PTLogistical Services General Management and Operations

Project Summary:
The senior management of PT Logistic Services has at the top of its priorities the
development of young and enterprising leadership throughout the world. As service providers
and as citizens of the world, we deem as incumbent upon us to develop the younger generations
in the Jewish world and enable them to lead us to a world with fundamental values such as social
justice, concern for the Other, progress respect, and renewal. In order to create and be a
significant part of such a society, the senior management is committed to develop and promote
the working abilities of its staff, perform employee evaluations, and build the best working team
according to these evaluations.
By developing its team, PTL is aiming to create an ideal working place, on both the physical
and the material levels, for Jewish entrepreneurs all over the world who diligently work at
developing ideas for leading the Jewish people in Israel and the world.
In order to develop this team, the management will convene meetings where work plans will
be presented by the department heads, opportunities (both internal and external) for the staff to
receive additional training shall be discussed, the current activity according to the budget shall be
presented and much effort (both material and non-material) will be made to make the team and
its work more efficient.
This work shall take place throughout the year, since PTL is committed to repeatedly
examine new ways that team members could use to evaluate their work and environment. It is
clear to all that success in meeting PTL’s goals in terms of staff development will be measured
by the way in which the management performs the role of being a foundation for its employees
and for the entrepreneurs and its ability to provide for their needs so as to enable them to succeed
in leading the Jewish people. Since we are living in a world that is frequently changing, the
organization deems it extremely important to update itself currently on what is going on.
Obviously, every plan is a basis for change and in this case also, changes shall be introduced as
the year progresses, according to reality and the needs of the staff.

Project Goals:
 Strengthen the team and make them feel inspired and proud to belong to this
organization.
 Create, with the help of the team, an organization that will be a model and an
inspiration for other organizations in Israel and the world.
 Enable a supportive work environment that will inspire creativity for organization
workers and members.
 Become more efficient and examine ourselves as much as is needed and possible.
 Create a team that will be satisfied from its workplace and would want to stay in it
for a long period of time.

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  Make the employees feel that they are appreciated and fostered by the
organization.
Objectives:
 Holding quarterly staff meetings where work plans (systemic plans, content plans,
and budget plans) will be presented.
 Various forms of team training (such as: bringing in outside experts, lectures by
team members, recreation day) of various durations (monthly, one-time only).
 Development workshops for the entire team during the year, whose purpose is to
reinforce team spirit and improve work methods.
 Development of the organization's management: holding meetings for all
managers in the organization.
 Employee evaluation (by superiors and by the entire team).
 Personal development for team members: courses relevant to their work, travel to
conferences abroad.
 Finding mentors who can contribute to individuals on the team according to their
specific needs and requirements.
 Making a presentation that will be used as a general model and designed first and
foremost for team members, clarifying the values to which we aspire regarding
the employees and the way they work.
 Preparation of a general and specific orientation program that will be given to
every new employee that enters the organization.
 Preparation of a training program and full role descriptions for every intern that
enters the organization. Every intern, just like any other employee, shall have a
direct manager who will maintain direct communications with him as well as
meetings with the organization associate director who will examine how the new
employee is working together with the team in general.
Assumptions
We rely on several working assumptions for examining our work's efficiency and of the
team with which we are working. Without these working assumptions, it will be difficult to
examine the goals we are trying to meet and measure the success or failure of the courses of
action we chose:
 The PT Logistic Services team is made up of ambitious members.
 The team is interested in improving work methods and developing new ones.
 The employees, as individuals and as a team, are loyal to the organization and
consider its goals extremely important.
 The employees are interested in developing themselves individually so as to
become better workers and better people.
 The organization is committed to developing and promoting the team.
Elements of the project

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In addition to the specific elements mentioned above, there is a general concept of building
team spirit which we support and would like to encourage. Since many researches had proven
that a team that cooperates and enjoys working together is more effective and successful, we too
believe in this method and therefore are committed to various activities, such as a recreation day
for the team, whose aim is to reinforce the social connections between team members.

Element Description Goals Objectives Metrics

Training The role of * Expand the team's 1. Team training sessions 1. Team training: 3 study
training is to knowledge base – finding topics to learn sessions a year.
offer various and bringing an outside
* Provide new tools 2. Team learning: 5 internal
tools that will expert who can enrich
for work study sessions a year.
enable team the team in that area.
members to * Develop new 3. 1-2 workshops a year for
2. Shared team learning
maximize their work methods and developing the collective
session – once a month,
work ability and skills team.
one of the team members
expose them to * Build team spirit 4. Finding mentors
will teach the others a
various skills and according to needs.
* Increase the topic he or she is
work methods.
personal and interested in and would 5. Finding workshops, trips
For this purpose
collective like to share with the rest abroad and relevant
we will hold
confidence of team of the team in order to conferences, to which it is
several training
members in their enrich them. possible to send specific
sessions, some of
which are based work 3. Development team members.
on outside * Expand the workshops for the entire
experts and some knowledge shared team. These workshops
on internal by the team. will be given by outside
forces. experts who will focus
* Make work on different tools that can
methods more make the team work
efficient. more efficiently and
* Maximize each expand individual and
employee's personal collective ways of action.
abilities. 4. Finding mentors who
* Introduce new can coach individuals on
employees and the team according to
interns into the their specific needs and
organization (and requirement.
training them). 5. Preparing a general
orientation plan for new
employees and interns.

