Common Area for Improvement

1. while corporate training program is in placed, balancing between corporate and company level needs is lacking as a result many employee still not aware of corporate culture
2. Although Employee well-being and satisfaction survey is carried out periodically,
   Success Programming: How A Small Shift In Your Thinking Can Create A Quantum Leap in Your Business
   Would you like to learn the #1 secret to increasing your business’ profits and sales 100%, 200%, even 500% ... with greater ease and velocity?It all starts with leveraging the power of your mind.Our minds are our single most important business asset. Our money, our marketing efforts, even our clients, are secondary assets compared to our minds.Think of your mind as a powerful computer. A computer that controls all your thoughts, your feelings, your behaviors and, ultimately, your results. If you want to dramatically shift your business
   In my previous article entitled: Information and Analysis - Baldrige Assessment Case Studies for Category 4, I shared about common assessment findings of several companies being assessed by a group of trained and experienced assessors. In this article, I will provide similar findings but on Human Resource Focus of the Baldrige Criteria. It is provided in the form of case studies which include Criteria summary as described in year 2001 Baldrige Criteria, assessment findings in terms of Strengths and Area for Improvements.

   There are seven categories in the Baldrige Criteria. In this article, I will deal with the bold categories listed below:

   Leadership | Strategic Planning | Customer and Market Focus | Information and Analysis | Human Resource Focus | Process Management | Business Results

   Criteria Summary Category 5 - Human Resource Focus

   The Human Resource Focus Category examines how your organization motivates and enables employees to develop and utilize their full potential in alignment with your organization’s overall objectives and action plans. Also examined are your organization’s efforts to build and maintain a work environment and an employee support climate conducive to performance excellence and to personal and organizational growth.

   5.1) Work Systems Describe how your organization’s work and jobs, compensation, career progression, and related workforce practices motivate and enable employees and the organization to achieve high performance.

   5.2) Employee Education, Training, and Development Describe how your organization’s education and training support the achievement of your overall objectives, including building employee knowledge, skills, and capabilities and contributing to high performance.

   5.3) Employee Well-Being and Satisfaction Describe how your organization maintains a work environment and an employee support climate that contribute to the well-being, satisfaction, and motivation of all employees.

   Common Strengths

   1. A long term Strategic HR is established and put into practiced especially for succession planning, oversea postings, R&D capabilities and Engineering Improvement resources
   2. There is systematic approach to improving the work system to cope with the business needs taking consideration of skill personnel are lesser in the employment market
   3. A structured manpower training program to inculcate corporate culture is in placed to disciminate corporate values. Global manager development program is in placed to develop more future leaders to support business expansion.

   Common Area for Improvement

   1. while corporate training program is in placed, balancing between corporate and company level needs is lacking as a result many employee still not aware of corporate culture
   2. Although Employee well-being and satisfaction survey is carried out periodically, t
      Janitorial Franchising: The Most Successful Business Model
      If you were to ask 100 janitorial companies if they use employees or franchisees, 95% would probably say employees. If you went on to ask these same companies, how many are dealing with personnel problems, the same 95% would have to step forward.Do you see a correlation there?In the janitorial industry, the Employer-Employee model is the most common one, but it comes with a price. Here are just a few:1. High turnover. Typically, a janitorial company will experience 50% turnover within a given year. Half of the employees that begin the
      his article, I will deal with the bold categories listed below:

      Leadership | Strategic Planning | Customer and Market Focus | Information and Analysis | Human Resource Focus | Process Management | Business Results

      Criteria Summary Category 5 - Human Resource Focus

      The Human Resource Focus Category examines how your organization motivates and enables employees to develop and utilize their full potential in alignment with your organization’s overall objectives and action plans. Also examined are your organization’s efforts to build and maintain a work environment and an employee support climate conducive to performance excellence and to personal and organizational growth.

      5.1) Work Systems Describe how your organization’s work and jobs, compensation, career progression, and related workforce practices motivate and enable employees and the organization to achieve high performance.

      5.2) Employee Education, Training, and Development Describe how your organization’s education and training support the achievement of your overall objectives, including building employee knowledge, skills, and capabilities and contributing to high performance.

      5.3) Employee Well-Being and Satisfaction Describe how your organization maintains a work environment and an employee support climate that contribute to the well-being, satisfaction, and motivation of all employees.

      Common Strengths

      1. A long term Strategic HR is established and put into practiced especially for succession planning, oversea postings, R&D capabilities and Engineering Improvement resources
      2. There is systematic approach to improving the work system to cope with the business needs taking consideration of skill personnel are lesser in the employment market
      3. A structured manpower training program to inculcate corporate culture is in placed to disciminate corporate values. Global manager development program is in placed to develop more future leaders to support business expansion.

