We can say that today the main asset of any organization lies in people.
Quality, productivity, profitability, customer satisfaction and the image of a company depends largely on training, harmonization, and motivation of its staff. For a company to function properly it requires that the persons comprising know, willing and able to work properly.
Insufficient people management can lead to countless problems that obstruct the performance of an organization:
- Lack of motivation
- Vague responsibilities
- Lack of training/information
- Lack of inner communications
- Deficiency of coordination
- Conflicts of attention
In the present document provides a summary of some of the methodologies Synopsys Business Solutions, SL uses in its consulting services to solve such problems.
Any change initiative must develop the necessary direction and leadership with a commitment to continuity. Initiate change and create expectations that are not met can cause frustrations and worsen the situation. The implementation should be done professionally and after a proper diagnosis to select the right tools for each individual case (single or combination of several of them).
Guidance can be defined as the ability of an individual to develop the potential of a team in case of a common interest.
There are different leadership styles (authoritarian, participatory, consultative). Each style may be suitable to the context and characteristics of employees. The source of leadership may be the personality, the ranked power, the power of knowledge or behavior.
Through education and training, people who have responsibility for others can develop an ideal leadership style. A leader does not command it runs, does not execute, but seeks consensus, not divide but unites.
Mentoring (mentoring) is a process by which a person (mentor) explains, advises, and guides to another (the mentee) in their personal and professional growth. It is the outdated “sponsorship” that currently is used chiefly in high positions in organizations. Even if there are likenesses, mentoring differs from coaching in the mentor must have expertise in the field in which you need to start the mentee, while the coach does not have to have a knowledge in this field.
Nearly benefits of mentoring:
- It is a powerful device that simplifies the holding and broadcast of knowledge in the enterprise
- Rise satisfaction guardian and the ward
- Increase staff retention and commitment of these with the company.
Learning Environment Assessment
Analytic technique permits for an objective assessment of the degree of satisfaction of people in an organization understand their needs and outlooks at work and their awareness of existing problems.
There are circumstances that may hinder the effectiveness and objectivity of an evaluation process work climate, including Labor disputes, job dissatisfaction, Lack of communication
Requisite be taken into account these situations, therefore before beginning, the assessment process may have to be a media campaign upon, to explain what, why and what it intends to carry out this diagnosis.
If there is union representation in the enterprise should plan this process with their association and harmony.
The assessment should be completely anonymous and the results issued at all levels. The assessment should be tracked by an improvement plan aimed at resolving conflicts and problems have been detected.
It should be repetitive once the improvements made in order to validate their effectiveness and strengthen the process of continuous improvement.
4. Know-how Management and Performance Evaluation
This policy permits to merge the interests of the company with the interests of each individual. Although linking the knowledge and skills required by the organization to those who reside in people.
We define competence as the ability or quality which makes a person is able to play a role; management skills involves identifying all you need for people to know, willing and able to provide full value for the benefit of the organization.
Capacities management requires:
- Documentation of the skills needed for attaining the objectives of the organization (strategic, tactical and operational)
- Abilities assessment in the Members of the organization
- Panning to bring existing powers with the necessary
- Set and monitoring goals both individual and collective performance. These goals should be possible to verify the use of these skills.
An encouragement/incentives system is to facilitate the understanding of the interests of each person with the interests of the company.
Encouragements should be established accurately, built on agreed targets and indicators. The incentive system should be crystal clear, and concise. Encouragements must be associated with individual goals, but also with collective goals, so as to encourage teamwork versus individualistic attitudes.
One of the basic requirements for the proper functioning of the incentive system is internal communication:
- On the objectives of the company
- on individual goals
- The degree of fulfillment of the objectives on time, so that deviations can be corrected
Example: In the same company in the private agency that established the system of performance appraisal, incentives based on the degree of fulfillment of the objectives of productivity, quality and ideas contributed by each person and equipment.