| Category | Assignment ( CMI Level 3) | Subject | Management |
|---|---|---|---|
| University | ____________ | Module Title | 303 Managing Individuals To Be Effective In Their Role |
The CMI unit 303 Managing Individuals to be Effective in Their Role, is also one of the important parts of the CMI level 3 segment. In this unit, leaders enhance their soft skills and hard skills
So they can guide their team members or lead the team efficiently so they can achieve the ultimate goal and their day-day-task sucesessfully. This unit specifically focuses on allocating the right job for the right people. Managers and team leaders also need to give support and be a backbone for their team by guiding, mentoring, and making them individuals based on their job role so they can easily manage the job responsibilities.
Furthermore, leaders or managers must provide the required information and the support to ease one’s work well in their designated job role. In this unit 303, you will be going to have the key takeaways of how to manage the skills and the performance of your team. This CMI 303, focuses on making sure that you as a leader can efficiently manage the team and their work responsibility.
In this training diploma, you can use multiple types of approaches and establish the capacity of teams and units, this will enable them to fulfil their roles with full efficiency. Along with this it also focuses on setting the SMART way which means to work in the order of (Specific, measurable, achievable, relevant and time-bound) this ensures that the team is going in the right direction.
Encounter below the overview of the CMI 303 assignment answers, where you can understand how to write the answers and what exactly you are going to discover and learn in this CMI Level 3 Assignment Managing Individuals to be Effective in Their Role. You can have an outline of all the sample answers that you will be required to answer while doing the CMI Level 3 unit 303 after reading these samples of CMI 303 assignment answers, you will be able to write your assessment’s answer. Despite this make sure that you are not writing these answers the same as written here in this CMI Level 3 Assignment sample answer. Furthermore, you can get help and assistance from our experienced writers for your CMI 303 assignment answers. So, you can clear this assignment in just one go and there will be no chance to come up with any legal concerns or any confusion to answer the provided questions.
AC 1.1 Explain the sources of information that state an individual’s work role and responsibilities.
AC 1.2 Explain the reasons for assessing an individual’s knowledge, skills, and behaviours in a work role.
AC 2.1 Explain the methods used to set objectives for individuals.
AC 2.2 Explain how to assess an individual’s capability to achieve objectives.
AC 2.3 Outline the process for involving individuals in agreeing on clear objectives.
AC 3.1 Outline a range of support methods to enable individuals to perform well
AC 3.2 Identify approaches for motivating individuals in their work roles
AC 3.3 Explain how an individual’s achievement can be incentivized
AC 3.4 Explain the importance of managing individuals objectively
CMI 303 Task 4: Know how to assess outcomes against the objectives
AC 4.1 Summarise the tools that may be used to review an individual’s performance
AC 4.2 Outline approaches to measuring outcomes against objectives
AC 5.1 Explain how to manage the underperformance of an individual within the limits of own authority
It is important to know and comprehend the clear expectations of the organisation and association with which you are working. Knowing about your role and responsibility contributes 1 2 Page 6 of 13 - Integrity Submission Submission ID trn:oid:::2945:317553074 Page 6 of 13 - Integrity Submission Submission ID trn:oid:::2945:317553074 to successful work. One should be familiar with their assigned responsibilities so the management can analyse the skills and efforts required to meet the expected responsibilities. This consists of several things, like knowing the potential challenges before us, such as receiving bad quality resources, or is there any other pressure that is influencing the employee’s daily tasks? If one is aware of these elements, it helps provide adequate solutions that fit best for the organisation’s objectives within the workplace. Lastly, it is crucial to be aware so you can contribute formally and meet the deadlines and expectations
Sources from where you collect your information that state an individual’s work come from multiple places, such as descriptions, performance scorecards, and feedback from upper management, such as supervisors, team leaders, etc. Additionally, in a few cases, an employee’s role and responsibility may be explained by the description of their job, which outlines their particular tasks and work to be performed by them. Whereas you can see that there are cases in which an individual may be based on several things, like their skills and experience.
For instance, if someone is designated as a software engineer so in the job description, there are some responsibilities they are given, which include collaborating, debugging, and mostly coding. The specification of each employee must complement their job descriptions.
Performance evaluation can provide an overview of any employee’s expectation and their role. They usually recognise the areas that are their strength and the areas that need improvement. Moreover, factors like feedback from the upper management or the supervisor can help elaborate on the individual’s job responsibilities. Lastly, numerous organisations offer training materials and equip their employees adequately. All these things combined provide us with detailed information of what is the job role and responsibilities of an employee.
There are several proofs of why knowledge, skills, and behaviours are required in a work role.
