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 organistaion in these institutions. Explain with relevant examples
From India, Pune
From India, Pune
Skill and competency mapping is one of the most intensive OB initiave. What are the reasons that led your firm to work on this? My experience isn't into the health sector, hence you might have find 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 time who worked for more than 2 years. Rest of the members were serving since last 6 months.
We listed all the skills required to deliver the jobs , as on date.
There were five levels 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
Thereafter, we sorted the skills that were easiest to train and had the least impact from the 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 hear from you.
From India, Mumbai
1858The 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 time who worked for more than 2 years. Rest of the members were serving since last 6 months.
We listed all the skills required to deliver the jobs , as on date.
There were five levels 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
Thereafter, we sorted the skills that were easiest to train and had the least impact from the 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 hear from you.
From India, Mumbai
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.
Soft Skill Refresher and customer orientation.zip
Skill Matrix.xls
Soft Skill Training e-Brochure.doc