General Area of Improvement

The general area of improvement in an organization consists of the 5 areas which most companies require their employees to improve. They are: General Skills; These include skills such as communication, leadership, teamwork, and analytical thinking. Teams with members who possess these skills tend to be more successful than those without them. Technical Skills; These include specific skill sets which students might acquire at a trade school or other institution related to their field of choice. This is intended to take the place of the bachelor’s degree in fields where a bachelor’s degree may not be needed, but a specific skill set is required (for example, graphic design). Business Skills; These include skills such as business English and computer literacy which are requirements for positions in many companies. Personal Skills; These skills include soft skills, or interpersonal communication skills that can greatly enhance an individual’s effectiveness with coworkers and customers. Specialized Certifications; This is a field-specific certification, such as a CPA for accounting positions or a real estate license for real estate positions.

Specific area of improvement

The need for better resource management in an organization is of great importance. Resources are available but they are not being used effectively or efficiently which would increase profits of the company. Most companies do not have a system to ensure that there is efficient use of resources. The benefits of effective resource management are saving money on taxes, hiring competent employees, maintaining good quality of services, better customer relations and ensuring that the company’s financial needs are met. Furthermore the need for resource management in an organization is very important for it ensures there is balanced distribution of resources by reducing wastage or loss. If employees are aware, they will be able to treat the resources with respect. With a well-defined system in place, management will be able to plan better for the future. The need for good resource management is greater because it ensures that the company’s needs are met through effective use of available resources which would mean meeting financial requirements easily. The alternative would be that employees are not aware of how to use resources or what to do with them thus leading to wastage.

Supporting Documentation

The financial results that have been published by the company in its annual report have disappointed the market in that they fail to show significant improvements in key figures. The management believes, however, that the difficulties are due not only to external factors but also to deficiencies in the quality of resource management. The target market’s dissatisfaction with the company’s poor financial results suggests that there is a need to improve the company’s resource management, and this discourse has been generated because of their failure to increase sales or generate profits over time. The managers’ opinion that the difficulties are due to external factors as well as deficiencies in the quality of resource management means that not only has there been an internal problem, but also poor management

The state of management is reflected in the company’s performance and therefore it can be inferred that better resource management would result in improved financial performance. The argument makes the assumption that if deficiencies in resource management have caused the company to underachieve in terms of profit and sales, then a change in resource management should contribute to a reversal of this trend. This supports the suggestion that better resource management would result in improved financial performance. If a company is not doing well financially, it can be inferred that there are poor management practices taking place within the company. This does not necessarily mean that the people working within the organization are ineffective, but rather that there is a lack of organization or direction which is causing problems.

Lack of effective resource management within an organization has led to inefficiencies and poor financial performance; therefore, it is very important for organizations to consider implementing better resource management. Although there are many financial issues that could affect the performance of a company, it is generally accepted that poor financial performance in one area may indicate that there are problems with resource management in general across the organization. To summarize, an organization needs to improve its overall approach to resource management if it wants to secure long-term financial performance. .  Since the financial results play a part in showing how successful a company is, poor performance suggests that there could be an internal problem which needs to be addressed.

Supporting Research

Literature contains a large number of case studies that show how improved resource management can be beneficial across all levels of an organization. For example, one study states that “resource problems are the second most frequently mentioned problem firm’s face. They are viewed as problems by the CFOs of approximately one-half of their companies. Resource problems are seen to hold back innovation in nearly three out of every five companies. This shows that resource management is very important for an organization to become successful and improve its product offering. “Resource management also improves the likelihood of meeting objectives and financial targets.

For example, one study showed that CFOs who are very satisfied with their company’s resource management practices were 2.7 times more likely to say that their company was “excellent” or “better than expected” at achieving all three of its high-priority objectives than those who were dissatisfied. Similar studies of CEOs and other senior executives have found that increased satisfaction with resource management is a significant predictor of top-line revenue growth, employee engagement scores, and net income growth. Another study of a major U.S. bank showed that resource management was a significant predictor of customer satisfaction and operational efficiency when controlling for other factors such as client base, market presence, and cost structure.

The conclusion of this journal article is saying that there can be several benefits to improved resource management in the organization. Many studies suggest that increased satisfaction with resource management is tied to increased revenue, improved customer service, and lower expenses. The journal article goes on to say that there can be several benefits to improved resource management in the organization. Researchers have found many positive factors of organizations who are satisfied with their resource management practices, such as revenue growth, reduced customer turnover, and the improvement of certain processes. It is also believed that resource management is one of the most important factor in an organization, so it would bring about many benefits if implemented properly.

