Employee Commitment, while presenting a complex approach to productivity improvement, actually offers managers serious leverage and higher performance payoffs. The companies that have successfully built and capitalized on a reservoir of employee commitment have accomplished this by mastering three concepts, and one basic equation. Each of which is discussed in this presentation.
Employee Commitment, while presenting a complex approach to productivity improvement, actually offers managers serious leverage and higher performance payoffs. The companies that have successfully built and capitalized on a reservoir of employee commitment have accomplished this by mastering three concepts, and one basic equation. Each of which is discussed in this presentation.
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
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Observation Paper
Observation Paper for Equity Management
Taihessa Lee
Organizational Leadership
Professor Stephen D. Griffin
June 30, 2013
The purpose of this paper is to describe the observable aspects of my current organization’s culture. I will address my perceptions using the following three viewpoints: vision, mission and core values. I am currently employed at Equity Management Corporation, which is a leading third party management company throughout the property management industry. It is a highly competitive organization that works on creating opportunity for their employees and managing with integrity. On the grounds that I work for Equity Management I know first-hand the extent they will go to meet their expectation out of every department and one thing they will always strive to be number one in the housing market. The greater part of these things are expressed inside Equity Management’s vision and mission statement. Their vision and mission are similar as it precisely what the company does and how it plans to develop.
The Mission: Managing with integrity. The Vision: Creating opportunity. The Core Values: will focus on the heart of our company. There are many other parts of Equity. Leasing Agents are the face of Equity. Property Managers are the arms of Equity. Regional Directors represent the head of Equity. But it takes one fundamental body part to keep all this going- the heart. Ultimately, the heart has to beat to make the parts all function together. The heart is where love, care and concern reside evidenced by our commitment to the job, one another and the people we serve. As Equity pays attention to the condition of our personal and corporate heart they can experience a deeper commitment to our everyday activities. The owner’s vision is to improve the heart of Equity in a deeper way. The owner realizes that our hearts inspire us to be our best, and create loyalty in ourselves. Becoming #1 in the industry means being financially strong and growing. But being #1 is also found in a company filled with loyal employees with high integrity, stellar performance while showing you care. I have witnessed this in my current employment with Equity.
Working at the corporate office was hard for me at times because of how clan culture the company is however it likewise has numerous motivating forces as well. I started my employment with Equity Management three years prior. This employment has been assisting me to develop passionately and also professionally. They are showing me to strive to be passionately and the best constantly. The major lesson I am learning while at Equity Management is their Core Values which is the heart of an employee to keep it functioning properly.
A great deal can be learned about an organization by analyzing and exploring the various aspects of organizational observation. My observation of Equity’s leadership and organizational culture would be healthy organization culture. .
EFFECTIVENESS OF THE MENTORS IN THE GROWING CORPORATE COMPANIESIAEME Publication
In the present corporate scenario, the employees belonging towards the
organization is becoming very less. Gone are those days where an employee stays in
an organization till their retirement. But in the present era, sustaining in the same job
for few years is becoming very difficult. That is due to people need fast growth, high
attention, more income & at times no proper guidance. The new entrants in the
organization are also in the same path. They are not guided properly by the seniors in
the organization. Thus the Mentors come into picture
When hiring an executive, you cannot afford for the candidate to be anything short of a success. While there are tangible costs associated with recruiting the wrong person, there are also intangible costs to consider.
The wrong executive hire can cause significant disruption and damage to morale and productivity and diminish work quality and your business’s overall reputation.
With changing times, business operations are transforming, complexities are increasing, workforce diversity is growing, and tech is emerging at the forefront.
These transformations call for leaders who are adept communicators, agile and flexible in their approach, analytical thinkers and quick decision-makers.
With these, it is therefore imperative to deploy assessment tests to determine the executive’s observable behaviours and evaluate how they approach challenges, engage in interpersonal communication, and solve problems, thus enabling you to understand how to leverage the incoming leader’s strengths, given the needs and business strategy.