There are many reasons for assessing the knowledge, behaviours, and skills of an employee. For every individual who is in a working profession. First and foremost, it is crucial to recognise an knowledge of an individual and other skills. So the individual can go through the training or development adequately. After this, an individual’s behaviours, skills, and knowledge can help in so many other ways too, as it can recognise areas of strength and weakness, which directly impact the result and the outcome of the main can be jeopardised. Lastly, evaluating any individual’s or employee’s knowledge, skills, and behaviours can offer an overall insight into their work style and can even motivate them further, which can be used to elevate the game of communication and management.
If you are a manager or even a team leader, you must know things such as how to arrange goals with the employees so that they do not get confused, and they are clear about the tasks that are expected from them to complete. You will need to make sure that the targeted tasks are achieved properly. Lastly, you must also define the deadline for each task so that it can be completed in the expected time. SMART is the best technique for setting your goals.
There are various methods that we can use for setting objectives of a team or even for an individual. One of the most used methods is SMART, which is basically a framework. SMART stands for specific, measurable, achievable, relevant, and time-bound.
Let’s break it down. ‘S’ stands for specific, which means whatever goal you are setting must be specific and clear, so that the individual can understand what is expected from them and what they are responsible for. Along with these targets and goals, the next element comes in, which is ‘M,’ that is, measurable. What job is assigned must be measurable so that it can be easy to calculate the progress. Next is ‘A’ as a manager or as a team leader, it’s your responsibility to set achievable goals, so that individuals do not get demotivated and start thinking that it is impossible to complete. When it comes to ‘R’, which means that whatever work or tasks are given to an individual must be relevant to their job profile. And lastly, ‘T’, which means you need to be time-bound by creating deadlines for your employees so that your goal can be achieved in a proper time.
To assess the capability of an individual to determine whether they can achieve the given tasks or not, you have many ways to find out. One of the simplest ways is to check all the similar tasks they have performed previously. Another way is that you can give them an assignment or a test to check whether they have the required skills for completing the assigned tasks. You can also get feedback from them on what approach they took to complete the given task. Along with this, you can also ask for their opinions, just in case they are not feeling confident enough that they will be able to do the tasks or not.
Ultimately, these things will help you to know whether an individual is capable of doing the particular tasks or not. It is important to use your judgment to evaluate this on your behalf if the individual is capable of achieving objectives.
Comprehending the process for involving individuals in agreeing on clear objectives could be tough; it also depends upon some factors and situations as well. When we talk about involving any employee or individual, we can follow a few steps to achieve it. Starting from explaining the goals, intent, and motives to the employee, along with the reason why this is important. Secondly, you can ask the employee to share their perspective on whether they are comfortable doing the project and whether they need any resources that are making them feel weak to complete the task. Lastly, either as a manager or as a team leader, you will need to agree on the deadline or submission date for achieving the main targeted goal. Designating a position where you are entitled to manage the involvement of an individual on agreeing on the clear objectives, is a tough job and it cannot be done without any help of resources or without any support that will be required by the individual for completing the goal. You must have the required skills to make everyone agree on the combined objective, so that none of them feel that their idea is not considered. If someone can do that, it is more likely to be successful.
As a team leader or as a manager, you must have the skills to support each individual in your team, so that they can perform well and achieve their objective. There are various ways through which you can make it possible, but you need to decide on which way to choose depending on the individual's needs.
As mentioned, there are various ways of supporting individuals so that they can perform well. Let's discuss some of the most used methods, which includes offering guidance, regular feedback, equipping, and mentoring with required training, and providing them the resources; these also include giving appreciation and rewards.
There are several ways by which you can motivate your team members or any individual when you are designated as a manager or a team leader. The first and foremost approach is to focus on delivering clear and well-defined goals for an individual or your team. So they can have a clear aim in their sight, which eventually provides the employees with the right direction to work. Additionally, ways like recognition and appreciation can also be important factors, regularly giving the required credit where the person has worked hard for the overall project or the team. This can have a serious and important impact on elevating their motivation. Many companies work on their monthly recognition, such as employee of the week. This again gives a person real motivation and a hope that working hard will be able to make them achieve this title this month. Another way can be career development by engaging each employee in meaningful discussions, which enables the individual to explore the career around the organisation and become aware of the things that they need to know to be more informed and educated about their growth. Some individuals or employees choose to remain in their present job roles and want to do the same responsibilities. This could happen because of any circumstances or any reason, so you must know about it and initiate a dialogue in terms of their long-term aspirations, so one can revive their motivation
The achievement of an individual can be appreciated and incentivized using many ways. Many organisations and associations have implemented monetary rewards that may be given to employees who can meet or exceed certain goals. Along with this, there are some non-monetary rewards also there in organisations, such as recognition or privilege. Through both ways, you can provide incentives, depending on how big the achievement was and what the preference of that individual is, and how they have performed.
