Since I am VP of the HR department overseeing 25 managers that are responsible for over a thousand other employees, things can get very challenging at times. The good things about it are that there are tools, approaches, and methods that can aid one in solving the issues and bring our HR department to improve its efficiency. Developing a strategic plan for a departmental restructuring requires communication throughout the process.
Functional silo in an organization that extends across several departments has a tendency to cause separation in the workforce. For example, the recruiting department and the compensation/benefits department are not working together, but in a single kind of way. The problem appears to be that employees are demonstrating …show more content…
We develop a plan for reaching the vision. Every plan has to have a deadline and done promptly, so we created ways to measure success. The change has to be cascaded throughout the entire organization to keep the change alive. In the event, we fall short of our objectives a contingency plan was in place. Once the change was complete, we began sharing the knowledge that was learned.
The problem of functional silos is certainly a weakness in the department and the organization. we will first identify the development requirements; we will implement a need analysis of the department following a performance appraisal. “The need analysis reviews the requirements of the organization and employee” (Jackson, 2011, p.304). as VP of the HR department, I needed to find out some insights about the employee’s behavior. The approach that we will be using is the 360-degree feedback approach which is done to collect the perceptions of the conduct of the department members from several sources such as peer, direct reports, managers, and supervisors also known as multi-rater feedback (Society for Human Resource Management, 2011). “Measuring employee engagement is a strategy to improve productivity and attain business objective” (Society for Human Resource Management, 2011, p.7). The results of the appraisal gave KPI’s showing that the
Functional silo in an organization that extends across several departments has a tendency to cause separation in the workforce. For example, the recruiting department and the compensation/benefits department are not working together, but in a single kind of way. The problem appears to be that employees are demonstrating …show more content…
We develop a plan for reaching the vision. Every plan has to have a deadline and done promptly, so we created ways to measure success. The change has to be cascaded throughout the entire organization to keep the change alive. In the event, we fall short of our objectives a contingency plan was in place. Once the change was complete, we began sharing the knowledge that was learned.
The problem of functional silos is certainly a weakness in the department and the organization. we will first identify the development requirements; we will implement a need analysis of the department following a performance appraisal. “The need analysis reviews the requirements of the organization and employee” (Jackson, 2011, p.304). as VP of the HR department, I needed to find out some insights about the employee’s behavior. The approach that we will be using is the 360-degree feedback approach which is done to collect the perceptions of the conduct of the department members from several sources such as peer, direct reports, managers, and supervisors also known as multi-rater feedback (Society for Human Resource Management, 2011). “Measuring employee engagement is a strategy to improve productivity and attain business objective” (Society for Human Resource Management, 2011, p.7). The results of the appraisal gave KPI’s showing that the