组织绩效问题的自我诊断方法（Self diagnosis methods for organizational performance problems）.docVIP

组织绩效问题的自我诊断方法（Self diagnosis methods for organizational performance problems） Not long ago, the two branches of a bank for a long heavy-hearted Yang said: “ corporate business sector customer manager morale, enthusiasm is not high, a good start is approaching the end, many business target completion rate is less than 1/3, if you do not try to improve their enthusiasm, will affect the entire line of business development is very important, you are the expert, to help us look at this team in the end what? ” Low morale, enthusiasm is not high but the surface phenomenon, we can cite many reasons: for example, the performance appraisal is unfair, unreasonable compensation design; customer manager marketing ability is not strong, which leads to expand business in the Department have the fear of emotions; segregationofdutiesnotclearenough, lead the team members and thus affect the enthusiasm of mutually making excuses, … … that how to grasp the essence through the phenomenon, which can help organizations find the root of the problem? Ding Zhi company based on years of consulting practice, explore the human resources system CODE model with high performance, so as to build up the framework for thinking of diagnosis and improve organizational performance problems, we can find the key points from the phenomena and problems in the complex. Diagnostic model What is the CODE model? CODE is the abbreviation of ability (Competency), organization (Organization), output (Delivery) and Energy. See below for specific explanations. Fig. 1 Schematic diagram of CODE model The CODE model provides a theoretical basis for the diagnosis of organizational problems, It is necessary to use some methods or tools to apply the model well. The commonly used tools are interviews and questionnaires. Next, we illustrate the use of the CODE model in organizational diagnosis with the cases mentioned at the beginning of the article. Two 、 diagnostic tools 1 interview method Design of interview outline Firs