Category: HR Management

Thinking of doing a presentation tomorrow but don’t know what to talk about? You might interested to try explaining the concept of “Good to Great” for your your team.

For those of you who have been studying HR management for a while, you might be familiar with this term coined by Jim C. Collins.

He is an American researcher, writer, speaker and consultant who focuses on the subject of business management and corporate growth.

One of the popular concepts he introduced is “Good to great”, this refers to a process of making something better into great.

Sounds interesting enough? We’ll dig deeper into what is actually hidden on the concept and its key value. Kindly, continue to read.

Understanding What is Good to Great?

As we said earlier, Good to Great is a concept or process of transforming a company to reach the greatness.

In our opinion, this concept seems want to underlined something important. Yes, sometimes companies already feel good and that is enough, so they are reluctant to reach a higher level.

In fact the status of “Good” is just the beginning. Companies should be able to reach the point of “Great” as their main goal.

This principle is very important in business, to ensure that the business does not stagnate and continues to change for the better over time.

The change that occurs does not have to be spontaneous but rather gradual. More or less, this is what is referred to as the concept of good to great in general way.

The Key Points of Good to Great (For Your Presentation Slides)

Well, after understanding what the concept of good to great is. Next, we will discuss what steps or strategies must be taken to achieve it.

This material can be an outline or discussion points that you can explain on presentation slides when conducting meetings with company teams or internal organization members. Here are the key points.

1. Implementing Level 5 Leadership

Level 5 leadership is a leadership concept that is relevant to the concept of good to great. Companies that want to transform from good to great are encouraged to apply this principle.

These five levels start from level 1 (the lowest) to level 5 (the highest), which is similar to pyramid.

• Level 5: Executives, building enduring greatness through a paradoxical combination of personal humility and professional willpower
• Level 4: Effective leader, catalyzing commitment and pursuit of a clear and compelling vision, stimulating the group with high standards of performance
• Level 3: competent manager, organizes people and resources to achieve set goals effectively and efficiently
• Level 2: contributing team leader, contributes to the achievement of group goals, works effectively with others
• Level 1: competent individual, making productive contributions through talent, knowledge, skills and good work habits

2. Confront the Brutal Fact, Keep the Faith

From the start, becoming a great company is not easy and this is a fact. In the his principle Collins reiterates that companies that want to go from good to great need to face their biggest challenges.

Maintain an unshakable faith that you and your team will win and succeed no matter what the difficulties are. But at the same time be ready for whatever happens later whether the results match or not with what has been planned.

This brutal fact is what makes this concept sound easy but very challenging for companies whether small or large scale.

You might interested: Diagnosing Organizational Effectiveness, Method and Its 3 Benefits

3. Culture of Discipline

This may not be something new or even classic. Collins says that companies that want to achieve good to great make discipline their culture.

Your company must cultivate discipline including in terms of thinking as well as action. In this principle, the workforce not only works but they have responsibilities.

A culture of discipline leads to positive outcomes ranging from a commitment to continuous growth, self-improvement, and better contribution.

Jim Collins also said that a culture of discipline is the cornerstone of enduring greatness.

Alright, that’s all we can say about general perspective of “Good to Great”, these three topics is quite interesting for presentation topics. In case you want to know more about this principle, we recommend you to buy good to great book by Jim Collins for detailed explaination.

Also don’t forget to get your free template about good to great from professional HR management.

Have you ever heard the term diagnosing organizational effectiveness? This term refers to a systematic process to assess and improve the performance of an organization.

Generally, this is one of the most important materials to be learned by HR management to maximize performance in a company.

What Method Used for Diagnosing Organizational Effectiveness?

There are generally many methods or models used to conduct organizational effectiveness diagnosis. We will describe some of the most popular methods and the key points applied to the concept

1. McKinsey’s 7S Model

Firstly, there is the McKinsey 7S model which was first created by Tom Peters and Robert Waterman in the early 1980s. This method is quite popular and is widely applied by companies both from within and outside the country.

In its application, the McKinsey 7S concept contains several points such as

• Structure: Organizational design and management structure
• Systems: Management systems and technology
• Staff: Human resources and skills
• Processes: Business and operational processes
• Planning: Strategic plans and objectives
• Physical: Physical environment and infrastructure
• Culture: The culture and values of the organization

The advantage of this method is that it helps you understand the broader impact of change initiatives on the entire organization. However, it does not analyze external factors and their impact on the organization.

2. Six Box Weisboard

Furthermore, there is the six box weisbord model which is also quite widely used to diagnose organizational effectiveness. The person who first invented this model was Marvin Weisbord.

This model is prepared to diagnose system problems (goals, structure, relationships, rewards, leadership, and work mechanisms).

