تدريب الموظفين لرفع كفاءة الأداء في العمل عن بعد

تدريب الموظفين لرفع كفاءة الأداء في العمل عن بعد
تدريب الموظفين لرفع كفاءة الأداء في العمل عن بعد - برنامج Uphand

تدريب الموظفين لرفع كفاءة الأداء في العمل عن بُعد:

ما هي كفاءة الموظف وكيف تقيسها؟

اليوم، سنشرح لك ماهية كفاءة الموظف وكيفية قياسها.

ولكن قبل القيام بذلك، سنحتاج إلى شرح وفهم الفرق بين الإنتاجية والكفاءة.

ماذا تعني الكفاءة؟

يعرّف القاموس الكفاءة على أنها “حالة أو جودة الكفاءة، أو القدرة على إنجاز شيء ما بأقل إهدار للوقت والجهد”.

 

 

لذلك، يبقى مفهوم الكفاءة كما هو:

يعتمد مدى كفاءة الشخص على المكان الذي تتجه إليه الموارد والطاقة ومقدار استخدامها للحصول على نتيجة معينة.

 

بالنسبة إلى سبب أهمية أن يكون الموظفون فعالين، فإن الأمر كله يتعلق بالوظائف (العمل نحو الهدف) والمال. تنظر الشركات إلى الوقت على أنه مال والمال على أنه وقت، وبالتالي كلما كان الموظفون غير فعالين فإنهم يكلفون الشركة أكثر.

 

كل هذا يترجم المكاسب من إمكانات الموظف إلى خسائر محققة للشركة، والخبر السار هو أن هناك طرقًا لتحسين ذلك إذا كنت تعرف أنواع الكفاءة التي يجب البحث عنها وقياسها.

 

ماذا تعني الإنتاجية؟

تُعرَّف الإنتاجية على أنها “معدل جلب السلع والخدمات ذات القيمة التبادلية أو انتاجها”.

 

 

يمتلك الأشخاص أيضًا عددًا معينًا من المهام التي يمكنهم إنجازها شهريًا (أو في الأسبوع أو اليوم). ولكن على عكس مخرجات المصنع، نادرًا ما تكون مخرجات الأفراد متسقة – فقد ينجز شخص ما أكثر بكثير من أي شخص آخر في نفس الإطار الزمني.

 

في مثل هذه الحالات، قد يكون من المنطقي أن تقوم الشركة بتقييم موظف على آخر على الرغم من الإختلافات في الإنتاج عند مراعاة عوامل أخرى مثل الكفاءة.

 

ما هو الفرق بين الكفاءة والإنتاجية، ولماذا هو مهم؟

إذا علمنا أن الإنتاجية هي العلاقة بين الإنتاج والوقت، فإن الكفاءة والإنتاجية متضادان.

بعبارة أخرى، يرتبط أحدهما بالكمية والآخر بالجودة. مع ارتفاع الجودة، تنخفض الكمية والعكس صحيح. ولأن الموظفين لم يكونوا آلات مبرمجة مسبقًا تؤدي المهام بالسرعة التي تسمح بها الفيزياء، فإنهم يتمتعون بأقصى مستوى من الإنتاجية والكفاءة التي يمكن تحقيقها.

 

 

ما هي أنواع الكفاءة ذات الصلة الموجودة؟

في حالة العمال ذوي الياقات البيضاء، يمكن تطبيق العديد من الكفاءات الاقتصادية والتصنيعية عليهم حتى لو لم تكن آلة تخلق سلعة من فئة المستهلك من أجل مقاصدنا وأغراضنا، نحتاج فقط إلى الاهتمام بنوعين من الكفاءة الأكثر صلة: ثابت وديناميكي.

 

أول اثنين لدينا هو الكفاءة الساكنة:

الكفاءة الثابتة هي نوع من الكفاءة التي تتعلق بالبيئة الحالية التي يتم فيها العمل يعني هذا عادةً تحسين عملية أو منتج موجود والاستفادة من الفرص المتاحة.

