencourageworkersonsite.Alongwithitmyknowledgein performance management area is very influential and beneficial for Balfour Beatty as I am effectively able to manage the performances of individuals. And as a assistant site manager and a very flexible individual my behaviour is always adaptable according to the changes taking place on work site allowing me to focus over the ultimate goals and purposes that is needed to be fulfilled at construction area(Phadermrod, Crowder and Wills, 2019). WEAKNESSES From the strength analysis it is being very clear that my knowledge about the legal requirements is low because I actually don't belong to the Human resource Department 6
which is affecting my performances. Moreover, lacking legal knowledge is making me inefficient as a leader and it is becoming difficult for me to be transparent in front of the workers and make them trust me easily. These are few weaknesses which I hold as assistant site manager which are needed to be improved by me. OPPORTUNITIES The opportunity is available interactive me as a assistant sales manager are used as I can move further towards my career goals and becoming the part of managerial council of the organization. Being assistant site manager is just a beginning of my career and there are numerous opportunities becoming the site manager for the steps in management position. These opportunities only available if I will improve my abilities and interpersonal skills which will improve my competencies and work performances. THREATS As a professional there are several different threats that come in my way and in their objectives and knowledge. While working in accompany as a assistant site manager the only truth that is present in front of me and my career opportunities is the competitors that already exist in the entity or who exist externally but very potential. The competitors can become a threat and a barrier in between my objectives of attaining a higher managerial position in the employment organization(Leiber, Stensaker and Harvey, 2018). According to the swot analysis conducted and identified strengths and opportunities can be used for developing better abilities and behaviours and changing the weaknesses in to my strengths. Along with the opportunities can be explored properly by mitigating all the threats, so a personal development plan is constructed showing server steps to improve particular abilities and which I am professionally lack. PERSONAL DEVELOPMENT PLAN (PDP) SKILL/ KNOWLEDG E/ BEHAVIOUR DATE I WILL HAVE THIS COMPLE I WILL ACHIEVE THIS BY: WHAT HAPPENING NOW? HOW WILL I KNOW I HAVE BEEN SUCCESSFU L? PROGRESS 7
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TED BY: Legal Knowledge At least 6-8 Months In order to enhance my legal knowledge about the labour laws I have to go through the company’s policies that are developed for the workers and also guidance from the Human resource Department (Rimmer, 2018). According to the requirement for me to develop and improve my legal knowledge currently I am making use of the company’s journals that poles appropriate information about policies and labour laws. In order to identify my success the best way is to receive feedback from my superiors and the Human resource team for knowing my progress in the similar field. According to the feedbacks received from my superiors and the HR department my legal knowledge has improved and I have shown a thorough understandin g of the requirements but I still need to work upon it for a little bit of time. Leadership7-10 Months The resources that are available to me and enable me to improve my leadership abilities are According to the trainings I received now I am practicing and applying my theoretical knowledge in the practical The best way to assess my progress and improvisation in my leadership abilities is the feedback that I The leadership abilities that I was sitting and developing will be judged by the 8
the training and development programs that are provided by the company. scenarios while dealing with the workers on site. will be taking from my teammates and workers to whom I am leading. feedbacks I received from my teammates and subordinates and according to them my leadership skills have improved an improvised I am currently my progress is of 100%. Transparency and Trustworthine ss Approxima tely 10 Months Once I develop proper leadership skills and legal knowledge will be easy for me to effectively communicate in front of staff and become For doing so I am taking guidance of my superiors in understanding the people’s behaviour and knowing there satisfaction areas (Lejeune, Beausaert and Raemdonck, For knowing my progress in such aspect the most beneficial source is my superiors and their feedbacks on my performance as a site manager. My superiors and their guidance is the source is useful for my progress and according to the judgement provided my behaviour and relation with transparency 9
transparent to them which will increase their trust in me. 2018).and trustworthine ss have improved but I still need to work harder for making it better. M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation. SKILL AUDIT SKILL/ KNOWLEDGE/ BEHAVIOUR 12345 Effective Communication Skills * Leadership Skills* Performance Management Knowledge * Legal Knowledge* Transparency and Trustworthiness Behaviour * Change and Purpose Oriented * 10
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(1 means least competent and 5 means most competent) TASK 2 P3.Analysethedifferencesbetweenorganisationalandindividuallearning,trainingand development. DIFFERENCE BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING BASISORGANISATIONAL LEARNING INDIVIDUAL LEARNING MeaningOrganizationallearningisa processwhichisundertaken by Balfour Beatty in order to improve and revise itself over theperiodoftimeby improvingandgivingmore experience with the help of the pastknowledgeand capabilities.Thepast experiencesandknowledge willallowthecompanyto develop new abilities which is directlyfocusedtowards organizationallearningand creationofnewknowledge withintheentityimproving thestructureaswellas strengtheningthewhole business. Individual learning is more of a professional oriented process which is referred to the steps andactionsundertakenfor improvement and evolution of a person's behavior and their knowledge(DeSanctis, Ordieres Meré and Ciarapica, 2018). Individual learning is a processthatdeterminesthe changesanddifferencethat takes place in the professional from the very beginning to the currentscenario.Itprovides anopportunitytothe individualsforimprovising and enhancing their personal andprofessionalabilities, knowledge and competencies which help them in becoming more efficient and adapting to changebymovingtowards 11
