"Teams make an organization good, people make it great"
James Harrington
So let's make our organization great by thinking about the personnel and developing their full potential in order to fulfill the second mandate of managerial responsibility within their serious commitment to generating wealth: guaranteeing staff development.
If the staff fails, why does it do so?
We start from two recognized and accepted truths: a) man wants to work, either out of necessity or for love of work and because he finds in it an unequivocal means of development and progress, and b) not every person is skilled for any company, nor all company is attractive to anyone. Two principles as basic as neglected, that together with other practices of common occurrence in our environment makes it possible to find the reasons for discouragement and failure of personnel, which among others are:
- Poor or very poor selection. Review your staff and assess whether they were all hired according to a technically defined profile in order to ensure success in their management. Poor or no induction. Just think how many people in your organization know the Mission and Vision and apply its Principles and Values. Poor training. Are you sure that the training that the company has offered, sponsored or facilitated covers the expectations of personal and professional development of its workers? Wrong management of the Manual of Functions. Surely if there is, it is suffocating, limiting and typecasting for staff, where only the freedom of the boss stands out to place "all the other functions that the superior considers convenient for…" Stereotyped model of misuse of staff:
- Lack of goals in and staff. How many positions, from minor to management, have fully defined the basic objective for which it exists? It is hardly obvious that without this course the actions taken can be effective but never effective, the pedaling is constant, but like on an exercise bike, without effective progress. Lack of commitment. In your company, all personnel participate, even those who are asleep; but how many are engaged? Surely a smaller number; how many are empowered? Very surely an even smaller number, if it exists, because empowerment means perfect alignment of the personal objective with the objective of the company, that is, the Vision.In this case, the line that marks the personal and professional objective of its personnel is perfectly parallel to the one that marks the objective of the company, they will never meet, so the personnel focuses all their actions for the good of the company.
All of the above and many other aspects make the staff be classified into four scales dominated by the creative staff, which unfortunately is the least number of people serving the company, followed by the staff who actively participate in the development of activities, but who do not like or have not developed the thinking factor to place it at the service of the company; followed by staff who have little interest in making the company better since they believe that something is exploited, and followed in the end by staff who have no interest in the company or its destiny and progress. For little luck of the company, each step is higher than the previous one, that is why they make up the so-called Occupational Trapezoid, which has the following form with the percentage of personnel that each area occupies.Analyze it and say if it is worrisome or not and if your company falls within those scales:
If you think that it is impossible for the number of creative staff to be so low, I invite you to make the following reflection: the basic characteristic of this type of person is that they solve a problem only once; If a problem has been repeated, it is because creativity has been lacking. On the other hand, the one who is indifferent or suffers from the Clock Syndrome is the one for whom the whole day is a film in perfect slow motion, but at the end of the day the tape becomes extremely fast. The Participative works tirelessly, until holidays and the Passive seeks all kinds of excuses for not working more than stipulated. This can clarify doubts about the ease with which these percentages of conformation of personnel in companies are given.
How to make human resources productive
"The greatest responsibility of a manager, if not the only one, is to make resources productive"
Peter Drucker
And the greatest resource is the Human, then the greatest responsibility of a manager, if not the only one, is to make the person productive, how?
- Select winners. Spend time getting to know the next worker in your company, it is a function that can hardly be delegated to anyone with the argument that "interview her and then she tells me" First the person, then the technician or professional. If every company were governed by this principle, there were many problems that would have been avoided since many times the technician leaves the person at home, while someone who is a person brings the worker behind; in such a way that if he does not have the expertise of the case, he searches until he can find a way to perform at his job, because for him it is a matter of dignity and of looking good. Appeal to the success of the company and the person you hire, fully identifying the profile of each position and looking for the person who will fill it in the best way;Those who approach, definitely require training to achieve effectiveness. Thus the achievement indicators will be positive, the satisfaction of the older worker and the results that the company was looking for, full. Involve the staff. Remember that Einstein in his energy formula possibly told us that the Enthusiasm (E) for the development of a job is equal to the Mission (M) that a worker must fulfill in the company and that it is marked by the clear objective that have and the indicators that it must meet; multiplied by the Congratulation (C) or motivation to be given to the employee for doing things excellently (not well) and by the Contribution (C) or adequate financial compensation for the results obtained. It should be noted that an excellent worker will never be paid enough,but any weight that is paid to those who do not serve, is a waste. Remember that a staff that is not involved with the achievements and objectives of the company, is a staff that is lost professionally and socially. Everyone must have a goal and some indicators of achievement, who or those who do not have it, are left over in the organization. This and something else will make your staff a WORLD CLASS PERSONNEL, for a ISO 9001 WORLD CLASS COMPANY, Continuous Improvement, Management UpdateThis and something else will make your staff a WORLD CLASS PERSONNEL, for a ISO 9001 WORLD CLASS COMPANY, Continuous Improvement, Management UpdateThis and something else will make your staff a WORLD CLASS PERSONNEL, for a ISO 9001 WORLD CLASS COMPANY, Continuous Improvement, Management Update
How to make the human resource productive
Article presented as a contribution to my client companies