Yes, this method emphasizes on the above points to build organizational effectiveness. Furthermore, these points include the following:

• Purpose: Explain the purpose of the organization in a straightforward manner that can be understood by all the workforce.
• Structure: Discusses the organizational structure of power relations and relationships in each department.
• Relationship: refers to assessing the relationships between individuals, groups, and departments effectively.
• Reward: analyzes formal or informal reward systems to ensure fairness and appropriateness.
• Leadership: Focuses on management actions in effectively managing people and facilities to achieve goals.
• Helpful mechanisms provide methods that can help the workforce coordinate their activities this can be in the form of HR SOPs, reports, and so on.

Related posts: 3 HR Survey Tools for Employees, Our Best Recommendation

Benefits of Diagnosing Organizational Effectiveness

There are actually many other models that can be used to diagnose the effectiveness of an organization.

But regardless of the choice of models and methods, it is certain that this action is quite important to improve the quality of a company.  Effectiveness diagnosis can provide the following benefits:

1. Identification for Improvement

By applying one of the diagnosis models above, your company can identify areas or parts that need improvement. For example, the application of Six Box Weisbord, recommends organizations to have a good helpful mechanism to help employees coordinate their activities.

If a business entity has not implemented this aspect well, then the evaluation process can easily focus on that part first.

2. Development of Better Strategies

In addition, effectiveness diagnosis can also provide an overview of the condition of the organization, the challenges it is facing, and the opportunities it can achieve.

By knowing this, the management of the company can determine the right steps to plan a better development strategy in the future. Decisions made based on data can gradually increase organizational effectiveness.

3. Maximizing Effectiveness and Efficiency

Of course, the main goal of effectiveness diagnosis is to reach the peak of stability. When a system and work procedures run well, minimal obstacles, everything is coordinated smoothly, it indirectly affects the level of productivity of the workforce in the company.

Related post: Technology in Performance Management Improves Efficiency and Output

How to Determine Best Method for This?

There is no instant way to determine the diagnosis model of organizational effectiveness. Companies may need to test several existing concepts, then see the changes or progress that have been implemented to assess the suitability of the model to the needs of the organization.

Because each of these models, be it McKinsey’s 7S, Weisbord’s Six Boxes, and others, have their own advantages and disadvantages, no method is 100% perfect.

Please discuss with your internal team and HR to learn more about this issue.

If you wish, hr-management-slides.com provides a template for diagnosing organizational effectiveness diagnosis material. Not only get one discussion, but we have summarized it into one in a complete HR training material package with a total of 15 aspects.

To find out more about this material or consulting about HR issues, you can contact HR consulting services.

Employee performance improvement plan (PIP) is a vital tool for enhancing employee productivity. It offers a structured approach to pinpoint areas needing improvement and sets clear, achievable goals.

By leveraging employee performance tools, a PIP ensures employees receive the necessary support and guidance to meet job expectations.

This article delves into the importance of a performance improvement plan, its benefits, and the key elements it should include.

Whether you’re an HR professional or a manager, understanding how to implement a PIP can significantly boost your team’s productivity and morale.

Is Employee Performance Improvement Plan Necessary?

Yes it is, an employee performance improvement plan is crucial for any organization aiming to uphold high performance standards.

A PIP serves as a formal process to address performance issues and provide employees with a clear path to improvement. It is not merely a tool for addressing underperformance but also a proactive measure to foster continuous development.

By setting specific, measurable goals, a PIP helps employees understand what is expected of them and how they can achieve it.

Moreover, it promotes open communication between managers and employees, ensuring that any performance gaps are addressed promptly and effectively.

Consequently, a well-implemented PIP can lead to increased job satisfaction, higher productivity, and a more engaged workforce. It also able to help your business tackle some performance management issues that could be causing of unstable productivity

What You Gain with Employee Performance Improvement Plan

Move along, there is actually a huge benefit you can achive by implementing good employee performance improvement plan. These are several of them:

Enhanced Performance

Sure it is a main goal. A PIP provides a clear roadmap for employees to improve their performance, leading to better job outcomes.

Employees gain a better understanding of their roles and responsibilities, which helps them focus on key areas that need improvement. As a result, they can work more efficiently and effectively, contributing to the overall success of the organization.

 Increased Accountability

By setting specific goals and deadlines, employees are held accountable for their performance. This accountability encourages employees to take ownership of their work and strive to meet the established standards.

It also allows managers to track progress and provide timely feedback, ensuring that employees stay on track and make the necessary adjustments to achieve their goals.

 Improved Communication

Regular check-ins and feedback sessions foster open communication between employees and managers. This ongoing dialogue helps to build trust and transparency within the team.

Employees feel more supported and valued, knowing that their managers are invested in their growth and development. Additionally, open communication helps to identify and address any issues or concerns early on, preventing them from escalating into larger problems.

Learn more: Creating HR Communication Template Strategy, Understand the Basics!

