Integrating Organizational Values With Workplace Performance

2020 ◽  
pp. 228-247
Author(s):  
Zachery Ryan Beaver ◽  
Rose Baker ◽  
Carl Binder
Keyword(s):  
Human Resources ◽  
Change Management ◽  
Performance Improvement ◽  
Cultural Models ◽  
Pilot Project ◽  
Information Services ◽  
Shared Services ◽  
Workplace Performance ◽  
Central Group

With an end goal to build and maintain a new workplace culture to support workplace performance, the central human resources shared services group for a large university initiated a pilot project to improve the performance of their processes, systems, and its human resources. Through the guidance of a performance improvement professional facilitator, the central group consulted various cultural models and change management methods to identify a pilot project. The implementation of a multilevel change methodology for performance improvement was applied to the work performed by the human resources information services (HRIS) group. Using their newly defined mission, vision, and values statements as a guide, the central human resources shared services group piloted one project with the subgroup then moved onto others. This case study focuses on the pilot project within the human resources information services (HRIS) group, the work of the performance improvement facilitator and the group's members, and the outcomes of their efforts.

scholarly journals The International Information Consultant: A Primer on Avoiding Potholes, Perils, and Pitfalls

2014 ◽  
Vol 42 (2) ◽  
pp. 220-240
Author(s):  
Catherine Lemmer
Keyword(s):  
South Africa ◽  
Best Practices ◽  
Human Resources ◽  
Change Management ◽  
Strategic Management ◽  
The Law ◽  
Problem Solvers ◽  
Law Library

Consultants are retained to assist libraries in identifying, designing, and implementing solutions to a wide variety of strategic, management, operational, and human resources issues. The goal of the library-consultant relationship is to improve the operations of the organization. Although often unrecognized as such, law librarians are natural consultants. Librarians are problem solvers, and as such develop and use many of the same skills as consultants in their everyday roles in the law library.For those versatile librarians skilled in change management and interested in pursuing these challenging professional opportunities, this article discusses best practices for library consultants and provides advice on how to avoid pitfalls in the context of an international case study. Part I of the article provides an introduction to professional consulting. Part II discusses the author's case study, a six-month fellowship with the Legal Resources Centre of South Africa. Part III then concludes the article with an articulation of the skills and talents exhibited by successful consultants to enable interested readers to better understand if consulting is an opportunity matched to their professional interests and skills.

scholarly journals Implementation of Islamic Management based on Maqasid Sharia in Information Services Company (Case Study: Islamic Analytix Singapore)

2021 ◽  
Vol 2 (3) ◽  
pp. 320-327
Author(s):  
Wily Mohammad ◽  
Dian Tiara Nurhasanah
Keyword(s):  
Human Resources ◽  
Market Research ◽  
Islamic Law ◽  
Social Values ◽  
Information Services ◽  
Way Of Life ◽  
Market Intelligence ◽  
The People

Management is the art of regulating the process of utilizing human resources and other sources effectively and efficiently to achieve certain goals. Management has been used by many companies in this world, also has been influenced by social values including religion. Muslims who always adhere to Islamic law as a way of life properly will receive benefits in the form of Maqasid Sharia based on the level of Maslahah given by Allah. Humans, as the manager for themselves, for their family, or for their organization also really need to protect things in the concept of Maqasid Sharia and determine the level of protection using the concept of Maslahah. This can also be applied to companies, especially if its people are muslim, to make the company, management, and the people therein happy, live long, and blessed by Allah. Islamic Analytix is an Information Services company based in Singapore. This company provides Market Research, Market Analytics, and Market Intelligence through the platform. The staff, managers, and directors are mostly Muslim. The result of this research shows that Islamic Analytix Singapore is implementing Islamic management based on Maqasid Sharia. It can be seen from the good religious attainment (ad-Din), good quality of the life (an-Nafs), good quality of science or intellect (al-Aql), good quality of offspring (an-Nasl), and good quantity of wealth (al-Maal). These results also according to the maslahah concept such as primary needs (dharuriyyat), secondary needs (hajjiyyah), and tertiary needs (tahsiniyyah).

Deutsche Bank

2011 ◽  
pp. 114-127
Author(s):  
Hauke Heier ◽  
Hans P. Borgman
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Change Management ◽  
Knowledge Management System ◽  
Case Description ◽  
Cultural Challenges ◽  
Management Interventions ◽  
To Come ◽  
Planning Development

The case study describes the issues surrounding the development and global rollout of the Intranet-based Knowledge Management System (KMS) HRbase at Deutsche Bank. It sets the stage for a decision situation that Deutsche Banks Global Head of Human Resources (HR), Heinz Fischer, faced in 2001. Based on low usage rates and ambiguous feedback from his 15 most senior HR executives, he had to decide about HRbases future: it would either be funded from an earmarked budget in 2001, changed significantly, or discontinued. Meanwhile, the responsible project manager Hilger Pothmann and the HRbase project team understood the necessity to turn the project around and to come up with a proposal for technical improvements and a sound change in management strategy. The case description provides a chronological account of the planning, development, and global rollout of HRbase, paying specific attention to project management issues, change management interventions, and the global cross-cultural challenges that emerged.

scholarly journals The Dominant Factors Affecting Employee’s Performance a Case Study at PT Bintai Kindenko Engineering Indonesia

2020 ◽  
pp. 19-30
Author(s):  
Ade Saputra ◽  
. Kholil ◽  
Toto Hardiyanto
Keyword(s):  
Data Analysis ◽  
Human Resources ◽  
Performance Improvement ◽  
General Situation ◽  
Factors Affecting ◽  
Affecting Factor ◽  
Service Companies ◽  
Workforce Performance

The general situation of national domestic business is not encouraging. More specifically, the number of Construction Service Companies engaged in the Mechanical, Electrical and Plumbing (MEP) field in Indonesia is increasing. In order to make all companies compete competitively, companies need effective human resources (HR) on MEP project on the meaning of effective HR is that have Knowledge, Skills and Attitude. One of the ways companies can achieve improved workforce performance is by applying disciplinary attitudes in accordance with applicable regulations. And must be supported by having a competent workforce. Leaders as managers in a project must be able to create a comfortable working atmosphere and conditions for their staff to have good performance. Leadership factors may effect the success or failure of an agency. The purpose of this research is to identify the dominant factors that affect labor performance in the MEP project conducted at PT Bintai Kindenko Engineering Indonesia. Data analysis with help of smartPLS 3.0 software. The results are that the discipline and leadership hasn't an affecting on workforce performance improvement, competency variables have an affecting on workforce performance improvement. And together the variables of discipline, competence, and leadership have an affecting on workforce performance improvement. The most affecting factor is the competency variable, with an affecting coefficient of 0.627 on performance.

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