BSBEBUS409A LEAD AND FACILITATE ESTAFF

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BSBEBUS409ALEAD AND FACILITATEE-STAFF
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WORKSHOP STRUCTURE

• SECTION 1 FACILITATE E-WORK OUTCOMES
• SECTION 2 SUPPORT E-STAFF
• SECTION 3 MANAGE E-STAFF PERFORMANCE

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ASSESSMENT

• Assessment for this unit will be based on
• Your workshop participation and contribution
  levels
• The completion of the learning activities during
  the workshop
• Completion of a final assessment task which will
  be explained at the end of the training.

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UNIT OVERVIEW

• In this unit we will discuss
• The advantages and disadvantages of developing
  business
• processes that enable staff to work at a distance
  from the
• organisation's central operations
• Tools you will take away from this session
  include
• The ability to design and develop processes that
  enable effective e-staff operations
• Strategies for managing and supporting e-staff
• Strategies for monitoring and evaluating the
  performance of e-staff
• Methods of ensuring that e-staff are involved in
  organisational activities and culture

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SECTION 1FACILITATE E-WORK OUTCOMES

• In this section we will discuss the methods you
• can use to
• Explain and clarify the work roles of e-staff
• Reach agreement on work targets
• Link work targets with organisational goals and
  objectives
• Provide effective leadership to e-staff

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THE NEW WORK

• Organisations are now able to develop what can
• be known as e-teams or e-staff groups or
• individuals who form part of the organisation's
• human resource component but are physically
• located at different sites and primarily
• communicate with the organisation by electronic
• means.

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ADVANTAGES

• wider range of choices and opportunities for
  employees
• higher employee productivity and work quality
• self-managing, self-monitoring employees
• less stress for employees
• organisations are able to expand by moving the
  traditional
• office environment to other locations
• lower overheads and higher return on invested
  capital
• organisations can take advantage of remote and
  overseas
• opportunities
• increased competitive edge
• flatter more efficient management structures.
• ability to tap into a wide range of skills.

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DISADVANTAGES

• employees can feel estranged or excluded
• managers have to make a conscious effort to
  communicate
• with their e-staff
• employees might need extra training in time
  management
• and work scheduling
• managers are often challenged by the distance
  factor and
• the belief that if staff are not under their
  roof, they will not
• be fulfilling the desired level of work
• managers sometimes manage work output
  successfully yet
• neglect the needs of the individual employee
• if employees are not seen they can be
  effectively forgotten
• information and resource disbursement for
  e-teams can be
• excluded from normal work plans, leaving remote
  
• teams/individuals to their own devices

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ROLES

• Role clarification is vital.
• E-staff must know
• Where they fit in terms of the organisation's
  vision and mission
• Their roles, responsibilities, goals and
  objectives
• Time constraints and expectations
• Reporting requirements
• Work standards
• Lines of authority
• Who is responsible for resource allocation
• How performance will be managed and evaluated
• Who to contact when they need assistance

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FOR INTERACTIVE DISCUSSION

• What processes do you think should be used to
  set the goals, objectives and work targets for
  e-staff?

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FOR INTERACTIVE DISCUSSION

• What do the managers of e-staff need to
• know about their staff and about the
• work these people are expected to do?

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POSSIBLE PROBLEMS

• Failure to
• clarify team member roles and responsibilities in
  the induction phase
• explain the companys vision, expectations or
  performance criteria
• convey that e-staff and their needs are important
  to the organisation
• involve e-staff, from the start, in the
  organisation's culture
• provide efficient and effective lines of
  communication and information sources for e-staff
  

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FOR INTERACTIVE DISCUSSION
Every organisation's most important asset is its
staff. This includes e-staff.

• What does this mean?
• What tools and techniques can be used to
• include e-staff in the organisations
• communication loop?

