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Scale new heights with your people capabilities

Did you know that, in order to succeed in an emerging market you need to have a structured competency management? Thats what the 2014 KPMG report recommended to its clients. The objective of an organisation is to attain a common goal and while doing so, there are many routine activities that are carried out. While working in tandem, the people within an organisation develop a way of working and relating to things in an unique manner or via a Practise. One of the common principles of management (PPM) recommend that an organisation remain consistent with its practises. Consistency of practises is key to business excellence, it takes out the unpredictability from the system and encourages people to work in tandem towards the common organisation goal. Practises are unique to an organisation, and therefore decoded by the insiders of the organisation and in turn impacts the organisation culture and health and more importantly business success.

People Capability Maturity Model (PCMM) structures these internal practises into coherent models,which creates consistency of work methods within an organisation and has lasting effects on business environment via its ability to customise according to the organisation’s unique needs. Although each level of the PCMM requires the organisation to focus on certain mandatory practises. This planned approach towards practise development propels the overall competency of the organisation via skill,scale and sustain approach (2014 KPMG report).

You could build in success into the veins of your organisation via simple tools. However, it is important to note that the areas that could convey this, consists of both internal and external factors. Here the focus is more on internal factors i.e. people capability and competency vis-a-vis how they interact with the external factors to make the organisation effective and surpass its goals.

There are many tools that help you measure both internal and external factors, SWOT gives a combined internal and external picture. In order to deep dive, one could choose to go for different tools for internal and external factors like PESTLE provides an deep insight on the internals and Porter’s five forces provide an external view of matters. Another alternative could be questionnaires.Questionnaire is an easy option for getting closures on such assessments.

3 quick steps to writing an assessment questionnaire:

a. Internal Business Process

b. Customer Focus.

c. Leadership

d. Innovation and Learning

e. Financial

  • 1. Before designing the questions, pause to think about all the critical organisational factors you would want to assess, and the resources involved – as in time, people and budgets.
  • 2. Once this is done, the next step is to start writing up the questionnaire. You could use the SEI guidance for choosing the focus areas for your questionnaire, as below:
  • 3. Free tools like Google form, help design questions and generate reports for analysis. Analysiswould be of primal importance in this context, in order to recognise and build on yourorganisational strengths, and eradicate your weaknesses or reduce their business impact.

So, get ahead of your competition and soar new heights!

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