PTLogistical Services General Management and Operations

Project Summary: The senior management of PT Logistic Services has at the top of its priorities the development of young and enterprising leadership throughout the world. As service providers and as citizens of the world, we deem as incumbent upon us to develop the younger generations in the Jewish world and enable them to lead us to a world with fundamental values such as social justice, concern for the Other, progress respect, and renewal. In order to create and be a significant part of such a society, the senior management is committed to develop and promote the working abilities of its staff, perform employee evaluations, and build the best working team according to these evaluations. By developing its team, PTL is aiming to create an ideal working place, on both the physical and the material levels, for Jewish entrepreneurs all over the world who diligently work at developing ideas for leading the Jewish people in Israel and the world. In order to develop this team, the management will convene meetings where work plans will be presented by the department heads, opportunities (both internal and external) for the staff to receive additional training shall be discussed, the current activity according to the budget shall be presented and much effort (both material and non-material) will be made to make the team and its work more efficient. This work shall take place throughout the year, since PTL is committed to repeatedly examine new ways that team members could use to evaluate their work and environment. It is clear to all that success in meeting PTL’s goals in terms of staff development will be measured by the way in which the management performs the role of being a foundation for its employees and for the entrepreneurs and its ability to provide for their needs so as to enable them to succeed in leading the Jewish people. Since we are living in a world that is frequently changing, the organization deems it extremely important to update itself currently on what is going on. Obviously, every plan is a basis for change and in this case also, changes shall be introduced as the year progresses, according to reality and the needs of the staff.

Project Goals:      Strengthen the team and make them feel inspired and proud to belong to this organization. Create, with the help of the team, an organization that will be a model and an inspiration for other organizations in Israel and the world. Enable a supportive work environment that will inspire creativity for organization workers and members. Become more efficient and examine ourselves as much as is needed and possible. Create a team that will be satisfied from its workplace and would want to stay in it for a long period of time.
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 Objectives:        

Make the employees feel that they are appreciated and fostered by the organization. Holding quarterly staff meetings where work plans (systemic plans, content plans, and budget plans) will be presented. Various forms of team training (such as: bringing in outside experts, lectures by team members, recreation day) of various durations (monthly, one-time only). Development workshops for the entire team during the year, whose purpose is to reinforce team spirit and improve work methods. Development of the organization's management: holding meetings for all managers in the organization. Employee evaluation (by superiors and by the entire team). Personal development for team members: courses relevant to their work, travel to conferences abroad. Finding mentors who can contribute to individuals on the team according to their specific needs and requirements. Making a presentation that will be used as a general model and designed first and foremost for team members, clarifying the values to which we aspire regarding the employees and the way they work. Preparation of a general and specific orientation program that will be given to every new employee that enters the organization. Preparation of a training program and full role descriptions for every intern that enters the organization. Every intern, just like any other employee, shall have a direct manager who will maintain direct communications with him as well as meetings with the organization associate director who will examine how the new employee is working together with the team in general.

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Assumptions We rely on several working assumptions for examining our work's efficiency and of the team with which we are working. Without these working assumptions, it will be difficult to examine the goals we are trying to meet and measure the success or failure of the courses of action we chose:      The PT Logistic Services team is made up of ambitious members. The team is interested in improving work methods and developing new ones. The employees, as individuals and as a team, are loyal to the organization and consider its goals extremely important. The employees are interested in developing themselves individually so as to become better workers and better people. The organization is committed to developing and promoting the team.

Elements of the project

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In addition to the specific elements mentioned above, there is a general concept of building team spirit which we support and would like to encourage. Since many researches had proven that a team that cooperates and enjoys working together is more effective and successful, we too believe in this method and therefore are committed to various activities, such as a recreation day for the team, whose aim is to reinforce the social connections between team members.
Element Training Description The role of training is to offer various tools that will enable team members to maximize their work ability and expose them to various skills and work methods. For this purpose we will hold several training sessions, some of which are based on outside experts and some on internal forces. Goals * Expand the team's knowledge base * Provide new tools for work * Develop new work methods and skills * Build team spirit * Increase the personal and collective confidence of team members in their work * Expand the knowledge shared by the team. * Make work methods more efficient. * Maximize each employee's personal abilities. * Introduce new employees and interns into the organization (and training them). Objectives 1. Team training sessions – finding topics to learn and bringing an outside expert who can enrich the team in that area. 2. Shared team learning session – once a month, one of the team members will teach the others a topic he or she is interested in and would like to share with the rest of the team in order to enrich them. 3. Development workshops for the entire team. These workshops will be given by outside experts who will focus on different tools that can make the team work more efficiently and expand individual and collective ways of action. 4. Finding mentors who can coach individuals on the team according to their specific needs and requirement. 5. Preparing a general orientation plan for new employees and interns. 1. Meetings of all 1. Manager team meetings: 3 managers for discussing times a year and reporting the other 2. Evaluation of the team members' progress employees by their and to deal with the superiors: once a year for dilemmas they face as each employee and more direct superiors. These frequently (1 month, 3 meetings enable constant months, half a year for new Metrics 1. Team training: 3 study sessions a year. 2. Team learning: 5 internal study sessions a year. 3. 1-2 workshops a year for developing the collective team. 4. Finding mentors according to needs. 5. Finding workshops, trips abroad and relevant conferences, to which it is possible to send specific team members.