Major Things to Include in Performance Improvement Plan

Well, arrange PIP is quite a hassle if you didn’t watch properly the major points. We already prepared for you, these are important things that should included when creating employee performance improvement plan. You can use it as template on PPT or slides:

Clear Objectives

• Specific Goals: Clearly define what the employee needs to achieve. These goals should be precise and directly related to the areas needing improvement.

 Detailed Action Plan

• Steps for Improvement: Outline the specific actions the employee needs to take to meet the objectives. This could include additional training, mentorship, or changes in work habits.
• Resources and Support: Provide the necessary tools, resources, and support to help the employee succeed. This might involve access to training programs, coaching sessions, or relevant materials.

 Timeline

• Deadlines: Set realistic deadlines for achieving each goal. This ensures that the employee has a clear timeframe within which to work.
• Check-in Dates: Schedule regular meetings to review progress. These check-ins help keep the employee on track and allow for adjustments if needed.

 Consequences and Outcomes

• Potential Consequences: Clearly state what will happen if the goals are not met. This could include further training, reassignment, or other actions.
• Positive Outcomes: Highlight the benefits of meeting the objectives, such as career advancement, recognition, or other rewards.

 Documentation

• Performance Issues: Document the specific performance issues that led to the PIP. This provides a clear starting point and helps in tracking progress.
• Progress Tracking: Keep detailed records of the employee’s progress and feedback. This documentation is essential for evaluating the effectiveness of the PIP.

 Communication

• Open Dialogue: Encourage open communication between the employee and their supervisor. This fosters a supportive environment where the employee feels comfortable discussing challenges and seeking help.
• Feedback Mechanism: Provide a way for the employee to give feedback on the PIP process. This ensures that the plan is working effectively and allows for any necessary adjustments.

Including these elements in a PIP ensures that it is clear, actionable, and supportive, helping the employee improve their performance effectively

That’s it. Implementing an employee performance improvement plan can significantly enhance your team’s performance and morale.

You can easily download a template for an employee improvement plan and strategy from our website, hr management slides. Using a ready-to-use template saves time and ensures that all essential elements are included, making the process more efficient and effective.

Creating an effective HR annual plan is crucial for any organization aiming to streamline its human resources processes. HR annual plan template can help you organize and manage your HR activities throughout the year.

This article will guide you through the importance of having an HR annual plan, what it should include, and the tools you can use to create one.

Why Your Company Needs an HR Annual Plan?

An HR annual plan is essential for aligning your HR activities with your company’s goals. It helps in setting clear objectives, tracking progress, and ensuring that all HR tasks are completed on time.

By using an HR annual plan template, you can efficiently manage your HR processes, from recruitment to employee development.

Benefits of Creating an HR Annual Plan

Creating an HR annual plan offers numerous advantages that can significantly enhance your organization’s efficiency and effectiveness. Here are some key benefits:

 Improved Organization

An HR annual plan template helps you keep track of all HR activities throughout the year. By having a structured plan, you can ensure that no important tasks are overlooked. This organized approach allows you to manage recruitment, training, performance reviews, and other HR functions systematically.

Your company can maximize the potential improving organization, try to implement competency based HR aspects.

 Enhanced Efficiency

With a clear HR annual plan, your HR team can work more efficiently. The plan provides a roadmap for all HR activities, helping to allocate resources and time effectively. As a result, your team can focus on executing tasks rather than constantly planning and adjusting.

 Better Alignment with Company Goals

An HR annual plan ensures that your HR activities are aligned with your company’s strategic goals. By setting clear objectives and tracking progress, you can make sure that your HR initiatives support the overall direction of the company. This alignment helps in achieving long-term success and growth.

 Consistent Performance Management

Using an HR annual review template as part of your plan standardizes the performance evaluation process.

This consistency ensures fair and objective assessments, leading to better employee development and satisfaction. Regular performance reviews also help in identifying areas for improvement and recognizing top performers.

Learn more: How to Plan Performance Management in an Effective Way

Things That Should Be Included in an HR Annual Plan

Creating a comprehensive HR annual plan involves several key components to ensure your organization is well-prepared for the year ahead. Here are the main elements to include:

•  Business and HR Objectives: Start by clearly defining the goals and objectives for both the business and the HR department. This alignment ensures that HR strategies support overall business goals and contribute to the company’s success.

•  Talent Acquisition Strategy: Develop a detailed plan for recruiting new talent. This should include sourcing methods, selection criteria, and onboarding processes. A well-defined talent acquisition strategy ensures you attract and retain the best candidates.

•  Skill Gap Analysis and Solutions: Identify any skill gaps within the organization and outline strategies to address them. This could involve training programs, upskilling current employees, or hiring new talent to fill specific roles.

