The goal of gap analysis is to evaluate and determine a way to improve an organizations performance. Gap analysis enables an organization to determine where they are and where they would like to be while providing a foundation for measurement in various areas of the organization. Gap analysis measures investment time, money and human resources required to achieve a particular outcome.
Once the operational gaps have discovered an organization must move to make changes to enhance performance. The first step is to focus on human resources. Creating and implement plans that align organizational goals and business objectives with employees professional goals will achieve optimum results. Empowering mangers through training to promote a cohesive work environment will be beneficial in closing operational gaps.
Organizations need an employee development plan to set employees on the right path to meeting not just organizational goals but also the employees professional goals. By conducting employee appraisals, employees can set goals for the employee during a mid-year appraisal and then use the year-end employee performance appraisal to gauge whether these goals were achieved. In addition, allowing employees to conduct a self-assessment during the appraisal time will provide managers with an insight as to what the employee perceives as his or her top strengths, accomplishments, actionable areas for development and development actions along with a summary of overall performance to determine whether the employee is on or off track.
Organizations must realize that happy employees are more productive employees. Productive employees in turn make the organization successful. Taking the proper steps to create a performance system and a positive approach to influence employees can increase happiness and the company’s bottom line. This combination is the key to achieving and sustaining success. Creating development opportunities and a development action plan will help an organization better understand the needs of employees and how to make employees happy and the organization successful which creates a win-win situation.
Employee performance appraisals are a great tool to evaluate an employees performance and determine if a performance gaps exist. Managers can highlight the key accomplishments and contributions along with outlining an employees strengths and areas for development for the upcoming year. In addition, organizational goals can be set so that the employee understands what he or she needs to accomplish for the upcoming year, making meeting goals and measurement very easy.
Managers should conduct employee appraisals twice a year to set goals and review employee’s progress. Employees should be encouraged to complete a self assessment or evaluation and compare and contrast what is written in the manager’s performance evaluation. Employee appraisals are a great way to not only establish goals, but to track development needs and create action plans.
Feedback on employee evaluations should always be specific and suggestion solutions. Managers should never provide feedback that is harsh. Constructive feedback is best and managers should not allow one single incident , good or bad to dominate the feedback and assessment. The focus here is on evaluating the employee’s job performance not judging the employee personally.
Employee evaluations provide employees with the answer to the way goals will be achieved. While providing employees with a set of goals and expectations and a measurement of achievement all aimed for the employees long-term success within the organization.
Employee evaluations are beneficial in identifying processes and procedures that have operational gaps and using evaluations to bridge these gaps. Information received from an employees self-assessment can provide insight to operational gaps. Management must match the organization type with the process best suited to achieve organizational goals and create employee engagement at all levels.
Employee development is not limited to creating goals, exceeding organizational expectations or simply getting the job done. Development also expands into areas of relationship development and leadership. Employee development must incorporate diversity training to include the benefits of working in a diverse atmosphere with an understanding that diversity is part of the organizational culture.
Gloria, grow your staff presentation, week 6
Grow Your StaffEva GloriaUniversity of Phoenix - HRM 531
Identifying Operational Gaps By conducting an gap analysis, we can compare expectations with current levels to identify if an operational gap exists within an organization. Gap analysis tool can be used to assess operational excellence in areas that include: Human Resources Information Technology Business direction & processes Gap analysis will provide insight into areas that can be improved and therefore allow us to create and implement a strategy to avoid operational gaps in the future.
Identifying Operational Gaps Create and implement an plan that will align organizational goals and business objectives with an employee’s professional goals for optimum results. Provide managers with training to promote cohesive work environments that motivate employees to achieve organizational goals. Considering employees strengths, weaknesses, goals and developmental needs and setting goals through performance appraisals will be beneficial is closing operational gaps.
Employee Development Plan Conduct an employee performance appraisal twice per year to measure employee development. Create an employee self-assessment questionnaire. Information from employee self- assessments can help guide discussion for future goals and any performance issues. Using performance appraisals enables an organization to see what areas an employee needs for development and create a development action plan. Performance appraisals are a great way to determine if an employee is on or off track.
Development Actions Create development opportunities to enhance employees skills and abilities. Provide opportunities through a series of : Training Cross-Training Projects 360 degree feedback Take steps to monitor employee progress. Observe how the employee performs and take a positive approach to correcting actions that should be done differently in addition to providing praise on what is done correctly. Create an open door policy allowing employees to speak to managers when they are in doubt about tasks and need a boost of confidence. Encouraging employees with an open door policy to let them know you are there to help will benefit the organization in the long run.
Employee Performance Evaluations Employee appraisals are a great way to identify performance gaps and establish goals for the upcoming year. Appraisals allow managers to recognize an employees key strengths and accomplishments. Managers can communicate any challenges or development opportunities for the employee. An overall performance summary can determine if the employee is on track with his or her performance or requires additional training and development for the position. A course of action can be created from the findings in an performance appraisal.
Feedback on Employee Evaluations Be specific by providing accurate examples that illustrate ways in which the employee was or was not effective in certain instances. Describe substantively the action/behavior for which feedback is being provided. Clarify and define an alternative way of acting/behaving that would result in improved performance. Pinpoint areas in which you feel improvement would benefit the employee and the organization.
Employee Evaluations & Organizational Goals Employee evaluations allow management to outline expectations and set goals for employees. Evaluations help bridge operational gaps between current performance and performance necessary to meet organizational goals. Evaluations provide a clear understanding and help avoid conflicts. Feedback provides employees with great insight aimed at employees long-term success. Emphasis is placed on providing employees with actionable feedback not ineffective feedback.
Employee Evaluations & Organizational Goals Employee evaluations impact organizational goals by enabling managers to conduct cost benefit analysis. Evaluations help bridge gaps within the organizations process and procedures. Allows management to match their organization type with processes best suited to achieve goals. Use an all hands on deck, employee engagement approach for all levels of the organization through employee evaluations to meet and exceed organizational goals is best. Use employee evaluations to create employee engagement on all levels of the organization.
Employee Development & Diversity Equal Opportunity Employment and diversity impacts employee development as organizations provide training courses to enhance employee awareness of diversity and the benefits diversity in the work place. Provide all employees with projects that give them high risk and rewards. Encourage employees to participate in mentoring programs. Train employees to understand that diversity is part of the organizational culture.
References Anderson, A. (2012). How to Manage diversity in a workplace. Retrieved on March 24, 2012 from http://smallbusiness.chron.com/manage-diversity-workplace-3038.html Cascio, W. (2010). Managing human resources: Productivity, Quality of Work Life, Profits (8th ed.). New York: McGraw-Hill. D. Schachter (September, 2004). How to set performance goals: employee reviews are more than annual critique. Retrieved on March 24, 2012 from http://findarticles.com/p/articles/mi_m0FWE/is_9_8/ai_n7072116/ Office of Affirmative Action, Equal Opportunity, and Diversity (2012). Diversity. Retrieved on March 24, 2012 from http://www.aaeo.ucsf.edu/ Mask, D. (2006). The 4-Step Employee Development Plan. Retrieved on March 24, 2012 from http://www.alliancetac.com/?PAGE_ID=151