Organizational Culture

Organizational culture is the way in which employees interact with each other and their environment. This includes their values, beliefs, behavior, language, rituals and unwritten rules. Organizational culture is important to an organization because it helps to maintain stability within an organization. The organizational culture helps to establish an environment for employees to work in by determining employee behaviors and how they should act while at work. Organizational culture can have positive or negative impacts on performance depending on the type of organizational culture within the organization. Organizational culture has a direct impact on areas of improvement, both positively and negatively depending upon what values are being rewarded. Organizational culture can help to improve performance and grow as an organization through providing a framework for efficient and effective organizational practices.

A company’s culture is made up of its shared values, beliefs, and norms that determine how employees interact with each other and customers. An organization should focus on evaluating their own culture by reaching out to all levels of the organization. From this process leaders can better assess where the company culture needs to be improved, especially in times of organizational change. The leader should also look externally and see what external factors impact the company’s culture such as competition, regulatory changes or public perception. Finally, a leader should assess the strengths and weaknesses of the current culture to help manage organizational change.

One way a company can evaluate their culture is by asking employees at all levels what they think the company’s values are. The leaders should then use this evaluation to determine which values they want to keep or add. Another approach is for leaders to do a 360-degree review of the company’s culture to see what other people think. This can be done through surveys or face-to-face meetings with employees. The leader should take these reviews and use them to create an action plan for any improvements that need to be made. Leaders also have to look outside of their organization to determine how the corporate culture will be evaluated. They can look to industry peers and other successful companies to see how they run their corporate cultures.

Self-Evaluation Plan for Leadership Team

Self-Evaluation helps an organization assess its current performance and implement improvement plans. Self-evaluation is a systematic approach of assessing one’s own strengths and weakness with regards to their own key business objectives. There are different way in which organizations may assess themselves, such as: Competitors’ comparison: this can be done by using the competitor’s data and developing a feedback and improvement plan based on the competitor’s performance, market share and achievements. Data collected from internal sources: this can be done by using industry reports, faulty analysis, focus groups and surveys to collect information about your organization. The objective of such an exercise is to find ways in which the organization may improve its core business.

External data: this entails using external sources of data about the organization’s performance, for example by accessing public reports on government websites, market research and consumer feedback surveys. Once all the information is collected about your organization, it can be used to draw up a plan for improvement.  In an organization, improvement plans are developed to help the organization enhance its performance and compete in the market. In order for a plan for self-improvement to be effective, it should contain a clear statement of focus or goal, as well as specific strategies or action plans that can be used towards achieving the goal set out.

Committee Members in improvement team

Improvement committees are composed of five members. One is the head of the organization, who approves committee expenses and whose signature is required on all committees’ reports. The other four are employees of the company who have been selected by their colleagues to represent them on that particular improvement committee. At least three of the members must be production workers. The other two may be either production workers or white-collar employees. One representative of the white-collar group is designated as chairman and one of the production representatives as vice-chairman. The two representatives of the white-collar group should be selected for their recognized ability in the field of production. The chairman and vice-chairman serve as part-time members of an improvement committee, devoting one or two days each month to the company’s improvement program. Although they are not supposed to make any formal reports directly to their fellow employees, their fellow members are entitled to receive reports from them.

During the first few weeks of his membership on an improvement committee, the chairman will probably spend much time gathering information concerning production methods. This can be done by visits to other departments within the organization or by attending special courses conducted for improvement committee members. The vice-chairman concentrates on studying the procedures of his own department with a view to improving them. After this initial period, however, both men devote their full time to improvement committee work. The other members of an improvement committee carry on the day-to-day activities that lead to changes in production methods and procedures and help produce better and more efficiently produced products and services. The first and most important step in any improvement program is the development of a sense of team effort between management and employees. Employees must know that they can trust their supervisors, and supervisors must feel free to solicit the ideas of their employees without fear that those ideas will be used against them.

Internal and External Stakeholders

Internal stakeholders

After evaluation by internal stakeholders, the reported that the department of product development that was formed in January last year by merging two existing units to improve the efficiency and effectiveness of the development process. This consolidation increased our capability to manage product development as one department but it introduced some problems, for example overlapping reporting lines, lack of clear accountability and separate data systems that made management more complicated. To support the new department in building its capability, an organization development plan has been prepared which covers the next three years. The development team have completed their assessment of where we are now and have clearly identified some areas that require improvement. These are mainly due to management styles, communication problems including lack of empowerment, resources, capability and poor information sharing. The plan also covers the financial resource required to implement changes, timescales for each activity/action point and responsible personnel. A review process has been included to ensure that the products of the action points are built in to our everyday way of working so they are sustainable rather than just a temporary improvement device.

External stakeholders

The analysis of stakeholder`s power and influence can help organizations to analyze the flow of information and find out where the problem is that might exist in the organizational structure. The results of this analysis can show which individuals will have an impact on the organization, how they will affect the process, and what kind of power they have in order to affect the outcome. When we talk about analysis, we mean the process of examining and studying information in order to determine its nature and significance. This paper will provide an overview on stakeholders` power and influence within their environment as well as how these factors affect organization improvement plan development.