•  Employee Relations and Talent Management: Focus on strategies for managing employee relations, including conflict resolution, performance management, and career development. Effective talent management ensures a motivated and productive workforce.

•  Compliance and Policy Review: Ensure all HR policies and procedures are up-to-date and compliant with current regulations. Regular policy reviews help in maintaining a fair and legal workplace environment.

Tools to Create HR Annual Plan, Get Started with These

Do you planning to create a HR annual plan? These tools is helpful, try one of them or directly downloada template and customize it later:

1. Excel: Excel is a versatile tool for creating detailed HR annual plans. Use an HR annual report template in Excel to track progress and generate reports.

2. PowerPoint: PowerPoint can be used to present your HR annual plan to stakeholders. Create visually appealing slides to communicate your plan effectively.

3. Custom Software: Custom HR software can automate and streamline your HR planning process. Look for software that offers templates and reporting features.

Creating an HR annual plan is essential for the success of your HR department. By using an HR annual plan template, you can ensure that all HR activities are well-organized and aligned with your company’s goals. Whether you use Excel, PowerPoint, or custom software, having a clear plan will help you achieve your HR objectives efficiently.

Competency-based HR management is transforming how organizations handle their human resources.

This method emphasizes identifying and nurturing the specific skills and behaviors employees need to thrive in their roles. By aligning these competencies with the organization’s objectives, businesses can boost performance, productivity, and overall success.

How Competency Based HR Management Works?

Well, competency-based HR management involves several key components. These are several of them:

1. Competency Identification

The first step in competency-based HR management is defining the specific skills, knowledge, and behaviors required for each role within the organization. These competencies are aligned with the company’s strategic goals to ensure that every employee contributes to the overall mission.

This process involves:

• Identifying Core Competencies: These are the essential skills and behaviors that all employees must possess, regardless of their specific roles.
• Role-Specific Competencies: These are tailored to the unique requirements of each job position, ensuring that employees have the necessary expertise to perform their duties.

2. Competency Based Job Analysis

That was just a beginning. The next part of this concept is competency-based job analysis. It goes beyond traditional job descriptions by focusing on the competencies needed for success.

To put things simply, this involves:

• Task Analysis: Breaking down each job into its core tasks and identifying the competencies required to perform them.
• Behavioral Indicators: Determining the specific behaviors that indicate proficiency in each competency.
• Competency Profiles: Creating detailed profiles for each role that outline the required competencies and behavioral indicators.

3. Competency Based Selection

Things getting little complicated. But bear with us, the next part is in competency-based selection, hiring decisions are made based on the specific competencies required for the role. This process includes:

• Competency-Based Interviews: Structured interviews that assess candidates’ abilities to demonstrate the required competencies through past experiences and hypothetical scenarios.
• Assessment Tools: Utilizing various tools such as psychometric tests, work samples, and situational judgment tests to evaluate candidates’ competencies.
• Cultural Fit: Ensuring that candidates not only possess the necessary competencies but also align with the organization’s values and culture.

Learn more: Simple HR Recruitment Templates High Impact Strategy

4. Competency Based Training and Development

Lastly is competency-based training and development. This part focus on enhancing the specific skills and behaviors identified in the job analysis. This targeted approach includes:

• Training Programs: Designing and implementing training programs that address the identified competencies, ensuring employees receive the necessary skills and knowledge.
• Development Plans: Creating personalized development plans that outline the steps employees need to take to improve their competencies.
• Continuous Learning: Encouraging a culture of continuous learning and development, where employees are motivated to enhance their competencies regularly.

Advantages of Competency Based HR Management

Improved Performance and Productivity: By focusing on the specific competencies needed for success, organizations can ensure that employees are well-equipped to perform their roles effectively.

Better Alignment with Organizational Goals: Competency-based HR management aligns employee development with the organization’s strategic objectives, leading to a more cohesive and focused workforce.

Enhanced Employee Engagement: Employees are more likely to be engaged and motivated when they understand the competencies required for their roles and receive targeted development opportunities.

Disadvantages of Competency Based HR Management

 Implementation Complexity: Developing and implementing a competency-based HR system can be complex and time-consuming. It requires a thorough understanding of the organization’s goals and the competencies needed to achieve them.

Resistance to Change: Employees and managers may resist the shift from traditional HR practices to a competency-based approach.

 Ongoing Maintenance: Competency models need to be regularly updated to reflect changes in job roles and organizational goals. This requires continuous effort and resources.

Related posts: Managing Team Performance is Hard, Here’s the Solution

Template Competency Based HR Premium

Get a template for competency-based HR management on our website. We create HR competency-based templates to make it easier for business owners to manage their teams effectively.

By adopting competency-based HR management slides, organizations can create a more dynamic and responsive workforce.

This approach not only improves individual performance but also drives overall business success. Therefore, consider integrating competency-based practices into your HR strategy today.