Purpose:
Invest workgroups with the responsibility and authority for determining how to conduct their business activities most effectively.
Objective:
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Description:
Empowerment involves delegating responsibility and authority for work results in a workgroup and training its members in the skills and processes required for working in an empowered environment. Empowered workgroups are managed as an entity, rather than as individuals. The work environment is adjusted to support empowered performance by workgroups. Empowered workgroup members accept increasing responsibility for the performance of workforce practices such as recruiting, selection, performance management, reward, training, development, and compensation activities that are appropriate to the structure and function of the empowered workgroup. Workgroup performance and contributions to it are considered in making individual compensation decisions, as well as in recognizing and rewarding outstanding performance.
Entrance Criteria:
Exit Criteria:
Process and Procedures:
Tailoring Guidelines:
Process Verification Record(s):
- A responsible individual(s) verifies that the organization’s workforce practices for empowering workgroups are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
- Executive management periodically reviews the organization’s Empowered Workgroups activities, status, and results; and resolves issues.
- The definition and use of empowered workgroup performance data are periodically audited for compliance with organizational policies.
Measure(s):
- Measurements are made and used to determine the status and performance of workforce practices for empowering workgroups.
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- Measurements are made and used to determine the effectiveness of workforce practices for empowering workgroups.
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References:
