Nursery Manager
Then you have the nursery manager who is at the centre of everything who is responsible for four room managers and one of them is a deputy manager. The nursery manager has responsibilities to her staff, parents and children to make sure those legal standards are met which are set by off stead. There is enough staff for children that are qualified and also looking at qualifications of applicants applying for the job. Supervising and advising the team and also supporting them. Also showing parents around the nursery and welcoming new parents to the nursery. The nursery manager also has to provide information to the finance management so that employers can get their wages in time and get paid the right amount.
The nursery manager has a lot of skills that are used on a daily basis such as leadership skills. The nursery manager must be able to take control and set task and manage employees. Supervising the employees in different activities helps to get feedback from the employees and also they can communicate more with each other and may suggest ways of improving. The nursery manager also has to train staff with new technology and new employees so they can do the job that they have been asked to do. Delegating work to the deputy manager and room manager are done on daily basis so communication and leadership skills are very important in the business. Nursery manager must also have some technological skills as well so they can send and receive e-mails from head office or from the area managers. They also must have office skills as well to answer calls from parents and delivery companies also skills such as filling, typing and faxing.
Deputy Manager
The deputy manager also has some similar responsibilities as the nursery manager of making sure that parents’ queries are answered and showing new parents and children around. Making sure that staffs has done their tasks and making sure that any deliveries are dealt with. But the deputy manager is also a room manager so the deputy manager has two jobs to do.
The deputy manager has to communicate with new parents and parents that already attend the day nursery on how their child in progressing. They also have the job of communicating with staff with any issues or problems that needs addressing. Communicating is one of the main skills that the deputy manager has to do. As well as organising event and schedules for the children for the day. The deputy a manager also has order in any equipment for the children and food and must make sure that they do not exceed over their budgets. The deputy also has to have skills in knowing the rota of who is suppose to be in work today and if that person does not come into to work for what ever reason it is the deputy manager must inform m the nursery manager immediately. The deputy manager must have leadership skill to direct task to other room managers and make sure that the rooms are kept to standards. The deputy manager also has leadership skills because the deputy manager has to delegate task to the employees.
The deputy manager must also have some office skills to answer calls from parents and delivery companies.
Room Manager
The room managers are the main nursery nurses at Toad Hall Day nursery their jobs involves them to maintain the routine of the room. To do regular observations on the children by making sure that a report is given to their parents at the end of each day to inform of their day at the nursery and their behaviour. Room managers have communication skills because a lot of their work involves them talking to parents and understanding children’s needs. Another skill is organisation of the schedule they have a time schedule for the children so they can fit everything in the day and room managers must make sure that they are on schedule.
They also have the duty of making sure that the children’s welfare and safety is met and making sure that all equipment is safe and clean for children to use and after uses make sure that it is put back safely. Encourage children’s development making sure that they are progressing. Weekly planning must be done so that there are events planned for the children during the week. They must attend monthly meeting to discuss any matters with other room managers and deputy manager. There is a meeting that must be attended for all staff every six months so that the staff can interact. Also room managers have to interactive with parents on a daily bases and keep confidential information.
Room managers have to be qualified for their jobs so they must have an MVQ3 or a NAV that is a two-year course. They must have experience as well at least 2 years experience. And must no the basics such as first aid, child protection and health and safety. Some may also have a certificate in behaviour and management as well but not all room managers do. They also have responsibility to the nursery nurse to make sure that they are doing their jobs. A nursery nurse has some similar tasks to the room managers.
Although they may not have as much responsibility as the room managers they don’t have to attend monthly meetings with the rest of the room managers and nursery manager they do not have to do reports on the children but may be required to give information from the room manager on the child’s progress and behaviour.
The skills needed for a room manager are a communications skill that is really important when you are working with children on a regular basis and seeing parents and be able to give parents feedback as well. Room managers must also so leadership skills to delegate work to other nursery nurses as well as having leadership skills them must also show their team working skills.
Room managers must also be able to work in teams with nursery nurses.
Nursery Nurses
And then there is the nursery nurse that is also a trained cook for the children making sure that they get healthy food to eat and cater to any dietary needs of the children and along side the cook is the nursery assistant. A nursery assistant helps when a nursery nurse may be away and she fills in for that person because there must a certain number of nursery nurses to a certain number of children. The cleaner is alongside the nursery assistant and cook. The cleaners must make sure that everything is suitable and safe enough for children to play in and parents to view.
