ILM Level 3 8600-320 Managing Workplace Projects Assignment Help in the UK

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Assignment Task 1: Understand how to organise people to achieve objectives

1.1 Explain the importance of making effective and efficient use of people’s knowledge and skills while planning a team’s work to achieve objectives

Making appropriate and efficient use of the knowledge and skills of people is an essential element in planning a team. This is because work is assigned appropriately to a person so that he or she may optimize performance and productivity. Leveraging the strengths of each member will mean more quality work done faster, which leads to more successful results in teamwork as a whole.

1.2 Explain how to identify the appropriate person for an activity in the workplace

An appropriate person for a work activity can be found by defining which of the following appropriately applies to the situation.

• Skills and expertise: People having the skills, knowledge, or experience required for the activity.
• Availability: the person should have enough time to dedicate themselves to the event.
• Interest and motivation: Choose someone with interest or motivation to do the activity in the best possible way.
• Past performance: Seek to find individuals who have in the past handled similar tasks.

Taking all the above factors into consideration, you will be able to find the most deserving candidate for this vacancy.

1.3 Explain how human resource planning can be used to assure output and quality in the workplace

Human resource planning is a process intended to ensure output and quality in the workplace by matching the correct talent to business needs. It encompasses future forecasting of an organisation’s staffing needs, recruiting the right skilled employees, training, and managing their performance. Strategic planning of HR resources allows organisations to increase their productivity with high quality and ensures the timely availability of relevant skills to fulfill business objectives.

Assignment Task 2: Understand how to delegate to achieve workplace objectives

2.1 Explain how to delegate tasks effectively

Optimal Task Delegation:

• Tasks to Delegate: Focus on urgency and importance as well as the need for expertise.
• Right Person: Attach tasks to team members’ skills and capacity.
• Communicate: Set clear expectations, goals, and deadlines.
• Resource Provision: Ensure that the person has the necessary tools and support.
• Give Autonomy: Encourage him or her in making decisions and taking ownership
• Monitor Progress: Regularly check in without micromanaging.
• Review and Feedback: Review results, recognize achievements, and give feedback.

2.2 Describe the benefits of empowerment in the workplace

• Job Satisfaction Increased: Workers feel valued and motivated; thus, job satisfaction increases.
• Improving Productivity: Empowerment motivates faster decision-making and working processes.
• Enhance Creativity: Increased probability of innovation and idea-building in the face of an organisation.
• Better Retention: Engaged employees are retained longer by the company.
• Improve Communication: Encourages open words and better collaboration between teams.
• Leadership Development: Employees are imbued with leadership skills, and therefore prepared for new roles .
• A Stronger Culture: Empowerment puts employees in line with organisational values, and consequently, a culture that is positive at the workplace.

2.3 Identity barriers to delegation and how these can be overcome

Identity Barriers to Delegation and How to Overcome Them

• Fear of Losing Control: This can work as a barrier because a manager may fear that delegating work means loss of control. Get over it by building trust, clearly defining expectations, and keeping in contact.
• Belief in “Only I Can Do It Right”: Possibly the biggest confidence booster for a manager is “only I can do this thing right”. That makes the manager think that only he could do the tasks perfectly. Encourage training for the team and lay down the clear guidelines so that others can gain confidence from you.
• A fear of appearing less competent: This can be an effective deterrent. Lead delegation by reframing it as one of your competencies, and a reflection of your confidence in the team.
• Trust or mistrust about skills: Lack of skills can be a misplaced fear about delegation. Complexity can be introduced incrementally, and training on the development of their competencies can be provided.
• Fear of Creating Dependency: Team members will not have a dependency on them. Prepare the team for independent problem-solving and motivating independence.
• Personal Attachment to Tasks: An intense emotional attachment to work makes delegation quite difficult. Focus on the team’s growth, and if that’s the case, then you will stop worrying about your personal feelings.

2.4 Explain a technique that could be used to monitor the outcomes of delegation in the workplace

One practical tool to track the outcomes of delegation at work is Performance Tracking. This defines clear expectations and measurable objectives of what should be accomplished and will measure progress against those objectives over a period. Here’s how to do it:

• Clear Objectives: Define what you expect to be done, including delivery time and performance metrics.
• Follow-ups: Schedule regular follow-ups, for example, weekly or biweekly, to monitor the progress. This can be done through one-on-one meetings electronic mail communications or even project management applications.
• Performance Measures: Link KPIs or other performance measurements with the completion of the task assigned to you. These might include metrics involving efficiency, quality of execution, and timely delivery.
• Provide Feedback: Provide constructive feedback based on the reports of progress. This allows early rectification of concerns and directs improvement in performance.
• Self-Assessment: Get this team member to rate him or herself, because there are areas in their performance where they may require more help or resources.