WHAT DO THE ROLES OF THESE GROUPS OF PEOPLE CONTRIBUTE TO THE COMPANY’S DEVELOPMENT?
To help a business grow, a company always needs all the necessary roles across one or more teams. When teams and departments work together, they form the right pieces of a much larger picture for the business. The presence of these groups also helps the business grow sustainably and flexibly, streamline its workforce, and maintain productivity.
WHICH GROUPS SHOULD BE PART OF A COMPANY’S WORKFORCE
This is perhaps the first thing companies need to determine when they begin operating, whether they are newly established or undergoing restructuring, and whether they are small or large.
Clearly identifying the groups needed will help a business recruit and arrange personnel appropriately. It minimizes overstaffing and imbalance. Moreover, it strengthens employee engagement, reduces unnecessary conflicts, improves work performance, and helps employees develop their existing skills.
Depending on the nature of a business’s operations, roles and groups will be divided differently. Fundamentally, however, an organization has three main groups of people with different roles:
People-oriented group.
These people act as navigators who keep work moving in the right direction.
– Coordinator: connects people and keeps everyone moving in the right direction, making this person well suited to coordinating meetings. They can easily see the bigger picture and draw on each person’s strengths.
– Inspirer: creates comfort and motivation. They can also build connections and relationships with many people.
– Helper: This group consists of people who are ready to help and collaborate with others to achieve shared results.
Task-oriented group.
This group focuses primarily on work and tasks.
– Producer: This person can stay focused and overcome every obstacle to achieve the objective of the work. They have a clear sense of responsibility for assigned tasks and complete them as a duty.
– Planner: They can turn theory into practical action and develop specific plans to reach completion.
– Driver: They care deeply about tasks and results. They are the ones who drive the team to achieve its goals effectively.
Idea-oriented group.
They are like the light bulb behind every project or initiative.
– Creator: They are not constrained by convention and can easily come up with creative ideas.
– Evaluator: They excel at evaluating ideas, identifying risks and weaknesses, and preventing mistakes during implementation.
Not every team needs enough members to fill all of the roles above. The roles that team members can take on need to be balanced.
Therefore, capabilities should be assessed and measured before and during operations to understand employees’ strengths across different role groups. However, alongside identifying each individual’s role in the organization or company, businesses should also pay attention to conflict tendencies and leadership styles. In certain situations, these factors can provide significant support to the company.
The conflict-resolution tendencies we commonly encounter include:
- Avoidance: This group typically chooses to temporarily withdraw from or avoid difficult issues. This can limit resentment and conflict. In some situations, however, it may reflect passivity or a refusal to engage with the issue.
- Mandatory: They always want others to follow their wishes and may sacrifice other people’s interests. This is a proactive, power-oriented style characterized by “win-lose.”
- Collaborating: They collaborate with others to identify the problem. Their proactive spirit aims for “win-win” outcomes and creates positive effects.
- Accommodating: This person may sacrifice personal interests, characterized by a “lose-win” solution.
Các xu hướng trên đều tồn tại ở mỗi cá nhận, nhưng sẽ có xu hướng đặc biệt nổi trội hơn so với các xu hướng còn lại.
Alongside these are the following leadership styles:
- Authoritarian: They clearly distinguish between leaders and followers, leading others to follow their decisions. This is suitable for projects involving deadlines or areas in which the leader has greater expertise than others. It is also associated with confidence and efficiency, but limits creativity and team spirit.
- Vision: They see the future and direction clearly and motivate others. They create energy and determination when an organization adopts a new direction. However, they pay insufficient attention to details and practical solutions.
- Democratic: They seek input from others, encouraging contributions and unity between leaders and subordinates. However, negotiation takes considerable time, and other members may wish for a leader who makes firmer decisions.
HOW CAN COMPANIES DEVELOP BALANCED GROUPS?
To develop these groups in a balanced way, businesses need to identify and assign roles clearly based on the nature of their products and operations. This determines the number of members needed in each group. For example, a manufacturing company will be more task-oriented than people-oriented.
Each department in a business also needs to pay attention to these groups, because the nature of every department is connected to different roles.
HOW DOES A COMPANY IDENTIFY ROLES?
Using assessment tools is the simplest and most effective approach. If a company relies only on external observation, some aspects of an employee’s behavior may remain hidden. This may be due to the work environment, the employee’s position, or an unsuitable personnel arrangement.
1. Trait-Map – Đức’s Employee Personality-Tendency Test.
The Trait-Map test is based on the Big Five model. Its results help identify participants’ personalities, personality types, life perspectives, and working styles.
The Trait-Map test is particularly effective for team assessment. Managers can identify which personality traits are most prominent and which are less expressed in each employee. They can recognize each individual’s strongest role within the team and identify the roles and positions they are capable of taking on. This enables suitable workforce arrangements to maximize work effectiveness, while providing timely support and training where limitations remain and improvement is needed.
The Trait-Map test shows an employee’s role within a team. Understanding team roles can strengthen understanding and trust among team members. This, in turn, can support better assignment of roles and tasks.
Learn more at: https://vienquest.com/trait-map/
2. Uchida-Kraepelin (UK Test) from Japan.
The Uchida-Kraepelin (UK Test) helps businesses analyze their workforce quickly and accurately. Its results reflect work capacity, measure performance, identify action tendencies and habits, and highlight notable psychological fluctuations.
The UK Test analyzes an organization’s current workforce and provides a basis for:
Reassessing how the workforce is combined and allocated across current work, including workload, content, and work distribution.
Adjusting the types and quantities of work to suit each category, with the goal of improving collective performance.
Predicting which jobs suit employees’ capabilities and characteristics, as well as their likelihood of leaving.
Determining what type of workforce will be needed for future recruitment. Recruiting effectively by selecting people suited to the working environment, particularly those who meet the skills requirements the organization aims to improve, with the goal of increasing team performance.
See more at: https://vienquest.com/uchida-kraepelin/
HOW TO STREAMLINE AN ORGANIZATION’S WORKFORCE
Based on scale, culture, strategy, and development status, identifying group roles within the workforce helps make restructuring and screening more effective. It also enables the company to recognize each person’s strengths within departments and the organization. Workforce allocation becomes clearer and more reasonable, reducing imbalances between departments. Businesses can learn how to reduce headcount without reducing productivity, especially during an economic crisis like the present one.
WHEN IS THE RIGHT TIME TO CONDUCT ASSESSMENTS?
It is essential to use tools that help businesses measure and comprehensively develop employee capabilities, from initial recruitment to workforce building and development. This also applies when a business wants to change its organizational culture or improve work performance. VienQuest Institute’s products help businesses understand and manage their workforce quickly, conveniently, and effectively through scientific analysis.
Contact Quest Now for Consultation on Competency Measurement Solutions!
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