Assignment

on

“WORKFORCE FLOW MAPPING, AGE & GRADE

DISTRIBUTION MAPPING AND EXIST STRATEGIES”

G.S.S.D.G.S. KHALSA COLLEGE, PATIALA

(SESSION 2020-2021)

SUPERVISOR: SUBMITTED BY:

Dr. Nitika Mam Gurinder Singh

ROLL NO:
9904

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 WORKFORCE FLOW MAPPING

Workflow maps are a visual representation of the actions, steps,

or tasks performed to achieve a certain result. Registering
patients for appointments, rooming patients, refilling medications
and answering telephones are all processes that happen in a
practice on a daily basis, and the required steps can be mapped
to create a standard workflow or to find and remove wasted effort.

Workflow maps give practices an easy and quick way to visualize

the entire process from beginning to end, with all the steps that
occur in between. They let you graphically see how work is
currently done in your practice.

Workflow maps also show who performs each part of the

process. This is very important because this allows everyone to
understand what other people are doing and how each person
coordinates with one another. Often people are not aware of what
their colleagues in the practice actually do.

Workflow maps are a visual representation of the actions,

decisions, or tasks performed to achieve a certain result.
Workflow maps give practices an easy and quick way to visualize
common processes from beginning to end. The required steps can
be mapped to create a standard workflow or to find and remove
wasted effort.

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Five things to keep in mind when workflow mapping:
1) Maintain an open and constructive environment.
2) Focus on the system or process, not the people.
3) Before mentioning a variation of the process, think about
whether this event was a
one-time occurrence or a habit.
4) Map out the process you currently have (not the one you wish
you had) so your
team can pinpoint flaws in the process and improve them.
5) Workflow mapping is a tool for continuous improvement.

• Why Workflow Process Mapping is So Important

Workflow process mapping is one of the most important steps in
managing workflows smartly. Process mapping definition is wide,
but shortly it can be explained as determining a business process
success, analysis of how work is actually done and how work
should be done in order to achieve process success effectively,
and converting facts into a visual process map.

There are many advantages of correct workflow process mapping

in a company, here are some of them:
• A broad view of your start to finish process.
• A complete and correct perception of goals, people and
technological resources used in the mapped process.
• The possibility of a comprehensive and consistent
understanding of the business.

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• A diagram on paper makes it easy to understand how
processes currently occur in the company.
• The preservation of the knowledge gained from the
development of this newly mapped process.
• A clear vision of the value chain and its components.
• A better perception of bottlenecks and other flaws in the
process.
Workflow mapping is designed to address the precise scenario
described above. With workflow mapping, you map out the steps
of your processes so you can understand them, evaluate them,
and improve them. Workflow mapping creates a “roadmap” that
you can look at to see if you’re taking the most efficient route
from order to completion, whether you make physical products or
provide services. The key benefits of process mapping come to:
• Better understanding of a process
• Improved communication between employees engaged in a
process
• Easier ongoing process improvement
Objectives of workflow process mapping
• To make it clear who executes the process.
• To discriminate the events that occur in the process.
• To deal with the rules employed.

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 AGE AND GRADE DISTRIBUTION MAPPING

Right number of people with right skills at right place at right

time to implement organizational strategies in order to achieve
organizational objectives.

Age mapping is simply breaking down your organization’s age

bracket for presentation purpose. The used brackets are 18-25,
25-30, 30-35, 35-40 etc all the way up to over 60.
Grade distribution mapping is simply getting the mean leverage
of an organization with respect to their income bracket i.e., 10k-
15k, 20k etc.
 Number of leavers in a specific period usually 1 year.
Average number of employees during the same period.
 Number with 1 year service or more 1001 number employed
1 year ago.

Grade distribution mapping:

Grade distribution mapping is simply getting the mean/average
of an organization with respect to their income bracket i.e. 10k-
15k, 15k-20k etc.

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 EXIT STRATEGIES

An exit strategy is a contingency plan that is executed by an

investor, trader, venture capitalist, or business owner
to liquidate a position in a financial asset or dispose of tangible
business assets once predetermined criteria for either has been
met or exceeded.
An exit strategy may be executed to exit a non-performing
investment or close an unprofitable business. In this case, the
purpose of the exit strategy is to limit losses.
An exit strategy may also be executed when an investment or
business venture has met its profit objective. For instance,
an angel investor in a start-up company may plan an exit
strategy through an initial public offering (IPO).
.
In some cases, an employee may simply wish to resign from their
employer to pursue other opportunities.
In other instances, though an employee could have a falling out
with their boss.
They might wish to leave, but at the same time protect their
interests. There could be bullying, harassment, an overlooked
promotion or unfair performance ratings.

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Importance of an Exit Plan:
It may seem counter-intuitive for a business owner to develop
exit strategies. For example, if you are an e-commerce business
owner with increasing revenue, why would you want to exit your
company?
In fact, it is important to consider an exit plan even if you do not
intend to sell your company immediately. For example:

 Personal health issues or a family crisis: You may be

affected by personal health issues or experience a family
crisis. These issues can take away your focus on effectively
running the company. An exit plan would help ensure the
company will be run smoothly.
 An economic recession: Economic recessions can have a
significant effect on your company and you may want your
company to avoid assuming the impact of a recession.
 Unexpected offers: large players may look to acquire your
company. Even if you do not have any intentions of
immediately selling the company, you would be able to have
an insightful conversation if you have thought of an exit
plan.
 A clearly defined goal: By having a well-defined exit plan,
you will also have a clear goal. An exit plan has a significant
influence on your strategic decisions.

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EXIT STRATEGIES:
•Lodging a grievance
As an exit strategy, in some situations you may wish to raise a
grievance. It is important to read your employer’s grievance
procedure to make sure that you understand the correct process.
Usually you would, first, be required to try and resolve your
concerns, informally. This could mean having informal
discussions with HR involvement. If, however, matters are not
resolved to your satisfaction pursuing a grievance might be the
next step.
You should normally have raised a grievance before bringing a
claim. While it is not a requirement for you to have lodged a
grievance, compensation could be reduced by up to 25% if you
have acted unreasonably in not submitting one.

•Making a deal
In some situations, including when your being managed out, it
may be possible to reach an exit deal with your employer. You
could have an off-the-record (without prejudice) conversation to
see whether a deal could be thrashed out. Often it is sensible to
see, first, what the business is prepared to offer. Alternatively, as
an exit strategy, you could put forward a figure which is higher
than what you would expect as there is likely to be some
negotiation. It is a thin line though because you do not want to
be pitching in with a sum that puts the business off negotiating
at all. Each case will be different and you should consider
obtaining legal advice before having discussions.
Usually if a deal is reached the parties would enter into a
settlement agreement.

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  Pursuing a claim
Depending on the circumstances you could consider bringing a
constructive unfair dismissal claim.
Generally, employees need to have at least two years’ continuous
service with the employer can bring the claim.
For constructive unfair dismissal, you need to have resigned
swiftly as a result of a fundamental breach of contract by your
employer. The fundamental breach could be a breach of the
implied term of trust and confidence (which is implied into
employment contracts). Alternatively, it could be a breach of an
express term, such as a term relating to pay or duties.
It is not easy to bring a claim for constructive unfair dismissal as
the onus is on the employee to prove the fundamental breach. It
is therefore sensible to obtain legal advice at the earliest
opportunity and certainly in advance of resigning.