Intervention Program, Research Paper Example
Words: 2072Research Paper
An organizational development intervention program is a series of actions, activities, and events intended to help an organization in improving the effectiveness and performance of its employees. Intervention design or action plan is derived from a careful diagnosis, and it aims at solving complicated problems. It also plays a crucial role in improving areas within an organization function identified in the need assessment. Organization development interventions vary significantly depending on the issues facing the company. It is worth noting that the intervention programs embraced by different organizations are unique.
From the training needs assessment for an accounting clerk, areas that require training include mentoring and auditing procedures. The most critical area in the accounting department that lack training is auditing procedures. There is no current training conducted by the firm in this area. Therefore, it demands immediate action since auditing procedures are crucial to the company.
The intervention program for auditors will include calling conferences in which all auditors will attend to facilitate the discussion of the viable auditing processes. This will require registering auditors with online Universities that provide courses on auditing processes. There are many online universities and programs providing courses in auditing. These courses will be essential in assisting auditors learn and improve their auditing skills.
Learning objectives will include describing the general audit process such as the use of risk assessment, gathering information, reporting processes, and performance procedures. Auditors will be required to document and perform basic audit procedures such as tracing, vouching, conforming, observing, and inspecting. They will also be required to instruct and complete audit procedures and tasks often assigned to new associates such as fixed assets, cash, inventory, accounts payable, and accounts receivable.
In order to attain these objectives, auditors will be required to complete short courses in three areas. These areas include audit knowledge and skills, accounting and auditing of financial statements, and foundation skills, which include communication and professionalism. Adequate training will enhance the performance and accountability of ProEnergy Services.
Even though, there were mentoring programs in the accounting department provided by internal mentors, there is still the need for development of mentoring programs. The mentoring program can be developed as an integral part of the firm’s ongoing commitment to employee development and organizational participation. The primary aim of the mentoring program developed will be to pair accounting clerks with senior employees within the department in a particular skill or knowledge area. The more skilled workers are to act as mentors in the training program.
Even though there are existing training programs for human resource department provided by senior members of the department, there is a need to consider services offered by external bodies. The human resource requires training in dispute resolution and this is only achievable by offering courses such as business communication. Enhanced communication in the human resource department is crucial in enhancing the ability of the human resource personnel in resolving the dispute among workers. The resulting harmony due to the absence of conflicts is essential in achieving collective organizational goals
Communication is the key element of management and the basic functions of management cannot perform well in the absence of effective communication. The human resource in the firm requires training on how to endure constant flow of information in order to enhance their ability to resolve disputes among workers. Even though the human resource division of the firm currently perform training of senior executives, the external trainers would be appropriate. The external trainers will conduct appropriate training to the personnel in a manner that fosters their business communication skills.
Technology and structural issues
Organizations need to divide the work among departments and coordinate work among these departments to ensure that they support strategic directions. There is also need to decide on how to deliver products or services and link people to duties or task. Technology and structural interventions include activities relating to employee involvement, organization design, and work design.
ProEnergy Services was using the windows operating system. In order for greater efficiency, the company switched to apple computers. This is to reduce cost of replacing the machines every two years and extend the shelf life to 4 years. The total time taken by the machines ought to be cut down by acquiring superior machines that foster the increase in productivity. Additionally, protect computers from getting viruses. This means that they cost of anti-virus software will be eliminated from the companies’ liabilities, down time will be reduced due to the machines slowing down due to virus infection and protection of vital software as well as information from being compromised.
Moving from windows operating software to Mac OSx require training programs on how to use the new operating system. Employees who have knowledge on the new operating system can conduct this training internally. ProEnergy services can also use services of external computer experts to train employees on how to use the new operating systems since some employees might not be willing to learn from their peers. Employees who have with skills in such areas can however be beneficial since the firm will incur minimal cost.
An assessment was done of how many staffs needed to learn how to use Mac and it was found that some employees knew how to use it. Those who are familiar with the Apple operating system will teach those who do not. This will reduce the cost of bringing in outside help. In addition, in case there is any down time it can be scheduled as a training session since internal.
The company operates extraordinarily sensitive data and the security department had to undergo training so that they may be able to stop threats within and without the department. In addition, the security system had to be alert to deal with criminology that was integral to the companies’ operations. The cost of the university was prohibitive and an alternative was an online university. This would allow the company to continue its operation by operating surveillance cameras systems while studying. This will also increase the competence of the security staff in general. The chief security officer can train all future security staff.
