The talent report a measured approach to improving workplace productivity

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The talent report a measured approach to improving workplace productivity

  1. 1. A measured approach toimproving workplace productivity& business performancePrepared by:Jason BuchananOptimum Consulting Group 1
  2. 2. Workplace productivity remains a key business issueA key challenge for any organisation is attracting, engaging and retaining anddeveloping a highly productive workforce:• In Australia in 2013, 25% of people will change jobs, which will cost somewhere between 50% and 150% of each individual’s salary *.• In people intensive businesses, small improvements in people productivity translate into big financial returns. Every 1% increase in productivity can improve profits by 10%**.• By measuring and understanding the key drivers of people productivity, organisations can create and nurture a productive workforce which is both engaged and committed. * Mercer Consulting 2012 **Boston Consulting Group 2007 2
  3. 3. Workplace productivity remains a key business issue:The most productive employees are those who are engaged in their roles andcommitted to their organisation.Organisations with an engaged and committed workforce achieve betterproductivity and profits, lower turnover, and higher customer satisfaction andretention levels.This is important because: • An individual may be committed to an organisation but not like their job, or • An individual may be engaged in their role but not like the organisation they work for. 3
  4. 4. The Optimum framework for measuring andimproving the drivers of workplace productivity Improve Business Performance Organisation Person-Role Design “Fit” Workplace Improve Productivity Employee Total Employee Performance Experience By measuring and understanding the (Engagement + Commitment) key drivers of workplace productivity, an organisation will improve employee and overall business performance.
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  6. 6. Measuring the drivers of Workplace Productivity DRIVER KEY BUSINESS QUESTION MEASURE Total Employee Are our team members both Workplace Experience engaged and committed?Engagement & Commitment Productivity Pulse Person/Role Fit Do we attract and recruit the rightRecruitment & Assessment people to be successful? Total Workplace Productivity Are our organisational processes, Audit Organisation Design Teams, Roles & Structure structures and interfaces appropriate?
  7. 7. Workplace Productivity Pulse 7
  8. 8. The Workplace Productivity PulseThe Workplace Productivity Pulse is an effective way for organisations to assess andmonitor the key drivers of workplace productivity with minimal disruption to employees. • A very short online survey which is simple and easy for employees to complete • Establishes an ‘early warning system’ to track changes over time. Now 12 months 6 months 18 months 8
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  10. 10. Workplace Productivity Index: Area Report Heat Map(Example output)Where to focus in the Workplace Productivity Index Area Report Heat MapThis downward view into your organisation shows you which groups are doing well andwhich groups are in need of attention. Areas in green represent departments who canshare best practices and areas in red are those with opportunity to improve. Workplace N Productivity Index Company Overall 53 67% Department #1 58 50% Department #2 11 82% Department #3 168 74% Department #4 200 80% Department #3 115 73% Department #2 166 72% Department #1 177 74% 10
  11. 11. Total Workplace Productivity Audit 11
  12. 12. The Total Workplace Productivity AuditThe goal of conducting the Workplace Productivity Audit is to understand the status of the keydrivers of workplace productivity. It comprises:1. Total Employee Experience Audit: • A 10-15 minute online questionnaire to measure important aspects of an employee’s experience to determine what drives employees to perform at their best.2. Recruitment Method & Person-Role ‘Fit’ Assessment: • Through discussions with employees, we uncover the opportunities for organisations to improve their ability to attract, engage, retain and develop current and future ‘talent’.3. Organisation Design Review • Through discussions with employees, we identify key elements of organisation design which negatively impact workplace productivity. 12
