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| Empowerment – Management
Strategy : |
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| A focus on performance assessment, training and consultation in Quality management, human resource development, organizational design, metric applications, etc. We are introducing innovative concepts to quantify and enhance human development and individual performance in any environment. At the heart of this initiative is the development of practical applications that would allow the analysis and assessment of individual performance aligned with organizational goals and objectives, regardless of the environment or factors of influence. We are introducing a seven step process to develop an organizational management structure that focuses on individual performance and support of organizational goals and objectives. |
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| The First Step is to identify specific operational and outcome related goals and objectives. Measures of management competence are determined by the organization’s ability to succeed (Capability) as well as its success overtime (Performance / Compliance). Objectives must be created that test the limits of convention, facilitating change and motivation of the workforce. |
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| The Second Step involves translating organizational requirements into effective operational processes. Key and Sub Processes define how goals will be achieved, including a description of procedures, appropriate skills and technology and other resources required to meet goals. Operational processes should be streamline and encourage involvement from all levels. |
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The Third Step, the development of Performance Standards are the result of how an organization translates operational routines, customer requirements, strategic, improvement and performance planning into specific human resource plans in the following areas:
- work design to improve organizational flexibility
- member development, education and training
- analysis of member related and unit performance data
- determination of specific education and training needs
- consideration of member well-being factors, e.g. safety, ergonomics, work environment, Quality of Life, etc.
- responsibilities determined by individual performance capabilities
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The Fourth Step involves the measurement of operational competence. Performance Metrics is the management of information and data needed to drive operational performance. A metric is a measurement taken over time that communicates vital information about a process or activity. Metrics are measurements and can be used to estimate project status, measure progress / performance and quantify results.
Leadership should address the management of information and data needed to drive improvement of individual as well as operational performance. This is done by the analysis of the various types of data and its relationship to key performance drivers. |
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The Fifth Step involves Feedback and Needs Analysis. Robust communication processes should be deeply entrenched into the daily operations of the organization. It is essential management understands that organizational growth and development, continuous improvement and its ability to meet customer needs are directly tied to individual performance. Opportunities for feedback should be made available in support of operational processes, safety, morale and welfare and ergonomics, etc. to improve efficiency.
Needs Analysis initiatives are based primarily upon the identification of Limiting Factors that impedes performance. Management also needs to properly align operational strategies / processes to allow analysis of proposed outcome results. Management should also develop strategies for compensation of shortfalls. This involves a comprehensive Systems and Impact analysis capability. |
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The Sixth Step is the demonstration of an organization’s ability to recognize (analysis) and reward (recognition) individual performance. It should be a systematic appraisal process using objective measurement indicators with specific, quantifiable parameters based upon outcome requirements and operational performance indicators. This is an essential component in the development of an effective Empowerment Strategy. A well conceived evaluation system will be capable of measuring organizational as well as individual performance.
The purpose of this model is to minimize subjectivity in the evaluation process by standardizing the performance assessment model through sequential and programmed developmental steps. This will allow the development of an objective evaluation criteria and a clear understanding of the competencies sought. This analysis process is also the key to organizational self-assessment. This is achieved by developing the Audit Trails needed to provide management a self analysis and review capability.
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The Seventh Step defines Empowerment as affording subordinates the tools, resources and authority to fulfill job requirements. Discuss what is required, identify management expectations and provide guidance when needed. Ensure an operational framework is established by identifying resources, timetables, etc.
The evaluation system implemented directly determines the level of empowerment the organization is capable of establishing. The evaluation system itself supports as well as defines the actions of employees by first defining the responsibilities of management, making management accountable for the environment under well defined parameters. Within these parameters, the workforce can effectively operate, secure in their belief that boundaries and procedures are mutually understood. Such efforts support:
- Team Approach
- Cross Functional Collaboration
Constant change / continuous improvement at the operational level |
