Name: Malik Shakeel
Unit No: 5001
Unit Title: Personal
development as a manager
and leader
Candidate No: 289
Unit No: 5001
&
Unit Title: Personal development as a manager and leader
Contents
Introduction to the unit and the concept of the assignment …………………………………………………………….3
Section 1 ................................................................................................................................................. 4
(Assessment criteria 1.1)......................................................................................................................... 4
(Assessment criteria 1.2)......................................................................................................................... 5
(Assessment criteria 1.3) …………………………………………………………………………………………………………………..5
Section 2 ................................................................................................................................................. 7
(Assessment criteria 2.1)......................................................................................................................... 7
(Assessment criteria 2.2)......................................................................................................................... 8
Section 3.................................................................................................................................................9
(Assessment criteria 3.1)......................................................................................................................... 9
(Assessment criteria 3.2)......................................................................................................................... 9
(Assessment criteria 3.3)………………………………………………………………………………………………………………….10
Section 4...............................................................................................................................................10
(Assessment criteria 4.1)....................................................................................................................... 10
(Assessment criteria 4.2)....................................................................................................................... 11
(Assessment criteria 4.3)………………………………………………………………………………………………………………….12
(Assessment criteria 4.4)....................................................................................................................... 12
(Assessment criteria 4.5)....................................................................................................................... 13
Bibliography.......................................................................................................................................... 14
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Unit Title: Personal development as a manager and leader
Introduction to unit 5001
This unit is based on management and leadership skills of manager/team leader or
individuals. It mainly focuses on the improvement of an individual’s management and
leadership skills and competencies against set organisational objectives.
Concept of the assignment
This assignment contains different tasks based on improving skills and achieving set
organisational objectives.
The first section of this assignment is focused on assessing and planning for personal
professional development. Within this section the importance of continual selfdevelopment in achieving organisational objectives is explained. Current skills and
competencies against defined role, requirements and organisational objectives are also
assessed. Identification of development opportunities to meet current and future defined
needs is another part of the first section of this assignment. Constructing development plan
with achievable and challenging goals is the last part of the first section of this assignment.
The second section of this assignment is based on the recourse needed to develop an
effective development plan. Whereas the third section involves processes to implement the
personal development plan, impact of these processes and reviewing and updating the
development plan.
The forth section is simply based on the relationship between the staff welfare policies and
organisational objectives. It also includes processes of assessing the staff welfare, actions
taken by the manager in terms of dealing with staff welfare issues, ways of communicating
responsibilities of staff welfare to the team and records to be maintained to demonstrate
that staff welfare is supported.
The organisation on which I will be focusing on for this particular assignment is “Tesco”.
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Section 1
Assessment criteria (1.1): Explain the importance of continual self-development in achieving
organisational objectives.
“Continuous Self Development is where individuals commit themselves to improving their
knowledge and understanding throughout their careers”.
It is known that continual self-development is quite important for the success of an individual and
that is the reason organisations make sure they are providing their employees with the effective and
equal opportunities of continual self-development. Organisations give importance to continual selfdevelopment because it is effective for organisations in terms of achieving organisational objectives.
Organisations like Tesco set achievable objectives and in order to achieve those objectives within the
set time, Tesco needs to make sure their employees are making continual self-development.
Some of the organisational objectives of Tesco are listed below:
1) Improving product quality within next 6 months
2) cutting organisational costs by ¼ within next 10 months
3) changing customer service techniques within next 12 months
Continual self-development of individuals is important for Tesco in terms of achieving these set
organisational objectives.
Importance of continual self-development in achieving 1st objective
In order to improve the product quality within next 6 months, Tesco has to be focused on the
continual self-development of their employees as when employees will improve their current skills
they will be able to improve their development needs like product quality. Continual selfdevelopment is helpful for employees who are responsible for arranging raw materials as through
such developments they will be able to select high quality raw materials and the product quality of
Tesco products will improve as well which will lead them to the achievement of their organisational
objective. In short, this organisational objective can be achieved by using high quality raw materials
and to do so continual self-development of employees is quite essential.
Importance of continual self-development in achieving 2nd objective
Continual self-development is important for Tesco in terms of cutting their organisational costs as
when employees will make continual self-development they will also learn new techniques of
improving their products/services, customer service as well as they will generate knowledge about
different methods and techniques of cutting organisational costs. One of the main and easy ways of
cutting off the organisational costs is to purchase raw material from suppliers who provide high
quality goods on reasonable and affordable prices.
