{"id":37633,"date":"2016-06-07T08:19:51","date_gmt":"2016-06-07T08:19:51","guid":{"rendered":"http:\/\/socialchangeschool.org\/07\/06\/2016\/working4-verso-la-modalita-dellessere\/"},"modified":"2023-03-28T11:35:21","modified_gmt":"2023-03-28T11:35:21","slug":"working4-verso-la-modalita-dellessere","status":"publish","type":"post","link":"https:\/\/www.socialchangeschool.org\/it\/07\/06\/2016\/working4-verso-la-modalita-dellessere\/","title":{"rendered":"#Working4HRM- Verso la modalit\u00e0 dell\u2019essere"},"content":{"rendered":"<p style=\"text-align: justify;\"><strong>Maria Diricatti | HRM LAV | 07 Giugno 2016 <\/strong><\/p>\n<p style=\"text-align: justify;\">In pi\u00f9 momenti della mia vita professionale, mi sono ritrovata a dover costruire o rivedere i sistemi di valutazione della performance delle organizzazioni profit e non-profit in cui ho lavorato.<\/p>\n<p style=\"text-align: justify;\">Il sistema \u00e8 stato quello \u201cclassico\u201d. Definizione di obiettivi SMART e valutazione dei risultati basata su indicatori di performance.<\/p>\n<p style=\"text-align: justify;\">Sistema che funziona se applicato ad obiettivi legati al \u201cfare\u201d, sempre che i responsabili abbiano gli strumenti e le competenze necessari per definire obiettivi sostenibili per i propri collaboratori e per l\u2019organizzazione, e per dare un feedback strutturato.<\/p>\n<p style=\"text-align: justify;\">Il principio \u00e8 quello di mettere in evidenza le aree di miglioramento per <strong>poter definire delle azioni di sviluppo dell\u2019individuo e della squadra.<\/strong><\/p>\n<p style=\"text-align: justify;\">Lo stesso principio \u00e8 applicato al \u201csaper fare\u201d ed al \u201csaper essere\u201d.<\/p>\n<p style=\"text-align: justify;\">In questo ambito il risultato tuttavia, spesso, \u00e8 un sentimento di frustrazione nelle persone alle quali si chiede di dare il meglio di s\u00e9, per sviluppare quei comportamenti individuati come carenti, costringendole per\u00f2 in schemi e regole rigidi (<em>Coaching<\/em> di J. Whitmore).<\/p>\n<p style=\"text-align: justify;\">Di fatto, quei comportamenti individuati come carenti, altro non sono che l\u2019espressione della parte oscura di una qualit\u00e0 dell\u2019essere che ha in s\u00e9 anche la sua parte luminosa (<em>Le qualit\u00e0 autentiche<\/em> \u2013 Daniel Ofman).<\/p>\n<p style=\"text-align: justify;\">Oggi, dopo 17 anni di esperienza professionale ma soprattutto di sviluppo della mia persona, ritrovandomi ancora una volta a costruire un sistema di valutazione della performance, le domande che pongo al management sono: <strong>perch\u00e9 non valorizzare la parte luminosa delle qualit\u00e0 dell\u2019essere delle persone? Perch\u00e9 non spostare l\u2019attenzione da ci\u00f2 che \u00e8 migliorabile a ci\u00f2 che \u00e8 unico e prezioso nelle persone e puntare su un lavoro di squadra che possa alimentare la complementariet\u00e0 tra gli individui?<\/strong><\/p>\n<p style=\"text-align: justify;\">Il vero cambiamento sarebbe <strong>spostare l\u2019attenzione dalla \u201cmodalit\u00e0 del fare\u201d alla \u201cmodalit\u00e0 dell\u2019essere\u201d<\/strong>, anche nel contesto lavorativo, dove storicamente si chiede alle persone di fare.<\/p>\n<p style=\"text-align: justify;\">Quello in cui credo \u00e8 che la responsabilit\u00e0 di questo cambiamento stia a noi HR o, come io preferisco chiamarmi, P&amp;O (Persone ed Organizzazione). Siamo noi che dovremmo avere il coraggio e la fiducia per portare avanti questo cambiamento. Un cambiamento che a mio parere diventa sempre pi\u00f9 urgente.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Maria Diricatti | HRM LAV | 07 Giugno 2016 In pi\u00f9 momenti della mia vita professionale, mi sono ritrovata a dover costruire o rivedere i sistemi di valutazione della performance delle organizzazioni profit e non-profit in cui ho lavorato. Il sistema \u00e8 stato quello \u201cclassico\u201d. Definizione di obiettivi SMART e valutazione dei risultati basata su [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[220,200],"tags":[278],"class_list":["post-37633","post","type-post","status-publish","format-standard","hentry","category-working4hrm-it","category-lavoro-nel-non-profit","tag-blog-it"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>#Working4HRM- Verso la modalit\u00e0 dell\u2019essere - SocialChangeSchool<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.socialchangeschool.org\/it\/07\/06\/2016\/working4-verso-la-modalita-dellessere\/\" \/>\n<meta property=\"og:locale\" content=\"it_IT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"#Working4HRM- Verso la modalit\u00e0 dell\u2019essere\" \/>\n<meta property=\"og:description\" content=\"Maria Diricatti | HRM LAV | 07 Giugno 2016 In pi\u00f9 momenti della mia vita professionale, mi sono ritrovata a dover costruire o rivedere i sistemi di valutazione della performance delle organizzazioni profit e non-profit in cui ho lavorato. 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