      Common Area for Improvement

      1. while corporate training program is in placed, balancing between corporate and company level needs is lacking as a result many employee still not aware of corporate culture
      2. Although Employee well-being and satisfaction survey is carried out periodically,
         The Mentor - Mate - Mentee
         If you plan to succeed in today’s marketplace, there are three types of people you must have in your professional life. These persons will help you reach your professional goals, climb the corporate ladder, obtain professional success, and grow in all areas of your life.The Mentor will help you reach goals much quicker than expected and with fewer headaches. You should always strive to surpass your Mentor’s current professional level. Don’t seek a Mentor for what he/she has earned (i.e., house, car, degrees, clothes, etc.) but seek a Mentor for what
         a work environment and an employee support climate conducive to performance excellence and to personal and organizational growth.

         5.1) Work Systems Describe how your organization’s work and jobs, compensation, career progression, and related workforce practices motivate and enable employees and the organization to achieve high performance.

         5.2) Employee Education, Training, and Development Describe how your organization’s education and training support the achievement of your overall objectives, including building employee knowledge, skills, and capabilities and contributing to high performance.

         5.3) Employee Well-Being and Satisfaction Describe how your organization maintains a work environment and an employee support climate that contribute to the well-being, satisfaction, and motivation of all employees.

         Common Strengths

         1. A long term Strategic HR is established and put into practiced especially for succession planning, oversea postings, R&D capabilities and Engineering Improvement resources
         2. There is systematic approach to improving the work system to cope with the business needs taking consideration of skill personnel are lesser in the employment market
         3. A structured manpower training program to inculcate corporate culture is in placed to disciminate corporate values. Global manager development program is in placed to develop more future leaders to support business expansion.

         Common Area for Improvement

         1. while corporate training program is in placed, balancing between corporate and company level needs is lacking as a result many employee still not aware of corporate culture
         2. Although Employee well-being and satisfaction survey is carried out periodically,
            Customers Expect More
            What makes a successful salesperson?I’ve often asked that question at seminars, and the answers have been all over the ball park.“You’ve got to have the right product,” some say.It helps. But we’ve all known salespeople who went broke trying to move superb products and others who could make fortunes selling ice cream on an iceberg. A really good salesperson can rack up more sales with a mediocre product than a mediocre salesperson can make with the greatest product in the world.“You’ve got to make plenty of sales calls,” others say
            to high performance.

            5.3) Employee Well-Being and Satisfaction Describe how your organization maintains a work environment and an employee support climate that contribute to the well-being, satisfaction, and motivation of all employees.

            Common Strengths

            1. A long term Strategic HR is established and put into practiced especially for succession planning, oversea postings, R&D capabilities and Engineering Improvement resources
            2. There is systematic approach to improving the work system to cope with the business needs taking consideration of skill personnel are lesser in the employment market
            3. A structured manpower training program to inculcate corporate culture is in placed to disciminate corporate values. Global manager development program is in placed to develop more future leaders to support business expansion.

            Common Area for Improvement

            1. while corporate training program is in placed, balancing between corporate and company level needs is lacking as a result many employee still not aware of corporate culture
            2. Although Employee well-being and satisfaction survey is carried out periodically,
               Employee Performance Appraisal — 5 Steps for the Ideal Assessment Form
               Conventional wisdom says that there’s no such thing as a perfect employee performance appraisal form. And with so many sorry examples of appraisal forms around, conventional wisdom might almost seem correct.It’s not. There is an ideal model for the employee performance appraisal form. And getting the form right is essential to effective employee performance management, since the appraisal form is the lightning rod that not only attracts everyone’s attention, but also focuses organizational energy on the issues of highest priority. An ideal form has fiv
               e lesser in the employment market
            3. A structured manpower training program to inculcate corporate culture is in placed to disciminate corporate values. Global manager development program is in placed to develop more future leaders to support business expansion.

            Common Area for Improvement

            1. while corporate training program is in placed, balancing between corporate and company level needs is lacking as a result many employee still not aware of corporate culture
            2. Although Employee well-being and satisfaction survey is carried out periodically, there is lack of analysis of the survey result and action plan to close the gap
            3. Motivational program to encourage employee to higher performance level is ad-hoc and non systematic. Without such motivational program, it is difficult to engage more employee drive the company toward a greater height

            In summary, having understood the core value and concepts of Malcolm Baldrige, leaders of company would have a better idea TQM success may be represented by Malcolm Baldrige Assessment. Its assessment report both Strengths and Area for Improvement is a value-added feedback moving forward. My next article will share some case studies on assessment of several companies in Process Management - Category 6

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