Conducting Performance Reviews - A Great Way to Lead the Business in Right Direction

Employees perform a very important role in the business organisation. Human Resources are considered to be an asset for the business. Without them an organisation cannot survive. It is therefore very important that they perform their duties in the correct manner. Employees can perform only when they are motivated and taught the correct standards of performance. One essential element in the process of motivating and teaching employees is conducting performance reviews. This process plays a very vital role in the field of human resource management of an organisation. It is only through the reviews that employees can know where they excel and where they fall back.

Conduction performance reviews enhances the coaching and mentoring opportunities for the supervisors and managers of the organisation. It reinforces that pay and performance are tied together. It improves performance by motivating the employees. These reviews define a clear basis for promotion, increments, disciplinary action and other related issues. Conducting performance reviews helps the organisation in identifying the training and development needs of the employees so that the productivity is enhanced. The reviews are a great way to bring in consistency to the organisation in terms of job performance of the employees. The reviews help in striking a balance between the goals and objectives of the employees with that of the organisation.

Another important aspect of human resource management of an organisation is performance appraisal. It is also an important element to consider while motivating the employees to perform better. Performance appraisal helps in revealing to the employees their areas of excellence and drawbacks. This would help them in improving their performance and nurturing their skills. If employees are praised for their performance, it creates a positive psychological impact on them and they are motivated to perform better. The organisation can also take corrective actions.

It is therefore very essential for business organisations to have a well defined performance review system so that the quality of work is improved and the organisation attains profitability and growth. Through these reviews, employees will get a sense of belongingness to the business and they would strive hard to improve its operations.

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Posted in: Conduct performance appraisal reviews

Organisational Culture Change is a must for Organisational Development

Workplace culture is the manner in which the organisation carries out things. It is something that is shared with the whole of the organisation or among some specific groups. The way in which people behave in an organisational structure is largely dependent on the workplace culture. The whole concept of organisational culture is very important to the organisation because it directly has an impact on the success and the overall organisational development.

Culture is something intangible being made up of various beliefs, values and norms practised on the day to day working of the organisation. This is something which is not easy to measure.

The Culture change with time because of group interactions, leaders, organisational development, and interaction rules. The culture of the organisation changes with the shifting of the employees in the organisation.

It is generally seen that businesses carry out organisational change for improving the effectiveness and productivity of the organisation. Usually these changes fail to achieve the purpose for which these are made. The very simple reason of this failure is the non-acceptance by the culture in the organisation. For this reason the task of organisational culture change has to be carried out.

For any effective implementation of change program in the organisation, an effective plan for suitably changing the culture of the organisation is important. If the culture is adaptive and recognises the change, the implementation of change is easy, otherwise difficult and unsuccessful. For leading a successful culture change in an organisation, the following guidelines can be followed-

1. Study the culture- The current prevailing culture in the organisation has to be studied.

2. Need for change in culture for organisational development - what modifications have to be made for altering the culture.

3. Leadership strategy- the leaders play a very important role in changing the organisation’s culture for the overall development of the organisation. A strategy has to be formulated to change the leadership culture so as to change the structure of the organisation.

4. Proper communication of the change and its impacts and benefits should be discussed.

5. Proper implementation of various decisions made collectively.

Adopting culture change can help your organisation to grow leaps and bounds. So make sure that you work closely with business psychologists who can develop modules to deal with organisational culture change.

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Posted in: needs of organisational culture change

Psychometric Assessments are important in the Selection Process

Many large and medium business houses are using psychometric assessments in the recruitment process. These are basically psychological assessments performed by specialist psychologists who hold great knowledge and expertise in this area. These are extensively used in IT companies, financial institutions, management consultants, armed forces, local authorities and so on.

Psychometric testing is a very effective measure of screening out job applicants in a far more objective manner than what could have been done solely by the traditional selection method. The traditional method of selection was solely based on the interviews, qualification and work experience possessed by the job applicant. This testing is not just useful for recruiting new employees but also for deciding the employees for promotions and transfers.

