“Training is only required by new members of an organisation.” Discuss this statement.
Not, really. Current employees may require training for things such as new technologies being introduced into the organisation.
No any member of the company can require training when needed. It could also be only new members that can be trained as the company may not have enough money.
This is not true. Other employees in an organisation may need training if their job criteria changes, therefore, the training is essential for the job to be carried out efficiently.
The statement is false, many people believe it’s only new staff who need training but older staff may need training or re-training to upgrade their skills e.g. due to new equipment or tasks having to be carried out by the organisation changing.
It is not true as if an employee is moved up in the organisation they may need to be trained to use different software or technology needed.
Wednesday, 2 December 2009
Tests
Identify the features of the following tests which can be used in the selection process using examples of an organisation that would use them in their selection process.
o Practical Tests
o Medical Tests
o General Ability Test
o Personality Tests
1) To find out if you have the physical ability for the job.
2) To find out if you are medically fit enough for the job.
3) To make sure you have the general ability for the job
4) To make sure you have the correct personality required for the job.
1) To discover whether or not the applicant is willing to take on the tasks within the organisation
2) To find out if the applicant is fit enough to under take the tasks that the company require of them.
3) To see if they can cope :) Also, to see if the interviewee has the stamina to complete all tasks given to the best standard.
4) To find out if their personality and personal qualities are suitable for the job they are applying for.
1. Someone applying to be a joiner would have to sit a practical test to see their skills.
2. someone applying for the police would have to go through a medical examination
3. someone applying to be a shop assistant would need to pass a general ability test
4. Most jobs look for you to pass a personal ability test.
o Practical Tests
o Medical Tests
o General Ability Test
o Personality Tests
1) To find out if you have the physical ability for the job.
2) To find out if you are medically fit enough for the job.
3) To make sure you have the general ability for the job
4) To make sure you have the correct personality required for the job.
1) To discover whether or not the applicant is willing to take on the tasks within the organisation
2) To find out if the applicant is fit enough to under take the tasks that the company require of them.
3) To see if they can cope :) Also, to see if the interviewee has the stamina to complete all tasks given to the best standard.
4) To find out if their personality and personal qualities are suitable for the job they are applying for.
1. Someone applying to be a joiner would have to sit a practical test to see their skills.
2. someone applying for the police would have to go through a medical examination
3. someone applying to be a shop assistant would need to pass a general ability test
4. Most jobs look for you to pass a personal ability test.
Selection Methods
Compare and contrast the effectiveness of a one-to-one interview and a panel interview as methods of selection.
• One to one interviews – get to know the employer and vice versa.
• This might make the interviewee feel less pressured and therefore perform to their best abilities.
• However, it is more difficult to judge who the best interviewee is as it may come down to the interviewers personal preference.
• Applicant may appear too relaxed to the employer
• Panel Interviews – A larger range of questions can be asked during the interview, it’s not as personal as a one to one as there is more than one person talking to you.
• One person on the panel may think that there not up to the job but the rest do and this could affect the interviewee’s chances of getting the job.
• May put the applicant under more pressure, make them more nervous
• One to one
• The applicant will not have as much nerves by having to face a panel of 3-4 as what they will be when it is only one person.
• Panel
• The panel will have a majority vote on who gets the job and therefore the interviewer will be under less pressure to make the correct decision.
• One to one interviews – get to know the employer and vice versa.
• This might make the interviewee feel less pressured and therefore perform to their best abilities.
• However, it is more difficult to judge who the best interviewee is as it may come down to the interviewers personal preference.
• Applicant may appear too relaxed to the employer
• Panel Interviews – A larger range of questions can be asked during the interview, it’s not as personal as a one to one as there is more than one person talking to you.
• One person on the panel may think that there not up to the job but the rest do and this could affect the interviewee’s chances of getting the job.
• May put the applicant under more pressure, make them more nervous
• One to one
• The applicant will not have as much nerves by having to face a panel of 3-4 as what they will be when it is only one person.
• Panel
• The panel will have a majority vote on who gets the job and therefore the interviewer will be under less pressure to make the correct decision.
External Recruitment
Compare and Contrast the use of a National newspaper and the Internet in external recruitment.
Both the national newspaper and the internet are used to advertise open job positions to the public. However the internet has a greater advantage over the national newspaper because the internet is global advertisement and more people can view newspapers which are only aimed at local areas.
A lot of people will see these advertisements and therefore the company will have a better chance of recruitment. They will also have a variety of skill full people to suit the job.
