{"id":3533,"date":"2024-09-17T11:55:22","date_gmt":"2024-09-17T08:55:22","guid":{"rendered":"https:\/\/www.jst-coaching.com\/?page_id=3533"},"modified":"2024-09-19T15:05:24","modified_gmt":"2024-09-19T12:05:24","slug":"evaluari-organizationale","status":"publish","type":"page","link":"https:\/\/www.jst-coaching.com\/?page_id=3533","title":{"rendered":"Evaluari organizationale"},"content":{"rendered":"\t\t
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Evaluare organiza\u021bional\u0103<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Procese \u0219i resurse<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Rolul evalu\u0103riilor<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Evaluarea organiza\u021bional\u0103 este un proces esen\u021bial prin care o organiza\u021bie analizeaz\u0103 \u0219i evalueaz\u0103 eficien\u021ba \u0219i eficacitatea structurilor, proceselor \u0219i resurselor sale. Un aspect central al acestei evalu\u0103ri este examinarea modului \u00een care comunicarea, nevoile \u0219i angaja\u021bii sunt gestionate \u0219i integrate pentru a atinge obiectivele organiza\u021biei.<\/p>

Evaluarea poate fi individual\u0103, de grup sau pe domenii de interes. Ea poate fi one-time, test-retest \u0219i de tip 360 de grade.<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Comunicare<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Informa\u021bia reprezint\u0103 cel mai important element \u00een func\u021bionarea oric\u0103rei companii. Modul \u00een care orice informa\u021bie ajunge la diferite departamente \u0219i \u00eentre ele, durata transmiterii \u0219i primirii informa\u021biilor \u00eentre coresponden\u021bi, oportunitatea informa\u021biei, adecvarea canalelor de comunicare, claritatea comunic\u0103rii, toate reprezint\u0103 factori care pot bloca, \u00eent\u00e2rzia sau chiar deforma informa\u021bia. Aceste lucruri afecteaz\u0103 \u00een mod direct eficien\u021ba oric\u0103rei companii \u0219i de aceea evaluarea \u0219i analiza comunic\u0103rii \u00een cadrul organiza\u021biei este esen\u021bial\u0103.\u00a0 \u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Primirea \u0219i transmiterea informa\u021biilor<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Cantitatea informa\u021biilor primite<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00cen ce m\u0103sur\u0103 cantitatea de informa\u021bii primite este suficient\u0103 \u00een rela\u021bie cu rezultatele muncii, a \u00eendatoririlor de serviciu, salariu \u0219i beneficii, evalu\u0103ri, oportunit\u0103\u021bi, schimb\u0103ri tehnologice, politici organiza\u021bionale, etc..\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Cantitatea informa\u021biilor transmise<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00cen ce m\u0103sur\u0103 cantitatea de informa\u021bie transmise este suficient\u0103 \u00een rela\u021bie cu raportarea activit\u0103\u021bii la locul de munc\u0103, a problemelor legate de locul de munc\u0103, a nemul\u021bumirilor legate de locul de munc\u0103, a clarific\u0103rii cerin\u021belor, cu performan\u021ba superiorului direct, etc..\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Follow-up \u00een urma informa\u021biilor trimise<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Trimitem mesaje oamenilor, ne a\u0219tept\u0103m ca ace\u0219tia s\u0103 fie deschi\u0219i la aceste mesaje \u0219i apoi s\u0103 recunoasc\u0103 sau s\u0103 utilizeze acele informa\u021bii \u00eentr-un fel. C\u00e2t de bine r\u0103spund la mesaje grupurile majore cu care se lucreaz\u0103?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Sursele de informa\u021bie<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Principalele surse de informare<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Identificarea principalelor surse de informare c\u00e2t \u0219i a volumului de informa\u021bii pe care aceste surse le transmit \u00een rela\u021bie cu utilitatea \u0219i eficien\u021ba \u00een sarcin\u0103.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Oportunitatea informa\u021biei<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Momentul \u00een care se prime\u0219te informa\u021bia este foarte important. Oamenii au nevoie de informa\u021bii exact atunci c\u00e2nd au nevoie de ele: dac\u0103 vin prea devreme, sunt temporar supra\u00eenc\u0103rca\u021bi; dac\u0103 lipse\u0219te un context util, nu vor \u0219ti s\u0103-l interpreteze; dac\u0103 vine prea t\u00e2rziu, atunci sunt sub\u00eenc\u0103rca\u021bi.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Canalele de informare<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Fiecare organiza\u021bie are propriile canale de comunicare. Aceste canale trebuie evaluate periodic pentru a identifica cele mai eficiente modalit\u0103\u021bi de a comunica \u00een cadrul companiei. Chiar \u00een cadrul aceleia\u0219i companii aceste canale pot fi utilizate diferit de departamente \u0219i angaja\u021bi.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Rela\u021bii de comunicare organiza\u021bional\u0103<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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De fiecare dat\u0103 c\u00e2nd doi oameni comunic\u0103, nu numai c\u0103 fac schimb de informa\u021bii, ci \u0219i construiesc, men\u021bin sau distrug o rela\u021bie \u00eentre ei. Prin urmare, rela\u021biile de comunicare sunt printre cele mai importante domenii care trebuie examinate \u00een orice audit de comunicare.\u00a0<\/p>

