Taking into consideration the wide skill differentials among the people working in the health institutions, how will you apply OB concepts to bring about proper management and organization in these institutions? Explain with relevant examples.
From India, Pune
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From India, Pune
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Skill and competency mapping is one of the most intensive OB initiatives. What are the reasons that led your firm to work on this? My experience isn't in the health sector, hence you might have found the alignment. Here's how we worked through the skill differentials in a Publishing Firm;
The core reason was to understand where the teams stood, as there were too many outages in production due to high attrition. There were 2-3 members in each team who worked for more than 2 years. The rest of the members had been serving for the last 6 months.
We listed all the skills required to deliver the jobs as of today. Five levels were identified in terms of complexity to learn and deliver. Thereafter, we graded each team member on these skills.
The employees working for the last 2 years were trained and could deliver all of them. We then sorted the skills that were easiest to train and had the least impact from human errors.
An on-the-job training plan was chalked out, where talent with higher skill levels would train the preceding one. The talent with the highest learning curve were the first ones to learn them. Once they cleared the QC/QA tests, they started delivering.
Trust this helps. Looking forward to hearing from you.
From India, Mumbai
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1872The core reason was to understand where the teams stood, as there were too many outages in production due to high attrition. There were 2-3 members in each team who worked for more than 2 years. The rest of the members had been serving for the last 6 months.
We listed all the skills required to deliver the jobs as of today. Five levels were identified in terms of complexity to learn and deliver. Thereafter, we graded each team member on these skills.
The employees working for the last 2 years were trained and could deliver all of them. We then sorted the skills that were easiest to train and had the least impact from human errors.
An on-the-job training plan was chalked out, where talent with higher skill levels would train the preceding one. The talent with the highest learning curve were the first ones to learn them. Once they cleared the QC/QA tests, they started delivering.
Trust this helps. Looking forward to hearing from you.
From India, Mumbai
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