Evaluation :

The role of evaluation is to develop personal awareness of each employee's professional level and of the way they are seen by

 Develop each employee's personal awareness of their abilities.  Personally show each employee what his or her status is.

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their peers; suggest ways to improve; acknowledge individual successes and strengths.

 Give positive and relevant criticism.  Make an evaluation at a specific point which can be compared to the abilities of the employee in the past and to that of the other team members.  An ability of hierarchic perception and performing work according to the appropriate level in the hierarchy.

professional evaluation of the employees by their direct superiors. This will encourage understanding of the employees’ important roles and of any problems specific employees are facing. Promotion or demotion can also be made based on these meetings. Moreover, since management ability is an acquired tool that one can improve over time, these meetings will enable the superiors' enrichment and will provide them with management skills through dialogue with peers and learning from each other. 2. In every employee's first year of work, he will be evaluated by the first manager after one month, three months, half a year and one year of work. thereafter, every team member shall be evaluated by his direct superior. 3. Every team member will be evaluated once a year by the rest of the team, by their supervisees and by those not under them. This method, known as the 360 degrees evaluation, makes it possible for the employees to see themselves as they are seen by their underlings, their peers and their and superiors. 4. Making a presentation to the team members

employees) 3.360-degrees evaluation: once a year for each employee. 4.Presentation: once a year (it is possible to use this presentation with members of the management or with any other authority). 5.Team recreation day: once a year. 6. regular meetings between appointers and supervisors once a week or as needed. 7. Bi-weekly meetings with interns and a person from the management (associate director, when not on maternity leave).

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clarifying for them the values to which we aspire for our workers and the way they work. Note: this presentation is not a direct evaluation, but through clear and simple description, employees can see how they participate in the organization, its values and goals.

Summary of Work Plan The goal of the PT Logistic Services senior management is to develop worldwide young and enterprising leadership and enable it to work in the best possible way by reinforcing a team that supports these leaders. The above work proposal describes different means we will use to support, develop, and evaluate the employee team. These means are used for reinforcing the team so that it will lead to the supreme goal of developing and nurturing Jewish entrepreneurs all over the world. Because of the nature of the work, it is clear that some topics will be examined and checked to see whether they really contribute to the improvement and success of the team or if they consume a lot of resources without much output. Moreover, employee reactions to the various meetings and activities and their level of satisfaction from them will be gauged and the meetings and the nature of activities for 2011-2012 will be decided accordingly.

Resource and Personnel Requirements All team members take part in the processes mentioned above. The processes will be examined by all participants and especially by the senior management. The company's associate director, who also serves as the human resource manager in this context, will see to the execution of the plan, definition of the schedule and the examination of the various elements. Between December and March (inclusive), the associate director shall be absent due to maternity leave. She will have no replacement during that time and for this reasons, the aspects mentioned above have to be implemented by other role holders in the management. There is no intention that the abovementioned processes be costly. However, there is need for full cooperation, willingness, and adherence to the schedule by all team members. Several costs that are still required in order to perform the work in the best possible way are:  Staff meetings: no cost.  Internal team training: up to 100 NIS per each training session.  External team training: up to 100 NIS per each training session.  Presentation of the quarterly budget plan as part of the quarterly staff meetings: no cost.
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 Monthly shared learning by the team: up to 60 NIS per session.  Team recreation day: 2500 NIS.  A minimum of 2 development workshops for the entire team during the year: 2000 NIS.  Quarterly meetings of all managers: no cost.  Every team member will be evaluated once a year by their direct superior: no cost.  Every team member will be evaluated by all other team members, be they supervisees or not: no cost.  Presentation for the team, clarifying the values to which we aspire regarding the team and their way of work: no cost.  Workshops: variable amount.  Conventions: same as above, depending on the conventions nature and location (Israel or abroad, free admittance or charged admittance and so on). Potential problems The goal of the PT Logistic Services senior management is to make it possible for all the departments under its responsibility to do their job in the best possible way to serve the clients in Israel and around the world (including the PresenTense Group). In order to do so the management is committed to instruct, direct, evaluate, and make resources available to the employees. Naturally, there might be various problems arising for different reasons. For example:     Failing to meet the schedule: the management is committed to trying to stick to a fixed schedule and narrow the gap if possible. Specific activities that do not lead to attaining the goal: the management will examine such activities and find alternatives for them, if necessary. Lack of support – due to the associate director's maternity leave. Employee dissatisfaction: the management will examine the source of dissatisfaction and try to find a solution to it.

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