However, analysis and a few studies have proven that financial incentives are most likely better than non-financial incentives as financial incentives always work as great motivation for individuals, and they make them achieve their goals. This could be because financial bonuses provide a strong motivation for success, as the employee’s main motive is to learn and earn; on the other hand, non-financial bonuses may be seen as less valuable in comparison to financial ones.
As a team leader or a manager, it is important to know how to manage an individual for several reasons. As it impacts the overall outcome, if you are not able to manage your team. It also helps to make sure that employees working under your guidance or in an organisation are treated equally. Additionally, it permits you as the manager to make wise decisions based on the employee's merit and knowledge, rather than personal biases. Lastly, managing employees' goals and targets will also help you in creating a more productive and positive environment for everyone.
It is proven that whenever employees get a feeling that they are being appreciated and have been treated properly, they get motivated, which eventually makes them work more efficiently. Whenever you make a decision as a manager or even as a team leader, using factual measures, it will help you in building respect and trust among employees. Lastly, handling someone’s goals or objectives is considered to be the most crucial aspect for creating a successful and positive workplace.
Expecting results and positive outcomes in return for any set task or project is important in any organisation. As a manager or as a team leader, you should seek results at the end of the task. By understanding the main intent of a project, along with this, keep in mind how those objectives will be measured at the last. Lastly, as a project manager, you can make sure that your team is on track and will be able to meet the main objective or goals.
Several tools are considered useful for examining the work performance of an individual. Any organisation can consist of tools like 360-degree feedback or overall feedback, customer feedback, personal growth assessments, and appraisals as per performance. Each of those tools has its own resilience and drawbacks, so make sure that you choose the correct tool according to the given situation.
1. Comprehending, overall feedback, or 360-degree feedback is one of the good options when you are looking to get a complete view of an individual’s performance. This can be achievable after gathering feedback from multiple sources, in this you can include the individual’s peers, subordinates, higher, and lower designated people and subordinates.
2. The second most used tool is customer feedback. This is commonly used when there is a need to understand how does performance of an employee will impact the experience of customers, as well all for a business or organization. The most valuable thing is the experience of customers. It is dead serious for roles, which have a direct impact on the satisfaction of customers.
3. The third one is personal growth assessments, which are commonly focused on recognising areas of strength and improvement where the individual is lacking and has something different. This can be beneficial for an individual who focuses on their growth and overall personality.
4. The last one is performance-based appraisals, which are usually given to provide an appraisal based on how they have performed or how they have completed the important work assigned to them. This can be a perfect way for designing purposes and goals, and even to examine their growth over time.
There are various approaches that can be used for measuring the outcomes against objectives. Let’s address those approaches below:
1. The first one is the common approach, which is used for key performance indicators (KPIs). Now, let's understand what these KPIs are, they are basically metrics that are selected to represent whether the project or the individual has achieved its goal or not. With the help of these KPIS, you, as a manager or a project manager, can check whether your team is on track to meet the designed goals.
2. The second method is to use division checks. You can also say this is a milestone method. These methods include reviewing the progress of the project periodically, and then comparing it with milestones that have been created. This will help in recognising problems or issues that need to be solved in a timely manner.
3. Another common approach is considering what would be the result of the project in the end, and comparing it with the targeted task, or the project that was set. This is considered helpful in ways of finding out what were areas we could have done a better job in to get good results.
Lastly, no one decides which way is the most correct or right to evaluate an outcome against goals. There is no one fixed method that can be considered best, as deciding which method is best will depend on objectives and needs. However, using any KPIs will accomplish your with main intention of using a KPIs which is to find results; they are all common and effective in their own way, so you can use these methods according to the requirements.
In any organisation or workplace, it is just not possible for the management not to have cases of underperformers. It is possible for so many reasons, such as due to a lack of motivation or not being able to meet the standards required, that the situation of underperforming employees can be problematic for both employees and managers. However, it is also important to understand how you can manage underperformers and make them ready for the company's benefits.
There are several ways that can help to manage the employees who are performing under the average or below average, within being in the limits of your job role. Starting from identifying the root cause of any problem or issue can able to analyse the best course of action. After doing this step, try to discuss the issue one-on-one. This may consist of a conversation about their workplace issues or any problem they might be facing in their work. If the problem still occurs, then it's necessary to involve higher management or the training team members. This can help in scheduling a meeting to discuss the issue or crafting an enhanced and improved work. And in the last, after applying these steps still the employee then management must take necessary action. In this action, management can be lenient as well as take hard actions, from giving a warning to even terminating the employee.
Ultimately, it is important to take adequate action to manage the team as it is crucial that every employee performs well and gives 100% efficiency to achieve the main goal or for the team’s success.
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