One-Year Action Plan

Goals

Organization’s resource management can improve to make the organization more efficient and effective. The goals of improving the organizations’ resource management are listed below:

1. Increase time available for value-added activities; organizations need to reduce nonessential work in order to increase the proportion of time spent on value-added activities. By doing this, the organization becomes more flexible and can adjust to changes in marketplace demand.
2. Reduce inventory; by reducing inventory, organizations will reduce their costs of carrying inventory and the time required to move it. This may lead to shorter lead times which would also enable the organization to be more responsive to customer needs.
3. Maximize utilization of human resources; by doing this, the organization will maximize its resource in a way that produces a maximum level of activity in relation to investment in people. Minimize non-value added activities organizations need to reduce unneeded work and carry out only essential activities. This ensures that organizations do not engage in any wasteful or unnecessary work.

Objectives

Resource management is a set of processes and tools that tracks and manages the availability of utility companies, equipment and labor. The key objectives of resource management improvement in any organization are:

1. Increase utilization rates
2. Reduce operating costs
3. Reduce administrative expenses
4. Improve services to customers

Action Plan

1st Quarter

The 1st quarter plan for resource management improvement in the organization is to present a proposal on the best way to invest resources and how these resources should be controlled. The proposal must take into account all of the relevant factors, such as the nature of each investment, its potential impact on terms of saving time and money. It can involve investments in technology and infrastructure, as well as the development of human resources.  The main objective is to increase the quality of service provided by the organization. However, in order for this objective to be achieved it must be supported by other objectives related to its performance, such as increased productivity and effective allocation of resources. Therefore, investment decisions shall not depend solely on economic factors but also on social, environmental or ethical considerations that may be relevant for the organization.

2nd Quarter

The objective of this 2nd quarter plan is to have all tasks being completed to ensure the proper use of resources in the company. This plan will include the following: Completed analysis of current system and procedures for resource management improvement in the organization. Updated job descriptions and process flows for all departments. Confirmation on the company’s actual needs based on updated information. Establish clear missions and strategies apart from any potential obstacles that may arise. Create a good relationship with everyone that will be involved in the project or tasks related to this plan for better cooperation and understanding of what is required from them.

3rd Quarter

3rd Quarter Plan for Resource Management Improvement in the Organization. During this quarter we will be focusing on two objectives: Learning and sharing best practices of resource management in other organizations. Development and implementation of a rule-based system to control and track resource usage throughout the organization.  Expand our knowledge and understanding on the current status of resource management in other organizations. Improve our ability to compare our organization’s resources against those of similar organizations. During this time we will be considering all resources used throughout the company which include but not limited to people, equipment, financial resources, supplies, information, facilities. Also consider the time required to utilize these resources across all functions in the company. We will be taking steps to improve our resource management capabilities including but not limited to: meeting with various managers/supervisors in order to better understand their perspective on how resources are utilized throughout the organization.

4th Quarter

In the fourth quarter we will focus on analysis of resource improvement in the organization. The goal of this analysis is to determine how well the organization currently does at managing its current resources. Review the organization’s resource and capacity utilization in the first to third quarter. Identify any areas where we can improve our ability to manage resources both in terms of utilization and allocation. As a result of this analysis, we have made plans to improve our utilization of certain key resources in the organization. These changes will allow us to reduce waste and work more efficiently within each department. We believe that these changes will ultimately benefit our customers and clients by providing them with better service and allowing us to meet their needs more quickly.

Evaluation Plan

The following steps may be followed by Resource Management personnel to ensure that they are evaluating their resource management improvement efforts in a proper and effective manner.

1) Statistical process control will play an important role in the evaluation of the performance of the resource management functions within the organization. In order to measure performance, data needs to be collected from various departments, which can be done through statistical process control methods. This yields useful information for managers to make appropriate decisions on time and results in optimal management of the organization’s resources. Statistical process can identify factors that can be eliminated, controlled or modified.

2) Prioritization is the foundation for any action taken by management. The best implementation of resource management is product of prioritization. The use of statistical process control will allow for identification and observation of the significant factors in the organization’s resource management functions. This allows for an understanding of which items within a department contribute to overall success and failure.

3) Once relevant data is collected through statistical process control, it can be evaluated by managers with respect to the entire organization’s goals and objectives. Evaluation will allow for identification and understanding of the functions and roles which need improvement or modification to meet organizational goals. This allows managers to prioritize efforts, personnel, training opportunities, etc., so that they are most conducive to organization success.

4) Once relevant data is collected through statistical process control methods it can be evaluated by managers. This will allow for an understanding of what is working, or not working within the organization’s resource management efforts. If something is not working it should be eliminated, modified or controlled so that it can achieve maximum efficiency along with its other resources.