  13. 13. The Optimum Employee Experience Audit Framework Total Employee Experience Manager Decision Job Brand & Health Safety & Reward Effectiveness Making Characteristics Culture wellbeing Senior Team Performance Conditions Career Recruitment/Leadership Work Measurement for Success Development On Boarding We measure the Total Employee Experience across each of these twelve dimensions. 13
  14. 14. Area Report Heat Map (% Favourability)Example OutputWhere to Focus in the Department Area Heat MapThis downward view into your organisation shows you which groups are doing well and which groups are in need ofattention. Areas in green represent departments who can share best practices and areas in red are those withopportunity to improve. Job Characteristics Senior Leadership Health Safety and Decision Making Conditions for Development Management Effectiveness Performance Team Work Wellbeing Manager Reward Success Career Brand Heat Map by Dimension N Company Overall 3356 70 72 80 70 75 77 80 90 52 80 82 70 Department #5 34 75 67 62 59 63 77 66 77 70 57 75 75 Department #4 22 82 63 74 85 84 78 71 81 85 80 84 82 Department #3 168 74 65 57 54 58 78 66 74 71 59 76 74 Department #2 31 80 77 65 48 62 77 64 79 76 62 74 80 Department #1 311 74 66 59 56 60 76 67 75 70 60 75 74 14
  15. 15. Results by Employee Experience Dimension Unfavorable % Neutral % Favorable %Example OutputWhere to Focus in the Employee Experience Dimension SummaryFocus on the top 3 dimensions highlighted in green as areas of strength and the bottom 3 dimensions highlighted in red asareas of opportunity. Refer to item detail to review detailed results on the items within these dimensions. Overall Company Score: Responses Senior Leadership (n = 3064) 8% 16% 76% Manager Effectiveness (n = 3065) 12% 13% 75% Team Work (n = 3064) 13% 13% 74% Performance Management (n = 3067) 11% 20% 69% Decision Making (n = 3065) 15% 19% 66% Job Characteristics (n = 3068) 14% 21% 65% Health Safety and Wellbeing (n = 3067) 16% 20% 64% Conditions for success (n = 3065) 15% 22% 63% Brand (n = 3064) 19% 22% 59% Career Development (n = 3054) 18% 24% 58% Reward (n = 3065) 19% 25% 56% Recruitment and onboarding (n =… 18% 27% 55% 0% 20% 40% 60% 80% 100% Unfavorable (0-3) Neutral (4-6) Favorable (7-10)
  16. 16. 2. Organisation Design ReviewOptimum’s Organisation ReviewThe review process focuses on three critical organisational elements associated witheffectiveness and efficiency of work:1. Requisite Organisation Structure Review • Are the right number of roles optimally positioned within the different levels of work?2. Levels of Work Assessment • Is work being completed at the expected levels?3. Interface Review • Are key interfaces clear in terms of inputs, outputs, authorities and accountabilities? 16
  17. 17. 3. Person-Role ‘Fit’Assessment of Recruitment MethodsWe assist organisations to answer the following questions:• Do we effectively identify technically suitable people and then match the person to the requirements of both the role and the team?• Do we assess candidates across the following key dimensions: • Mental processing ability? • Knowledge? • Skills? • Wisdom? • Style? • Temperament? 17
  18. 18. • Total Workplace Productivity AuditMonth 1 The challenge for organisations experiencing high rates • Workplace Productivity PulseMonth 6 of change or growth is that things change so quickly. Under these • Workplace Productivity Pulse circumstances, weMonth 12 suggest a full review, with a ‘Pulse’ every 4-6 months. • Total Workplace Productivity AuditMonth 18 18
  19. 19. Why Optimum Consulting?We understand workplace productivity. Many organisations simply measure employeeengagement, which is just one part of the productivity equation.We manage the process for you. There is very little time investment required from yourstaff to make this happen.We have the experience and knowledge. Our methods are efficient and effective becausewe know they work.We are independent. Because we provide data in an aggregated format, employees arecomfortable to answer all questions openly and honestly.We help you implement change effectively, which means you won’t be left with an expensivereport which simply gathers dust. 19
  20. 20. Contact DetailsJason BuchananGeneral Manager – Western Australia & South East Asiajasonb@ogroup.com.au 0423 244 342 20

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