Evaluation The role of  Develop each 1. Meetings of all 1. Manager team meetings: 3
: evaluation is to employee's personal managers for discussing times a year
develop personal awareness of their and reporting the other
abilities. 2. Evaluation of the
awareness of team members' progress
employees by their
each employee's  Personally show and to deal with the
superiors: once a year for
professional level each employee dilemmas they face as
what his or her each employee and more
and of the way direct superiors. These
status is. frequently (1 month, 3
they are seen by meetings enable constant
months, half a year for new

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their peers;  Give positive and professional evaluation employees)
suggest ways to relevant criticism. of the employees by their
3.360-degrees evaluation:
improve;  Make an direct superiors. This
once a year for each
acknowledge evaluation at a will encourage
employee.
individual specific point which understanding of the
successes and can be compared to employees’ important 4.Presentation: once a year
strengths. the abilities of the roles and of any (it is possible to use this
employee in the problems specific presentation with members
past and to that of
employees are facing. of the management or with
the other team
members. Promotion or demotion any other authority).
can also be made based 5.Team recreation day: once
 An ability of on these meetings.
hierarchic a year.
perception and Moreover, since
management ability is an 6. regular meetings between
performing work
according to the acquired tool that one appointers and supervisors
appropriate level in can improve over time, once a week or as needed.
the hierarchy. these meetings will 7. Bi-weekly meetings with
enable the superiors' interns and a person from
enrichment and will the management (associate
provide them with director, when not on
management skills maternity leave).
through dialogue with
peers and learning from
each other.
2. In every employee's
first year of work, he will
be evaluated by the first
manager after one month,
three months, half a year
and one year of work.
thereafter, every team
member shall be
evaluated by his direct
superior.
3. Every team member
will be evaluated once a
year by the rest of the
team, by their
supervisees and by those
not under them. This
method, known as the
360 degrees evaluation,
makes it possible for the
employees to see
themselves as they are
seen by their underlings,
their peers and their and
superiors.
4. Making a presentation
to the team members

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 clarifying for them the
values to which we
aspire for our workers
and the way they work.
Note: this presentation is
not a direct evaluation,
but through clear and
simple description,
employees can see how
they participate in the
organization, its values
and goals.

Summary of Work Plan

The goal of the PT Logistic Services senior management is to develop worldwide young and
enterprising leadership and enable it to work in the best possible way by reinforcing a team that
supports these leaders.
The above work proposal describes different means we will use to support, develop, and evaluate
the employee team. These means are used for reinforcing the team so that it will lead to the
supreme goal of developing and nurturing Jewish entrepreneurs all over the world.
Because of the nature of the work, it is clear that some topics will be examined and checked to
see whether they really contribute to the improvement and success of the team or if they
consume a lot of resources without much output. Moreover, employee reactions to the various
meetings and activities and their level of satisfaction from them will be gauged and the meetings
and the nature of activities for 2011-2012 will be decided accordingly.

Resource and Personnel Requirements

All team members take part in the processes mentioned above. The processes will be examined
by all participants and especially by the senior management. The company's associate director,
who also serves as the human resource manager in this context, will see to the execution of the
plan, definition of the schedule and the examination of the various elements.
Between December and March (inclusive), the associate director shall be absent due to maternity
leave. She will have no replacement during that time and for this reasons, the aspects mentioned
above have to be implemented by other role holders in the management.
There is no intention that the abovementioned processes be costly. However, there is need for
full cooperation, willingness, and adherence to the schedule by all team members. Several costs
that are still required in order to perform the work in the best possible way are:
 Staff meetings: no cost.
 Internal team training: up to 100 NIS per each training session.
 External team training: up to 100 NIS per each training session.
 Presentation of the quarterly budget plan as part of the quarterly staff meetings: no
cost.

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  Monthly shared learning by the team: up to 60 NIS per session.
 Team recreation day: 2500 NIS.
 A minimum of 2 development workshops for the entire team during the year: 2000
NIS.
 Quarterly meetings of all managers: no cost.
 Every team member will be evaluated once a year by their direct superior: no cost.
 Every team member will be evaluated by all other team members, be they
supervisees or not: no cost.
 Presentation for the team, clarifying the values to which we aspire regarding the
team and their way of work: no cost.
 Workshops: variable amount.
 Conventions: same as above, depending on the conventions nature and location
(Israel or abroad, free admittance or charged admittance and so on).
Potential problems
The goal of the PT Logistic Services senior management is to make it possible for all the
departments under its responsibility to do their job in the best possible way to serve the clients in
Israel and around the world (including the PresenTense Group). In order to do so the
management is committed to instruct, direct, evaluate, and make resources available to the
employees. Naturally, there might be various problems arising for different reasons. For
example:
 Failing to meet the schedule: the management is committed to trying to stick to a fixed
schedule and narrow the gap if possible.
 Specific activities that do not lead to attaining the goal: the management will examine such
activities and find alternatives for them, if necessary.
 Lack of support – due to the associate director's maternity leave.
 Employee dissatisfaction: the management will examine the source of dissatisfaction and try
to find a solution to it.

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