Dear HR friends,
I am posting an article of mine which I think can help you in improving and analyzing the health of an organization. Some of the indicators/measures for evaluating/improving organizational health are:
Induction program: Lots of people think that induction program has nothing to do with the performance of employees and company. But I think “INDUCTION PROGRAMME DOES AFFECT THE PERFORMANCE OF EMPLOYEES AND COMPANY. When a new employee joins the company he feels scared and limited but a good and well designed induction program helps him to get normalize/comfortable faster and when the employee feels normal/comfortable he starts giving his best performance. He starts considering himself an integral part of organization. So, if you want your employees to be productive at an early stage then you need to have a good induction program and employees need to go through it at the time of joining or rejoining.
Induction program is a kind of advertisement too. When an employees joins a new company he is asked by his family, friends and colleagues of earlier office that how was the beginning of new office and how is the company etc., and the employee narrates them how he was welcomed and how good he felt, in such a way he becomes an ambassador of the company. This may be seen as an advertisement of the strong culture/practice of the company by that new employee.
Performance Appraisal: Time has gone when the boss alone used to appraise the performance of his subordinates. If you still adopt this practice in the current era then it is almost certain that sooner or later you will be defeated by modern companies even if they lack resources in your comparison. I said this because I think it blocks the creativity of others especially junior staff and management. For examples such practice still prevails in many of the Govt. banks/offices that have been left behind in competition by the private banks/companies. Definitely these private banks/companies don’t enjoy as much resources and powers as our Govt. banks/companies do. It’s the time to have 360 degree appraisal. 360 degree appraisal helps in ending “BOSS RAJ”, a root cause of bureaucracy, dissatisfaction and attrition which may make organization rusty.
Information flow: Smooth information flow is important for every organization. If an organization has smooth information flow all the misunderstandings between departments and personnel can be resolved easily but in lack of it the journey of groth may be hampered.
Attrition rate: It must be calculated monthly/quarterly and HR department should take some solid steps to stop increasing attrition rate. HR department should try to increase the retention rate.
Training need analysis: It is the core responsibility of HR department to analyze the training needs and train the employees especially to subordinates and junior management. In the era of cost cutting company should focus more on in-house training rather than hiring an outsider trainer.
Organizational culture: Now when I have started talking about the culture let me explain what exactly the culture is. Culture is the “Total values and beliefs hold by the employees of an organization. It means the personality of an organization. It comprised of assumptions, values and norms of an organization. The more the employees have faith in company and its policies the stronger the culture would be. This can be made stronger by the adopting the measures suggested above.
Employees’ Satisfaction Survey for knowing organizational health: Employees’ Satisfaction survey is must for any organization to see the satisfaction level of employees. Employees have always been the biggest and most precious asset of any company. Until employees are satisfied with the company, its policies and culture, we can’t think about growth and development in long term. EVERY EMPLOYEE OF AN ORGANIZATION MUST BE AN ENGAGED EMPLOYEE RATHER THAN JUST BEING AN EMPLOYEE (engaged employee is one who sees his success with the success of company not in isolation).
I request all the members to give their own views and feedback on this article.
Regards,
Dev
From India, Delhi
I am posting an article of mine which I think can help you in improving and analyzing the health of an organization. Some of the indicators/measures for evaluating/improving organizational health are:
Induction program: Lots of people think that induction program has nothing to do with the performance of employees and company. But I think “INDUCTION PROGRAMME DOES AFFECT THE PERFORMANCE OF EMPLOYEES AND COMPANY. When a new employee joins the company he feels scared and limited but a good and well designed induction program helps him to get normalize/comfortable faster and when the employee feels normal/comfortable he starts giving his best performance. He starts considering himself an integral part of organization. So, if you want your employees to be productive at an early stage then you need to have a good induction program and employees need to go through it at the time of joining or rejoining.
Induction program is a kind of advertisement too. When an employees joins a new company he is asked by his family, friends and colleagues of earlier office that how was the beginning of new office and how is the company etc., and the employee narrates them how he was welcomed and how good he felt, in such a way he becomes an ambassador of the company. This may be seen as an advertisement of the strong culture/practice of the company by that new employee.
Performance Appraisal: Time has gone when the boss alone used to appraise the performance of his subordinates. If you still adopt this practice in the current era then it is almost certain that sooner or later you will be defeated by modern companies even if they lack resources in your comparison. I said this because I think it blocks the creativity of others especially junior staff and management. For examples such practice still prevails in many of the Govt. banks/offices that have been left behind in competition by the private banks/companies. Definitely these private banks/companies don’t enjoy as much resources and powers as our Govt. banks/companies do. It’s the time to have 360 degree appraisal. 360 degree appraisal helps in ending “BOSS RAJ”, a root cause of bureaucracy, dissatisfaction and attrition which may make organization rusty.
Information flow: Smooth information flow is important for every organization. If an organization has smooth information flow all the misunderstandings between departments and personnel can be resolved easily but in lack of it the journey of groth may be hampered.
Attrition rate: It must be calculated monthly/quarterly and HR department should take some solid steps to stop increasing attrition rate. HR department should try to increase the retention rate.
Training need analysis: It is the core responsibility of HR department to analyze the training needs and train the employees especially to subordinates and junior management. In the era of cost cutting company should focus more on in-house training rather than hiring an outsider trainer.
Organizational culture: Now when I have started talking about the culture let me explain what exactly the culture is. Culture is the “Total values and beliefs hold by the employees of an organization. It means the personality of an organization. It comprised of assumptions, values and norms of an organization. The more the employees have faith in company and its policies the stronger the culture would be. This can be made stronger by the adopting the measures suggested above.
Employees’ Satisfaction Survey for knowing organizational health: Employees’ Satisfaction survey is must for any organization to see the satisfaction level of employees. Employees have always been the biggest and most precious asset of any company. Until employees are satisfied with the company, its policies and culture, we can’t think about growth and development in long term. EVERY EMPLOYEE OF AN ORGANIZATION MUST BE AN ENGAGED EMPLOYEE RATHER THAN JUST BEING AN EMPLOYEE (engaged employee is one who sees his success with the success of company not in isolation).
I request all the members to give their own views and feedback on this article.
Regards,
Dev
From India, Delhi
Hi dev, Can you plz share more regarding "how to increase Retention rate in Organisation "especially those organisation which are low pay master Regards Shalini
From India, New Delhi
From India, New Delhi
heartiest thanks to all of you for giving feedback.
Well Shalini
If you are not paying higher salary then you can offer them attractive designations so that your employees can feel respected atleast in terms of designation. You can also consider to offer your employees flexi timings. Also try to create a friendly culture in your organization so that the employees feel like at home in office.
This will certainly help you in retaining your employees.
Regards,
Dev
From India, Delhi
Well Shalini
If you are not paying higher salary then you can offer them attractive designations so that your employees can feel respected atleast in terms of designation. You can also consider to offer your employees flexi timings. Also try to create a friendly culture in your organization so that the employees feel like at home in office.
This will certainly help you in retaining your employees.
Regards,
Dev
From India, Delhi
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Perf.mgt.articl e.doc
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