Nursery nurses have to have the same qualifications as room manager they may not have the same amount of work experience with children as the room managers.
The skills needed to be a nursery manager are communication skills being able to communicate with the employer, colleagues and the children. Teamwork is important as well making sure that you can work in a team with other nursery nurses and room managers.
Lunch Time Assistant
Lunch time assistants are also required so that staff can have their lunch and the children will be surprised at all times. The bank staffs have a duty to everyone at the nursery to make sure that they are paid the right amount for their wages.
There are also local agencies that the nursery may use encase they need some to fill while someone is away ill or on holiday they won’t short of staff. The nursery nurses from the agency are vetted by the agency the nursery nurse that work in the nursery full time is vetted by the nursery. And there are the occasional visitors that come in once a week for the children to teach the children French and Music.
I did think that there was a gap in the organisational chart because there didn’t seem to be a receptionist in the actual nursery. I think there should be because there is a skill shortage within the business here. The nursery needs someone to answer the telephone for them. They need someone who has office skills to do the filing and faxing making sure that the deliveries are dealt with. This should be considered if they are thinking of expanding the business and parents know that there always is someone there to answer the phone. Having someone there that communicates with parents on a regular basis may help expand the business and help it with its organisation. At the moment the deputy manager and the nursery manager take it turns to do the office work between them so this may resolve the skills shortage within the business.
The benefits this will have on the business the improved efficiency in the workplace and the business will be provided with a better service so customer satisfaction will improve. Other ways that the business will benefit from this will be that the business will have an increase in growth and this will also increase profits, which will help with the growth of the business.
Task 2
Describe the practices the managers used to motivate employees in your chosen organisation.
For this task I am going to look at different motivational techniques that businesses use in order to motivate their work force. All businesses want a motivated workforce and expend a lot of time and money in order to attempt to achieve this what these people need to look at is the common goals that the employees hold for example: Self-esteem: needs for self -respect and self-confidence for autonomy for achievement, for competence for knowledge. Status: needs for recognition for appreciation for the deserved respect of others.
The diagram below shows Maslow's Hierarchy of Needs is a theory in psychology that Abraham Maslow proposed in his 1943 paper. A Theory of Human Motivation ways which people are motivated in life.
Physical Needs are also known as biological needs this will be need for oxygen, food, water and relatively constant body temperature. These are needs that all human beings needs because if someone were to be deprived of those needs the physiological ones would come first in the persons search for satisfaction.
Safety Needs: these are needs that could include physical safety such as shelter and clothing this could also include protection against unemployment making sure that the employee has a job that they feel is safe and also loss of income through sickness.
Social Needs: this is where people may feel as if they want to belong to a group. These would include the needs for love and belonging such as working with people that support you at work and being able to teamwork and communicate with other employees.
Esteem Needs: this is about being give recognition for a job well done. They reflect the fact many people seek the esteem and respect of others. A promotion at work might achieve this.
Self-Actualisation: this is about what people think about themselves and is often measured by extent of success and challenges at work.
De-motivation is the opposite if employees are de-motivated they tend to have a very negative attitude towards work and may be less enthusiastic about work. The business will suffer because of employees negative attitude towards work and productivity will decrease and so will profits as well if you don’t have a positive working atmosphere your business will suffer because of the result of it.
At Toad Hall Nursery it is important for the manager to motivate their staff because it is a labour intensive work place. By using different methods of rewarding staff to motivate their staff to do their best and provide a service that parent’s and the children will be satisfied with the nursery. If a parent complains about the service provided by the nursery the manager will take it into account and think of ways to motivate their staff to help improve the service provided.
All business like to get the best out of their staff and they can do this by motivating them more, if staff aren’t motivated then productivity will increase and so will the growth of the business. You can offer your staff non-financial and financial incentives to help motivate them to do their best and it benefits the employer and the employee because they are more positive towards work and staff performance improves. If the employee is more positive towards work they will look forward to coming to work more often and attendances improves so you got less employees off sick and may not need to employee more staff because they may not be needed. The way employees feel about their job and their workplace determines on how motivated the employer is. There is a clear link between job satisfaction and productivity. You can use financial and non-financial incentives to motivate your employees so they can feel a sense of achievement or job satisfaction and so that the employee can feel a sense of belonging in the business and to achieve a sense of self-esteem. It also means employees will have a sense of security at work.