National newspapers can bring local workers in to a business which can have an advantage if the company involves local knowledge. This can save money for small businesses. Internet advertisement is cost effective.
The internet gives lots of opportunities to people further away seeking jobs that may be hard to find near them allowing them to move and get more and better work.
Both the national newspaper and the internet are used to advertise open job positions to the public. However the internet has a greater advantage over the national newspaper because the internet is global advertisement and more people can view newspapers which are only aimed at local areas.
A lot of people will see these advertisements and therefore the company will have a better chance of recruitment. They will also have a variety of skill full people to suit the job.
National newspapers can bring local workers in to a business which can have an advantage if the company involves local knowledge. This can save money for small businesses. Internet advertisement is cost effective.
The internet gives lots of opportunities to people further away seeking jobs that may be hard to find near them allowing them to move and get more and better work.
Internal and External Recruitment
Compare and contrast internal and external recruitment.
Internal recruitment is recruitment within the organisation i.e. promotions whereas external recruitment is recruitment outwith the organisation.
Internal recruitment will be less time consuming then external recruitment as employers don’t need to re-interview employees.
External can be more costly as the organisation has to advertise the vacancy.
Internal- people in the organisation may get annoyed as the may feel that they deserve the job more than the person that actually gets it.
External- there could be someone that is more skill full for the job out with the organisation
Internal- This could give the employees a chance to prove their skills, increase morale.
Internal recruitment - Gives existing employees greater opportunity to advance their careers in the business. May help to retain staff that might otherwise leave. Requires a short induction training period.
Internal recruitment is recruitment within the company, for example someone that works as a admin assistant could apply to be an administrative supervisor. Whereas external recruitment is recruitment from outside the company for example someone that was looking for a new job could apply for it.
External recruitment allows a wider range of people to apply who could bring new skills and ideas to a company whereas internal recruitment means current employees could get promoted who will not bring any new ideas or skills to the business.
Internal recruitment is recruitment within the organisation i.e. promotions whereas external recruitment is recruitment outwith the organisation.
Internal recruitment will be less time consuming then external recruitment as employers don’t need to re-interview employees.
External can be more costly as the organisation has to advertise the vacancy.
Internal- people in the organisation may get annoyed as the may feel that they deserve the job more than the person that actually gets it.
External- there could be someone that is more skill full for the job out with the organisation
Internal- This could give the employees a chance to prove their skills, increase morale.
Internal recruitment - Gives existing employees greater opportunity to advance their careers in the business. May help to retain staff that might otherwise leave. Requires a short induction training period.
Internal recruitment is recruitment within the company, for example someone that works as a admin assistant could apply to be an administrative supervisor. Whereas external recruitment is recruitment from outside the company for example someone that was looking for a new job could apply for it.
External recruitment allows a wider range of people to apply who could bring new skills and ideas to a company whereas internal recruitment means current employees could get promoted who will not bring any new ideas or skills to the business.
Internal v External Training
Compare and contrast internal and external training.
Internal training is training which is carried out within an organisation whereas external training is training which is carried out, out with the organisation e.g. at a local college.
Internal training is a cheaper option because the organisation will not have to spend money to send employees on courses whereas external training is a more expensive option because money will have to be spent on the course and possibly on transport to get the employees to the training centre.
External training can bring in more experienced employees to pass their knowledge to the people in need of training. However it also can have the opposite effect too.
They are both used to recruit people and are very successful.
Internal training is training which is carried out within an organisation whereas external training is training which is carried out, out with the organisation e.g. at a local college.
Internal training is a cheaper option because the organisation will not have to spend money to send employees on courses whereas external training is a more expensive option because money will have to be spent on the course and possibly on transport to get the employees to the training centre.
External training can bring in more experienced employees to pass their knowledge to the people in need of training. However it also can have the opposite effect too.
They are both used to recruit people and are very successful.
Appraisal
Discuss the purpose of an appraisal system as part of an employee’s performance management.
An appraisal is when a manager speaks to the employee and they discuss the strengths and weaknesses of that person. And it may result in a bonus.
The Performance Appraisal System is an integral part of performance management. Revision to the law allows each agency to develop one or more performance appraisal systems for employees covered. The agency appraisal system, in this case the Performance Appraisal System, establishes agency wide policy for the application.
Performance Appraisal PA is the activity, which enables systematic identification of job-related strengths and weaknesses among individual employees and between employee groups.
Appraisal may boost the employee’s moral as the employer will be able to identify their key strengths and weaknesses so the employee can improve on their weak areas of work.
