Managing People in Facilities Management

Managing People in
Facilities Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1.1 Identification of various approaches to workload planning addition to work allocation......1
1.2 Evaluation of effectiveness in context of an enterprise’s overall strategy............................2
2.1 Evaluating extent to which an enterprise’s process enables Facilities Management for
recruiting right people with right skills, experience and approach for the role...........................3
2.2 Analyse along with development of selection criteria for ensuring right people are
recruited in facilities management...............................................................................................4
2.3 Analysing strengths and weaknesses in recruitment process along with making
recommendations for change.......................................................................................................5
3.1 Analysing appropriate theories, principles addition to practices for motivating and
retaining staff...............................................................................................................................6
3.2 Application of appropriate theories, principles and practices for motivating and retaining
staff along with reviewing their effectiveness.............................................................................7
3.3 Evaluating application of dynamics of reward and recognition in facilities management
function........................................................................................................................................9
3.4 Evaluating the extent to which they are successful.............................................................10
3.5 Analysing ways for developing staff...................................................................................11
3.6 Analysing ways for promoting learning culture within an organisation.............................11
4.1 Analysing reasons related to which staff leave and reviewing implications.......................12
4.2 Investigating application of succession planning including its benefits..............................13
4.3 Investigating skill transference with working environment including benefits...................13
4.4 Evaluating effectiveness of disciplinary along with grievance procedure in an organisation
...................................................................................................................................................14
5.1 Application of principles of staff monitoring along with performance appraisal in context
to facilities management............................................................................................................15
5.2 Analysing their impacts on productivity addition to recruitment costs...............................15
5.3 Analysing methods used for improving team as well as individual performance...............16

5.4 Explaining the ways in which training and development is used for supporting
improvement in performance.....................................................................................................17
6.1 Analyse of different communication methods for distinct situations..................................17
6.2 Review of effectiveness of communication methods in range of different situations.........17
7.1 Analyse of extent and causes of work related stress............................................................18
7.2 Proposing ways for creating organisational culture which will minimise stress levels......18
7.3 Explaining ways to manage own as well as staff stress issues............................................19
8.1 Analysing and evaluating implications along impacts of legislations relating to
employment upon the company.................................................................................................20
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22

INTRODUCTION
A professional management disciple which majorly emphasises on managing along with
maintaining facilities within business is defined to facilities management. The facilities are
organisational physical resources, mechanical or electrical utilities and official complex that may
cause safety hazards to people of company. The present report is all about Knight Frank which is
property consultation agency which provides bespoke services, support and strategic advices to
large multisite clients, lending institutions, private property owners and other concerned parties
(Knight Frank, 2020). Its headquarters are established at Dublin, Ireland.
The report highlights various approaches related to workload planning together with
work allocation, development of selection criteria, strengths and weaknesses in recruitment
process, analyses and application of suitable theories, practices and others for motivating as well
as retaining staff. It further analyse ways for developing staff and promoting learning culture
within the company. Moreover, the report also covers reasons due to which staff leaves,
application of succession planning, evaluation of disciplinary and grievance procedures,
principles to monitor and appraise staff, methods for improving performances of team and
individual, different communication methods for distinct situations, causes of work related stress
and impacts of legislations associated with employment on the business.
MAIN BODY
1.1 Identification of various approaches to workload planning addition to work allocation
Workload planning is defined to the way for keeping organisational team busy along with
productive (Adamou, 2017). Successful workload planning is essential in an organisation in
order to manage people and practices for attaining set objectives. It requires proper determination
of available resources, understanding of business priorities and resources mapping. In case with
Knight Frank, workload planning approaches that are used by managers to effectively plan
workload for its employees are as follows:
Scenario planning: It is the workload planning approach through which managers of
company for making flexible plans in which employees are engaged with work effectively. With
this approach, administrators of Knight Frank plans workload by considering the proportion of
activity units to be achieved, recorded as well as measured. This helps in equally sharing
workload among all the employees resulting in enhancement of workload balance.
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Demand forecasting: It is another approach of workload planning in which future demand
for products or services of company are forecasted and accordingly current workload are planned
in proper manner. It is a kind of future activity wherein managers of Knight Frank estimates
desired number of skills and talents required for completing workings to meet demand of clients
in real estate industry. It positively impacts on labour turnover as proper workload plan creates
lesser disputes that motivate employees to work with the company and improve its business
efficiency.
Work allocation is aid to delegating workings to group members in the manner which
makes effective utilisation of available resources with entity. It is the way in which
responsibilities and workloads associated with work are distributed between distinct individuals
as well as units of company for performing portions or own parts of common work. Facilities
managers of Knight Frank use the following work allocation approaches to complete tasks on
defined duration:
Planned and equitable approach: The work allocation approach in which tasks are
allocated fairly as well as appropriately as per the proper planning (Ahmed and et.al., 2017). By
using the approach, facilities manager of Knight Frank allocates workings among team members
in fair and equitable manner through devising plans and communicating workings to all.
Reactive and equitable allocation: The approach that seeks to allocate fairly as per
identified workings at organisation. Through this approach, managers of Knight Frank allocate
tasks in fair manner as soon as they identify the workings from clients.
1.2 Evaluation of effectiveness in context of an enterprise’s overall strategy
Workload and work allocation approaches have huge role in achieving effectiveness of
overall business strategy. The main mission of Knight Frank is to deliver best and high quality of
services addition to facilities which are suitable for cost effective and meets present with future
needs of all clients. In context to Knight Frank, its overall strategy is based on growing market
share year on year trough reinforcing the reputation of selling best in class property and
maintaining relations with globally recognised brand with best possible people. It has been
evaluated that the entity through using the approaches related to workload planning together with
allocation of work achieve success in retaining motivation of staff and providing personalised,
measured addition to clear advise as per the foundation of trust, loyalty as well as respect.
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For attaining the goals, Knight Frank has devised a system in conveying, computing and
monitoring service delivery that meets satisfaction of its large multi site clients. Furthermore,
information technology platform is the system which is constantly utilised for training and
development of employees along with planning workload and allocating them among its entire
people. It has restricted time limit to complete particular working. At same time, it is also
evaluated that the approaches effectively help in meeting targets and solving customer lodge
complains in order to provide services and facilities as per desired expectations of each client.
The approaches are significant to boost productivity of all its employees and also completing
workings promptly and effectively among facilities team of the company (Bamel, Paul and
Bamel, 2018).
2.1 Evaluating extent to which an enterprise’s process enables Facilities Management for
recruiting right people with right skills, experience and approach for the role
Recruitment is described as the procedure that assists in identifying and attracting pool of
candidates for evaluating employment. All companies have some defined recruitment process
that assists facilities managers to recruit suitable person with right skills, knowledge, interest and
experience for the unpaid role. In context to Knight Frank, the recruitment process of the
enterprise that enables facilities managers in attracting suitable candidate for the role of assistant
facilities manager is as follows:
Recruitment planning: It is the first step in which planning is done through analysing
vacant job position in the enterprise and then preparing comprehensive job draft (Beard, 2016).
In case with Knight Frank, human resource department analyses that position of assistant
facilities manager is vacant in the department and with consultation to facilities managers, job
draft for the role is prepared which comprises job specifications, nature of work, experience
required and many more.
Strategy development: In this stage, strategies for recruiting candidate are developed for
performing further activities to recruit right candidate with required experience, skill and many
more. In this stage, human resource manager of Knight Frank keeps in mind various strategic
consideration including make or buy manpower, recruitment methods and sources, geographical
area and hence forth.
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