Non-financial incentives are ways to motivate the employees without using money as a resource. Some examples of non-financial methods are:
- Empowerment
- Praise
- Promotion opportunities
- Job enrichment
- Job enlargement
- Better two-way communication
- Better working environment
- Team working
- Home and work time balance
- Open door culture
Empowerment is a good way to motivate employees without using financial resources because you are enabling the employees to take more action and control in decision making of the business and more control and responsibility by delegating more work or different tasks to the employees.
The management can motivate the employees in different ways such as offering them an incentive this can be financial or non-financial. Empowerment is a non-financial incentive that is offered to a lot of employees in the work force and it used at Toad Hall Day Nursery to motivate staff to do their best. This may involve the employer giving the employees more responsibility and decision making to do in the nursery. For example the employee maybe empowered to make sure that other members of staff have filled in report sheets and to answer the phone in the office or to greet new parents around the nursery.
Appraisals are another way management can motivate their employees. If you want you business to progress it is important to do regular performance evaluations on the businesses greatest asset the employees. This is important if you have more than ten employees because you can’t supervise your employees at the same time and therefore you never fully aware of the task they are doing.
An appraisal system determines the performance and the value of all employees in the business. An appraisal is a formal meeting between the employee and the employer or the supervisor responsible where a performance evaluation can be made with the comments and opinions of both.
Toad Hall Day nursery should also use appraisals to motivate their staff because this will be a benefit for the management and to the employee because they can discuss any future plans that the employee may want to consider and maybe the management may be able to help the employees with those plans such as a junior nursery nurse may want to further her qualification to becoming a fully qualified nursery nurse and may want to be consider for a room manager this maybe something that the management can help with. This is also a benefit for the employer to discuss the aims for the employee and any concerns that they may have.
Promotion opportunities are important for employees to know that they will get job satisfaction and that they will be given the chance to achieve more at work and that they can have more options at work.
Promotion opportunities important for employees because it gives them a sense of security that they will get job satisfaction and this will give them the opportunity to do better at work. For example at Toad Hall Day Nursery management could promote a nursery nurse to room manager and this will give the employee to be able to have more responsibility at work. This will have an impact on the employees’ attendance and motivation at work. Attendance may improve because the employee will have more responsibility and the business will become more efficient because employees will look forward coming into work.
Job enlargement is another motivational technique that can be used at Toad Hall Nursery to motivate the staff. This involves the employee doing extra or similar tasks to widen the employee’s responsibilities and task and employee will be more enthusiastic because the tasks won’t be the same and there will be less repetition of the same jobs. In Toad Hall Day Nursery employees are given the opportunity to work with children from different age groups and management normally follows the router of which employee will be looking after the three different age groups. Management could use the method of job enlargement to delegate an employee to take care of a different age group. This will motivate the employee because it allows more experience to learn new skills.
Staffs are motivated to do their best when they are in a better working environment because they have a more positive and enthusiastic. At the nursery the employees are motivated in their working environment because it is a friendly and relaxed environment. This may because they are working with children and have to attract parents to the nursery by showing them that their child would benefit from this as well because it’s a good influence on them as well. Also Toad Hall Day Nursery has an open door culture to which the employees are
Businesses don’t just offer their staff non-financial incentives but also offer financial incentives to their employees so that the business will have to give out money to motivate staff in other ways such as:
- Wages
- Salary
- Bonus system activated
- Commission
- Profit sharing
- Performance related pay
- Share ownership
- Fringe benefits
Some theorists like Herzberg believe that money is not a positive motivator although the lack of money can de-motivate employees so that why pay systems were designed to motivate employees. It is important for a business to get employees pay right because it attracts reliable staff with the skills the business needs for success it helps satisfy many of the employees needs and security.
Toad Hall Day Nursery uses wages to motivate their staff because it satisfies many of the employees’ needs and security this also relates back to Abraham Maslow hierarchy of needs.
Fringe benefits they are often known as “perks” and they are items that employees receive in addition to their normal wages or salary such as a company car, private health insurance or free meals. This encourages employees to be loyal to the company and employees may stay longer because of the perks of the job. The disadvantage of fringe benefits is that employees will increase costs sharply.