It will allow the employee to perform better and help to produce a higher standard of work once they know what to focus on.
An appraisal is when a manager speaks to the employee and they discuss the strengths and weaknesses of that person. And it may result in a bonus.
The Performance Appraisal System is an integral part of performance management. Revision to the law allows each agency to develop one or more performance appraisal systems for employees covered. The agency appraisal system, in this case the Performance Appraisal System, establishes agency wide policy for the application.
Performance Appraisal PA is the activity, which enables systematic identification of job-related strengths and weaknesses among individual employees and between employee groups.
Appraisal may boost the employee’s moral as the employer will be able to identify their key strengths and weaknesses so the employee can improve on their weak areas of work.
It will allow the employee to perform better and help to produce a higher standard of work once they know what to focus on.
Wednesday, 18 November 2009
Donald Trump believes in successful teams. describe the factors that contribute to an effective team
team compistion making a team up of people that will get along because of there background and age and there for work more succsseful
team development whether or not they have worked togther or not before will determine how quickly they gell as a team nature of the task depends on how challenging and structured the task is and also how much resources are supplied
team sizeto many people can ruin the project and not enough members means there is not enough people to do the work .
Communication SkillsEmployee's need to be able to listen and swap ideas with other employees.
Interaction within a team the advantages of good interaction is that members will work together as a team. This means that members will know what to do in the business and run it efficiently.
team development whether or not they have worked togther or not before will determine how quickly they gell as a team nature of the task depends on how challenging and structured the task is and also how much resources are supplied
team sizeto many people can ruin the project and not enough members means there is not enough people to do the work .
Communication SkillsEmployee's need to be able to listen and swap ideas with other employees.
Interaction within a team the advantages of good interaction is that members will work together as a team. This means that members will know what to do in the business and run it efficiently.
Describe the benefits to a media firm like ITV of effective team working
Speed : The job gets done quicker if your in a team.
Creativity : Everybody has different skills and knowledge which means more idea's will be offered.
Job Satisfaction : Individuals working together as a team achieve their goals and are continuing to learn .A combination of strengths: especially if the team has been chosen carefully, you can get a good range of abilities, fields of expertise and personality types, so for every situation there should be at least one person who can deal with it. A range of opinions: if "two heads are better than one," six can be better still - a group meeting is often very useful for ironing out flaws in a plan, testing it out, spotting pitfalls etc. (though if your team is too big, it can be difficult to reach decisions.)
Divided responsibility: while ultimate responsibilty rests with the team leader, not much can be achieved without an effective team. The team structure allows those who have strengths in a particular area to take more responsibility for that area.
Team spirit: a good team, well led, creates loyalty in its members. Not wanting to let your team-mates down can be a powerful motivating force, as can the sense of pride in being part of a successful group. A little rivalry between the team members is also quite healthy as long as it doesn't get out of hand. Jobs can get done quicker using each employees strengths to their full ability.
Morale and motivation - Effective teamwork often brings the individuals concerned a greater sense of involvement, development and achievement. In turn this can improve job satisfaction, morale and motivation. Increased employee motivation benefits the organisation through improved efficiency and productivity.
Multi-skilling - Effective teams are multi-skilled and if any members are absent they can quickly cover their duties between them. The advantage to the organisation is obvious.
Risk-taking - Often, groups will take more risks than individuals working alone. This can be an advantage for organisations as succesful risks can pay off and give that organisation a competitive edge. It also encourages the employee to try out ideas, which they might not have tried beforehand.
A friendly environment: this helps more people become relaxed therefore producing a high level of work.
Creativity : Everybody has different skills and knowledge which means more idea's will be offered.
Job Satisfaction : Individuals working together as a team achieve their goals and are continuing to learn .A combination of strengths: especially if the team has been chosen carefully, you can get a good range of abilities, fields of expertise and personality types, so for every situation there should be at least one person who can deal with it. A range of opinions: if "two heads are better than one," six can be better still - a group meeting is often very useful for ironing out flaws in a plan, testing it out, spotting pitfalls etc. (though if your team is too big, it can be difficult to reach decisions.)
Divided responsibility: while ultimate responsibilty rests with the team leader, not much can be achieved without an effective team. The team structure allows those who have strengths in a particular area to take more responsibility for that area.
Team spirit: a good team, well led, creates loyalty in its members. Not wanting to let your team-mates down can be a powerful motivating force, as can the sense of pride in being part of a successful group. A little rivalry between the team members is also quite healthy as long as it doesn't get out of hand. Jobs can get done quicker using each employees strengths to their full ability.