Principalele rela\u021bii evaluate sunt: rela\u021biile cu colegii, cu supervizorul direct, cu conducerea companiei \u0219i rela\u021bia general\u0103 a angajatului cu organiza\u021bia.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Rezultatele comunic\u0103rii<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Aceast\u0103 evaluare m\u0103soar\u0103\u00a0 satisfac\u021bia individului fa\u021b\u0103 de organiza\u021bie. M\u0103surarea nivelului de satisfac\u021bie a angaja\u021bilor \u00een rela\u021bie cu organiza\u021bia, locul de munc\u0103 \u0219i salariul asociat cu acesta este foarte important\u0103.<\/p>

Nivelurile ridicate de nemul\u021bumire genereaz\u0103 probleme, iar angaja\u021bii nemul\u021bumi\u021bi p\u0103r\u0103sesc adesea organiza\u021bia.\u00a0 Dac\u0103 angajaoamenii sunt cu adev\u0103rat nemul\u021bumi\u021bi, nivelul de nemul\u021bumire indic\u0103 o problem\u0103 care ar trebui abordat\u0103.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Satisfac\u021bia \u00een comunicare<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Satisfac\u021bia personal\u0103 provenit\u0103 din a comunica cu succes cu cineva sau a se comunica cu noi cu succes. Satisfac\u021bia \u00een comunicare coreleaz\u0103 cu satisfac\u021bia la locul de munc\u0103 \u0219i productivitatea.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Experien\u021ba comunic\u0103rii<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Identificarea celor mai importante comportamente de comunicare cu impact asupra func\u021bion\u0103rii companiei.<\/span><\/p>

Este o analiz\u0103 cantitativ\u0103 \u0219i calitativ\u0103 a comportamentelor din categoria comunicare.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Evaluarea sistemului de evaluare<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00a0Orice organiza\u021bie de\u021bine un sistem de evaluare a angaja\u021bilor \u0219i a rezultatelor acestora at\u00e2t pentru a stabili o ierarhie c\u00e2t \u0219i pentru a stabili care sunt cele mai bune modalit\u0103\u021bi de recompensare (recunoa\u0219tere, avansare, bani, etc.). Aceste recompense au o leg\u0103tur\u0103 direct\u0103 cu satisfac\u021bia, implicarea \u0219i productivitatea angaja\u021bilor. Cu c\u00e2t sistemul de evaluare este mai bine pus la punct, \u00een termeni de obiectivitate \u0219i transparen\u021b\u0103, cu at\u00e2t percep\u021bia angaja\u021bilor privind evaluarea v-a fi una pozitiv\u0103 ajut\u00e2nd astfel la alinierea lor la obiectivele organiza\u021biei.\u00a0 Orice evaluare, \u00een esen\u021b\u0103, compar\u0103 pur \u0219i simplu rezultatele cuiva cu inten\u021biile sale. Un sistem de evaluare slab poate duce la rezultate \u0219i contribu\u021bii slabe prin sc\u0103derea \u00eencrederii, a motiva\u021biei \u0219i a implic\u0103rii angaja\u021bilor, un num\u0103r mare de plecare a angaja\u021bilor, etc..<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Cum este perceput\u0103 evaluarea de c\u0103tre organiza\u021bie<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Este analizat\u0103 natura evalu\u0103rilor, scopul evalu\u0103rilor, \u021bintele evalu\u0103rilor (individuale, de grup, departamente, organiza\u021bia \u00een total, clien\u021bi, societate\/comunitate), probleme \u00een evaluare (am\u00e2n\u0103ri, lips\u0103 expertiz\u0103, lipsa cuno\u0219tin\u021belor \u00een utilizarea datelor ob\u021binute), orientarea managementului \u0219i a superiorilor c\u0103tre rezultate \u0219i utilizarea lor, cum sunt folosite datele ob\u021binute \u0219i transparen\u021ba evalurilor. .\u00a0\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Cum procedeaz\u0103 organiza\u021bia \u00een ceea ce prive\u0219te evaluarea<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Datele ob\u021binute din evalu\u0103ri sunt folosite \u0219i cum? Datele privind performan\u021ba sunt folosite \u00een rela\u021bie cu sarcinile \u0219i job-urile individuale \u0219i de grup? Sunt datele ob\u021binute folosite \u00een rela\u021bia cu clien\u021bii? Care este percep\u021bia despre colectarea \u0219i utilizarea datelor? Este evaluarea corect\u0103 \u00een termeni de rezultate-inten\u021bie? Cine este implicat \u00een stabilirea obiectivelor? Sunt evalu\u0103rile formale \u0219i riguroase sau informale? Ofer\u0103 evalu\u0103rile criterii m\u0103surabile \u0219i ofer\u0103 date privind realiz\u0103rile c\u00e2t \u0219i posibilitatea calibr\u0103rii acestora?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Baza criteriilor de evaluare \u0219i modul \u00een care sunt folosite<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Organiza\u021bia are un plan realizat pe baza rezultatelor dorite? Aceste planuri se bazeaz\u0103 pe performan\u021ba individual\u0103, pe resurse, programe, proiectele \u0219i activit\u0103\u021bi de atins?\u00a0 Sunt datele folosite pentru a corecta sau ini\u021bia m\u0103suri de recalibrare la nivel organiza\u021bional sau individual? Sunt criteriile de evaluare cunoscute doar de superiori? Criteriile de evaluare sunt riguroase, corecte \u0219i aplicate cu consisten\u021b\u0103? Aceste evalu\u0103ri conduc la recompense diferen\u021biate?<\/p>