Importance of continual self-development in achieving 3rd objective
In order to change the customer service techniques within next 12 months, Tesco has to be focused
on the continual self-development of their employees as when employees will improve their current
skills they will be able to provide their customers with the very best of their customers service.
Continual self-development is essential for individuals like check-out-operators as when check-outoperators will develop their customer service skills; learning new techniques of customer service will
become a lot easier for them.
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Assessment criteria (1.2): Assess current skills and competencies against defined role
requirements and organisational objectives.
Manager is an important part of the organisation and that is the reason manager should be a person
who can deal with serious situations of the businesses and can take quick decisions. So, the manger
is responsible for making sure that all the organisational tasks are done properly. The achievement
of organisational objectives depends on the skills of the manger because planning of making things
happen is done by the manager so, planning, problem solving, decision making are some of the main
skills and qualities of a manger. The manager of Tesco needs to be focused on their set
organisational objectives as then the business can maintain their market image.
Some of the organisational objectives of Tesco are listed below:
1) Improving product quality within next 6 months
2) cutting organisational costs by ¼ within next 10 months
3) changing customer service techniques within next 12 months
In order to achieve these organisational objectives the manager of Tesco needs to make sure that
employees are fully focused on their given tasks and to do so the manager has to show his/her team
leader skills as then he/she can get best out of its employees and can achieve the set objectives
within the set time.
Another important skill which is effective for managers in terms of doing their job properly and
achieving organisational objectives is problem solving skill. This skill is helpful for the manager in
situations where conflicts occur as through the effective use of problem solving skill situations and
quarrels can be controlled and resolved in an appropriate way.
Planning is another effective element for a manger as when manager will make plan achievement of
goals will become easier. For example in order to achieve the first objective the manager of Tesco
has to plan things properly as then they will be able to achieve set targets within the set time limit.
Making quick decisions is another effective and important quality of a manager and that is the
reason it plays an important role in the success of an organisation. For example in order to achieve
the second objective the manager of Tesco has to make quick and appropriate decisions and when
he/she will have this quality the chances of achieving this particular goal within the set time will
increase.
These are some of the advantages of current skills of Tesco’s manager in terms of achieving the
organisational objectives.
Assessment criteria (1.3): Identify development opportunities to meet the current and future
defined needs.
Current and Future needs of middle manager
1. Some of the main needs of the middle manager are maintaining performance as well as
making sure that joiner employees are doing their best is a short-term need of the middle
manager because he/she will carry out tasks or activities that will be beneficial for him/her
to maintain his/her focus on work and these activities are more likely to be short-term. This
development need can be achieved by making sure that all the tasks are completed within
the given time as well as the work quality is high. A middle manager can maintain its junior
employees’ work by making tasks easier and understandable for them.
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2. Increasing sales can be another short-term need of the middle manager because his/her this
need will keep changing over the time. This development need can be achieved by providing
discounts and special offers to customers as well as a middle manager can decide to add
extra features to certain products and such effective actions can increase the sales of such
products.
3. Another need of middle manager is identification of areas in which he/she thinks it is weak.
This is a long- term need because when the middle manager will achieve it; he/she will be
able to develop a career plan which is a long-term step in itself. This need can be achieved
by reviewing its performance and making effective suggestion to it.
4. Being promoted as a manager can be another long-term need of a middle manager. This is
one of the effective an important development needs of a middle manager and to achieve it
he/she needs to be focused on his/her work. Apart from his/her own performance, he/she
needs to be focused on other employees as when his/her team will achieve set targets and
goals effectively, he/she will get reward and chances of middle managers’ getting promotion
will increase.
These are some of the essential needs of a middle manager and development opportunities of
meeting these current and future needs.
Assessment criteria (1.4): Construct a personal development plan with achievable and challenging
goals.
Personal development plan: It is an important document which helps an individual to achieve what
he/she wants to achieve in the future and also help them to understand the development needs
they need to focus on. The importance of this plan can be identified through the process it involves
such as short and long term aims, required skills and knowledge etc. It is helpful for an individual in
terms of understanding the development needs.
Personal development plan for the role of a middle manager
A middle manager is a person who monitors different organisational activities while reporting to the
upper manager. In organisations, middle manager monitors the different organisational activities. A
personal development plan is important for the middle manager because through this he/she can
identify its development needs easily.