Morale and motivation - Effective teamwork often brings the individuals concerned a greater sense of involvement, development and achievement. In turn this can improve job satisfaction, morale and motivation. Increased employee motivation benefits the organisation through improved efficiency and productivity.
Multi-skilling - Effective teams are multi-skilled and if any members are absent they can quickly cover their duties between them. The advantage to the organisation is obvious.
Risk-taking - Often, groups will take more risks than individuals working alone. This can be an advantage for organisations as succesful risks can pay off and give that organisation a competitive edge. It also encourages the employee to try out ideas, which they might not have tried beforehand.
A friendly environment: this helps more people become relaxed therefore producing a high level of work.
Kraft Foods HQ is undergoing a major refurbishment.
In an open plan office new employees can socialise with their workmates. The employer can also look over them and dictate them.
Equipment can be easily accessed by staff (e.g Printer).Employees can help one another improving the workflow. However, room fixtures cannot be personalised.
Noise levels can become a problem to the employee's work environment. Save money as it is less space to decorate. Difficult to maintain heat because people feel the cold differently.
Higher level of staff morale in open plan offices. Employees could be distracted by their friends and therefore not produce good work.
Cellular layout;
They can also personalise the office the way they want. Meetings can be held privately without being disturbed.
Confidential documents can be stored in a cellular office under lock and key. Easier for working conditions - no disruptions. Employees work better because they don't get distracted from the noise from other empoyees and equipment.
You can adjust air conditiong/heating to your own personal satisfaction. Could be expensive if you want to personalise your space.
Equipment can be easily accessed by staff (e.g Printer).Employees can help one another improving the workflow. However, room fixtures cannot be personalised.
Noise levels can become a problem to the employee's work environment. Save money as it is less space to decorate. Difficult to maintain heat because people feel the cold differently.
Higher level of staff morale in open plan offices. Employees could be distracted by their friends and therefore not produce good work.
Cellular layout;
They can also personalise the office the way they want. Meetings can be held privately without being disturbed.
Confidential documents can be stored in a cellular office under lock and key. Easier for working conditions - no disruptions. Employees work better because they don't get distracted from the noise from other empoyees and equipment.
You can adjust air conditiong/heating to your own personal satisfaction. Could be expensive if you want to personalise your space.
HSBC Bank is introducing a new electronic file management system.
Advantages
· Documents can be opened by multiple people at the same time. Can access protection for files.
· Can be easily and neatly edited.
· Useful for storing as it doesnt take up physical space.
· Saves money e.g. do not have to buy storage facilities.
· You can keep a back-up file on the computer.
· An organised structure can be created saving files in a folder and subfolders
· Only authorised people can access files .
Disadvantages
· Unprotected files could be easily hacked and copied by people outwith the organisation.
· Could be difficult to find files.
· If computer system fails data could be lost.A computer virus could wipe all the data.
· Documents can be opened by multiple people at the same time. Can access protection for files.
· Can be easily and neatly edited.
· Useful for storing as it doesnt take up physical space.
· Saves money e.g. do not have to buy storage facilities.
· You can keep a back-up file on the computer.
· An organised structure can be created saving files in a folder and subfolders
· Only authorised people can access files .
Disadvantages
· Unprotected files could be easily hacked and copied by people outwith the organisation.
· Could be difficult to find files.
· If computer system fails data could be lost.A computer virus could wipe all the data.
Describe the features of The Data Protection Act 1998
You can access your information from the company within so many days.
Information cannot be passed on to third parties.
The information can only be held for a specific purpose.
The information must be accurate.
Information cannot be kept if it is out of date.
People have a right to access their personal information.
Compensation for failure to abide by these rules.
Information must be password protected and physically protected from unwanted users.
Data must not be passed on to other parties without the permission of the individual it is about, unless there is legislation or other overriding legitimate reason to share the information (for example, the prevention or detection of crime).
It is an offence for Other Parties to obtain this personal data without authorization.
Data may be kept for no longer than is necessary.
Information cannot be passed on to third parties.
The information can only be held for a specific purpose.
The information must be accurate.
Information cannot be kept if it is out of date.
People have a right to access their personal information.
Compensation for failure to abide by these rules.
Information must be password protected and physically protected from unwanted users.
Data must not be passed on to other parties without the permission of the individual it is about, unless there is legislation or other overriding legitimate reason to share the information (for example, the prevention or detection of crime).
