Services - Analysis of Work, Skills & Motivation
Work teams need constant adjustment as work demands change, staff turnover occurs, and other environmental changes impact the ability to deliver the right service or product. A subset of the "organization refresh" process can be used for these targeted adjustments. Using assessment tools and an analysis methodology to look at the work, skills and the motivation of work team members can reap information for vital adjustments to improve performance.
Logenii will work with work teams and their leadership to clarify a performance problem and establish the appropriate analysis steps and tools that can extract key data for intervention. The following example depicts four Logenii service delivery components and issues they can address:
| Organization Problem | Logenii Service Delivery Components | |||
| Work analysis | Skills Assessment | Motivation Profiling | Culture Blending | |
| Shift in business model | X
| X
| X | |
| Lack of role clarity | X
| X | ||
| Skills utilization | X
| X
| ||
| Non-cohesive teamwork | X
| X
| X | |
| Multiple cultures | X | |||
Case Studies:
Case:
A technology function was being outsourced and most of the staff were to be terminated at the end of the transition.
With limited funds for any outplacement services, the IT management team requested inexpensive options.
Service:
Motivator® was chosen as an "outplacement" tool because it offered insight to individuals on their job needs and was inexpensive.
With their Motivator® profile and a coaching session, the staff member was able to create an 'ideal job' criteria and company criteria for job interviews.
The service was self-selecting and confidential to each person.
Case:
Level of expertise and skill did not match to the new job demands for an IT operations support function. IT leadership wanted to
look at the work as well as compare the jobs defined in other local IT operations functions with their operations
support jobs.
Service:
A select group of IT leaders were interviewed to establish the work required of the operations support function. A work analysis/job
description survey was distributed to a group of local IT organizations to get a benchmark of the jobs and work demanded
of operations support functions in other companies. The survey results were analyzed and compared to the current job
descriptions to establish gaps in both work requirement and job descriptions. The outcome was a better understanding of new
skills required, the need for a more senior job and alignment of current jobs with the work demands.