A middle manager should have a personal development plan as it can be helpful for him/her in terms
of making his/her performance better. Such as when the middle manager will use his development
plan, he will be able to come over his weaknesses and making solutions will be easier for him. It
states that a personal development plan can also
identifica
affect the performance of the business in terms
tion of
of their market image and sales.
the need
Purpose of a personal development plan for the
middle manager is to maintain his performance
Develop
review
as well as to improve the areas that he thinks are
opportun
ment
the
ities
affecting his performance in a negative way. This
plan
progress
plan allows him to find out the steps that he
need to take in order to achieve his identified
development need.
solutions
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The cycle that might be helpful for a middle manager in terms of creating a development plan is
drawn:
Identification of the need: a middle manager can use different ways of identifying the development
needs. The method of identification he/she can mostly use is gathering feedback as it is easy and
affective as well. Through using this method a middle manager will be able to identify its
development needs as when he/she will focus on its own performance and will gather other’s
suggestion about its performance; identification of its development needs will be easy.
Opportunities: opportunities that are there for a middle manager in terms of achieving their
development need are given bellow:
He/she can also follow the suggestions that they have already gathered.
A middle manager can also make improvements to its performance by observing others.
A middle manager can be provided training in terms of improving customer service skills and
other skills that can help a middle manager in handling different difficult situations such as
customer complaints.
These are the opportunities that a middle manager can take in order to give good performance as
well as it will allow the business to survive in a competitive market.
Solutions: in order to carry out the development plan further, a middle manager will be required to
select an opportunity he/she can take in order to achieve their development need. The opportunity
that is suitable for a middle manager is following the feedback/suggestions because through this
he/she can come across with his/her weaknesses.
Review the progress: after following the given suggestions a middle manager will be able to provide
its best and its performance will have improvements. This will also show positive effects on the sales
and market image of the business as they will improve.
Section 2
Assessment criteria (2.1): identify the resources required to support the personal development
plan.
In order for a personal development plan to be
successful some resources are required to
support the plan. In order for individuals to
create an effective development plan, a cycle has
been introduced and by following this cycle an
effective plan can be created. The PDP cycle has
been introduced to assist you in the management
of your personal, academic and professional
career development. Involved steps need to be
followed repeatedly. However a previous step can
be re-visited and if necessary improvements can
be made. The PDP cycle is as follows:
Selfassessment
PDP
Cycle
Reviewing
Self-assessment
This is the first stage of the cycle and it involves
gathering information in order to make
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Planning
Recording
Doing
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Unit Title: Personal development as a manager and leader
judgements about where you are now personally, academically and professionally identifying your
strengths and weaknesses and your developmental needs. So it tells that for the effectiveness of an
individual’s development plan this step needs to be taken quite carefully. This is the first thing that
can support an individual’s development plan and that is the reason the manager of Tesco needs to
ensure that he/she has clear understanding of the gathered information as well as he/she needs to
use it carefully as when the manager will consider all the relevant information effectively, he/she will
be able to create an effective and relevant personal development plan.
Planning
This stage involves some of the effective and most important actions of the development plan and
that is the reason it is second important step and should be taken with the equal care. Mainly this
stage involves some important actions and that is the reason the manager of Tesco needs to
consider this step important and should go through the involved question like where he/she want to
be, identifying developmental goals and resources required achieving your goals. An effective use of
this step can help an individual to create and effective and helpful development plan.
Doing
This step is known to be the practical stage of the cycle as it involves carrying out your plan,
experiencing learning and collecting and documenting evidence of learning. At this stage individuals
have to make sure that they are collecting the relevant documents as if they don’t pay attention
towards it then they will have to go through the previous stages of the PDP cycle so, this stage plays
an important part in the effectives of the personal development plan of an individual.
Reviewing
This stage involves reflecting on your development. It means checking whether all the weakness are
been mentioned. At this stage individuals are also required to evaluating their achievement, making
sense of it, identify further developmental needs. This stage is useful and plays an important part in
the effectiveness of personal development plan because through this stage weakness can be
evaluated as well as solutions can be considered. So, individuals need to make sure that they are
carrying this step carefully as if they make mistake at this stage then they won’t be able to create an
effective personal development plan.
