Effective HR systems: The impact of organizational climate and organizational strategy on strategic behaviour Industrial and Organizational Psychology Bachelor Thesis Student: Ludwig Fritzsch 0095605 Docents: Prof. Dr. Karin Sanders Drs. Ivy Goedegebure University of Twente Enschede, 30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed
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| Employee Relations | | | | | | UnitedHealth Group is a worldwide organization with over 85,000 employees, and counting. With this many employees, it is important to have a sound training program to help setup new hires for success within the organization. In addition to new hire training, continuous training is also beneficial to UHG to help employees to continually improve their performance and knowledge. Training across the organization can also help employees work better
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Patel ABSTRACT: Competency mapping is a process of identifying key competencies for a particular position in an organization, and then using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc. Competency based talent management can improve both productivity and performance by identifying key characteristics of top performers and how those traits differ from average employees. These characteristics in turn can filter in a set of core competency
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1/ ORGANIZATIONAL STRUCTURE• Job Descriptions • MEMBERSHIP AND VOLUNTEERS • Series 1 Relationships • ORGANIZATIONAL AUTHORITY • Structure • DEVELOPMENT Module 2 Organizational Structure MODULE Organizational Structure Introduction Types of organizational structures Organizational growth stages and their structural impact So you still want to change your organization’s structure Preparing a memorandum for structural change Remember ……. An organogram illustrates Jobs descriptions Organizational
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Industrial Relations paradigm in India had dramatically changed following the adaptation of free market policy in the early nineties. With the dawn of liberalization, privatization and globalization (LPG), the country is, by and large, able to preserve a sound and positive industrial relations climate. This is apparent from the statistical figures of Union Government’s Labour Bureau, which exhibits drastic decline of industrial disputes from 1,825 in 1990 to 421 in 20081 , and India being
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Advances in Developing Human Resources http://adh.sagepub.com/ National Human Resource Development: What in the World Is It? Gary N. McLean Advances in Developing Human Resources 2004 6: 269 DOI: 10.1177/1523422304266086 The online version of this article can be found at: http://adh.sagepub.com/content/6/3/269 Published by: http://www.sagepublications.com On behalf of: Academy of Human Resource Development Additional services and information for Advances in Developing Human Resources
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LEADERSHIP, MOTIVATION AND ORGANIZATIONAL CONFLICT MOST PRESSING TOPICS IN ORGANIZATIONAL BEHAVIOR Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its
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1 of 17 Organizational Strategy: High Performance Organization vs. Learning Organizations? Electronic copy available at: http://ssrn.com/abstract=1839985 2 of 17 Introduction The High Performance Organization and the Learning Organizations are two concepts that have been studied extensively in the organizational change and improvement literature. This paper will compare and contrast these two perspectives on organizational effectiveness. These paradigms then will be related to a real organization
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the organization structure flat or tall? Centralized or decentralized? It is important for us to get an understanding of this two critical terms, Flat organizational structure – organization has few levels as possible. Managers have broad authority and responsibility. (They work too hard). Communication is fast. Tall organizational structure – this type of structure has many levels, many different managers and communication is slow. During Teerlinks tnure from 1983- 1989 as the CFO of the
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instances of plagiarism: Text being analyzed Result organizational structure, rewarding employees individually does not encourage teamwork and OK (1991), Strategic performance management in multinational corporations Human resource management, OK Performance management, job satisfaction and organizational commitment 84 matches From onlinelibrary.wiley.com: Mar 21, 2005 ... Performance Management, Job Satisfaction and Organizational Commitment1. Clive Fletcher1,; Richard Williams2. Article
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