ORGANISATIONAL DESIGN & DEVELOPMENT - THE "3 M's"

Mindset

In today's dynamic business landscape, it's crucial for organizations to proactively embrace adaptability and innovation to maintain a competitive edge. This necessitates cultivating a culture that actively promotes continuous learning and development. Nevertheless, many companies tend to prioritize evaluating an individual's technical skills and qualifications, often overlooking the pivotal factor of their drive and capacity for growth.

A growth mindset is a way of seeing problems and skills gaps that can be overcome with time, patience and development. The term, “growth mindset” was originally coined by Carol Dweck, a psychologist, professor, and researcher at Stanford University, in her 2006 book Mindset: The New Psychology of Success. organizational design and development

Mechanics

Organisational design & development; is an intricate blend of art and science, requiring the creation of a collaborative system to achieve collective goals. This complex process has no one-size-fits-all approach. In this article, we will elucidate the essence of organisational design & development - especially for HCM integration; its driving forces, methods of execution, and how to gauge organisational effectiveness and efficiencies; whilst ensuring impact on customers, shareholders, stakeholders and employees, with their leadership attributes at all levels.

The rise of specialised expertise in organisational design & development - in newer operating models, is positive.

Many "Center of Excellence" structures now have dedicated OD teams, addressing performance challenges caused by poor organisational design. Closer alignment between OD, Talent, Reward, and Performance functions offers significant value for the organization.

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Motivation

Understanding and appreciating different cultures and individual personalities is crucial for success in international business. It is important for the executive team to understand employee motivations to effectively engage and retain talent.

Human Capital Management (HCM) and Strategic Human Resource Management (HRM) use motivation to inspire employees to perform at their best. This involves offering competitive salaries, providing career advancement opportunities - through Succession Planning and the importance of Talent management & career development.

This can be achieved whilst also recognizing and rewarding good performance; in creating a positive work environment. These strategies boost morale and contribute to overall organizational success.

The Strategic Performance Management Loop™

Strategic performance management is a systematic approach that organizations use to apply their strategies across their teams and departments to ensure business goals are met.

By setting clear expectations and guidelines, businesses can ensure that their employees are aligned with their goals and work towards achieving them efficiently. It's critical to first identify the key responsibilities that come under the category of performance management, including:

Establishing work performance expectations and methods to fulfill them
Using performance appraisal strategies to evaluate employee performance
Motivating employees and correcting poor behaviors
Providing customers with quality evaluations
Continual development of an organization's performance capability
Coaching and action planning for dealing with performance-related difficulties.

Strategic performance management allows businesses to apply their strategy across the board to ensure all objectives are met. Senior leaders can better ensure their staff will endorse and drive company success by providing consistent, realistic, and appropriate standards.

SMART to SMART-ER

At H&H Services, we’re transforming traditional SMART goals with innovative thinking. Motivational speaker Zig Ziglar said, “A goal properly set is halfway reached,” highlighting the need for S.M.A.R.T.E.R. goals that include a clear plan for achievement.

We enhance the "Evaluate and Reward" concept by focusing on a growth mindset. This ensures our goals, targets, and KPIs are both engaging and aimed at excellence.

We aim to create an invigorating workplace where task identification motivates everyone. Embracing this mindset allows us to recognize and reward achievements while aligning closely with results and adding value for customers, shareholders, and stakeholders.

Re-defining EMPOWERMENT

Empowered employees are confident, productive, motivated and engaged. They typically complete their tasks with little to no supervision and have the confidence to make their own decisions and generate new ideas because they feel trusted by their manager. They are also often willing to go the extra mile for their team and take ownership of their work.

Above all, empowered employees find meaning and purpose in their work and this commitment helps them perform well in their role.

https://www.indeed.com/hire/c/info/empowering-human-resources