Use them to provoke thought and to stimulate discussion. Consult with others in your organization. They will help you to identify the critical human resource issues facing your organization.
The aim is to begin to explore how a considered and planned approach to people management can improve business performance, to the benefit of all.
Use this checklist. It will, via your team members responses identify critical issues they perceive as important. These issues may be at odds with your own perceptions and analysis and therefore any such discrepancy will need to be addressed.
Warning Indicators
Your organization is more
than likely in trouble if any of the following holds true:- chronic industrial relations problems
- no means of resolving employee grievances
- increasing / erratic employee turnover
- increasing number of customer complaints
- no pride in the organization
- inter-group conflicts
- no career paths for ambitious talented employees
- dissatisfaction with pay and conditions
- unclear job roles
- no clear performance measures
- quality is unimportant
- bad product service / delivery records
- poor recruitment standards / practices
- no management development programs
- no induction training for new employees
- critical skill shortages
- inter-departmental conflict
- you do not know if any of the above are applicable
- you ignore any of the above
Culture, organization,
people, systems (COPS), checklist
Culture
- Do your staff identify with the organization and
'the success of the organization' as being of direct benefit to
themselves?
- Do your members of staff see themselves as having
common interests with their work colleagues and group? Is there a strong
team spirit?
- Is work allocated on the basis of individual
expertise rather than position in the organization?
- Are there sufficient skills / power bases in the
organization?
- Are there appropriate leadership skills within the
organization?
- Are your staff members encouraged to say what they
think about the organization?
- Does your organization encourage innovation and
creativity amongst staff?
- Do your staff members feel a sense of personal
responsibility for their work?
- Is quality emphasized in all aspects of the
organization?
Organization
- Does the structure of your organization encourage
effective performance?
- Is the organization structure flexible in the face
of changing demands?
- Is the structure too complex? If so in what areas?
- Do your staff members have clear roles and
responsibilities?
- Does your organization structure tend to push
problems up rather than resolve them at the point where they occur?
- Do your procedures and management practices
facilitate the accomplishment of tasks?
- Do you constantly seek to challenge your
organization structure?
People
- Do your staff members have the necessary skills and
knowledge to perform their jobs in the most effective manner?
- Do your staff members understand their jobs and how
they contribute to overall business performance i.e. have clear goals and
objectives?
- Do your members of staff have a customer service
orientation?
- Are people with potential spotted and developed for
the future?
- Are your members of staff encouraged to perform
well through the giving of recognition, feedback, etc.?
- Do your people know what their expected performance
standards are?
Systems
- Do your organization's systems (e.g. employee
selection and recruitment, promotion, planning, management, information
and control) encourage effective performance among your staff?
- Are these systems consistent across the
organization?
- Are there clear rewards for effective performance
within your work group?
- Does the organization review its systems frequently
and ensure they mutually support each other?
- What are the three critical people issues facing
your business?
- What plans /actions can you take to address these
issues?
No comments:
Post a Comment