development. AdvantageThe advantage and benefits of organizational learning will be enjoyed by both the workforce and by Balfour Beatty as well. Becausebasicallythe employees and the workforce gainmoreknowledgefrom pastexperiencesdeveloping newoneswhichleadsthe companytowards developmentandgrowth. Therefore it is advantages for both the professional and for theoverallbusiness performance(Yang,Secchi and Homberg, 2018). On the other hand individual learning is more of a person orientedapproachwhichis continuousinnatureand cannotbeprescribedtoa particular time frame. It is an ongoing process because the needsofindividualsare dynamicandregularly changingaccordingtothe developmenttakingplacein the professional world. ObjectiveThe whole and sole objective of organizational learning is to move forward according to the changestakingplaceinthe marketforcompletingwith othercompetitorsbuy attainingnewcompetencies anddevelopingnew experiences. Theindividuallearning processisbeneficialfor the professionalindividuallyand its objective is to improve and improvise the existing abilities andbringchangesin professionals according to the requirementsoftheindustry andexpectationsoftheir company. DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT BASISTRAININGDEVELOPMENT 12
MeaningTraining is a learning process which is provided by Balfour Beatty for its workforce and individualsworking enabling themanopportunityto developtheircompetencies and enhance their knowledge according to the requirements of their job roles. Ontheotherhand developmentprocessisan educationalactionthatare undertakenbythecompany providing in separate sessions byconcerningtheoverall growthanddevelopmentof the workforce rather than the joborientedaspect(Galli, 2018). ObjectiveTheobjectiveoftrainings Dada provided to employees is to improve their abilities that are currently present in them accordingtotheirjob requirements and expectations (Noe and Kodwani, 2018). Themotiveofdevelopment programsandsessions provided to employees is to improvetheiroverall performancestandardsand movethemtowardsgrowth and better career development. FocusThe focus of training sessions is over the respective job that isassignedandfor development of present scale according to the job. Thefocusofdevelopment programsthat are conducted forworkforceisaiming towardsthelongterm objectivesandcareer opportunitiesofthe individuals. P4. Analyse the need for continuous learning and professional development to drive sustainable business performance. Continuous learning and professional development are two interlinked and integrated activities which are once aligned together contribute towards benefiting the employees and the organisation both(DiPaola and Wagner, 2018). Continuous learning procedure where new skills 13
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and knowledge is it procured on an ongoing basis by the employees of companies like Balfour Beatty. The ultimate result of continuous learning activities that are conducted is professional development and improvisation of individual skills. The continuous learning processes can be conducted in several forms such as formal and casual manna that is by providing appropriate training and development to staff or by social learning when the employees take initiative and start accepting new challenges for improving their competencies. Continuouslearning and professional developmentplacea vital role in the overall performances of Balfour Beatty as it allows business entity to derive its path towards gaining sustainable performances from the workforce and ultimately improving the overall performance of the construction Corporation. Need forContinuous Learning and Professional Development: Stay competitive-The primal need which occurred for continuous learning procedures and processes for Balfour Beatty is to stay competitive in the market. The company is a construction business which is dynamic as the social trends are dynamic in nature. Therefore it is important for continuous learning and professional development activities to be conducted in order to adopt innovative and creative processes for providing the best results to the customers and sustaining in the market(Cook and et. al., 2018). Drive towards innovation and Professional Development-Once employees are trained enough and develop new experiences and knowledge it encourages them to make use of innovative techniques and creative ideas for providing the best processes and by working in the most flexible manner on the construction sites. The Continuous learning is required formakingtheemployeesinnovativeenoughandimprovingtheirprofessional development standards providing them future opportunities and career development chances. M2. Apply learning cycle theories to analyse the importance of implementing continuous professional development. There are numerous procedures and processes that are available two individuals for learning and continuously developing there competencies and experiences.Kolb's Learning Cycleis used by Balfour Beatty in order to provide learning abilities and possibilities to the 14
