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Dear Professionals
Hope you are fine, I need to develop a Skill basket for our existing staff. my organization is a service provider and my boss desire is to measure the skill of every job by separate feedback form based on the questions of individual job. we have almost 150 employees working in HR, IT, Finance, Education etc. every department have various positions like GM, Manager, Executive and officer. is there anyone who can guide me in designing that survey.
Hope you are fine, I need to develop a Skill basket for our existing staff. my organization is a service provider and my boss desire is to measure the skill of every job by separate feedback form based on the questions of individual job. we have almost 150 employees working in HR, IT, Finance, Education etc. every department have various positions like GM, Manager, Executive and officer. is there anyone who can guide me in designing that survey.
Dear Usmanghani Wali,
Rather than measuring the level of skills, I recommend you measuring the effectiveness of each department. To measure effectiveness of each department, you need to identify the measures of performance for each department.
Mere having skill is not sufficient. What if those skills do not translate into productivity? Secondly, how will you handle a situation wherein employees have sufficient skills however, it does not improve the organisational performance?
Take the case of employees Yahoo or Dell. For both these companies, employees have high level of IQ and they have sufficient skills also. However, both these factors have failed to improve the business performance. Of course both the companies have failed in strategic management is altogether different thing.
For further query if any, your may organise telephonic discussion with your "boss".
Thanks,
Dinesh Divekar
Rather than measuring the level of skills, I recommend you measuring the effectiveness of each department. To measure effectiveness of each department, you need to identify the measures of performance for each department.
Mere having skill is not sufficient. What if those skills do not translate into productivity? Secondly, how will you handle a situation wherein employees have sufficient skills however, it does not improve the organisational performance?
Take the case of employees Yahoo or Dell. For both these companies, employees have high level of IQ and they have sufficient skills also. However, both these factors have failed to improve the business performance. Of course both the companies have failed in strategic management is altogether different thing.
For further query if any, your may organise telephonic discussion with your "boss".
Thanks,
Dinesh Divekar
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Workshop Basket & Profile.pdf
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