Performance related pay this is give to the employee that meet certain targets that may be reviewed in regular appraisal with managers and this system is being increasingly used in business in the UK. This is an easy way for managers to motivate their staff and reduces the amount of time spent on industrial relations such as negotiations with trade unions. Although this may be difficult to measure performance in serviced based industries and may not be recommended for that type of business. It also may de-motivate staff in some ways because it doesn’t promote teamwork and may lead to workers feeling they are treated unfairly if colleagues are rewarded more, may also lead to competition between colleagues.
Profit sharing is when the employee receives a proportion of the profits this means staffs are in the same position as shareholders. This will improve loyalty to the company and break the barrier of them and us. Workers are more likely to accept changes their working practice if they can see that it will decrease costs and so increase profits. There are disadvantages as well such as workers may feel that their hard work will not be a noticeable effect on the company profit level and there for they do not have an incentive.
Share ownership is a common incentive for senior managers who are given shares in the company rather than a straightforward bonus or membership of a profit sharing scheme. It means that some staff who are also shareholders in the business.
Employees will work harder because they have a stake in the company, just like shareholders have workers and are less likely to leave the firm. This is often available for the senior managers so it can cause resentment among other staff.
Commission is a payment made to employees based of the number of sales they have achieved it can form all or part of a pay package this is a form of incentive payment. The rate of commission depends on the selling price and the amount of effort required in making the sale. The main advantage of commission for an employee is that it high performing sales people to earn huge amounts. The advantage to the employer is that the payroll cost is related to the value of the business achieved rather than just the amount produced.
M1
Motivational practice is a key approach to retaining high quality staff. Analyse the impact that the motivational practices described above have on the organisation taking account of skills levels.
You can see from the diagram below the process of financial and non-financial incentives to de-motivated employees to help motivate them and which gives them a more positive attitude towards work and make the employee work harder. This will increase productivity having motivated staff and making productivity more efficient and as a result of that the business grows and profits increase so more staff can be employed because their will be more jobs because the growth of the business has increased.
Unhappy workforce/ De-motivated
Offer an Incentive
Financial/ Non-financial
Motivated
Work Harder
Productivity (How much each person produces)
Efficient (Make more use of inputs to create more outputs)
Business Growth
Increases Profit
The non-financial incentives to motivate their staff are:
The employer may also discuss targets that may need to be met and future plans for the employee. Having regular appraisals and positive feedback from the management shows that the employees’ contribution does not go unnoticed.
Toad Hall Day Nursery has to make sure that their staffs are motivated so that they can do the best at their job. By making sure that their staff is motivated they worker harder and enjoy the working environment they are in and it makes the nursery become more efficient and the growth of the business and the organisation expands which also means an increase in profits as well.
Promotion are important for employees so that they will get job satisfaction and be offered a chance to achieve more at work and have more options at work as well.
Also by increasing the amount of employee control or responsibility can also help by providing more stimulating and interesting work that adds variety and challenges to an employee’s daily routine. This increases the depth of the job and allows the employees to have more control over their work. For example promoting a room manager to deputy manager will improve efficiency in the nursery and motivate the employee and attendance will improve because the employee has more responsibility as well.
Job enlargement involves the employee doing additional of extra or similar task and jobs. In job enlargement the job remains essentially unchanged. However by widening the range of tasks that need to be performed and hopefully the employee will experience less repetition. E.g. delegating new jobs to employees or to allow them to work in a different area to where they normally work so management can allow an employee to work with a different age group.
Having a friendly and positive working environment means that staff are motivated to do their best and are more enthusiastic towards their jobs.
This also means having environment that employees are respected in and show other people respect as well so there won’t be any confrontation between employees. Management can also organise events for the employees so they can socialise with each other and can get to know their colleagues much better, team working can also helps the employees to socialise.
Also by having an open door culture in which the managers are approachable make the employees feel they have someone they’re for them that they can talk to. Respect for good work-life balance is another non-financial method to help staff feel more motivated at work to be offered the opportunity for flexible working hours.
Wages are normally paid per hour and workers receive end of the week and overtime is paid for any additional hours that the employee has worked over the week. However salaries are annually based on a years work and are paid at the end of each month. The advantages of using this wages and salaries are that is simple and easy to use for business. The disadvantages of using this method are that workers may resent being paid the same, as a colleague who they feel is not so productive.
