The Employee Workplace Evaluation helps an organization determine how well it brings
out the best in its employees from 2 different respondent group perspectives (managers and employees).
It evaluates quickly and objectively 5 Organization Challenges based on 15 Workplace Indicators,
those organization practices that are crucial to the attainment of a high level of employee effectiveness. The
Employee Workplace Evaluation:
- Identifies workplace strengths and weaknesses and where human resource management
practices can be improved
- Permits the organization to concentrate on improvements that are the most rewarding
- Enables comparisons among divisions and groups and identifies best practices
- Identifies an organization’s degree of alignment and provides benchmark data against which improvements can be measured
The Employee Workplace Evaluation’s customized questionnaire offers a choice of 4 questions for each
Workplace Indicator (the respondent rates each question on a scale of 0-10), or 2 questions, together with open ended questions. In addition, respondent groups
can be subdivided to meet the specific needs of each organization.
The following table defines each of these 15 Workplace Indicators and the 5 Organizational Challenges that make up the model
on which the diagnostic is based. These Workplace Indicators and Challenges are common to all types of profit and non-profit organizations.
| 5
Organization Challenges |
15
Workplace Indicators |
EMPLOYEE EFFECTIVENESS
are employees given the means to perform to their maximum |
| Job Awareness Do employees know the job they are expected to perform, together with their goals and objectives? |
| Job Support
Are tools easily available to help employees in the performance of their job? |
| Teamwork Commitment Is the workplace organized to gain synergy from teamwork wherever possible? |
|
COMPETENCE DEVELOPMENT
Selecting, training the right employees and discussing performance |
| Employee Selection Has the best person been selected for the position according to a current job profile? |
| Supervisor/Employee Dialogue Are employees aware of how their performance is rated,are mutually agreed upon goals reviewed and new ones set periodically? |
| Employee Training Are employees given adequate training to meet new challenges and improve performance? |
|
INDIVIDUAL COMMITMENT
Motivating employees to perform at their best |
| Employee Focus Are there the means in place to ensure that employee concerns are heard and taken into account wherever possible? |
| Employee Motivation Are employees needs addressed and is there a reward system that is competitive and that recognizes performance? |
| Employee Partnering
Does the organization through its actions develop loyalty and trust with all employees? |
|
EMPLOYEE SUPPORT
Providing an environment that gives access to required knowledge and promotes employee communication. |
| Workplace Environment Is there a comfortable, productive working environment, together with an effective means of communication within and outside the organization? |
| Knowledge Availability Do employees have access to knowledge and information that can enhance their performance? |
| Employee Involvement Is there an exchange of ideas and information to make employees feel involved with the success of the organization? |
|
ORGANIZATION CULTURE
Developing a culture that is open, inclusive and sharing |
| Management Style Is management sufficiently adaptable and open and does it solicit discussion with employees? |
| Leadership Ability Does management look to the future and share with employees their vision, goals and objectives? |
| Employee Interaction Is there open discussion amongst employees and supervisors and are the means provided for successful conflict resolution? |
|
| All CSI diagnostics are implemented in a similar
manner (see “Implementation”) |
|
EMPLOYEE WORKPLACE EVALUATION
Benefits |
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Benefits from doing an Employee Workplace Evaluation are derived from management being able to focus on information in the report with
the help of a facilitator to understand the root cause of your organization’s
strengths and weaknesses in the management and support of human resources. This
“sensemaking” session helps prioritize those areas where you may wish to make
improvements that represent best value.
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| |
| ORGANIZATION CHALLENGES |
Do management and employees see the organization in the same way? Does management perceive the H.R. practices of the organization in a more favorable light than employees? |
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| WORKPLACE INDICATORS |
Are employees and managers in agreement about where H.R. practices should be improved?
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| WORKPLACE INDICATORS |
Do different groups of employees see the organization in the same way? If not, are there certain areas within the organization where H.R. practices are not uniformly implemented? |
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| ORGANIZATION PRACTICES |
Should management initiate action to improve low scoring H.R. practices (specific questions with low ratings)? |
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