Competence - Action Issues
Competence assesses the strength of an organization's focus on the following Action Issues:
Action Issues #18
The organization seeks and hires good quality employees.
DESCRIPTION:
The quality of an organization's hiring process over time has a large cumulative effect on their effectiveness. Even with a small turnover of employees hiring processes that yield and recruit the best qualified candidates will positively impact the overall performance of any company. This action issue explores how the employees experience the hiring process. If they give a high score it suggests a well thought out interview process that looks for the best candidate and is prepared to meet the compensation needs of the best individual for the post.
Action Issues #19
Work assignments challenge employees and utilize their skills well.
DESCRIPTION:
This action issue explore the “fit” of an employee's skill set with the work they are given to do. A high score shows that assignments capitalize on the talents of the individual and match the task assigned. A low score suggests people are not hand picked and the process of work assigning is more haphazard. This measure speaks to the effectiveness of the supervision.
Action Issues #20
Appropriate training is provided for employees.
DESCRIPTION:
This action issue examines the effectiveness of the company’s employee training both formally and informally. On the job training is still the most widely used form of job training and used exclusively by many companies. Only using informal training has a potential danger as it means that bad work habits will probably be passed on. Good on the job training can rapidly assimilate new employees and quickly make them valuable contributors. Thus a high score speaks to faster assimilation of employees and a willingness by the company to develop employees.
Action Issues #21
Career opportunities are good within the organization.
DESCRIPTION:
This action issues seeks to give insight to the company’s approach to developing employees and the employee’s sense of their potential in the organization. A high score suggests people consider the company looks internally for staffing specific projects leaving employees with the feeling they can grow with the organization. A low score usually implies the employees feel that their career may be limited and that they should perhaps seek other employment. This is a key issue when companies decide to embark on a radical change. The people who feel the have a career ahead of them can be the company’s best change catalysts and model the new behaviors needed.
Work Systems Associates Canada 