Increasing productivity
Organisations in every sector must ‘make more out of less’ if they are to survive and prosper. Increasing productivity requires the systematic examination and development of the working environment, as well as looking at the capability and organisation of the people themselves.
Following the principles of Dr W Edwards Deming’s Plan-Do-Check-Act cycle our approach focuses on process and people performance and prepares the organisation to improve continuously.
Challenge process design
Do you know how well your procedures support performance?
Working with employees we investigate and challenge every aspect of the working environment, identifying small, and sometimes not so small, adjustments that will deliver better, faster or lower cost performance. We use straightforward flowcharting and analysis tools to define and document best practice objectively.
We use work-based learning methods, supported by a practical toolkit, to enable employees to identify and unlock latent potential in their organisations. Our approach leaves the organisation self-sufficient in applying analysis techniques, facilitating accurate process monitoring and continuous improvement.
Review job design
Do the role specifications match the job that needs to be done?
To deliver productivity, job roles must be designed to meet the needs of operational processes and the people who undertake the work. Role definition must ensure a fit with others in the customer-supplier chain and, importantly, challenge and motivate the jobholder. Job design should also meet the organisation’s requirement for flexibility.
We work with clients to design job roles that fit the task structure of the process and that create a manageable competency profile. We then review the team structure to ensure that individual roles mould into a productive unit.
Establish performance standards
Do people know what is expected of them?
Process design identifies the inputs, tasks and outputs of the operation. It also facilitates identification of performance capacities and tolerances. We guide clients in establishing appropriate KPIs that enable employees and management to monitor how effectively the process is operating and how productive it is.
Variance from the norm can be investigated through appraisal reducing risk of non-conforming outputs, rework and waste.
Create competency profiles
Are you clear about the knowledge, skills and attitudes required to discharge each role successfully?
Development of a competency framework ensures that all the person attributes required to do the job are clearly identified. Individual competency profiles are created for each job role, providing a tool that enables training needs analysis, and recruitment and succession planning. Training and development resources are matched to each competency to facilitate quick and easy personal development planning.
Develop knowledge and skill levels
Do your people have the right competencies for the job?
Skilled, confident and motivated people are your most productive resource. Detailed definition of the process activities to be performed and clear identification of the knowledge, skills and attitudes required underpins an effective training and development strategy. We work with clients to establish training management systems that ensure the right people receive the right development at the right time.
We develop carefully focused education and training programmes based on detailed process and employee research. We utilise the full spectrum of educational methods to ensure that the most effective approach is adopted for the situation and the budget available.
Implement performance support
Can your people retain all the knowledge required to carry out their jobs effectively?
Processes can be complex yet they need to be completed right-first-time. Sales people, manufacturing operators and administrative staff often need to understand a large product portfolio and apply a wide range of rules and regulations. Provision of immediately accessible performance support mechanisms, whether they are text-based or on-line reference tools or access to an expert colleague, increases the probability of a positive outcome.
Based on process and employee research we identify the potential risks to effectiveness and productivity and develop the tools to minimise them. Access to support builds employee confidence that enhances operational performance and job satisfaction.
Focus internal communication
Do you keep your people informed?
The importance of quality and productivity must be promoted continuously. Internal communication is a key competitive weapon in today’s challenging and constantly changing world. Regular employee communication on performance and improvement issues serves to maintain commitment and to inform and educate based on up-to-date organisational experience.
We advocate a mixed delivery strategy to optimise reinforcement and to ensure widescale accessibility.
Echelon, Angles House, 210 Sheen Lane, London SW14 8LB; 020 8274 9965