Record
This is the last stage of the PDP cycle and that is the reason it needs more attention as then the
personal development plan can be effective. It involves storing the evidence of achievement in
relation to planned goals. Individuals need to make sure that they have made progress and have
achieved their set targets/objectives.
These are some of the required resources that provide support to the personal development plan of
an individual.
Assessment criteria (2.2): develop a business case to secure the resources to support the personal
development plan.
In order to secure the business recourses which support the personal development plan,
development of a business case is essential. Developing an effective business case can be
challenging and that is the reason effective planning is required. In order to maintain and secure the
required and supportive resources Tesco needs to make sure that they have done planning of
certain things for their business case e.g. placing a timescale, planning the budget and identification
of resources. To make the planning/business case effective gannet chart is a helpful tool and that is
the reason Tesco can make an effective use of it in terms of securing their resources for the coming
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year 2012. A supportive and helpful business case gannet chart worth £5000 which can secure the
resources for the manager of Tesco is given bellow:
Section 3
Assessment criteria (3.1): discuss the processes required to implement the personal development
plan.
Development planning can be a very personal process - or it can be a process required by your
employer or tutor. As the word "development" suggests, PDP is something that happens over time.
Personal development plan works effectively when individuals think deeply about their lives and
ambitions. They also make sure that they have all the right information to make good choices. They
need to make sure they have opportunities to experiment and test their self in new areas so that
they have a better understanding of their abilities and limits. They also need to have opportunities
to develop the knowledge and skills to achieve their ambitions. In the work place, the personal
development process may be linked to your annual appraisal or supervision.
One of the main an effective processes that are helpful in the implementation of personal
development plan is the PDP cycle and it’s already has been considered in the assignment
(Assessment criteria 2.1).
Assessment criteria (3.2): evaluate the impact of the personal development plan on the
achievement of defined role requirements and organisational objectives.
When we evaluate personal development it gives us relevant information as it ensures whether the
set objectives have been met. It tells that the evaluation of personal development plan is quite
helpful in terms of achieving the weaknesses/improvement needs of an individual.
Personal development plan of the manager of Tesco is essential for the manager itself and for the
well being of the business as when the manager will achieve its improvement needs he/she will be
able to work effectively towards the organisational objectives which will lead the business to a high
level of profit and the market reputation of the business will improve. For example when the
manager of Tesco will improve its product knowledge achieving the first organisational objective
(Improving product quality within next 6 months) will become easier as he/she will learn new
techniques of improving product quality.
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Personal development plan is also helpful for the manager in terms of achieving the second
organisational objective (cutting organisational costs by ¼ within next 10 month) as when he/she will
have the knowledge of products, costs will become familiar and then the chances of achieving the
second organisational objective will increase and the business will maintain its market reputation.
Personal development plan is also essential for the manager because the achievement of the third
organisational objective of Tesco (changing customer service techniques within next 12 months) is
difficult without the manager achieving its improvement needs. For example when the manager will
learn new customer service techniques and management techniques controlling the staff and
providing effective and customer friendly environment will become easier which will lead the
business to the achievement of its third organisational objective.
This is how effectively personal development plan shows its impact on the achievement of
manager’s role requirements and organisational objectives.
Assessment criteria (3.3): review and update the personal development plan.
The personal development plan of the middle manager is based on the current strengths and
weaknesses of the middle manager as well as it contain some of the important
solutions/suggestions. Referring back to assessment criteria 1.4, the middle manager of Tesco can
develop an effective personal development plan by using certain techniques e.g. identification of the
needs, opportunities required/provided, solutions and reviewing the progress made.
The middle manager of Tesco can identify the required needs, its strengths and weaknesses by
gathering feedback from the senior employees which will be useful in terms of making
improvements to its performance. Another useful way of identifying the improvement needs is
either monitoring the performance or assessing it. Through this the middle manager can see the
flaws of its performance and then making suitable solutions become easier.
Opportunities that are out there for the middle manager in terms of improving its performance are
following suggestions, observing others/learning form others and improving skills. These are some
special opportunities that are available for the middle manager and can help him/her in terms of
making progress. Apart from these opportunities the middle manager can also make improvements
to its performance by using new, unique and effective ways of treating customers. It will allow
him/her to make positive changes to its customer service skills which will make him/her stand out of
others. These opportunities are also suggestions for the middle manager in terms of achieving the
development needs. The middle manager needs to make sure that he/she review’s its performance
on regular bases as this is the way he/she can maintain its performance as well as its an effective
way of making constant improvements to the performance.
Section 4
Assessment criteria (4.1): discuss the relationship between staff welfare and organisational
objectives.
Staff welfare is a term which covers most of the major and important things that are essential for an
employer in terms of providing its employees effective workplace. In other words staff welfare
contains facilities that are essential for employees in terms of giving their best. Some of the most
important and basic facilities that are covered within this term are the supply of clean drinking
water, toilets and safe environment. Providing employees with these facilities is essential for
employers because it’s according to the law and if they don’t do this then they will be committing a
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crime. So, to run their business lawfully all employers have to ensure that they are maintaining this
term. Some employees expect some additional facilities as a part of staff welfare e.g. cloakroom so
they can have a better place to go during the break.
Staff welfare is not only useful for employees but for employers as it gives employees a sense of
belonging and make them feel as an important part of the company/organisation. It also
encourages them to do their best for the company which leads the business to success. It shows how
important staff welfare can be for employers and if they do not take it seriously then they can face
problems.
The relationship between staff welfare and organisational objectives has to be strong as it can be
useful for both the business and employees e.g. when employees will get all the facilities and
friendly environment they will do their jobs effectively which will be beneficial for the business as
the productivity of the business will increase. So, it’s important for the management of a business to
consider staff welfare as a part of their organisational objectives because it will show their concern
about the employees and then the employees will also make an effective use of their skills and will
provide their customers with the best service; this will turn out to be a key to success for the
business as its market image will improve an customers will more likely to visit them, apart from this
other businesses will also prefer to have connections with them. This is how staff welfare can help
employers in terms of maintaining the progress of the business. This also proves the point that there
should be a strong relationship between the staff welfare and organisational objectives because it’s
essential for the well being of a business.
Assessment criteria (4.2): explain the process for assessing staff welfare.
Assessment of the staff welfare provided by the business is compulsory as through this certain risks
can be avoided. The process which is usually carried out in terms of assessing the staff welfare
contains checking whether things are carried out lawfully, whether the staff is provided with all the
required facilities etc. In order to make sure that all the points of staff welfare are covered a 5-step
process can be very helpful. The 5-stages of this process are given bellow:




Identify the hazards and associated risks: this is the first stage of this process and that is the
reason it requires responsibility as if the first stage is not taken carefully then the whole
process will go wrong. So, the management of a business has to ensure that people
responsible of this process are doing their job responsibly and all the possible hazards and
associated risks are identified.
Identify who might be at risk: at this stage people who are carrying out this process are
responsible for identifying staff members who can be at risk in certain situations. As it is
related to the welfare of the staff members then it has to be done responsibly.
Note the controls and determine whether they are adequate, implement such control
measures as are necessary: it is important for management to ensure that people are paying
attention at this stage as it is essential for them in terms of measuring the risk. So if they
carry out this stage effectively serious risks can be avoided and the staff welfare can be
maintained.
Record the findings in writing: it is also an essential and an effective stage of this process as
it helps the management to keep records of how effectively they take decisions about their
staff welfare. So, it is essential for the management to ensure that all the findings are kept in
writing as it can be used as an evidence in serious situation e.g. when staff welfare issues
occur.
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Review the assessment periodically: this is the last stage of this effective process and can be
useful for the management of a business as it contains reviewing the process which can help
them to find more risks and can make their assessment effective and risk free.
These stages can be very helpful for businesses in terms of avoiding risks related to the staff welfare
as when the management of a particular business will go through the stages of this process they will
be able to identify risks and problems that can be occurred and can influence the staff welfare.
Another reason which tells that this process is effective for the assessment of staff welfare is that
through this other processes related to the staff health, safety and welfare can be assessed and risks
can be avoided.
Assessment criteria (4.3): identify the actions to be taken by the manager in dealing with a staff
welfare issue.
