You have a team of 3 employees, what critical aspects need to be considered before allocating work responsibility or tasks to these 3 team members?

I agree with opinion "Asma Ibrahim"  with the addition of a simple observation that if we analyzed the CV by practical experience and previous experiences that we can limit the strengths and weaknesses of each individual, and then we can put the right person in the right place

first of all.... U need to make interview with them and study their practical options very well , revise their cv ... skills , education , experience , whats his goal , ur sense when u talk with him ... why did he leave his ex -job ? his references and how long will he afford his responsibility ... how can he deal with future problems? what are his principles in career life? ....

 finally, after all of this make ur decision and put the right one in right job to accomplish tasks goals effectively and efficiently

e.g....

if one of them cant deal with customers in direct way to convince customers such as marketing activities  but he is really good in office works  , so make him do tasks that he is really good in 

other one he can deal with technology , IT , ICDL , SOFTWAR PRO , restore database , entering data in short times and make programs to save files and cds etc .... let him make this 

the last one can deal with customers and introduce excellent service , has experience in this field ... can deal with problems , fluent in required specific language ,,, so get job as translator or customer service position 

It depends on the task at hand.

1. Good interpersonal skills is key for all3 employees

2. Knowledge of the product/service

3. Experience

Hi All,

Thanks for your inputs - Assume that the team is working on an common assignment which has huge tasks or targets to meet. How would you assign these employees their work responsibility?

It depend on the team and the job design structure:

1. If I have a team who prefer to work individually and will have the maxium performance only individually; I will have to distribute the tasks and responsibilities to be individually based; every one will have a task on which he/she will be responsible on its achievement from the begining to the end.
2. If I have a team who prefer to work together and complete the assignment team based; I will assign the task to the entire team and will ask them to appoint team leader among them for this task; who will have to update me on the progress of the task. In this case, you should allocate the necessary autonomy to the team to complete this task.

In all cases; the manager when allocate the task either individually or or team-base; should think about the level of autonomy required to complete the task; the available resources and the accountability. It is all about balancing these spans together.

Dear Amal,

Employees considered Aspects needed to fullfill certain tasks are:

Qualifications 

experience

skills

performance & quality of work.

personality 

appearance

safety 

and other aspects can be added according to the tasks.

and for each task some aspects can't be disregarded.

and you can assign them to thier tasks according to your evaluation to the3 employees in each and every aspect.

and the one who gets the higher score in the essential aspects gets the task.

and you should start with the important and sensetive tasks first and then less important and so on.

so that you make sure to assign the bigger responsibilities to your best employee.

i hope you find my answer usefull

Best Regards,

What I have learned from my past experience and using in my working during allocating task is to know the individual dynamics, each of us has its own positive and improvement area and a manager or supervisor must have the assessing skills to find out the best role for each candidate based on his competency and work demand. Likewise, some individual are good in doing calculation and analysis work, while others are good in people management skills and they could be utilized at that point where we need to meet at larger audience, few are good in designing and streamlining the process and this goes on. So based on individual competencies assign the task and manager must have managing the project or assignment on up side.

Hi, 

I come across these situations I always only look at:

1) What is volume of work they are currently loaded with

2) Who can best understand the end objective of this new assignment

3) Call the team, reallocate work while explaining the new task and who this task has been given and fair reasoning why the chosen one, while ensuring this will not creat conflict among themselves.

And Go!

As it is your own employees, always keep in mind that their level of commitment won't be the same as yours, or knowledge in that case. Make the mission and visions like a company Anthem, create a set of guidelines on how to deal with internal and external customers, make sure that they''ll know you are in a position to track their records anytime.

In my start-up, I was the point-of-contact for customers for any service-related quieries as well as complaints raised, I have been dealing with them since2 years now and now I know what to do if I hand over this role to an employee or what to expect, what not to trust etc. Have the game with you always.

So, I allocate work based on the fact that I know what they do, now, they can't do what they want provided they follow certain guidelines and rules.

1. Skills. Every project or work has different components. Like DB modelling, DBA, Client Side, Server Side, Web sercies  etc. Match the skills where they are good at and have experiance in those skills.

2. Work load. Make sure work is not over-loaded. Some indioviduals are good at heavy work-load and some are good at1 job at a time.

3. Critical work. Critical work should go to experianced performers.

4. Acivity sequence management. Resource should not be sitting idle waiting for outher resource output.

Identify the critical aspects in the work

Examine the possibility of their ability to receive tasks