There are mainly two types of psychometric assessments- aptitude tests and personality tests. The personality test is a test to measure the personal qualities and abilities of the person while the aptitude tests aim at checking the mental abilities and reasoning.

The personality tests are aimed to get information on the personal style and self-view of the candidate. The job performance of a candidate will be greatly dependent on the personality   of the person. The simplest of this test involves a questionnaire with multiple choices. These tests do not have any particular correct answer set but are basically aimed to check the integrity and honesty of the person towards himself and others.

Aptitude tests are very common to check the potentials of the job applicants in various fields. The various different forms of aptitude tests are-

•  Verbal and written-In this the communication skills (both written and oral) of the candidate are tested. Communication is a very important aspect of working effectively and efficiently in an organisation.

•  Numeric tests- Here the ability of the person with logics related to numbers and the ability to play with numbers is tested.

•  Abstract reasoning- The creative thinking and the ability to think logically is tested here.

•  Spatial and diagrammatic tests- Here the person’s ability to understand and solve diagrammatic problems is checked.

•  Other tests based on the type of job.

Thus, it is important to develop a professional psychometric test that can simplify your selection process.

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Posted in: psychometric assessments for recruitment process

Benefits of Executive Assessment and Executive Coaching

Businesses are faced with new challenges each passing day. The uncertainties posed by the crisis ridden economic system have raised the challenges in exponential terms. Maintaining the growth rates is really hard, the business world has become increasingly dynamic and there is an ever changing pattern of leadership strategies and methods. In such a scenario, where the businesses are striving hard to survive the competition and outdoing their competitors, it has become imperative to optimise the leadership with the base of the organisational pyramid.

It is evident from the description of the situation above that the major burden stays on the shoulders of the people at the peak of the organisational pyramid. This increased burden and stress at the workplace has to be sorted out to better the performance of the executive which creates the need of executive assessment.

The main benefits of executive assessment can be listed as below:

1.      The executives at the company are in a need of constant growth to match the needs of time. The coaching executive program following by the assessment helps in understanding the social changes to manage the organisation better. It also helps in pointing out the fine details from the happenings in the economic world that ensures steady growth of the individual and the organisation.

2.      It helps the executives hone their skills and learn new things to take the challenges head on.

3.      An executive coach Sydney would help the executive to take up new challenges if she or he feels that the organisation has no scope of helping the career graph. This is beneficial for both the executive and the organisation.

4.      Executive coaching Melbourne would help the executive understand the employees better and optimise the strengths and weaknesses accordingly to maximise efficiency of the organisation as a whole.

Executive Coaching involves a number of steps but the core of the process is the bond between the executive and the coach. It helps in understanding the problems better. The coach has to act as a friend, philosopher and guide and thus it is important that she or he is made a part of every problem the executive faces. There can be a number of personality traits that hinder the professional growth of an individual and coaching executives are meant to optimise them for the benefit of one and all.

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Posted in: executive coaching and assessments in sydney and melbourne

Why is Developing Teams Important for Organisations?

A good team is the one which is comprised of competent members who respect each other in the group while working together to achieve the group goals. The members of the group will be highly motivated to combine their strengths and motivation to achieve the common objective of the team.

Developing teams are very important because it will enhance the abilities of the team. This can be done by improving the abilities, skills and knowledge of the team members. The members of the team have to be taught about the merits of team building and the manner in which they can work better with the team. The following are some of the team building aspects covered in a team development programme-

 

•  The leader and its importance in a team are tremendous. Developing leadership skills amongst the members of the team is a very crucial part of team building workshops.

•  Cross training is very helpful in improving the strength of the team.

•  Listening and communicating skills- Not all team members are able to speak out their opinions and thinking in a team because of poor communication skills. Those with better skills take the whole team under their control. This is not healthy for a team. Moreover the team members have to be active listeners. For any brainstorming and discussion session good listening is important for further talks and decisions.