 

ثاني اثنين لدينا هو الكفاءة الديناميكية :

تشير كلمة ديناميكي هنا إلى تحسينات وتطورات العمليات والمنتجات الجديدة فيما يتعلق بالوقت، يمكن أن ينطبق هذا أيضًا على خلق فرص جديدة لنفسه لتحسين الربحية على المدى الطويل.

 

 

لنتحدث الآن عن الموظفين وكيفية قياس أدائهم المحدد بشكل فردي وكفريق.

الفعالية هي مقدار الوقت المستغرق في فعل الشيء الصحيح (وقت الإنتاج) لفترة زمنية محددة مسبقًا (على سبيل المثال، ساعات الإنتاج وساعات العمل المحددة).

 

 

 

إن الحصول على كل هذه المعلومات في متناول يدك يعني أنه يمكنك مقارنة مقاييس الموظفين الفردية لتحديد ما إذا كانت هناك مشكلة، وإذا كانت هناك مشكلة فحدد الإستراتيجيات التي يمكن استخدامها لتحسين أدائهم.

ما هي مقاييس الكفاءة الأخرى الموجودة وكيفية استخدامها؟

كما نعلم حتى الآن، فإن مقارنة كفاءة الموظف تخبرنا عن استخدام وقته، لكنها لا تتحدث عن الأرباح التي يخسرها الموظف أو فريق من الموظفين.

 

لمعرفة الخسائر المحتملة فيما يتعلق بالتكاليف بالتفصيل، يجب أن نستخدم بعض الرياضيات. تعمل الصيغة التالية لمعرفة هذه الخسائر نتيجة الاستخدام غير الفعال للوقت:

 

 

دعنا ندخل الأرقام، بافتراض أن تكلفة المشروع (يمكن أن تكون أي وظيفة / مهمة بشكل عام) تبلغ 9000 دولار وقيمة كفاءة الموظف أو الفريق بنسبة 87٪:

 

يخبرنا هذا الرقم النهائي أن 13٪ من 9000 دولار أمريكي تعادل القيام بمشروع يكلف 1170 دولارًا أقل (أو 7830 دولارًا أمريكيًا مقارنة بـ 9000 دولار أمريكي بالكامل) إذا كانت الكفاءة عند 100٪. على الرغم من أن هذا مثال على الخسائر النظرية (تحدد العديد من العوامل ما إذا كان التأثير قوياً أم لا) ، إلا أنه يسلط الضوء على أن إدارة الوقت مهمة للغاية.

 

كيف تحسن كفاءة الموظف؟

بالنسبة إلى سبب عدم كفاءة الموظفين، يلعب فك الارتباط المعروف باسم الالتزام والإيمان بالمنظمة دورًا كبيرًا.

إلى جانب اكتشاف ومحاولة إصلاح الخطأ (على سبيل المثال، عوامل الإلهاء في العمل، والإدارة الدقيقة، وعدم وجود فترات راحة كافية، والحمل الزائد، ومشاكل عائلة الموظف) يمكن للشركات والمالكين زيادة المشاركة والاحتفاظ بالموهبة من خلال:

  • دعم الموظفين للتأكد من أنهم قادرون على أداء عملهم بشكل جيد (على سبيل المثال، الترقية، شراء التكنولوجيا الحديثة، وما إلى ذلك).
  • احترام الموظفين كما يحترم المرء الجار لإظهار اهتمامك أنت وشركتك.
  • الاستثمار في مدرائك وتدريبهم على جميع المستويات.
  • إعطاء ملاحظات هادفة تكون مشجعة وتظهر اعتبارًا عميقًا.
  • جعل كبار المديرين قدوة جيدة يطمح إليها الموظفون الآخرون.

من المؤكد أن تنفيذ كل هذه الإجراءات سيؤدي إلى زيادة الكفاءة والإنتاجية.

 

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نجاحات UpHand

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نجاحات UpHand

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سوزان العالول

العمل عن بُعد

أنواع وظائف العمل الحر للمستقلين

Aya Khaled

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