Follow the same instructions as the previous activity.

1.) Enumerate the Steps in corporate planning.

Corporate Planning

• Establishing Corporate Mission, Objectives and Goals

• Establishing Strategic Business Units

• A strategic business unit has the following characteristics

• Planning for Business Growth

2.) How does a manager monitor sales performance of their staff?

Enumerate.
• Set goals and expectations
• Plan to measure both short and long term goals
• Develop an up-to-date visual dashboard to consider every
stage of the pipeline
• Work smarter, not harder
• Make the time to follow up with your team collectively and
individually
• Monitor Progress Toward Goal
• Control the Situation
• Monitor and Measure the Right Items
• Provide Coaching and Feedback
3.) How do you establish manpower budget?
Business Plan- First things first, we need to refer to the company’s
business plan.
Reviewing Manpower Needs- In order to identify the current or future
challenges
Review the Manpower Plan- The manpower plan shall be reviewed with
heads of departments.
Deliberation and Approval by Management- present the manpower plan
and budget together with justifications to the Managing Director and other
management members for approval.
Headcount Change- The first step in executing the manpower plan
(especially if the plan predicts headcount change) is taking the necessary
steps as listed below and observe closely for any headcount change.
4.) How do you develop an organizational chart?
First, Obtain job descriptions for all company positions with information
about assigned departments, supervisors and reporting relationships.
Second, Print out a blank organizational chart you can fill in as you review
the employee list. Fill the chart in on the computer if that is easier.
Third, Add the title of the company president or owner at the top of the
organizational chart. The box for the head of the company is often the only
box on the top level.
Fourth, Fill in the title of the assistant who reports directly to the president.
This position might be an office manager. This position box is off to the side
and connected only to the president’s box.
Fifth, Insert titles on the second level of the chart for positions that report
directly to the head of the company. In a small company, this level might be
just one position.
Sixth, List the third level of positions that report directly to the second level.
Each name should fall under the position to which it reports.
Seventh, Add additional levels and positions as needed. Your organizational
chart should have as many levels as there are supervisory relationships or
departments in your company. Your organizational chart might have just one
column of boxes to reflect that command flows directly from the top to the
bottom. A chart this simple can still provide the foundation for growth as a
business adds more positions and the relationships become more complex.
Eight, Compare the organizational chart to the job descriptions and the
actual supervisory relationships and responsibilities of existing employees
and adjust until there is agreement.
5.) How do you conduct Job evaluation and Job classification?
Job Evaluation
• Dedicate a team to conduct the job evaluation.
• Examine the job functions and requirements.
• Determine the value of the job to the organization.
• Use the job evaluation to develop human resources strategies.
Job Evaluation
• the knowledge required
• the problem solving required
• the level of accountability

6.) What is a Job description?

A job description is a list that a person might use for general tasks, or
functions, and responsibilities of a position. It may often include to whom
the position reports, specifications such as the qualifications or skills needed
by the person in the job, or a salary range.
7.) What is the purpose of monitoring?
• To learn from experiences to improve practices and activities in the
future;

• To have internal and external accountability of the resources used and

the results obtained;

• To take informed decisions on the future of the initiative;

• To promote empowerment of beneficiaries of the initiative.

8.) What areas and tools used for monitoring?

Solar Winds Network Performance Monitor is easy to setup and can be ready
in no time. The tool automatically discovers network devices and deploys
within an hour. Its simple approach to oversee an entire network makes it
one of the easiest to use and most intuitive user interfaces.
Zabbix is an open source monitoring tool. It is popular for its easy-to-use
and pleasing Web GUI that is fully configurable. Zabbix focuses on
monitoring and trending functionality. This software is frequently used for
monitoring servers and network hardware
PRTG Network Monitor software is commonly known for its advanced
infrastructure management capabilities. All devices, systems, traffic, and
applications in your network can be easily displayed in a hierarchical view
that summarizes performance and alerts.
Incinga It is open source infrastructure and service monitoring tool. Icinga is
one of the best free network monitoring tool that alters and reports the
health of your IT environment.
ManageEngine OpManager is an infrastructure management, network
monitoring and Application Performance Management “APM” (with APM plug-
in) software.
9.) Cite the various leadership styles and explain each.
Autocratic Leadership
Autocratic leadership style is centered on the boss. In this leadership the
leader holds all authority and responsibility.
Democratic Leadership
In this leadership style, subordinates are involved in making decisions.
Unlike the autocratic style, this leadership is centered on subordinates’
contributions.
Strategic Leadership Style
Strategic leadership is one that involves a leader who is essentially the head
of an organization. The strategic leader is not limited to those at the top of
the organization.
Transformational Leadership
Unlike other leadership styles, transformational leadership is all about
initiating change in organizations, groups, oneself and others.
Team Leadership
Team leadership involves the creation of a vivid picture of a team’s future,
where it is heading and what it will stand for.
Cross-Cultural Leadership
This form of leadership normally exists where there are various cultures in
the society. This leadership has also industrialized as a way to recognize
front-runners who work in the contemporary globalized market.
Facilitative Leadership
Facilitative leadership is dependent on measurements and outcomes – not a
skill, although it takes much skill to master.
Laissez-faire Leadership
Laissez-faire leadership gives authority to employees. According to
azcentral, departments or subordinates are allowed to work as they choose
with minimal or no interference.
Transactional Leadership
This is a leadership style that maintains or continues the status quo. It is
also the leadership that involves an exchange process, whereby followers get
immediate, tangible rewards for carrying out the leader’s orders.
Coaching Leadership
Coaching leadership involves teaching and supervising followers. A coaching
leader is highly operational in settings where results/performance require
improvement.
Charismatic Leadership
In this type of leadership, the charismatic leader manifests his or her
revolutionary power. Charisma does not mean sheer behavioral change. It
actually involves a transformation of followers’ values and beliefs.
Visionary Leadership
This form of leadership involves leaders who recognize that the methods,
steps and processes of leadership are all obtained with and through people.
10.) What are the things that motivates employees?
• Give them a purpose.
• Support their new ideas.
• Insist on work-life balance.
• Let them see the end game.
• Give them a chance to rest.
• Be transparent and honest.
• Set goals of all sizes.
• Give each person power.
• Focus on individuals, not just teams.
• Have an open door.
• Listen to them.
• Let them be unique individuals.
• Provide free and helpful services.