Reframing Organizations, 3rd ed.

Improving Human Resource Management Chapter 7 Improving Human Resource Management

Improving Human Resource Management Build and Implement a Human Resource Philosophy Hire the Right People Keep Employees Invest in Employees Empower Employees Promote Diversity

Improving Human Resource Management (II) Putting it all Together: TQM and NUMMI Getting There: Training and Organization Development Survey Feedback Evolution of OD

Build and Implement a Human Resource Philosophy Develop a public statement of the organization’s human resource philosophy Build systems and practices to implement philosophy

Hire the Right People Know what you want and be selective Hire people who bring the right skills and attitudes Hire those who fit the mold

Keep Employees Reward well and protect jobs Promote from within Powerful performance incentive Increases trust and loyalty Capitalizes on knowledge and skills Reduces errors Increases the likelihood to think longer-term Share the Wealth: give workers a stake in organization’s success

Invest in Employees Invest in learning Create opportunities for development

Empower Employees Provide Information and Support Make performance data available and teach workers how to use them Encourage workers to think like owners Everyone gets a piece of the action Foster Autonomy and Participation Redesign Work Build Self-Managing Teams Promote Egalitarianism

Promote Diversity Develop explicit, consistent diversity philosophy, strategy Hold managers accountable

Putting it all Together: TQM and NUMMI Total Quality Management High quality is cheaper than low quality People want to do good work Quality problems are cross-functional Top management is ultimately responsible for quality New United Motors Manufacturing, Inc.

Getting There: Training and Organization Development Barriers to better human resource management Management reluctance Disrupts established patterns, relationships Lack of communication and interpersonal skills Training and OD to build capacity Group interventions: T-groups, large-group interventions (e.g., “Workout’ at GE) Survey feedback

Conclusion High-involvement management strategies Strengthen employee-organization bond Pay well, share the benefits Job security Promote from within Training and development Empower and improve quality-of-work-life Participation, democracy, egalitarianism Job enrichment, teaming Promote diversity