It is an offence for Other Parties to obtain this personal data without authorization.
Data may be kept for no longer than is necessary.
Saturday, 3 October 2009
Data Management
Data Management is basically how you structure and organise information held within the organisation.
At a very basic level the way you organise your My Documents is data management. You really need to be able to find files quickly and easily... and not lety anyone who shouldn't access them do so or indeed let them corrupt or edit the files!
EFFECTIVE DATA MANAGEMENT
Think about how this helps employees using the data management system... (THINK of you using the shared network)
As an employee it is:
- Easy to use and understand, saving time and money on training. It is structured so there is an order and sense to it.
- Easy to search & retrieve files, saving time.
- Users across the network can share data, preventing duplication of effort.
- Users across the network can edit, amend, update & save data.
If however this is not the case, then there will be consequences of poor data management.
POOR DATA MANAGEMENT
If your organisation has ineffective data management systems then chaos will reign. What could happen because of this?
Well again THINK about if you owned your own business and if you had staff who were hopeless and the data management system was a joke. Customer orders were getting lost or people saving over work?
Effects to the firm could be:
- earn a poor reputation for being inefficient and ineffective.
- it would cost time and money to train staff to rectify the problems and to bring in a new data management system
- important files could be saved in the wrong folders, again time would be lost searching for files that may be needed ASAP!
- due to inefficiency customers may go elsewhere. Would you really go back to your Mobile Phone company if they keep losing your account details or for example send you your bill twice for the same month due to a lack of efficiency on their part? No you'd be off!
- Out of date information may be accessed, which again costs time and money. You may be contacting the wrong customers who have moved house!
Remember in Business: Time is Money!
It would be interesting to hear some of your own experiences with good or bad customer service.
Like most things in life structure is needed as it gives you a foundation to fall back on. Strategy (your aims) comes first, but then you need structure (how you are going to do it).
At a very basic level the way you organise your My Documents is data management. You really need to be able to find files quickly and easily... and not lety anyone who shouldn't access them do so or indeed let them corrupt or edit the files!
EFFECTIVE DATA MANAGEMENT
Think about how this helps employees using the data management system... (THINK of you using the shared network)
As an employee it is:
- Easy to use and understand, saving time and money on training. It is structured so there is an order and sense to it.
- Easy to search & retrieve files, saving time.
- Users across the network can share data, preventing duplication of effort.
- Users across the network can edit, amend, update & save data.
If however this is not the case, then there will be consequences of poor data management.
POOR DATA MANAGEMENT
If your organisation has ineffective data management systems then chaos will reign. What could happen because of this?
Well again THINK about if you owned your own business and if you had staff who were hopeless and the data management system was a joke. Customer orders were getting lost or people saving over work?
Effects to the firm could be:
- earn a poor reputation for being inefficient and ineffective.
- it would cost time and money to train staff to rectify the problems and to bring in a new data management system
- important files could be saved in the wrong folders, again time would be lost searching for files that may be needed ASAP!
- due to inefficiency customers may go elsewhere. Would you really go back to your Mobile Phone company if they keep losing your account details or for example send you your bill twice for the same month due to a lack of efficiency on their part? No you'd be off!
- Out of date information may be accessed, which again costs time and money. You may be contacting the wrong customers who have moved house!
Remember in Business: Time is Money!
It would be interesting to hear some of your own experiences with good or bad customer service.
Like most things in life structure is needed as it gives you a foundation to fall back on. Strategy (your aims) comes first, but then you need structure (how you are going to do it).
Sources of Information
Primary Information is gathered first hand and normally it is gathered for a specific purpose. It is also called Field Research. Reasons for primary research may be to find customer views on a new product or to get feedback on existing products and services.
Primary information is gathered from: interviews, surveys, questionnaires, focus groups, hall tests, observations.
Secondary Information, also called Desk Research is information already published. You don't gather it but you do have to find it! Secondary information can be found in newspapers, internet, magazines, books, timetables, reference books, government reports and statistics, and business reports such as MINTEL.
Internal information is gathered from within the company. Examples are: customer records, sales figures, company reports or accounts and meetings of meetings.
External Information is gathered outwith the organisation and it could be information from other companies such as suppliers, competitors or customers. Government information, TV and media or Internet.
When creating your own notes for this particular topic, draw up a T-Chart or a table to include not only the definitions of each of these sources of information and the key features, but include the advantages and disadvantages of each to an organisation.