Task 3
Describe the internal and external issues, which may affect workforce planning in your business.
The diagram below shows you the process that business go through to find any gaps in the workforce this is a great way for the business to improve their current workforce and identify any problems in the workforce.
There are many different types of issues that effect workforce planning in Toad Hall Day Nursery. These may also be divided in groups such as Internal and External issues that may affect workforce planning.
Internal Issues
The Internal issues mean things within the business. These are things that the business can control and do something about so it will improve the performance of the business.
The business must work together with the employees and listen to needs and problems of the employee.
This involves issues such as:
- Results from exit interviews
- Staff turnover
- Resources available
- Organisational objectives
The business has a very close relationship with it employees and there is a lot of team working involved within the job. They listen to any problems that the employee may have and are very understanding. The business also uses results from exit interview so the business can find areas that may need to be improved and any recommendations that can be taken into consideration. Exit interviews are given to staffs that are leaving not all businesses do give exit interviews and they may be asked questions such as:
- What are you going to do after this job?
- What did you like about the job?
- What areas did you feel that could be improved within the business?
These questions are mainly opened questions so the business can get more of a detailed answer.
I also found out that they don’t just give exit interviews to employees but they give it to parents of the children that attend the nursery. If your child was to leave the nursery they may be given a questionnaire that parents and carers can make suggestions or tell them what needs to be improved.
The business also has to calculate the staff turnover of the business so they can work out the workforce numbers for the future. The nursery calculates the number of employees it needs by working out the number of children there are attending the nursery because there must be a certain number of nursery nurses for a certain number of children. A method that the business may use to assess their current workforce is assessing the current workforce and thinking of any improvement that may need to be analysed in the future workforce.
Resources available within the business this is also known as fringe benefits. This may be that there is a staff budget available or free health care is available for the employees. They are also known as “perks” they are given to employees to help motivate them at work so the business productivity can improve and this will all benefit the business and the employers.
External Issues
External issues mean things outside the business that you can’t control. This is taken into account because it effects labour force outside the organisation and will estimate the effect that it will have in the future.
This might involve issues such as:
- Skills shortages
- IT skills shortages
- Constant supplies for your company
- Structural employment
- Training
- Technological Change
- Future Plan
External issues that will affect the business that the business can’t control are things like skill shortages if not many people are training or taking interest in that kind of work they may find it difficult to produce as much and productivity may decrease because they cannot get the staff with the right skills. Although they could train staff but it will mean that the business will have to pay for expensive.
IT skills shortages can affect the business in a number of ways such as productivity, human resource,
Working legislations also effect the business because employers have to abide by the law and have to make sure that the employees no the law and they have to abide by it as well.
The legislation that effect businesses are:
- Sex Discrimination Act
- Race Relation Act
- Equal Pay Act
- Rehabilitation of Offenders Act
- Disability Discrimination Act
- European Working Time Regulations
- Employment Act
The Sex Discrimination Act 1975
The Sex Discrimination Act 1975 (SDA) prohibits sex discrimination against individuals in the areas of employment, education, and the provision of goods, facilities and services and in the disposal or management of premises.
It also prohibits discrimination in employment against married people. Since the Civil Partnership Act 2004 came into force on 5th December 2005, the same protection is afforded to those in a civil partnership as those who are married. It is not unlawful to discriminate against someone because they are not married.
Victimisation because someone has tried to exercise his or her rights under the SDA or Equal Pay Act is prohibited. The SDA applies to women and men of any age, including children. Discriminatory advertisements are unlawful but only the Equal Opportunities Commission can take action against advertisers.
There are more women that apply for the job of nursery nurse than men there is only one male staff that does actually work there and this is not because the management is biases in any way to employ women as nursery nurses is that the job does not appeal to many men. I think it is important for the business to attract more males to the job and I think that maybe parents should knowledge that nursery care is not only for females but males as well. For example the management at Toad Hall nursery cannot be biases towards one particular gender.
The Race Relations Act 1976
Under the Race Relation Act, it is awful to discriminate against anyone on the grounds of race, colour, nationality, including citizenship, and ethnic origin. All racial groups are protected from discrimination.
The Race Relation Act generally applies to the field of employment, planning, housing, the exercise of public functions.
The 1976 Act makes race discrimination unlawful in:
- Provision of goods, facilities and services.
