After the performance of a needs assessment, the following process is to examine the results of the assessment. This assessment helps to understand the processes that go into the performance of certain work roles and the key employee capabilities that are needed to fulfil those role requirements (Bratton & Gold, 2017; Hasibuan, Purba, & Siahaan, 2016). The following is an evaluation of the results of a needs assessment to determine the key work processes required, the employees who will be fulfilling these roles, and the key needs for those employees to successfully deliver on their roles as required.
Results of the Assessment of the Work Processes and Key Employees
The assessment of the employees in the project showed that all workers are integral to the success of the organization. All the activities they engage in on a day-to-day basis somehow directly or indirectly contribute to the achievement of the organizational goals. The actions of the employees were found to be a determinant of the present and future growth of the business.
However, the nature of the contribution of the employees was found to be dependent on the level at which they are working. This analysis found that the organization has three main levels of employees; the executives, the middle level managers, and the lower level managers. The role of the executives was mainly making the long-term goals of the organization. The executives at this company do not partake in the day-to-day running of the activities of the organization. The middle-level managers were responsible for the short-term decision making roles. They make decisions that affect the roles of the lower-level managers. Lastly, the lowest level managers were responsible for performing the actual processes that are needed for the achievement of the organizational roles. For example, they directly sell products to the customers daily so that the company can get its sales revenue. These three levels of employees have to work together for the overall organizational objective to be achieved.
How the Organization will Change while Meeting its Strategic Objectives in the Future
Given the current state of the organization, the management will need to make a few changes to achieve its objectives in the future. One of the changes that is needed is the development of job descriptions. This analysis revealed that most of the employees do not have an official understanding of what is expected of them by the management. They have an idea of what they do on a daily basis. However, due to the lack of an official job description, some of the employees’ roles overlap. A job description helps the employees to be more productive because they have a better understanding of what is expected from them. They will also understand the skills that they need to achieve the best results for the organization.
Another change that is needed for the organization is to develop better communicating. This organization has a clear division between the three levels of the employees. There is poor vertical communication between the three levels. This is why most employees had no understanding of their job roles and responsibilities. In the future, the company must ensure that there is good communication between the people in the entire organization. Good communication will help every person to be engaged in the change process and help to build a commitment for the employees to achieve the goals of the organization.
Another change that the organization will need to achieve its goals in the future is good leadership. There is a need for the leadership styles used at the organization to be updated. Leadership plays an important role in managing the workforce. Good leadership with help to create a better relationship between the management and the lower level employees (Noe et al., 2014). The leaders will inspire and lead the employees to achieving better results for the organization.
The Kinds of Workers that will be needed
Understanding the kinds of workers that are needed after a job analysis is important. This helps to update the workforce in a way that meets the job needs that have been identified in the analysis. The following are the knowledge, skills, and abilities that will be needed to help the organization to meet its objectives.
Knowledge Skills and Abilities
The job analysis demonstrated a limitation in technical employees. Therefore, the knowledge needs of the organization are mainly on technical roles such as information technology experts and the engineers. The company’s next hiring process should examine the technical qualifications of the employees before they are hired to the organization. For the leadership roles, the organization needs knowledge on management. The hired employees would have achieved at least a bachelor’s degree in business management to ensure that they have the ability to run an area of an organization.
The skills that are needed are mainly focused on the creation of a cohesive organization. Aside from the job-specific skills, the hired employees should have good communication, team work, collaboration, and conflict management skills. These are interpersonal skills that will help them to be better at working with others in the organization.
On abilities, it is important that the management develops a team of employees that is flexible. The employees needed should be people who have the ability to adjust whenever a change has been implemented. They should also have the ability to work well under pressure. In case the organization is experiencing a change in the future, these capabilities will be needed.
The Compensation System
The compensation system is an essential part of human resources management. A business should be able to pay employees reasonably for the work that they do (Gupta & Shaw, 2014). The recommended compensation system should have both external rewards and intrinsic factors that are meant to keep the employees naturally motivated. One of the components of the compensation system should be the salaries and wages. Salaries and wages are basic requirements of a compensation package. This is the basic pay that people get for the work that they get. All businesses in the industry offer a good salary, thus, this business must be able to offer a good wage for the talent in the market to be attracted to the company. Another component that should be included in the package is bonuses. Employees must get an annual bonus that is connected to the achievement of a predetermined goal. This part of the package is supposed to encourage the employees to work hard so that they can get the extra earnings once they have achieved the goals. This is a form of motivating the employees because they will be expecting a reward for the extra effort that they put into their work.
References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Gupta, N., & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), 1-4.
Hasibuan, H. A., Purba, R. B., & Siahaan, A. P. U. (2016). Productivity Assessment (Performance, Motivation, and Job Training) using Profile Matching. SSRG Int. J. Econ. andManagement Stud, 3(6).
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
ellceeSolo
2.docx
0
