Dear Professionals,
I hope you are all doing well. I am in need of developing a skill basket for our existing staff. My organization is a service provider, and my boss's desire is to measure the skills of every job through separate feedback forms based on the specific questions related to individual roles. We have nearly 150 employees working across various departments such as HR, IT, Finance, Education, etc. Each department comprises different positions including GM, Manager, Executive, and Officer.
Is there anyone who can provide guidance on designing this survey?
Thank you.
From Pakistan, Islamabad
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I hope you are all doing well. I am in need of developing a skill basket for our existing staff. My organization is a service provider, and my boss's desire is to measure the skills of every job through separate feedback forms based on the specific questions related to individual roles. We have nearly 150 employees working across various departments such as HR, IT, Finance, Education, etc. Each department comprises different positions including GM, Manager, Executive, and Officer.
Is there anyone who can provide guidance on designing this survey?
Thank you.
From Pakistan, Islamabad
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Measuring Departmental Effectiveness Over Skills
Rather than measuring the level of skills, I recommend measuring the effectiveness of each department. To measure the effectiveness of each department, you need to identify the performance measures for each department.
Merely having skills is not sufficient. What if those skills do not translate into productivity? Secondly, how will you handle a situation where employees have sufficient skills; however, it does not improve organizational performance?
Take the case of employees at Yahoo or Dell. For both of these companies, employees have a high level of IQ and sufficient skills. However, both factors have failed to improve business performance. Of course, both companies failing in strategic management is an entirely different matter.
For any further queries, you may organize a telephonic discussion with your "boss."
Thanks,
Dinesh Divekar
From India, Bangalore
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8075Rather than measuring the level of skills, I recommend measuring the effectiveness of each department. To measure the effectiveness of each department, you need to identify the performance measures for each department.
Merely having skills is not sufficient. What if those skills do not translate into productivity? Secondly, how will you handle a situation where employees have sufficient skills; however, it does not improve organizational performance?
Take the case of employees at Yahoo or Dell. For both of these companies, employees have a high level of IQ and sufficient skills. However, both factors have failed to improve business performance. Of course, both companies failing in strategic management is an entirely different matter.
For any further queries, you may organize a telephonic discussion with your "boss."
Thanks,
Dinesh Divekar
From India, Bangalore
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