MODULE 1

Plan, Develop and

Manage Operational
Approaches

GROUP 3
ORGANIZATIONAL
REQUIREMENTS
Each organization will have
different organizational
requirements relating to the
roles and responsibilities of
individual staff members.
01 OBEYING LAWFUL
ORDERS WORK TEAM
RESPONSIBILITIES
02 CONFIDENTIALITY AND
PRIVACY REQUIREMENTS

03 SAFETY AND CARE Each work team have

responsibilities that
04 TERMS AND CONDITIONS
OF OWN EMPLOYMENT must be adhered to.
IDENTIFICATION OF
INDIVIDUAL
RESPONSIBILITIES
WITHIN A GROUP
Each organization will have
established positions in which
individual staff member are
employed hence finding out
information is normally easier
than expected.
 WAYS TO IDENTIFY INDIVIDUAL ROLES,
RESPONSIBILITIES AND TASKS INCLUDE:

1
ORGANIZATIONAL 5 POLICIES
HIERARCHIES
6 PROCEDURES
2 CONTRACT
DAILY TASK
7 SHEETS
3 JOB DESCRIPTION
8 DIRECT REQUESTS
STANDARD OPERATING
4 PROCEDURES (SOP)
9 OBSERVATION
 POSITION
DESCRIPTIONS

Position descriptions are often

also known as ‘job descriptions’
and ‘duty statements’. The use of
position descriptions are very
important in any team.
CONSULTING WITH OTHER
MANAGEMENT, SUPERVISORS
RELEVANT OTHERS OR BUSINESS OWNERS

There may be a need to PEOPLE FROM OTHER

DEPARTMENTS WITH WHICH
consult with ‘relevant others’
YOU HAVE CONTACT
when determining what
needs to be done, either for a CUSTOMERS
team as a whole, or for
individual team members. ADMINISTRATION STAFF
Relevant others may include:
 CLARIFICATION OF ALLOCATION
OF WORK REQUIREMENTS
The manager shall clarify he allocation
of work requirements of employees
according to the following components:
JOB ROLES AND
1 RESPONSIBILITIES

2 DAY TO DAY REQUIREMENTS

Who the tasks are allocated to
What the tasks are
When or where they have to be done.
Expected demand
Nature of specific events
VIP’s
Staff absences, caused by illness and etc.
Customer/guest feedback
Equipment problems or equipment
shortages
Unexpected events, such as a large number
of walk-ins or an emergency of some kind
Special requests from customers/guests
that the business is prepared to try to meet.
 FACTORS TO CONSIDER
WHEN ALLOCATING TASKS
DISTRIBUTE WORKLOADS
4 AND OPPORTUNITIES
EQUALLY
URGENCY ASSOCIATED EVERYONE SHOULD BE
1 WITH THE TASK
5 ALLOCATED
CONSIDERING STAFFING
2 STAFF PREFERENCES 6 AVAILABILITY, EXPERIENCE,
SKILLS AND WORK HABITS

CONSIDERATION IS A
3 VALID ONE 7 EXPECTED TO PLAY THE
STRENGTHS AND WEAKNESSES
COMMUNICATION Once all objectives and
operational plans have been
REQUIREMENTS OF established and work group
JOBS AND TASKS and individual roles and
responsibilities identified, it is
Manager shall communicate important that all team
requirements of jobs and members are informed of
tasks clearly to team these roles and responsibilities
members.
CLEARING EXPECTATIONS
TO THE TEAM.

COMMUNICATION AND
INFORMATION COMES FROM
THE MANAGER WHILE ALL
COLLEAGUES WITHIN A TEAM
WILL COMMUNICATE AND
SHARE INFORMATION ON A
DAILY BASIS.
 COMMUNICATION ON
ALLOCATION OF
WORK ACTIVITIES
A manager shall communicate
allocation of work activities to
all concerned individuals
ALLOCATED AT ANY TIME OF ANY DAY
CHANGE FROM ONE MOMENT TO
ANOTHER
CAN REQUIRE TWO PEOPLE NOW, BUT
MINUTES LATER CAN BE HANDLED BY
JUST ONE STAFF MEMBER
IMPORTANT NOTE!
Always find out what management's
perspective is on them helping
during a very busy period.
 THANKS FOR
LISTENING
Members:
Mantele, Sofia
Mapua, Aira
Medez, Maricel
Minguito, Maybelline
Palomares, Marcial
Partosa, Marianneth
Plame, Jun Oliver
Quilpio, Jay Ann