Remember when you are looking at +/- (or costs and benefits) think about TCP = Time, Cost and People.
Time = how long would it take? And what are the implications?
Cost = what is the financial cost? Is there an initial outlay or expense?
People = how will it help or hinder people? People can be viewed as employees (do they need training?), customers, suppliers etc.
Use key words to then expand and generate sensible, plausible answers.
Primary information is gathered from: interviews, surveys, questionnaires, focus groups, hall tests, observations.
Secondary Information, also called Desk Research is information already published. You don't gather it but you do have to find it! Secondary information can be found in newspapers, internet, magazines, books, timetables, reference books, government reports and statistics, and business reports such as MINTEL.
Internal information is gathered from within the company. Examples are: customer records, sales figures, company reports or accounts and meetings of meetings.
External Information is gathered outwith the organisation and it could be information from other companies such as suppliers, competitors or customers. Government information, TV and media or Internet.
When creating your own notes for this particular topic, draw up a T-Chart or a table to include not only the definitions of each of these sources of information and the key features, but include the advantages and disadvantages of each to an organisation.
Remember when you are looking at +/- (or costs and benefits) think about TCP = Time, Cost and People.
Time = how long would it take? And what are the implications?
Cost = what is the financial cost? Is there an initial outlay or expense?
People = how will it help or hinder people? People can be viewed as employees (do they need training?), customers, suppliers etc.
Use key words to then expand and generate sensible, plausible answers.
Information and Data
Data is raw facts and figures.
Information is data which has been processed to aid decision-making.
Information is data which has been processed to aid decision-making.
Quantitaive versus Qualitative
It is important in Higher Administration to understand the basic differences between these two different types of information.
Normally Quantitative and Qualitative information is asked in a question comparing each.
So in order to prepare an answer with direct points of comparison, here are some:
Quantitative information is information that is easy to measure, on the other hand Qualitative information is a value judgement.
Quantitative is based on facts and figures, whereas Qualitative is based on attitudes and opinions.
Quantitative is definable whereas Qualitative is descriptive.
Sales figures would be an example of Quantitative information.
A focus group report on customer's attitude's to a new product would be Qualitative.
Normally Quantitative and Qualitative information is asked in a question comparing each.
So in order to prepare an answer with direct points of comparison, here are some:
Quantitative information is information that is easy to measure, on the other hand Qualitative information is a value judgement.
Quantitative is based on facts and figures, whereas Qualitative is based on attitudes and opinions.
Quantitative is definable whereas Qualitative is descriptive.
Sales figures would be an example of Quantitative information.
A focus group report on customer's attitude's to a new product would be Qualitative.
Impact of ICT on Workflow
What is workflow again?
Basically it is the INPUT - PROCESS - OUTPUT model which many of you will be familair with from other subjects.
INPUTS is the information coming into the organisation.
PROCESS is what the organisation does with the information - the transformation or changing of it, if you will.
OUTPUT is the information leaving the organisation (or ready to)
eg.
Input – email in customer orders or requests, fax can be used to receive drawings etc… data capture forms or online order forms can be used to gather information.
Process – Record customer information in a Database, create sales charts/figures in a spreadsheet, creating letters, memos via WP, enter appointments in eDiary… all these improve efficiency and production
Output – Email customers/staff, prepare presentations to give to customers/staff using PowerPoint
Basically it is the INPUT - PROCESS - OUTPUT model which many of you will be familair with from other subjects.
INPUTS is the information coming into the organisation.
PROCESS is what the organisation does with the information - the transformation or changing of it, if you will.
OUTPUT is the information leaving the organisation (or ready to)
eg.
Input – email in customer orders or requests, fax can be used to receive drawings etc… data capture forms or online order forms can be used to gather information.
Process – Record customer information in a Database, create sales charts/figures in a spreadsheet, creating letters, memos via WP, enter appointments in eDiary… all these improve efficiency and production
Output – Email customers/staff, prepare presentations to give to customers/staff using PowerPoint
Features of Good Information
What are the features of Good Information?
Accurate
Up-to-date
Complete
Appropriate
Availability
Cost effective
Objective
Concise
For each of these headings, write down an explanation of how they would help managers make decisions.
e.g. Accurate - a manager needs information that is collected from a trusted source.
Accurate
Up-to-date
Complete
Appropriate
Availability
Cost effective
Objective
Concise
For each of these headings, write down an explanation of how they would help managers make decisions.
e.g. Accurate - a manager needs information that is collected from a trusted source.
Friday, 12 June 2009
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