In spite of the marketing manager being adept at his job, he is not qualified. He needs to attend courses in order to acquire robust management skills. Public relations were determined to be the most suitable. The entire department will benefit and become more productive from the courses he will attend and the input he will bring in after the training.
The information provided is a sufficient proof that the human resource department lacked some training that would enable them deal with the employee related issues. It is imperative that, this reduces morale and productivity of workers. Training human resource department employees will ensure proper employee relations hence increased productivity. The accounting department needed to upgrade their auditing skills, and regulatory knowledge so as not to slow down the company when auditing needs to be done or when filing tax returns. This would increase their productivity and reduce down time.
The sales department relies on social media as well as enjoyable old-fashioned legwork. The technology they walk around with instills confidence amongst the clients and the sales personnel. Their ability to the network is paramount. The ipad is essential for easy communication between them on the field and staff in the office. It will allow them to enter into negotiations on price. With a technological integrated office, the Ipad would be their mobile office and they would need to be exceptionally perceptive with it. Human performance improvement is an impetus to company growth and productivity for the present the future.
The training needs assessment also showed that the chief security officer required more training even though training was already available. Since security is a paramount concern for a firm such as ProEnergy Services, taking the security officer to a physical learning institution instead of online university could prove more beneficial.
From the needs assessment of the organization, team building lacked. Most teams are a collection of individuals working at the individual level rather than at team level. This is the case since every team member brings in his/her emotional, cognitive, and behavioral style to the team. In isolated cases, one may fail to become part of the overall team culture and structure. The result is the team will be spending a large part of its resources and energy in practices aimed at overcoming individual differences.
In order to attain their full potentials, the employs require expert intervention in order to develop effective teams. An effective team building intervention for ProEnergy Services employees will include focusing on the following areas.
The first step will be conducting a team functioning analysis to establish a baseline level for team behavior. This warrants an interactive process analysis that enhances the establishment of the team’s task orientation/ social-emotional split, psychometric assessment, individual interviews, questionnaire/survey investigations, or a team based workshop. The resolution of the employees to work individually at improving their abilities, skills, and other skills that are associated with effective team building should precede the team functioning analysis. This will involve practical exercises and individual assessments aimed at highlighting and developing individual skills of team members.
The intervention program proceeds by moving the level of analysis to team level and continuing with the process initiated at the individual level. The next step is providing structural exercises in a supportive environment that will enable the team to acquire and practice the new skills as a unit. Lastly, an evaluation comes in place in order to compare the results obtained to the original baseline.
The firm needs ISO certification since it will make it competitive. In order to obtain ISO certification, the firm has to meet some international standards for quality management. ProEnergy services should consider teaming up with consultants that have essential programs that enhance the certification of companies. It is pertinent to note that, the company should adopt some quality control measures in order to ensure standard procedures. The company should do this before it becomes certified.
The first step in obtaining the ISO certification is to do some documentation regarding quality manual with written procedures, and some forms. ProEnergy services must ensure that it has enough resources to conduct the required training before the certification. The amount of training is however dependant on the responsibility of each individual. The firm will need to practice and live with the new quality system for some time since some areas may need to change with time.ISO auditing of employees and company records will determine if the firm qualifies for certification.
Health and safety
Another aspect that requires training is on health and safety. All employees at proEnergy services require training in health and safety in order to safeguard their life. The firm requires the services of health and safety auditors to identify machines and appliances that pose a safety risk to employees. Renovation of defective machines and structures can enable the firm get ISO certification.
Employee participation in the intervention program is the greatest perquisite in achieving the overall organizational goals. The participation of workers should expand to include all workers at all levels within the organization and take into account a wider array of issues if the program is to meet the organizational expectations. The recommendations made herein will step up current practices to encourage improved employee performance.
Generally, business operations required immediate attention in order to eliminate redundancies. Accounts department required training in two areas including auditing procedures and mentoring. This will ensure smooth running of operation in the department and the overall organization. Introduction of new operating system in the firm was also another issue that required attention. Even though there were some members who could guide others in how to use the new operating system, external consultants would bring results that are more positive.
The security officer lacked the required skills even though this section deals with protecting sensitive data that the firm operates. Even though the current program for training in the security department is done through by online university, the firm should consider taking security officers to physical universities where they can gain practical knowledge. Human resource department is crucial for employee development and they should be competent enough to deal with employee problems such as disputes. Human resource department need to promote team building within the organization in order to enhance communication within the company. The company needs to invest inhuman performance technology in all its departments so that all the employees especially the executive are updated with the current trends and strategies in the market place.
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