ORGANISATIONS SKILLS & TECHNIQUES

Skills & Techniques for the Development of an Organisation

Skills & Techniques for the Development of an Organisation

Introduction

Distribution of resources includes the allocation of scarce organisational resources such as funds, management skills and technological expertise. Adapting to the environment covers all the actions that will improve the organisation's relations with its environment. (P., 2002, pp. 678-768)

Part-I

Organisation's Plans and Goals

Planning one of the functions of management which is the process of defining goals and ways of achieving them is to systematically identify opportunities to act and to predict the consequences of these actions in the given conditions.

Planning can be classified according to several criteria:

The degree of coverage (total and partial)

Content in the aspect of business (strategic - looking for new opportunities and products, tactical - a prerequisite for well-known capabilities and products, operational - implementation of this feature)

On the subject planning (title, medium, building, equipment, materials, finance, information, action)

By area of operation (production, marketing, r & d, finance)

coverage (worldwide, form, feature)

By maturity (short-, medium-, long-term)

The degree of adaptability (rigid and flexible)

Organisations exist to achieve their goals. Degree of realisation of these objectives shows how efficiently the organisation operates, i.e. how to effectively use organisational resources. (P., 2002, pp. 678-768)

Measuring and Maintaining Personal Performance

Evaluating the Performance of Staff

1. Objectives and principles of business staff estimates

Profit performance to evaluate the effectiveness of the organisation as a whole is emerging from the effective use of all organisational resources including each employee. Naturally, the staff members are not going to carry out their professional responsibilities in any organisation or department where they are leaders, outsiders and middle peasants. Such a system improves the efficiency of human resource management organisation through:

1. A positive impact on employee motivation. Contact a beneficial effect on employee motivation allowing them to adjust their behaviour in the workplace and improve performance.

2. Planning of vocational training. Staff evaluation allows identifying gaps in competencies of each employee and providing measures to eliminate them.

3. Planning of professional development and careers. Evaluation of staff reveals their weak and strong professional qualities that can carefully prepare individual development plans and effectively plan a career.

4. Decisions on compensation, promotion and dismissal. Regular and systematic evaluation of staff provides guidance to the organisation for the information necessary to make informed decisions to increase wages (reward the best employees for motivating them and their colleagues), promotion or dismissal.

2. Methods of Assessing the Effectiveness of the Personnel

Assessment methods (in which the staff members evaluate the immediate supervisor) are traditional to most modern companies. They are effective in large hierarchical organisations operating in a relatively stable external environment. At the same time, this method has a number of shortcomings that make them inadequate for today's dynamic companies that operate in the global competition. Traditional methods:

1. Focus on individual employees, commending him outside the institutional context. Employee unit failed the strategically important project can get the highest performance appraisal estimate.

2. Based solely on an assessment of the employee supervisor. In fact, the head is in the "king and god" ...