The Act defines discrimination as direct and indirect discrimination and victimisation.
Direct race discrimination occurs when a person treats another person less favourably on the grounds of colour, race, and nationality, ethnic or national origin.
Businesses must make sure that none of their staff or customers are discriminated against because of the race. Everyone is treated fairly regardless of his or her colour.
Race Relation Act 1976 protects people from being discriminated, victimised and harassed for their race, colour, nationality, ethnic origin or national origin. Toad Hall nursery must employee the person that is best for the job and cannot discriminate against any of the candidates because of their race, colour, nationality or ethnic origin.
The Equal Pay Act 1970
The Equal Pay Act 1970 (EPA) gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and the woman are doing:
- Like work; or
- Work rated as equivalent under an analytical job evaluation study; or
- Work that is proved to be of equal value.
The employer will not be required to provide the same pay and benefits if it can prove that the difference in pay or benefits is genuinely due to a reason other than one related to sex. The nursery must make sure that they are paying all employees equally and is not being biases towards one gender.
The Rehabilitation of Offenders
Under the Rehabilitation of Offenders Act 1974 criminal convictions can become spent or ignored after a rehabilitation period although they remain on the Police National Computer. The rehabilitation period varies depending on the sentence or order imposed by the court not the offence. Custodial sentences have more than two and half years can never become spent. The nursery must check that all employees’ records are checked and if there is something that they are convicted of it must be taken into account because they are working with children and it is crucial for the employer to know this.
The Disability Discrimination Act 1995
The Disability Discrimination Act applies to all employers and everyone who provides a service to the public except the Armed Forces. It is a law designed to end discrimination against disabled people. It also meets the needs of small to medium sized businesses because it is flexible enough to take account of your business's individual circumstances.
It is intended as a quick guide and it is not an authoritative statement of the law. It highlights your responsibilities and illustrates how easy it is to make changes that will benefit you and your business. The nursery must not discriminate against anyone and if someone is best for the job and has disabilities the business must make sure that they have all the facilities I the workplace for the employee.
The European Working Time Directive
The aim of the European Working Time Directive is to ensure employees are protected against adverse effects on their health and safety caused by:
- Working excessively long hours
- Having inadequate rest
- Having disrupted work patterns
The European Time Directive states that employees only can be asked by their employer to work for a certain length of time.
- Maximum 48 hours working week this is not including rest periods
- A minimum daily rest period (break from work) of 11 consecutive hours a day
- Rest break of least 30 minutes when working longer than six hours
- Minimum rest period of one day a week
- Statutory right to annual paid holiday of 4 weeks
- Night working must not exceed eight hours a night on average
The Employment Act 2002
There are a number of areas within employment law including:
- The employee is allowed to have a 26-weeks paid maternity leave and 26 week unpaid leave.
- For working father they are allowed to have 2 weeks paternity leave and 26 weeks leave for adoptive parents.
- Mothers and Fathers can ask for flexible working hours and if the child is under age of six or disabled under the age eighteen.
- There are rights for people on a fixed contract
- Monitoring equal opportunities through questionnaires
Task 4
Identify and describe effective ways of managing human performance in the business.
By identifying and describing what the management is already doing in the business to help human performance we can then identify what the nursery is not doing to make human performance better.
There is a number of ways to manage human performance in a nursery such as using a target setting and reward system this allows the management to see how their staff is progressing and what activities are being carried out during the day. By using a target setting and appraisal system you can measure human performance with in the business and can identify tasks or job that need doing for example: Making sure that all room managers have completed their progress reports on the children and identify weather the child is progressing.
Some employees may not appreciate appraisals because they might be de-motivated of the management telling them what they need to do better. There are disadvantages to appraisal such as if you are setting a task for a room managers is that they might get offended with any negative feed back they might get.
Being assessed is helpful for the business as well because they have an overall objective that they are trying to reach as an organisation and by giving employers their own individual target they can help achieve the overall objective of the organisation.
Another method the nursery uses to manage human performance is by having regular meetings with the staff and communicating with everyone and having support from management to help them achieve more and get more out of the business to help them. The nursery has a meeting with all of the staff every six months and a meeting with the room mangers every month. This also gives the management a chance to resolve any problems that the staff may have so it will motivate them to know that they are appreciated and that their opinion does go noticed.
