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Management (1).pptx

  1. Management Cycle
  2. Management Cycle 1. Planning • Goal planning and setting is an integral stage of your performance management cycle. It is where employee, team, and business goals are aligned and set. • To ensure small-scale goals are tied to organizational goals, leaders need to outline company objectives before individual goals are set. When company goals are clear, managers and employees can create strategic plans to achieve individual performance goals. • A SMART goal template is valuable to leverage, as it ensures your employees’ goals are specific, measurable, attainable, relevant, and time-bound. With this structured outline, you can analyze employee goals to ensure they are realistic and aligned to the bigger picture. 2. Monitoring • The monitoring stage is where goal progress is tracked. This step is critical to help employees achieve the goals set in the planning stage. • To monitor employee goals, plan regular check-ins and 1-on-1s to address any roadblocks preventing employee productivity. These conversations should be on-going to stay up to date with goal progress and needed adjustments. • Provide resources, discuss performance, and oversee goals with effective monitoring. As these steps are leveraged, employees grow and adapt to produce optimal results.
  3. Management Cycle 3. Reviewing • A comprehensive evaluation of employees’ final results occurs in the reviewing stage. This is where a performance review is implemented to assess employee success or possible shortcomings. • If leaders have utilized the monitoring stage effectively, they should already have a grasp on how well an employee performed to achieve their goals. But reviewing helps managers evaluate end results and the process leveraged to achieve them. • This is a great opportunity for management to understand the employees’ perspectives, provide feedback for improvement, discuss future development opportunities, and create a roadmap for the future. 4. Rewarding • The last step in an effective performance management cycle is rewarding. This is where leaders provide rewards and recognition for employees’ efforts and success. • While this step is sometimes overlooked, it is crucial in safeguarding employee engagement and motivation. By acknowledging your employees’ success, you demonstrate their value to the organization, from top to bottom. Without rewards, your employees risk losing motivation and their future performance may decrease. • Common ways to reward employees are through bonuses, promotions, or through public and private recognition. With sufficient, merit-based rewards, employee engagement and performance increase.
  4. Management Functions
  5. Management Functions 1. Planning It is the basic function of management. It deals with chalking out a future course of action & deciding in advance the most appropriate course of actions for achievement of pre- determined goals. 2. Organizing It is the process of bringing together physical, financial and human resources and developing productive relationship amongst them for achievement of organizational goals. 3. Staffing It is the function of manning the organization structure and keeping it manned. Staffing has assumed greater importance in the recent years due to advancement of technology, increase in size of business, complexity of human behavior etc.
  6. Management Functions 4. Directing It is that part of managerial function which actuates the organizational methods to work efficiently for achievement of organizational purposes. It is considered life-spark of the enterprise which sets it in motion the action of people because planning, organizing and staffing are the mere preparations for doing the work. 5. Controlling It implies measurement of accomplishment against the standards and correction of deviation if any to ensure achievement of organizational goals. The purpose of controlling is to ensure that everything occurs in conformities with the standards. An efficient system of control helps to predict deviations before they actually occur.
  7. Vision of DepEd We dream of Filipinos who passionately love their country and whose values and competencies enable them to realize their full potential and contribute meaningfully to building the nation. As a learner-centered public institution, the Department of Education continuously improves itself to better serve its stakeholders.
  8. Mission of DepEd To protect and promote the right of every Filipino to quality, equitable, culture- based, and complete basic education where: • Students learn in a child-friendly, gender-sensitive, safe, and motivating environment. • Teachers facilitate learning and constantly nurture every learner. • Administrators and staff, as stewards of the institution, ensure an enabling and supportive environment for effective learning to happen. • Family, community, and other stakeholders are actively engaged and share responsibility for developing life-long learners.
  9. Maka-Diyos Maka-tao Makakalikasan Makabansa Core Values of DepEd
  10. Quality Policy of DepEd The Department of Education is committed to provide learners with quality basic education that is accessible, inclusive, and liberating through: • Proactive leadership • Shared governance • Evidence-based policies, standards and programs • Responsive and relevant curricula • Highly competent and committed officials, teaching and non-teaching personnel • An enabling environment The Department upholds the highest standards of conduct and performance to fulfill stakeholders' needs and expectations by adhering to constitutional mandates, statutory, and regulatory requirements, and sustains client satisfaction through continuous improvement of the Quality Management System.
  11. Vision of CHED Philippine higher education system that is equitable and producing locally responsive, innovative, and globally competitive graduates and lifelong learners.
  12. Mission of CHED To promote equitable access and ensure quality and relevance of higher education institutions and their programs.
  13. Mandate of CHED Given the national government’s commitment to transformational leadership that puts education as the central strategy for investing in the Filipino people, reducing poverty, and building national competitiveness and pursuant to Republic Act 7722, CHED shall: A. Promote relevant and quality higher education (i.e. higher education institutions and programs are at par with international standards and graduates and professionals are highly competent and recognized in the international arena); B. Ensure that quality higher education is accessible to all who seek it particularly those who may not be able to afford it; C. Guarantee and protect academic freedom for continuing intellectual growth, advancement of learning and research, development of responsible and effective leadership, education of high level professionals, and enrichment of historical and cultural heritages; and D.Commit to moral ascendancy that eradicates corrupt practices, institutionalizes transparency and accountability and encourages participatory governance in the Commission and the sub-sector.
  14. Quality Policy of CHED We, at the Commission on Higher Education (CHED), shall lead the Philippine higher education sector to: Cultivate an equitable and sustainable higher education landscape that produces locally responsive, innovative, globally competitive graduates, and lifelong learners; Harmonize mandates to promote inclusive access to higher education, ensure sustainable quality assurance of programs, and assert relevance of institutions; Exemplify resilience and humility in service, integrity, excellence, and development-driven mindset; and, Demonstrate continuous improvement in our Quality Management System to achieve our vision.
  15. Vision of TESDA The transformational leader in the technical education and skills development of the Filipino workforce.
  16. Mission of TESDA TESDA sets direction, promulgates relevant standards, and implements programs geared towards a quality-assured and inclusive technical education and skills development and certification system.
  17. Mandate of TESDA The Technical Education and Skills Development Authority (TESDA) is the government agency tasked to manage and supervise technical education and skills development (TESD) in the Philippines. It was created by virtue of Republic Act 7796, otherwise known as the “Technical Education and Skills Development Act of 1994”. The said Act integrated the functions of the former National Manpower and Youth Council (NMYC), the Bureau of Technical-Vocational Education of the Department of Education, Culture and Sports (BTVE-DECS) and the Office of Apprenticeship of the Department of Labor and Employment (DOLE).
  18. Quality Policy of TESDA "We measure our worth by the satisfaction of the customers we serve" To achieve this, we commit to comply with applicable requirement and continually improve our systems and processes Through: Strategic Decisions Effectiveness Responsiveness Value Added Performance Integrity Citizen focus Efficiency