The Ten Commandments for Organizational Effectiveness

1974 ◽  
Vol 18 (3) ◽  
pp. 325-332
Author(s):  
Stuart O. Parsons
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Effectiveness ◽  
Quantitative Data ◽  
Industrial Applications ◽  
Communication Techniques ◽  
Ten Commandments ◽  
Participation Program

The role of the human factors specialist in designing organizations for people vs. designing equipment for people is discussed. Ten principles for organizational behavior are presented which maximize the human resources along with examples and quantitative data based upon Lockheed experience and other industrial applications. Particular emphasis is devoted to TEAM, a worker participation program initiated six years ago at Lockheed and still evolving in form; Upward Performance Evaluation results; and new communication techniques.

Role of Human Resources in Change

2015 ◽  
pp. 216-229
Author(s):  
Mürşide Özgeldi
Keyword(s):  
Performance Evaluation ◽  
Literature Review ◽  
Human Resources ◽  
Organisational Change ◽  
Training And Development ◽  
Organisational Structure ◽  
The People ◽  
Strategic Element ◽  
Human Resources Strategies

Due to rapid, continuous and radical changes, today, the environment becomes more and more unpredictable and unclear. Thus, in order to be successful and continue to exist organisations are to live with the change, predict, benefit from and manage it. Organisational change could be defined as the process or existing organisational structure and operations as well as the effort to change the behaviours of the most members in the organisation to a great extent. It could also be said that change related issues are mostly about people and the success of the change depends on the attitudes and behaviours of the people and the Human Resources strategies, policies and operations developed considering the need of the change. The HR issues such as planning, staffing, performance evaluation, training and development, price and appraisal, motivation, culture, communication, involvement and commitment are all related to the areas in which change is needed. It could be said that HR is a strategic element in change and should be proactive. This chapter is on the role of HR in change. Change itself, the human characteristics of change, the importance and the role of HR in change, the literature review of some HR models used in change and what HR should do in change will be summarised.

scholarly journals The role of human resources management in assessing employee performance – An applied study on a sample from the colleges of King Khalid University –: دور وممارسات إدارة الموارد البشرية في تقييم أداء العاملين للمنظمات – دراسة تطبيقية على عينة من كليات جامعة الملك خالد –

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Asia Yagoub Alhadi Abd Al-Khair
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Employee Performance ◽  
Human Resources Management ◽  
Evaluation Process ◽  
Appraisal System ◽  
Continuous Growth ◽  
Resources Management ◽  
The University

The paper examined the role of human resources management in the process of evaluating the performance of employees applying to King Khalid University in the period (2016- 2019). The problem of the paper is an attempt to know the role of human resources management in the process of evaluating the performance of the university. The study aimed to highlight the role that human resources management plays in the evaluation process The performance of workers, which is reflected in the course on achieving the goals of the university, as well as aimed at identifying the obstacles facing human resources management in carrying out the performance evaluation process, which limits its effectiveness. The paper followed the descriptive analytical approach, the most important results of the paper. The Human Resources Department works to raise the efficiency of workers through attention to training programs that help in continuous growth and improvement. The university relies on the information provided by the performance appraisal system for the purpose of determining the rewards and incentives that distinguished employees deserve. The most important recommendations of the paper should be the process of evaluating the performance of university employees in the great interest, the need to benefit from feedback in the process of performance evaluation in dealing with the deficiencies in performance.

scholarly journals Survey of job satisfaction and organizational climate at the University Computing Centre (Srce), Zagreb

2009 ◽  
Vol 3 (1-2) ◽  
pp. 91-92
Author(s):  
Damir Danijel Žagar
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Organizational Effectiveness ◽  
Organizational Environment ◽  
The University

Organizational environment determines behavior of the organization’s members. Therefore, in order to efficiently manage human resources in an organization, it is crucial to know and understand this environment. Being used to describe organizational environment, organizational climate and culture are one of the most important psychosocial constructs influencing successful organization functioning and deve lop ment. During recent thirty years these constructs are attracting the interest for both – organizational behavior researchers as well as practitioners working in the field of the organizational effectiveness improvement and optimal human resources use. All of them are trying to find answers to questions related to the climate and culture nature, their ways of measurement and modification, and their causes and consequences.

