PhD project summary & Invitation to participate in research
 

Like this? Share it with your network

Share

PhD project summary & Invitation to participate in research

on

  • 442 views

 

Statistics

Views

Total Views
442
Views on SlideShare
436
Embed Views
6

Actions

Likes
1
Downloads
10
Comments
0

1 Embed 6

http://www.linkedin.com 6

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • Correlation analysisRegression analysis Recommendations
  • Decisions: Assigning employees to teamAssigning manager to team/project Employees selection

PhD project summary & Invitation to participate in research Document Transcript

  • 1. Study on Individual and Team performance: how workplace environment and individual competencies affect performance? Introduction How do you assign staff to work teams for projects? Do your managers treat employees in a right way? Does this provide systematic and sustainable business outcomes and performance level? The HK Polytechnic University is conducting a research on linking individual and team performance with competencies and workplace environment to solve these issues. What is it about? Competencies in practical way are some underlying personal characteristics (personality, knowledge, skills, etc.) manifested in typical behaviors that produce key business outcomes. Thus, they are causally related to individual performance and business results. Employees’ competencies are affected by personal characteristics and social context as well. Social context at workplace is created by corporate culture, climate in the team, values and beliefs shared by team members and manager, as well as real practices (skills) of manager. The study purpose is to align these factors to enable key competencies that provide higher performance and business results. Value for your organization You will receive a description of overall results and for your organization. These include: 1. Which of the three context variables is most impactful on competencies? 2. How does each variable impact competencies. For example, for the manager variable, what do managers do that strengthens their impact on competency improvement. What behaviors hinder that? What do teams do that impact competencies the most. 3. What competencies are the most important drivers of performance? 4. How all these results may be applied to improve performance in your organization? How to participate? 1. Define teams you want to analyze competencies/improve performance. (Team size: at least 4 employees and a manager. Focus on teams in product development, R&D or other technology and innovation related job.) 2. Prepare a name list of members and manager for each team. (It will be used to prepare questionnaires) 3. Manager and team members of each team will answer 3 questionnaires in 3 phase process. (Questionnaires are in electronic form. Each includes 50-60 questions. Duration of each phase is 1 week.) 4. Feedback and description of overall results will be prepared. (In 4 weeks after collecting data) The most useful results for your organization can be provided by involving around 20 teams. However, even for 1-2 teams good feedback and useful applications will be obtained. Please, contact me: MIKHAIL ROZHKOV PolyU, Department of Industrial and Systems Engineering mnrozhkov@gmail.com Tel.: (852) 5414 0507
  • 2. WORKPLACE CONTEXT AND ITS EFFECT ON INDIVIDUAL COMPETENCIES AND PERFORMANCE IN A WORK (PROJECT) TEAM Chief Supervisor: Prof. C.F. Cheung (ISE) Co-supervisor: Prof. Eric Tsui (ISE) Mikhail ROZHKOV Hong Kong, 2014
  • 3. Purpose Highly competent employees produce the best results. But how are competencies most effectively developed and supported? 2
  • 4. Background • Many things impact employees’ competencies – upbringing, education, past experiences, etc. But, once a person is on a job, what are the most effective ways to improve competencies? • This study is designed to determine how, in your company, daily behaviors are impacted by: organizational culture, team climate and manager skills. – Maybe manager assignment is the most important way to strengthen competencies. Or, maybe belonging to a strong team is the best way. – What is the relative impact of culture, climate and manager skills to the daily behaviors (competencies) of employees? • The purpose of this study is to find out these questions. • The results will help your company understand how to best increase competencies of their staff. For example, if the answer is being on a high performing team, then how can teams operate to accelerate individual competency development? 3
  • 5. What is “competency”? The observed behavior Motivation Knowledge and skills Personal traits Competency *adopted from presentation of Gregory Finkelshtein, ECOPSY Consulting Figure 2 – What is competency? 4
  • 6. What competencies are studied? 5 We have focused on seven competencies that impact success in an innovations, R&D and product development environment: 1. Achievement Orientation (ACH) 2. Concern of Order and Quality (CO) 3. Initiative (INT) 4. Information Seeking (INFO) 5. Innovation Orientation (INNOV) 6. Team Working (TW) 7. Team Leadership (TL)
  • 7. Pilot study results 6 Best performance employees have higher scores for key competencies
  • 8. Team Climate Organizational Culture Manager Skills (Practices) Employee Performance Employee Competencies Research model
  • 9. How to participate? 1. Define teams you want to analyze competencies/improve performance. (Team size: at least 4 employees and a manager) 2. Prepare a name list of members and manager for each team. (It will be used to prepare questionnaires) 3. Manager and team members of each team will answer 3 questionnaires in 3 phase process. (Questionnaires are in electronic form. Each includes 50-60 questions. Duration of each phase is 1 week.) 4. Feedback and description of overall results will be prepared. (In 4 weeks after collecting data) 8
  • 10. Value for your company 9 You will receive a description of overall results and for your company. These include: 1. Which of the three variables is most impactful on competencies? 2. How does each variable impact competencies? (For example, for the manager variable, what do managers do that strengthens their impact on competency improvement. What behaviors hinder that? What do teams do that impact competencies the most?) 3. What competencies are the most important drivers of performance? 4. How all these results may be applied to improve performance in your company?
  • 11. Thank you! Mikhail ROZHKOV PolyU, PhD Candidate E-mail: mnrozhkov@gmail.com +852 5414 0507 10