In this deck, you will learn;
1. The basis of executive hiring using Assessment
2. Proven strategies to adopt when filling an executive position
3. Path to take when deploying Assessment
4. How to use Assessment for hiring Senior staff
Performance Appraisal and Human Resource developmentGovinda Rokka
This presentation gives idea about the concept of performance appraisal and its techniques adopted in organization, staff grievances for effective human resource development
2. What is Mentoring?
Key points.
Why Mentoring?
3. Meaning of Mentoring
Employee training system under which a senior or more
experienced individual (the mentor) is assigned to act as
an advisor, counselor, or guide to a junior or trainee. The
mentor is responsible for providing support to, and
feedback on, the individual in his or her charge.
OR
Mentoring is a professional activity, a trusted relationship,
a meaningful commitment. The origins of mentoring can
be traced back to ancient Greece as a technique to impart
to young men important social, spiritual, and personal
values
4. Some key points on Mentoring
Mentoring focus on attitude development
Conducted for management-level employees
Mentoring is done by someone inside the
company
It is one-to-one interaction
It helps in identifying weaknesses and focus on
the area that needs improvement
5. Advantages of Mentoring.
Ease of Acclimation
An advantage of mentoring is that it helps to acclimate a new
worker to the job and organization. By having a "go to"
person to ask questions, discuss scenarios and generally
learn the nuances of the company, the mentee can become a
productive member much more quickly and never feel that he
has nowhere to turn for help. If the mentor serves in a
supervisory capacity or needs to depend on the performance
of the mentee to reach certain objectives, he can be sure the
mentee is trained properly.
Sense of Achievement
The mentee can gain the sense of achievement that comes from
the mentor's feedback and assessment of his progress. The
mentee's quest to gain the mentor's approval can serve as a
motivating force to continue to improve his performance. The
mentor can gain satisfaction from knowing that she is helping
an individual and can take a measure of pride in her
accomplishments. For a mentor that has already achieved a
great deal of success, she can look at the process as a way
of "giving back."
6. Why Mentoring is Important
It’s a complement to training
Mentoring is much more about coaching and counseling
It’s a responsibility we have to the agency
Being a good mentor is a hard thing to do
7. It’s a complement to training.
The training we do is primarily about functional things – the “How
To” stuff that teaches us about the “manufacturing” part of our job
(making ads, writing decks, making presentations, understanding
financials, etc.).
Mentoring is much more about coaching and counseling.
It’s much more about the qualitative and subjective parts of our job –
dealing with frustration, giving constructive criticism, handling
disappointment, behaving with humility and compassion, etc.
It’s a responsibility we have to the agency.
Part of what we need to give back to the agency is the development of
people who can be part of and carry on the culture, so that future
generations of people who work here can sustain the same mood,
atmosphere and positive corporate citizenry that exist today.
9. HUMAN RESOURCE (HR)
AUDIT
HR audit is very much useful to achieve the
organizational goal and also is a vital tool which helps to
assess the effectiveness of HR functions of an
organization.
OR
The American Accounting Association’s Committee on
Human Resource Audit (1973) has defined Human
Resource Accounting as
“the process of identifying and measuring data about
human resources and communicating this information to
interested parties”.
10. Benefits of HR Audit: Benefits to
the organization are:
1. Find out the problems and solve them
smoothly.
2. It helps to find out the proper
contribution of the HR department
towards the organization.
3. Reduce the HR cost.
4. Motivation of the HR personnel
5. Find out the problems and solve them
smoothly.
6. Sound Performance Appraisal
Systems
7. Systematic job analysis
12. The following approaches are
adopted for purpose of
evaluation:
Comparative approach
Outside authority approach
Statistical approach
Compliance approach
Management by objectives (MBO)
approach
13. Comparative approach
In this, the auditors identify Competitor Company as the model. The results of
their organization are compared with that Company/ industry.
Outside authority approach
In this, the auditors use standards set by an outside consultant as benchmark for
comparison of own results.
Statistical approach
In this, Statistical measures of performance is developed considering the
company’s existing information.
Compliance approach
In this, auditors review past actions to calculate whether those activities comply
with legal requirements and industry policies and procedures.
Management by objectives (MBO) approach
This approach creates specific goals, against which performance can be
measured, to arrive at final decision about organization’s actual performance with
the set objectives.