Organise Personal Work Priorities and Development. This first stage is about prioritising your life. It means deciding what you want to achieve in life and how you are going to get there. This first stage of personal work priorities and development involves identifying your aims and finding out what your personal and professional goals are.
Organise Personal Work Priorities and Development, stage two: How to identify your needs. This next stage explains the process of organising personal work priorities and development. This section includes four elements, which relate to each of the four elements of the organizational chart you have prepared. The first three elements relate to the management function (section describes management's key performance criteria), the third to the people associated with that management function, and the fourth element relates to your organisation's objectives and competitive benchmarks. The fourth element also requires an explanation of what your organisation's performance standards are and what role you can play in contributing to those standards. Finally, the fourth element discusses how the selection of an appropriate benchmarking organisation could contribute to your organisation's success.
Organise Personal Work Priorities and Development, stage three: Identify your personal work objectives. The third section of this chapter explains what your personal work objectives are. This includes details about your career and family life, and details about your personal and professional achievements, as well as details about the tasks you would like to do or the aspects of your work that you are most interested in improving. You should also prepare a list of your personal work objectives and their approximate date of completion. After you have prepared and reviewed these objectives, this is the section where you begin to revise your organisational policies and procedures.
Organise Personal Work Priorities and Development, stage four: Review the organisation's policies and procedures for dealing with personal information and work documents. In this section you review the way that you handle your own files and paperwork and how you store information. You should also review the policies and procedures governing disciplinary action, dismissal, redundancy and other aspects of your employment. Review the 4 required skills sections of the organisational policies and procedures and consider how you can use your skills to improve your work and increase your chances of getting more desirable assignments, promotions and job opportunities.
Organise Personal Work Priorities and Development, stage five: This is where you plan the next steps to take to achieve your work priorities and development objectives. You should indicate what the next steps are, as well as any steps that need to be taken to complete the objectives that you have identified in this work plan. You should indicate whether the objectives represent a top priority for the organisation. You should also indicate what types of activities or tasks will help you achieve your objectives. Finally, you should indicate what types of documents or learning needs will be addressed by you to support your objectives.
You complete this work by writing an approved page for a particular aspect of the personal work priorities and development plan. This is an approved page that states the process by which decisions are made in line with your planned process and that contains all the information that you will need to support the decisions that you make. This approved page should be written in such a way that is easy to understand and that provides you with a clear explanation of the process. It should be signed by you and the department or organisation that is responsible for implementing the objectives of your plan.
The next stage in this process is to work through your plan, identifying which work objectives are the most important and those that require the most planning and resources to implement. Your work goals and objectives should provide a good framework for your work, but they should not be unrealistic. They should also relate closely to your organisational requirements and to your skills, talents, knowledge and background. For example, if you are a teacher and want to prioritise your workload to reduce class size, you would have similar objectives to those of a finance manager who wants to minimise his time spend on paperwork. Both of these teachers could then work through their work priorities and development plans to meet their specified aims.
A further stage of this process relates to your implementation of your work goals and objectives. If you implement them as part of your work plan then you can move on to the next stage, which involves setting performance standards for your employees and setting performance standards for yourself. Setting performance standards requires you to develop a list of criteria, which you can then follow up with a series of performance checks and evaluations. You will need to consider whether the criteria set are relevant to your organisational requirements and if they are relevant to your staff. The final stage of this process is to define what documentation you will use to support the setting of your standards.