Maintain Business Resources

Support Material

Procedures Manual
The Swaggies Policy & Procedures Manual covers the important function and processes in the businesses. It is a central source of information about most aspects of the business. It should be up-to-date and accessible to all members of staff. The manual sets a standard of performance for its staff.

Goals/Objectives/Plans
It is important for all businesses to have a business plan that sets out the mission statement, goals, objectives & strategies of a business. These should be communicated to staff so that they are all working towards a common goal. It also sets a standard of performance that is expected by the business. This is reflected in the Policy & Procedures Manual.

Legal & Organisational Policy
Swaggies must operate within the law in all its dealings, either internally (eg staff) and externally (eg customers, suppliers). It also has an organisational structure- illustrated on page 4 of the manual. This is a chain of command and shows the areas of responsibility of a range of staff.

Business & Performance Plans
The business plan has already been discussed. Performance plans set targets for teams, staff or departments. They are more specific than a business plan. Each plan has objectives (or targets) that it aims to achieve. It could even be a performance appraisal for a staff member.

Security & Confidentiality
This applies to all areas of work in an office. In some offices, staff is required to sign a confidentiality document. This is where staff cannot pass on commercially sensitive information about the business. Other information should also be kept confidential. For example: personal information about staff & other clients.

Management & Accountability Channels

An organisational chart of a business will show the line of authority (sometimes called a chain of command) from :

click to open image

Access & Equity Principles & Practice

All staff should be treated fairly, legally and within legal guidelines. No person (whether client or staff member) should be discriminated against

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Procedures Manual		The Swaggies Policy & Procedures Manual covers the important function and processes in the businesses. It is a central source of information about most aspects of the business. It should be up-to-date and accessible to all members of staff. The manual sets a standard of performance for its staff.
Goals/Objectives/Plans		It is important for all businesses to have a business plan that sets out the mission statement, goals, objectives & strategies of a business. These should be communicated to staff so that they are all working towards a common goal. It also sets a standard of performance that is expected by the business. This is reflected in the Policy & Procedures Manual.
Legal & Organisational Policy		Swaggies must operate within the law in all its dealings, either internally (eg staff) and externally (eg customers, suppliers). It also has an organisational structure- illustrated on page 4 of the manual. This is a chain of command and shows the areas of responsibility of a range of staff.
Business & Performance Plans		The business plan has already been discussed. Performance plans set targets for teams, staff or departments. They are more specific than a business plan. Each plan has objectives (or targets) that it aims to achieve. It could even be a performance appraisal for a staff member.
Security & Confidentiality		This applies to all areas of work in an office. In some offices, staff is required to sign a confidentiality document. This is where staff cannot pass on commercially sensitive information about the business. Other information should also be kept confidential. For example: personal information about staff & other clients.
Management & Accountability Channels		An organisational chart of a business will show the line of authority (sometimes called a chain of command) from : click to open image
Access & Equity Principles & Practice		All staff should be treated fairly, legally and within legal guidelines. No person (whether client or staff member) should be discriminated against