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INVESTMENTS

• Employees are also one of the organisation's
  largest and most important investments
• Smart organisations make certain that they look
  after their investments and that they are
  utilised in the best possible way/s
• Make sure that all employees, including your
  e-staff, know that you perceive them as real
  people, with real lives

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FOR INTERACTIVE DISCUSSION

• What are the likely results of exploiting
• employees failing to cater for their needs
• and expecting them to work without
• recognition of these needs

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ACTIVITY 1

• In groups
• Discuss 
• Record
• Report
• 15 minutes

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MOTIVATION

• To achieve high levels of customer satisfaction
• organisations require that employees achieve
  specific
• work outputs that match quality, cost and time
  indicators
• Employees will be motivated to achieve targets
  when they can see the link between their work and
  the customer and when they are consulted and
  involved in setting targets which are
• realistic
• contain stretch components
• easily measured
• suited to self monitoring and evaluation

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FOR INTERACTIVE DISCUSSION

• As a manager, what other things can you do and
• be aware of, that will assist e-staff with
• motivation?

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ACTIVITY 2

• In groups
• Discuss 
• Record
• Report
• 20 minutes

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SECTION 2SUPPORT E-STAFF

• In this section we will discuss
• the options available for supporting e-staff,
  designing mentoring opportunities and
  establishing effective work relationships

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TRAINING

• Employees have on-going training, and
  professional development needs
• E-staff do not have access to the formal or
  informal training
• that occurs in the workplace, therefore require
  alternatives
• such as
• distance education
• on line training facilities
• company sponsored training at a local TAFE, RTO
  or university
• participation in company driven programs,
  delivered in a variety of accessible locations
• local programs that are run in partnership with
  other organisations
• mentoring or coaching opportunities designed for
  staff working at a distance

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POLICIES AND PROCEDURES

• The work environment of e-staff must meet all
  legislative and regulatory requirements, whilst
  catering to the organisation's standards and
  needs
• Considerations include
• Job specifications and contracts
• Communication of company policies and procedures
• Equipment, work tools and work stations
• Consumable and other resources
• Occupational Health and Safety
• Work Cover
• Ethical management practice and values
• Adherence to anti-discrimination,
  anti-harassment and
• EEO legislation
• Insurance
• Codes of behaviour, ethics and practice

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RESOURCES

• E staff are no different from onsite staff in
  that
• they require the resources and supplies
• necessary to perform at the expected standard
• Resources include
• data/information
• plant and equipment
• materials and supplies
• safe work facilities

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ACTIVITY 3

• In groups
• Discuss 
• Record
• Report
• 15 minutes

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COACHING AND MENTORING

• COACHING task or skill specific
• MENTORING more generalised support and learning
• Coaches and mentors should have some
• understanding of adult learning needs and
• preferences

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MENTORING

• Advantages
• helps build employee confidence and acceptance
• mentors provide role models and can communicate
  organisational values and cultural mores
• employees feel secure in the knowledge that
  assistance information and knowledge are readily
  available
• builds good work relationships and communication
  links
• This leads to
• increased employee retention
• succession planning
• career development for employees
• best practice implementation
• support for diversity goals
• productivity increase

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ACTIVITY 4

• Individually
• Discuss 
• Record
• Present
• Discuss
• 15 minutes

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SECTION 3MANAGE E-STAFF PERFORMANCE

• In this section we will discuss
• meetings
• needs identification
• networking
• performance evaluation
• problem solving

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PERFORMANCE MANAGEMENT

• The process by which
• work is assessed and evaluated against pre-
• determined standards and expectations
• feedback is given, to reinforce good work and
• correct processes, procedures or outputs that
  do
• not meet expectations
• employee needs are considered and catered for
• employees are able to raise issues or concerns
• and give feedback to managers
• good work is recognised and acknowledged
• personal and professional learning needs are
• addressed
• new goals and targets are considered

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THE PROCESS
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PERFORMANCE MEASUREMENT

• The process of measuring progress toward goal
  achievement
• Evaluation criteria need to include
• clearly defined output expectations
• measurable standards and benchmarks
• Criteria for measurement will relate, among other
  things, to
• safety standards
• behaviours and attitudes
• internal and external relationships
• customer service (internal and external)
• product/service quality
• resource management (usage)
• production/turn around times

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FOR INTERACTIVE DISCUSSION

• Performance appraisals offer
• opportunities to address
• performance issues
• What strategies are most likely
• to be successful?

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ACTIVITY 5

• In groups
• Discuss 
• Record
• Report
• 15 minutes

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ASSESSMENT

• Assessment for this unit will be based on
• Your workshop participation and contribution
  levels
• The completion of the learning activities during
  the workshop
• Completion of a final assessment task which will
  be explained at the end of the training.