Organizational assessment involves creating a picture of “what it is”. The snapshot should provide a clear view of the present position of the company and it should indicate whether there is a need to go for a change process.
The data provides a baseline which can be used as a reference point to measure change in the future. Employee opinion surveys and climate surveys form a critical part of this measurement process. The key to an effective assessment is being clear about the goal of the process and being specific about the questions the intended exercise must answer.
Cultural assessment:
This provides information about core dimensions of organizational culture which includes satisfaction with the work itself, satisfaction with pay and benefits, opportunities for advancement, satisfaction with leadership and supervision, motivation, common values and performance commitment. If the leader proves to be aggressive, committed, value driven, so will be the employees who obviously take after their leader to fulfill his vision.
The purpose behind analyzing the culture of an organization is to determine its efficiency level and to generate recommendations for continuous improvement. This exercise should not be a one-time affair as periodical inputs and feedback are excellent ways to align culture with the vision. In this way, management is better able to anticipate and prevent any potential problem, and to assess employee attitudes regularly.
Survey administration:
Surveys are administered to large groups of employees at one time and it is emphasized to be anonymous to erase any apprehensions in their minds. Open-ended questions allow employees to express their opinions about areas that need improvement and also the problem areas or bottlenecks that hinder their development.
Report generation:
The statistics collected is summarized and presented for each and every dimension covered in the survey. The report compares the organization’s current culture with previous administrations of the survey. Such open ended discussions bring out the problem areas which the management had not been previously aware of.
Feedback to management and employees:
The managers discuss the outcome of the survey in order to gain a better understanding of the various issues facing the organization, and decide on a plan to give feedback to their employees. This is a kind of human resource strategy which helps the management to bridge the gap between various levels of the organization and its members.
Recommendations to the management:
A final report submission by managers of the respective departments along with their recommendations for management’s perusal is the final step in organizational diagnosis and with the approval of “the big boss” action plans are executed that aid in improving the organizational effectiveness.
The notion of this entire exercise is to provide insight into the current skill levels of the work force and to design an effective plan for performance improvement based on the assessment of total development needs.
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