•  Proper management of the resources of the team- Making the most out of the resources of the team is the duty of every team member in the course of achieving the goals of the business.

•  Errors and failures are part of trying- Trying should not be stopped for the reason of failures and mistakes.

•  The weak parts of the team should be converted to strengths. The team should work on its weak areas like new members to grow. This is a very crucial aspect in developing teams.

•  Fears should be overcome and respect for the team should be inculcated.

The above things are very helpful in developing teams in an organisation. Team building workshops by professionals are very helpful.

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Posted in: developing teams,team building,team building workshops,team development

Recruit Your Employees with the Help of Psychometric Assessments

Business owners are always looking for the effective strategies to recruit right employees for the right job. To make it happen, you need to learn the basics of testing a person’s various skills and intelligences. There are a large number of methods available to test the intelligence of a person but the most effective among them is psychometric assessments. Literally, this term may be defined as the ‘science of psychological measurement’.

Psychometrics is basically a science that makes use of assessment tools like questionnaires and tests for measuring the abilities, knowledge, personality traits and attitude of the candidates. There are various skills and abilities that are measured through this process such as emotional intelligence, verbal reasoning, numerical reasoning, general mental ability, abstract reasoning and integrity. Undoubtedly, the first and foremost aim of every organisation is to recruit right candidate for the right job and these kind of assessments make it really helpful for you to hire the most deserving one.

To make the psychometric assessments effective, you must adopt a tailored system of remarkable assessment tools. You must go with innovative and valid solutions for personal specifications, personality profiling, recruitment assessments, management training, interviewing techniques, team building emotional intelligence assessments and abilities and skills testing. With the help of such effective tools, you can easily identify the skills and knowledge required for the particular job. You have to accept the fact that recruiting the right employee seems to be a tough deal because you cannot judge a person technically just like that rather it calls for effective tools and techniques for the same.

There is no denying to the fact that professionals can accomplish a task better than a layman so you must let the recruitment process handled under expert supervision. To knock at the door of experienced professional, you can simply avail the benefits of online facility after visiting relevant websites and retrieve relevant information thereon.

At last, a conclusion can be drawn on the basis of above details that making use of effective tools for psychological measurements will let you recruit right employee for the right job. 

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Posted in: psychological assessments,psychometric assessments,psychometric testing

A Brief Introduction to Organisational Development Process

Any organisational development process starts with the identification of issues that can be solved within the organisation. This process progresses through various different stages as well as determines satisfactory progress made for additional involvement. In short, the procedure is cyclic and ends only when desired outcomes are obtained. It can also be a series of trial and error as well as a discovery of the best possible practices that can be implemented in the organisation.

Several different stages or phases of the organisational development process are problem identification, situational assessment, action planning/ planning of the intervention, implement plan/ implementing the intervention, gather data/ collect data to evaluate the intervention, determining the results and feedback.

Simply put, organisational development recognises and tests the real impact of problems on the growth of organisation and changes the system if required. It actually starts with the leadership as a vision to progress and enhance the organisational activities. It is not always advisable to execute development process when the organisation is in trouble, we can also execute a process to better the performance of the company. First and foremost decide which parts of the organisation require to be changed. Once choice is made, do work on reviewing the condition to understand the problem better. Reviews are of different types such as directorial review, citation review, focus review and surveying. In normal cases, assessments will be performed by the experts or members of the organisation.

Once assessment is understood, the very next step is to plan for involvement or intervention. Intervention can include improvement, teaching and team interventions through training and brainstorming sessions. Concentrated group discussions could also be implemented for this purpose as well. For your knowledge, team intervention in turn includes structural and individual interventions.

Another step in the organisational development process is to implement the planned interventions. In this phase, information is gathered and goals are created. The data collected is basically used to verify the efficiency of the involvement. Now, report back the data to the organisation's decision makers. If the desired objectives are met the organisational development process will continue but will take on a different focus until such time that the objective of the organisation is met.

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Posted in: Organisational Culture Change,Organisational Development