Toad Hall Day Nursery also offer some training courses for employees that may want to further their education and get the qualification they actually need to be a nursery nurse and this will also enhance their CV but they might also be considered for promotion as a room manager if they have all their qualifications need to be a full time nursery nurse and this will also help motivate them to know that they are not doing the same task every day.
Managing human performance also means focusing on other people’s personalities as well.
For this task I have also done a questionnaire on stress in a workplace that will help me see what causes stress for people. I chose to do a questionnaire to understand what are the main reasons that people may be stressed out in the work place. I have asked people from a working environment to answer six questions on stress and the causes of stress. I have also place my results and the questionnaire in my assignment so you can see the results that I got back from the causes of stress in the work place.
Questionnaire about stress.
I am conducting a questionnaire consisting of 6 questions about what things causes stress for you at school. If you feel at any time the questions are not relevant please feel free to leave blank and continue on.
Please tick the appropriate.
1.) Are you male or female?
Male
Female
2.) What courses are you currently studying at school?
A-levels
BTEC national
Or other
……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
3.) How many subjects are you taking?
1-2
2-3
3-4
4.) On a scale of 1-5, how stressful do you find your course (1 being least stressful, 5 being very stressful)?
1
2
3
4
5
5.) What is it that stresses you out at school?
Deadlines
Grades
Teachers
Work or assignments set
The environment
Friends
Location
Travelling
Or Others………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
For question five on a scale of 1-5 how stressful are you when you are at school again 1 being least stressful and 5 being most stressed?
1
2
3
4
5
6.) What do you do to help you cope with stress?
……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Thank you for your time.
From this questionnaire I have found out that deadline and work and assignments was the main cause of stress in the workplace.
There are many different factors to human resource management as you can see from the diagram above. These can help the business improve its performance and can identify which areas they have not looked at to improve the business.
All of these factors help the employees in a number of ways and can make their job much more pleasant and you will notice the difference with the business productivity as well.
Workplace culture is important for the business and the employees because you have to make sure that work-life balance policy are available for employees so they can balance their work-life and personal life. Balancing work-life and personal life makes the employee feel more relaxed and they will look forward to coming into to work because they are not working long hours and have time to do other things as well.
Motivation and incentives is another factor that management in business use to help employees work harder this can also lead to an increase in productivity and a happier working environment and it will reflect a good company image. By giving employees an incentive it will help them become more motivated at work so the performance of the business improves and this may also improve attendance at work more employees will want to come into work because they are been offered more.
Every business has to recruit at some point a vacancy may rise at any point as a result of someone leaving or possibly moving on to another job. They may also be vacancy because a business has decided to expand. This can be a very costly operation as well and the planning, processing and selection process can be time consuming.
M3
To achieve a merit you need to analyses ways in which the management of human performance can be enhanced in the business.
The aim of all our nurseries is to provide a stimulating and welcoming environment for the children in its care, designed to develop the social, emotional, physical and intellectual skills of the child through active learning.
The management of Toad Hall Nursery could be improved in a number of ways such as setting target for the employees so they have something that they must achieve at the end of the week and giving employees appraisal to improve their performance.
Other example of what the business could do to improve the human performance in the nursery is:
- Measuring and rewarding performance
- Target setting and the appraisal system
- The purpose of appraisal systems
- Self assessments as part of appraisals
- Benchmarking
- Linking pay to performances
By motivating your employees it will make them work harder at work and will increase the productivity of the business. In this case if the employees at the nursery were more motivated the more employees will want to come into work and want to do their jobs. Working in a more friendly and positive environment will help to motivate the staff.
Human performance can also be enhanced in the business by using target setting and the appraisal system. By setting the nursery nurses target you can measure what they have done and can see if their performance at work is meeting their targets and overall objectives of the nursery? They can also be rewarded if the employees are meeting their targets so they will be more motivated to come into work to know that they are being rewarded for their work. A target that may be set for a nursery nurse may be to make sure that all reports are filled in and have been commented on by the end of the day for parents to see how their child is progressing at the nursery.
These are like appraisal where you set targets for the employees and you can use this method to measure the performance of the employees and employers target and objectives of the nursery that were set in a previous review.
At the nursery there is a lot of support for the employees overall and that will motivate the working in a team and to know that they have support from the managers to help them with any issues or problems that may need addressing this is discussed every six months in the staff meeting.
