My Employment As Project Officer And Executive Assistant With Tafe Queensland

The information from our meeting was provided to our leadership team via email. This was the responsibility of the team, along with the minutes (chart minutes 1F) from the meeting. See email 1E.

Contents Page Qualification structures Unit 5001 Unit 5002 Unit 5003 Unit 5004 Unit 5005 Unit 5006 Unit 5007 Unit 5008 Unit 5009 Unit 5010 Unit 5011 Unit 5012 Unit 5013 Personal development as a manager and leader Information based decision making Performance management Resource management Meeting stakeholder and quality needs Conducting a management project Financial control Marketing planning Project development and control Human resource development Managing recruitment and selection Being a leader Leadership practice 3 4 5 6 7 8 9 10 11 12 13 14 15 16

document that changes and is updated or amended as changes occur in the scope of practice

I have worked in four large organizations with an average lifespan of four years per project. During life of projects, I oversaw the establishment and management of the project coordination and technical teams, and, provided overall leadership in many project departments. My main functions focused on technical advice, management of the design, planning, implementation, monitoring and evaluation of all components of the project that included; program development, capacity building, and advocacy. I ensured adherence to the work plans, programmatic and financial reporting requirements; managed country and field offices, and, ensured their efficient operations. I supervised and

A formal notification document, distributed from the Manager, by the way of an email to all employees of the business, is to distil an honest and concise rationale for the need of restructuring, and for the layoff of some staff to occur. This document will consist of the detailed reasoning, and include the history behind the current restructure. Also included will be the business vision, goals & objectives, and the outlook towards redevelopment and future growth. It provides an explanation on, how all efforts to prevent staff reduction were exhausted, and shows a positive perspective for the remaining staff to value. There is a statement included, of the time for the anticipated changes to occur, and notification of the resources made available to the affected staff for implementing support. Furthermore provided, are contact details for any staff queries and for more information as required.

This is when the communication book, and minutes to meetings that have taken place, are vital. They support the lines of communication.

Assignment from Sylabus: Prepare a 2-3 page narrative of your HR integaration project to explain you approach to the project’s sponsor, Hugh McCauley.

Is registered at this Centre on a programme of study leading to the Chartered Management Institute Extended Diploma in Management and Leadership (Level 5)

This case was prepared by Associate Professor Marc L. Lipson. It was written as a basis for class discussion rather than to illustrate effective or ineffective handling of an administrative situation. Copyright  2010 by the University of Virginia Darden School Foundation, Charlottesville, VA. All rights reserved. To order copies, send an e-mail to sales@dardenbusinesspublishing.com. No part of this publication may be reproduced, stored in a retrieval system, used in a spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or otherwise—without the permission of the Darden School Foundation.

Planning the change – Ensure that all research has been completed; examine the organisational structure, job descriptions, and performance and compensation systems to ensure they are in line with the vision.

In May 2007 I co-founded this enterprise with my colleague, David Garofalo, a national dental corporation owning and operating dental practices throughout Australia. I served as the CEO for over 5 years, building the organisation from the ground up experiencing rapid growth. I was responsible for dental practices and clinics in over 60 locations across metro and regional Australia and a sophisticated head office and operations call centre. I led and motivated a successful executive management team, a national team comprised of more than 700 employees and managed P&L for business divisions exceeding $100 million revenue.

Governmental organizations have captivating business plans that outline the overall vision, key performance indicators, and work teams of expertise. Chew Ling Tan wanted to implement changes within the Estate Administration and Property Department. The aim was to initiate modifications to further the organizations operation and objectives. Employees at HBD were over-staffed and overworked while resources were stretched (Jick & Peiperl, 2011).

The focus of my position as a project assistant is document management. The document management issue I plan to address relates to other project assistants and the remote site monitor for my newest study. This study is a follow up study to a project that is already in place. All documents in our studies must go through a review process, and this process involves all members of the team. As a project assistant my department is responsible for the tracking, filing, and retrieval of trial and onboarding documents. At the end of the project our documentation is audited, and any issues that arise can impact the approval of the trial drug.

The cultural norm was to operate only within your function. This “decentralized managerial philosophy” hindered proactive communications between departments that that could have assisted in the company’s transition to project management.

Coming into an environment that did not end well can be difficult because you must quickly react to the situation to make positive changes or there could be long-term consequences. Stepping into this role it was important to understand the company’s culture and objective when developing a plan that would benefit the organization as a whole. The first step of the process is to reorganize the department and develop goals for which provide the department guidance. From there I must determine what the department and company as a whole need to do in order to begin moving the department in the best direction. With that information, I was able to compile a plan that will help the organization achieve its goals while boosting the morale of the