Improving Individual and Organizational Performance

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Organizational Development

HRCA provides consulting on strategic organizational planning and design.  Organizational Development enhances departmental, organizational and individual performance by improving alignment with organizational goals and strategies.  The HRCA team translates these organizational goals and strategies to behaviors, operations and procedures that individuals and departments are able to implement to achieve results.



HRCA has been involved in numerous departmental and organizational interventions including:  strategic planning, organization design, departmental reorganization and realignments, leadership development, team building and development, change management, performance management, coaching, diversity, and work/life balance initiatives.  Each initiative is based upon the goals, objectives and specifics of a given department, organization or agency. Each initiative is tailored so, that the client can achieve their objectives in the most cost and time effective manner, with minimal disruption in services, relationships and performance.



Some other organizational development projects that HRCA has designed and implemented are:



Enhancing Human Capital

People are the most valuable assets of any organization or agency.  People can enhance productivity, sales, performance, customer service, compliance and innovation in an organization; but people can also cause organization and agencies problems that are costly and difficult to overcome.  Human capital management (HCM) focuses on increasing the future value of both people and an organization through enhanced investments in people development.  HRCA focuses on performance management and talent development for organizations and agencies that include improving recruiting of talent, development of existing talent, 360 Degree Feedback of employees and leadership training which has resulted in a broad-range of improved organizational measures of performance and productivity.



360 Degree Feedback as a Development Tool

360 degree feedback is a method of providing performance feedback to an employee from a variety of sources, including feedback from a direct supervisor, peers, staff members, coworkers, and customers.  This feedback is compared to the individual’s view of their own performance with the goal of having the employee see how their effectiveness as an employee, coworker, or staff member is viewed by others.  The purpose of the 360 degree feedback is to help each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development.  Based on the feedback, employees are coached to develop themselves in specific areas such as communication, performance management, relationship development etc.

HRCA has two different types of 360 Degree Feedback Systems.  System 1 is based on “survey” results where feedback is, quantitatively summarized in a report for each employee.  System 2 is a written “qualitative” report of feedback where comments from raters are collected and summarized.  In both methods, feedback is provided to the employee by Dr. Norma Brecker.  Together with Dr. Brecker, the employee creates an action plan for employee development and subsequent coaching sessions to help develop the employee so that they can achieve the goals and objectives of their action plan.



Performance Evaluation Design, Implementation and Training

Whether or not an employee's compensation is directly tied to performance, effective performance evaluation is a crucial component in ensuring organizational success.  Performance evaluations can be a manager's best friend because feedback is a developmental “gift”.  Managers who receive timely, specific, behavioral and honest feedback can improve their professionalism and performance because they are aware of how they are being perceived by their upper management.  But performance evaluation is not an easy process and systems that are not fair or accurate can cause problems rather than improve performance.   We help organizations design and create performance evaluations.  If an organization or agency has an existing evaluation system, we train managers on how to write and provide accurate and legal feedback utilizing this system. Some of the steps we utilize in the implementation and training of a performance evaluation system include:


  • Working with clients to determine the type of system that is most appropriate for their organization
  • Working closely with managers and employees to establish job-relevant evaluation criteria

  • Using focus groups to create behavioral anchors to guide the rating system

  • Facilitating the development of measurable outcomes to support goal-based systems

  • Establishing a protocol for addressing performance issues and complete discussion of the importance of, and methods for, rewarding and promoting positive performance

  • Conducting workshops to train the raters/evaluators

  • Wrapping up with a "roll-out" of the system to all employees



Other programs offered by HRCA include: the Myer Briggs Type Indicator (MBTI©), Professional Business Writing Skills, Delegation and Time Management, Emotional Intelligence, DiSC© Training, Managing Up, and Performance Management.

Norma Brecker, Ph. D. | 502 Salem Street, Paramus, NJ 07652