workforce. This learning cycle is beneficial for the employees in achieving sustainability and better business performance standards. It is divided into four stages which are as follows: ConcreteExperience-Thisisthefirststageoflearningcyclefocusingtowards performing and holding an experience. In simple words at this stage a new situation arises in front of employees there they use their existing knowledge and skills to perform the specific task(Chiu, 2019). Reflective Observation-This next stage of reflective observation is there the workers will reduce their performances on their own and the experience gain from the new situation or the new project on which they worked. Abstract Conceptualization-The next stage is there innovation takes place and the workers working on the construction field on the new project will develop better idea and innovative processes for dealing with the similar project in future by gaining knowledge and experience from their past work and performance. Active Experimentation-The last stage is of implementation stage where the workers make use of their innovative ideas and processes for implementing them in a modified they for the similar situation and project for gaining new effective results. TASK 3 P5.DemonstrateunderstandingofhowHPWcontributestoemployeeengagementand competitive advantage within a specific organisation. High-performance working or HPW is a general phenomena and business approach that is adopted by organisations for managing the workforce and other related activities in the most efficient manner for attaining the highest level of performance and stimulating the effectiveness of employee engagement in the operations of company(Adam, Robison and Vogel, 2018). The approach of high performance working contributes and plays a vital role in engage in the workforce and integrating their efforts for developing a competitive advantage to the business from the rivals already existing in the marketplace. The high performance working phenomena adopted by Balfour Beatty will allow the company to be competitive enough as the employees are officially engaged in the operations with the help of better performance strategies and motivation standards. 15
This approach will enable the assistant site manager to develop appropriate strategies and plans for increasing the engagement of workers in completing the construction and maintenance work on the site. Also the employees performances are improved an improvised due to higher motivation and enthusiasm in them as they are ultimately working on their own ideas and processes or suggestions(Buchanan and McCalman, 2018). The final result of integrating the exercise of top level management, the assistant site manager and the ultimate workforce that is executing the plans of Balfour Beatty is of development and creation of more fresh and creative ideas and processes that will result in best performances being rendered on the construction site by the workers. The high performance working approach will integrate the expertise and efforts of all the different departments and operational units in Balfour Beatty with the common objective providing the best performances and ultimate product at the construction site to the respective customer. M3 Analyse the benefits of applying HPW with justifications to a specific organisation. EMPLOYER Better Employee relations-The construction company Balfour Beatty will be benefited by high-performance working approach as better employee relations are developed by the top level and tactical level management with the operational level individuals enabling the organization to achieve a competitive edge as the workforce is motivated and enthusiastic enough. Organizational Learning and Development-The high performance working approach will also result in organizational learning and development as new processes and strategies will be initiated by the workers while working on the maintenance site(Cai and et. al., 2018). EMPLOYEE Individual Learning-The stuff that are present on the executive level will be able to improve their learnings and gain new experiences from the work they perform because of the new opportunities received by them which allows them to get appropriate trainings and improve their competencies. Better Development Opportunities-The facility provided better opportunities as the team members working on the site their opinions will be matter and made use by the 16
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manager in decision making activities. These new opportunities will allow the workers to improve their career and move forward to better positions in Balfour Beatty. TASK 4 P6.Evaluate different approaches to performance management and demonstrate with specific examples how they can support high-performance culture and commitment. Performance management specifically plays an important role for every single business organization which consists of different approaches as well. In present context, some of these approachesinrelationtoimprovingperformancelevelofBalfourBeattymultinational Infrastructure Group are presented underneath: Figure1: Approaches for measuring performance of employees, 2017 Comparative approach:This is considered to be one of the crucial approach where rewards along with bonus are given to staff members ofBalfour Beatty multinational Infrastructure Group on the basis of their performance. Basically, performances all the team members are effectively compared with each other and it is done by HR department and after finding out the top performer the appropriate perks are given. With the help of this, motivation level of staff members can easily be improved of Balfour Beatty multinational Infrastructure Group(Ghobaei-Arani, Souri and Rahmanian, 2019). 17