Modeling Human Resources in the Emergent Organization

2009 ◽  
pp. 232-251
Author(s):  
Marielba Zacarias ◽  
Rodrigo Magalhães ◽  
José Tribolet
Keyword(s):  
United States ◽  
Human Resources ◽  
Organizational Behavior ◽  
National Culture ◽  
Power Distance ◽  
Global Leadership ◽  
Cultural Dimensions ◽  
Gender Egalitarianism ◽  
Recruitment Practices

This chapter will address the role of national culture on e-recruitment practices in India and Mexico. The GLOBE (Global Leadership and Organizational Behavior Effectiveness) cultural study on 61 countries will be used to discuss the role of cultural dimensions on e-recruitment practices in these two countries. The chapter will also discuss the beginnings of e-recruitment trends in India and Mexico, challenges of e-recruitment for United States multinationals, national culture profile, and implications for multinational managers. This conceptual chapter will provide hypotheses for the cultural dimensions discussed. Specifically, this study will address the role of power-distance, in-group collectivism, gender egalitarianism and uncertainty-avoidance on e-recruitment practices.

scholarly journals Organizational culture measurement: A component approach

Sociologija ◽  
2002 ◽  
Vol 44 (3) ◽  
pp. 271-284
Author(s):  
Branislav Cukic ◽  
Dragan Kurbalija ◽  
Branislav Kosanovic
Keyword(s):  
Factor Analysis ◽  
Organizational Culture ◽  
Human Resources ◽  
Organizational Behavior ◽  
General Level ◽  
Cultural Patterns ◽  
Independent Components ◽  
Component Approach ◽  
Hierarchical Factor Analysis

As a part of wide research of reintegration of human resources of economy in transition, a new method of identification and measurement of components of organizational culture was shown in this study. Beside usual organizational parameters, in identification of cultural patterns of organizational behavior included were: a perception of employee roles, the role of a director, the locus of control, and subjects' interests. Such an approach is taking into consideration the fact that different components are not at the same general level and depth in organizational culture, and consequently not equally prone to changes. In this research, the sample consisted of 880 employees in six different working organizations from different towns of Yugoslavia. The research was done during 2002. Five special instruments have been developed to meet the outlined conceptualization of the components of organizational culture. Hierarchical factor analysis derived 13 relatively independent components of organizational culture.

scholarly journals Human resources practices and job satisfaction on customer satisfaction: The mediating role of quality of customer interaction in online call center

2021 ◽  
pp. 11-18
Author(s):  
Bilal Eneizan ◽  
Mohammad Taamneh ◽  
Odai Enaizan ◽  
Mohammad Fathi Almaaitah ◽  
Abdul Hafaz Ngah ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Customer Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Call Center ◽  
Positive Impact ◽  
Mediating Role ◽  
Hr Practices ◽  
Customer Interaction

The frequently discussed topic of job satisfaction is not new in the field of organizational behavior research. Job satisfaction is related to customer satisfaction; however, there is a scarcity of empirical evidence regarding this link. The current piece of research examines the said relationship in the context of the online call center. In addition, this study investigates the effect of human resources (HR) practices on job satisfaction within the online call center context. The sample of the study consists of 275 employees who were working as an online call center. SMARTPLS 3 was used to analyze the data. The findings of the study indicated a positive relationship between HR practices with job satisfaction. Furthermore, a positive impact of job satisfaction on customer satisfaction is observed. The mediation of customer interaction quality is also found to be significant in the relationship between job satisfaction and customer satisfaction.

The Role of Artificial Intelligence in the Automation of Human Resources

2022 ◽  
pp. 166-176
Author(s):  
Anjali Rai ◽  
Amar Kumar Mishra
Keyword(s):  
Artificial Intelligence ◽  
Service Delivery ◽  
Human Resources ◽  
Organizational Effectiveness ◽  
Talent Management ◽  
Corporate World ◽  
Back Office ◽  
The Way

Organizational effectiveness is dependent on how resourcefully and effectively people, process, and technology unite and bring value at best cost. Artificial intelligence facilitates to automate most of the back office transactional effort in that way enabling rapid service delivery. AI competencies are scaling new heights and changing the way employee work in this ever-changing corporate world. AI has the power to change various employee skill through quick and accurate processing of a large amount of the data from recruitment to talent management.

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