While the basic Core Competencies with respect to education & experience are standardised, personal behavioural attributes influence the work discipline and organisation culture, which in turn determines the success of the individual and organisation as a team.
Researches prove when personal attributes and work demands match, the individual & the organisation both stand to gain with the association. Thus, benchmark profiles were created idealistic to the industry culture (varies among the industries); Individual personal profiles are then matched with their current job profile and that with the next nearly matching profile. This enables a better fitment of personnel & process within the organisation and yield higher productivity, efficiency, team bonding and talent retention.
While organisations take adequate care for ensuring competencies at recruitment, the same level of diligence is not maintained while assigning in a team or reconfiguring a team. When such a favourable team formation takes place, results are exponential. On the other hand, the losses & conflicts can bleed the organisation and affect its stability. This is the fundamental rationale behind this study. When competencies are constant, behaviour & response to situations vary amongst individuals and further more in a group. A study of their individual behaviour and careful formation of groups can help them function more effectively and autonomously, thus yielding greater results.
Teams are inherent part of any organisation and in addition to core competency, organisation shall consider grouping based on:
Incidentally all above are subjective and can’t be quantified
As part of our ongoing research, we analysed the behavioural pattern of successful professionals in particular discipline and compared with the remainder. There was a distinct correlation of their work behaviour pattern with the results. The findings were
Thus each activity’s work behaviours were identified in consultation with the organisation and domain experts. Later individual behavioural pattern were compared against each activity demand pattern. Apropos, we have classified the human behaviour at work into following types to facilitate group formation.
Based on the initial results, we reconfigured teams based on their behavioural pattern that best matches with the activity demand pattern. Conducted studies on team effectiveness by configuring various small teams according to their behavioural pattern and the results were rewarding.
This was found beneficial to the organisation and to the employees boosting their morale.
HARVEST in prima-facie is a risk mitigation tool to strategize and abate risks arising out of improper team configuration.Not that all processes and all levels of personnel have greater significant impact on the organisation’s stability & sustenance and this varies between 60%-20% amongst different organisation sectors. Apropos, individual organisation shall define its critical mass of employees.
These identified personnel will undergo the assessment, which takes an average of about 20 min max per participant. Depending upon their work schedules, a survey schedule be prepared allowing max of 16 respondents per consultant per day.Our team of interviewers & counsellors will be available 24x7 (as per schedule) and administer the personality survey questionnaire.
Individual profiles will be prepared and submitted to the management for review & consultation. After about a week from the submission, our team will visit to discuss and clarify queries and help in initiating the process of reconfiguration. Cautiously, any perceptive or foreseen risks shall be brought to the table before the reconfiguration process is initiated.
Team Reconfiguration may be rolled out ad-hoc or in phased manner, depending upon the risk universe the organisation dwells in.
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