Behavioral approach:This approach can be considered as one of the oldest and tried & tested one, which most prominently delivers effective results. In order to measure the performance of staff members there are specifically two different techniques which are specifically utilized by HR department of a company likeBalfour Beatty multinational Infrastructure Groupand these are BOS and BARS. It has been analyzed that, this approach carries anchored rating scale, approximately 5-10 vertical skills can be induced by HR manager and these skills are specifically being decided by staff members. With the help of this approach, skill improvisation of staff members can easily be done. Attribute approach:This methodology depends on the particular arrangement of skills, attributes or qualities on which performance level of staff members is specifically being appraised.Theseboundariesincorporatecorrespondence,development,cooperation, communication, time management, critical thinking abilities, inventiveness and judgment (Shahbaz and et. al., 2018). For rating the exhibition of workers based on traits, realistic rating scale is utilized in which the representatives are rate on the size of 1 - 5 and appraised as most reduced to best. By utilizing this way to deal with rate execution, association can pick up advantage of improving execution of representatives by mindful themabout theircurrentexecutionandthe zonestheyhaveto work upon. This methodology powerful in guaranteeing elite culture in the association and expanding responsibilityofrepresentativesinsideBalfourBeattymultinationalInfrastructure Group. Result approach:Another crucial approach of performance management where the representatives are evaluated by organization dependent on the presentation consequences of workers. In present context, it can be said that Balanced Scorecard method is one of the approach that underscore on four viewpoints including client, interior and activities, money related and learning and development. Aside from this methodology, the another way to deal with measure execution is efficiency estimation and assessment framework whichis powerful in rousing workforce for improvingexecutionand profitability alongside estimating the input. Utilization of this methodology can help the executives (staff members) ofBalfour Beatty multinational Infrastructure Groupto change system into activity that much all-encompassing perspective(Mone, London and Mone, 2018). 18
Collaborative approach:Over the years, collaborative approach is utilized by most of the famous business organizations like Google that has helped in attainment of different international level based goals and objectives. Specifically, staff members perform different range of tasks in a collaborative manner so that a particular or common goal can easily be achieved in specified time frame. With the help of this, performance level along with the employee engagement among staff members ofBalfour Beatty multinational Infrastructure Group easily gets improvised. M4. Critically evaluate the different approaches and make judgements on how effective they can be to support high-performance culture and commitment. Considering the above information, if collaborative approach is critically analysed then it will directly help staff members ofBalfour Beatty multinational Infrastructure Group to get to know about each others culture and this will also improve the communication and commitment level among them(Kroll and Moynihan, 2018). But, sometimes it has been analysed that collaborative approach might not help because of the existing conflicts which has already impacted on the past performances of staff members. On the other hand, if it is talk about behavioural approach for comparative then these are the approaches which focus enhancing performance level considering different skills and attributes. But, these may also pull out unfavourable results for HR department of Balfour Beatty multinational Infrastructure Group, which may lead to take wrong decisions while delivering training to staff members. CONCLUSION Itcanbesummarisedfromtheabovediscussioninthereportthatprofessional development of individuals and teams is a pathway for company to move towards its overall development. The report presents separate knowledge, skills and behaviours required to be developed by an assistant site manager in their working environment. Moreover, a person development plan is created showing appropriate resources and tools available to the individual for improving their weaknesses and changing them into their strengths. The report also informed that continuous professional development is also an essential activity that is needed to take place in order to neat individuals more engaged in the operations and improve the sustainability of the business.Attheendthereportacknowledgestheimportanceandrequirementofhigh performance working for attending a competitive advantage from other competitors existing in 19
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the market along with identifying appropriate professional management approaches for achieving the desired results and performance standards. 20
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APPENDICES APPENDIX 1 - JOB DESCRIPTION JOB DESCRIPTION Job title:Assistant Site Manager Department:Project Management Job summary-As assistant site manager There are several responsibilities and roles for which you will be responsible. The job role of an assistant site manager includes the role of a maintainer and team leader who is responsible to manage the workers working on site and also developing strategic plans and conducting maintenance activities. Duties and Responsibilities The assistant site manager has to report to the site manager and other senior project managers. Monitoringlabour,buildingmaterial,equipmentbudgetsandcurbingunnecessary expenses. Reporting any concerns that can negatively impact the project and the estimated cost and time of completion. Repairing works schedules and sequencing all the onsite tasks. Communicatingandcollaboratingwithotherconstructionprojectstakeholdersif required. Making sure that construction industry safety regulations and rules are properly followed on site. Qualification and Skills Bachelor degree in construction management, civil engineering, project management or similar. 2-3 years of experience in in the similar post with construction projects. Expected ability to monitor construction project projects and deadlines. Ability to effectively communicate and collaborate with other construction stakeholders. Extensive experience in deadline driven environment as well. 23