Sunt datele ob\u021binute folosite pentru a \u00eembun\u0103t\u0103\u021bi continuu activitatea sau pentru a pedepsi sau a identifica vinova\u021bi? Sunt folosite \u00een egal\u0103 m\u0103sur\u0103 evalu\u0103rile privind performan\u021ba c\u00e2t \u0219i percep\u021bia asupra lor?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Alte tipuri de evalu\u0103ri<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Motiva\u021bia pentru performan\u021b\u0103<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Acest indicator identific\u0103 inten\u021bia (tendin\u021ba) angaja\u021bilor de a urm\u0103ri obiective care vizeaz\u0103 \u00eembun\u0103t\u0103\u021birea performan\u021bei la nivel individual, de\u00a0 echip\u0103, organiza\u021bie sau clien\u021bi. Motiva\u021bia este produsul a\u0219tept\u0103rii\/anticip\u0103rii ca \u00eendeplinirea obiectivului s\u0103 conduc\u0103 la consecin\u021be valoroase \u0219i evaluarea subiectiv\u0103 a valorii consecin\u021belor care provin din atingerea scopului. Decizia de a \u201eaccepta\u201d obiective ale c\u0103ror beneficii imediate se pot manifesta nu doar pentru individ, ci \u00een schimb s\u0103 beneficieze echipa, organiza\u021bia sau comunitatea acestuia, este deosebit de important\u0103 la locul de munc\u0103.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Determinarea \u0219i evaluarea nevoilor<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Nevoile unei organiza\u021bii se refer\u0103 la cerin\u021bele esen\u021biale care trebuie \u00eendeplinite pentru a func\u021biona eficient \u0219i pentru a-\u0219i atinge obiectivele.<\/p>

Datele de evaluare a nevoilor sunt folosite pentru a afla ce rezultate ar trebui s\u0103 c\u0103uta\u021bi \u0219i la ce beneficii v\u0103 pute\u021bi a\u0219tepta?<\/p>

Evaluarea nevoilor, \u00een esen\u021b\u0103, identific\u0103 unde v\u0103 afla\u021bi \u00een ceea ce prive\u0219te rezultatele \u0219i consecin\u021bele \u0219i unde ar trebui s\u0103 v\u0103 afla\u021bi. Evalu\u0103rile slabe sau incomplete ale nevoilor pot duce la rezultate \u0219i contribu\u021bii slabe.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Viitorul meu \u00een organiza\u021bie<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Succesul oric\u0103rei organiza\u021bii depinde de asigurarea faptului c\u0103 to\u021bi cei din organiza\u021bie au acelea\u0219i scopuri \u0219i obiective \u0219i c\u0103 oamenii pot lucra at\u00e2t \u00eempreun\u0103, c\u00e2t \u0219i independent pentru a le atinge. Percep\u021bia angaja\u021bilor despre organiza\u021bie (cum func\u021bioneaz\u0103, cum se iau deciziile, calitatea colectivului\/a echipei, rezolvarea problemelor, stilul de management, m\u0103surarea succesului \u0219i recompensarea, oportunit\u0103\u021bi de carier\u0103, rela\u021biile cu clien\u021bii, viitorul companiei) reprezint\u0103 un factor de influen\u021b\u0103 pentru implicarea \u0219i performan\u021ba lor.\u00a0 \u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Text actiune contact<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tContact<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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Evaluare organiza\u021bional\u0103 Procese \u0219i resurse Rolul evalu\u0103riilor Evaluarea organiza\u021bional\u0103 este un proces esen\u021bial prin care o organiza\u021bie analizeaz\u0103 \u0219i evalueaz\u0103 eficien\u021ba \u0219i eficacitatea structurilor, proceselor \u0219i resurselor sale. Un aspect central al acestei evalu\u0103ri este examinarea modului \u00een care comunicarea, nevoile \u0219i angaja\u021bii sunt gestionate \u0219i integrate pentru a atinge obiectivele organiza\u021biei. Evaluarea poate fi […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"footnotes":""},"class_list":["post-3533","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=\/wp\/v2\/pages\/3533","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=3533"}],"version-history":[{"count":121,"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=\/wp\/v2\/pages\/3533\/revisions"}],"predecessor-version":[{"id":3680,"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=\/wp\/v2\/pages\/3533\/revisions\/3680"}],"wp:attachment":[{"href":"https:\/\/www.jst-coaching.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=3533"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}