Making sure that the staff welfare policies are updated and according the law is a major
responsibility and that is the reason the manager has to be quite careful about this. But under some
circumstances staff welfare issues do occur and within such situation the manager is required to
take some sensible actions as the market image/reputation of the business can get influenced. In
some workplaces need for a separate rest room for female can be an issue and it can come under
staff welfare issues. Another example of staff welfare issues is need of extra time for religious needs
e.g. prayer and facilities for it like separate prayer rooms for men and women. These are examples
of some of the staff welfare issues at workplace. These issues can be a major problem for the
business and that is the reason the manager has to take advice from the relevant individuals as it can
be helpful for him/her in terms of taking such critical decisions/actions. Some of the manager’s
actions which he/she can take to resolve given staff welfare issues are listed below:
Separate rest room for men and women: in the circumstances where the manager is require to take
action to resolve this issue he/she needs to consider management and senior staff members as
support can be provided and effective decisions can be made. So, first action of the manager should
be involving the relevant people. He/she then should listen to the requirements carefully as well as
should try to come up with quick ideas as if he/she takes quick actions then the time can be saved
which will be beneficial for the business. He/she should share its ideas with the management as if
there is any risk then can be avoided.
Extra time for religious needs: it is another staff welfare issue and it often occurs within workplaces.
To tackle with this particular issue the manager has to make sure that all the required people are
agree with his/her actions/decisions. In this case the decision making shouldn’t be a problem as
there is only one way of resolving this issue which is allowing employees to take extra time for their
religious needs.
The manager always has to make sure that its actions are fair and all the employees and the
management are happy with its actions. So, whether the issue is religious or it’s based on staff
health the actions taken by the manager has to be fair and secure.
Assessment criteria (4.4): describe how to communicate responsibilities for staff welfare to the
team.
There are many ways of communicating responsibilities for staff welfare to the team/relevant
people and all of them are equally important and useful. Some of these ways which is often used by
businesses are through staff welfare committees/groups, by discussing the notices and minutes
directly with staff members or by putting such information on staff notice board.
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Through staff notice board: it is an effective way of communicating responsibilities for staff welfare
to the team as when the information will be placed on the staff noticed board most of the staff
members will take advantage of it and they will read all the important information placed there. This
is how the management can deliver information about the responsibilities for staff welfare to the
staff members.
Through staff committees/groups: another simple way of communicating responsibilities for staff
welfare to the staff members is arranging staff meeting or delivering information to the staff
committees. This method is effective because through this the management can be sure that every
staff member is aware of the responsibilities for staff welfare as within such meetings all the staff
members do come. Another reason which makes this method effective is that if any staff member
cannot attend the meeting then the staff committee makes sure that they deliver information to
that particular staff member.
This is how the responsibilities for staff welfare can be communicated to the staff or teams.
Assessment criteria (4.5): discuss records that may be maintained to demonstrate that staff
welfare is supported.
It is important for businesses to make sure that they have all the required records to demonstrate
that the staff welfare is supported. Having relevant records available is essential for businesses as it
can give them benefit in critical situations and that is the reason there should be an easy access to
such things as through this risks can be avoided. Some of these essential records are records of
health and safety checks, risk assessments, staff grievances concerning welfare, minutes of meetings
concerning staff welfare, Records showing compliance with health and safety law. It is important for
businesses to make sure they carry out such assessments and processes carefully as they can affect
the business either positively or negatively. These documents are useful for businesses in terms of
showing their concern about staff welfare and that is the reason most businesses make these
documents an important part of their introduction to the new staff. The reason behind this is that it
gives employees a good reflection of the company as well as motivates them to do their best.
Records of health and safety policy can be useful for management in terms of demonstrating how
staff welfare is supported within the business. Due to this a written copy of this policy should be
available to the staff so they can get surety that they are a part of safe workplace.
Some of other important records which come under this topic are clear guidance of Management
and Employee responsibilities, Health, safety and first aid records and training, accidents, incidents
and injuries at work. It is important for the management to keep records of their actions against any
accidents and injuries at workplace as through this they can legally show that they have great staff
welfare policies.
Keeping such records carefully is essential for the well being of the business as it makes their policies
lawful and gives them strength as well as makes them competitive for other businesses and its
essential for businesses in terms of surviving successfully.
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Bibliography
www.google.co.uk
http://bloggertone.com/management/2011/01/18/encouraging-continuous-self-developmentamong-employees/
http://intranet.nursing.salford.ac.uk/geninfo/pdp/Resources_pack.pdf
To build understanding of some topics following web-sites have been used
http://www.learnmarketing.net/smart.htm
http://www.healthyworkinglives.com/advice/office-hazards/reception/staff-welfare.aspx
http://industrialrelations.naukrihub.com/employee-welfare.html
www.wikispaces.com
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