Hi, I have been approached by an associate who happens to be the Project lead for an NGO firm in the North East. He defines his problem as not being able to assess his team properly due to the work pressure. The scenario is highlighted by him.
1. He runs a team of 60 people, out of which about 40 of them are mere 10+2 pass outs. The other 20 are all graduates and masters.
2. Work: helping and aiding societies and villages esp targeting the women on how they make their life better by setting up small cottage industries, the products and initial funding of which is given by the NGO as well as the branding of the items.
3. Target People: Village women and housewives
4. Problem: The project covers a large region hence making it necessary to continuously travel.
a)The target people and the local authorities working often complain of communication problems, eg even if letters and notices are sent and delivered to the local heads they would on their part miscommunicate the same to the locals
b) employees and field agents are disgruntled with the workload as well as the pay structure which is not standardized and hikes and promotions are given on merit and work rather than seniority.
5. Agenda: how to assess and streamline the employees and to be able to place people on the right job at the right time.
I would appreciate any suggestions and help on the same.
From India, Bangalore
1. He runs a team of 60 people, out of which about 40 of them are mere 10+2 pass outs. The other 20 are all graduates and masters.
2. Work: helping and aiding societies and villages esp targeting the women on how they make their life better by setting up small cottage industries, the products and initial funding of which is given by the NGO as well as the branding of the items.
3. Target People: Village women and housewives
4. Problem: The project covers a large region hence making it necessary to continuously travel.
a)The target people and the local authorities working often complain of communication problems, eg even if letters and notices are sent and delivered to the local heads they would on their part miscommunicate the same to the locals
b) employees and field agents are disgruntled with the workload as well as the pay structure which is not standardized and hikes and promotions are given on merit and work rather than seniority.
5. Agenda: how to assess and streamline the employees and to be able to place people on the right job at the right time.
I would appreciate any suggestions and help on the same.
From India, Bangalore
hi dear..
this is jyotipunj. we have a very good assessment portal for all segment but presently we r focusing on student.& employee only.
for futher information u visit to our site www.dheya.com
Rg
From India, Pune
this is jyotipunj. we have a very good assessment portal for all segment but presently we r focusing on student.& employee only.
for futher information u visit to our site www.dheya.com
Rg
From India, Pune
Hello Dianghun,
I think an organisation, who have employee strength of 60...it should have a hierarchy of employees as per their qualification and experience. A good hierarchy in organisation allowa smooth work flow and each employee know to whom they are answerable and one (reporting boss) can check the performance of employee.
I hope i would be helpful to some extent.
Thanks,
Jyotsana
I think an organisation, who have employee strength of 60...it should have a hierarchy of employees as per their qualification and experience. A good hierarchy in organisation allowa smooth work flow and each employee know to whom they are answerable and one (reporting boss) can check the performance of employee.
I hope i would be helpful to some extent.
Thanks,
Jyotsana
Hi Jyotsana,
I understand what you're saying but this is one team in the NGO we are talking about. There definitely is a distinction in roles among the employees .however the fact of the matter is at a daily basis we have some of employees coming in to office at 10 am and leaving at 3 pm , while some and the head who too is always on a tour out of office on genuine work for about 14-16 hrs a day .
The project head is justified on his side to aptly reward only the deserving few however the kind of hikes that can be given to the field agents is very nominal .
The only way we can curb this is to streamline their roles and monitor them accordingly .However if a personality assessment or profiling can be done maybe it would help out the employees in appreciating their role .
From India, Bangalore
I understand what you're saying but this is one team in the NGO we are talking about. There definitely is a distinction in roles among the employees .however the fact of the matter is at a daily basis we have some of employees coming in to office at 10 am and leaving at 3 pm , while some and the head who too is always on a tour out of office on genuine work for about 14-16 hrs a day .
The project head is justified on his side to aptly reward only the deserving few however the kind of hikes that can be given to the field agents is very nominal .
The only way we can curb this is to streamline their roles and monitor them accordingly .However if a personality assessment or profiling can be done maybe it would help out the employees in appreciating their role .
From India, Bangalore
Dear,
As per me there is no such issue of qualification constrain. For any organisation to work effectively one should understand the purpose or the common goal and then there has to be a well defined role for each individual.
(depending there capabilities / education is one factor that says the person has gone through the process where he/she is supposed to be educated enough to tackle with different issues but education is not the surety so after a particular point it is always ther ability to understand the task and there capability to accomplish the same.)
From India, Delhi
As per me there is no such issue of qualification constrain. For any organisation to work effectively one should understand the purpose or the common goal and then there has to be a well defined role for each individual.
(depending there capabilities / education is one factor that says the person has gone through the process where he/she is supposed to be educated enough to tackle with different issues but education is not the surety so after a particular point it is always ther ability to understand the task and there capability to accomplish the same.)
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
ASSESSMENT SERVICES.pdf
Communication Skills Self assessment.doc
Interview assessment forms.zip