HR

1. 1
www.exploreHR.org
Diagnosing Organizational Effectiveness
A Roadmap toward Corporate Sustainability

2. 2
www.exploreHR.org
A. ORGANIZATIONAL LEVEL
B. GROUP LEVEL
C. INDIVIDUAL LEVEL
- General
Environment
- Industry
Structure
Inputs Design Components
Organization
Effectiveness
Outputs
Strategy
Structure Culture
Human
Resources
Technology
- Organization
Design
Inputs Design Components
Team
Effectiveness
e.g., quality of
work life,
performance
Outputs
Goal Clarity
Task
Structure
Group
Functioning
Group
Composition
Group
Norms
- Organization
Design
- Group Design
- Personal
Characteristics
Inputs Design Components
Individual
Effectiveness
e.g., job
satisfaction,
personal
development
Outputs
Skill Variety
Task Identity Autonomy
Task
Significance
Feedback
about Results
Comprehensive Model for Diagnosing Organization

3. 3
www.exploreHR.org
Organizational-Level Diagnosis
Culture
Technology
Human
Resources
Systems
Structure
Strategy
Organization
Effectiveness
General
Environment
Industry
Structure
Inputs Design Components Outputs

4. 4
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Elements of Corporate Culture Formation
Top
Management
View
Organization
System and
Policy
Industry
Characteristics
Organization
Structure
Profile of
Employees
Corporate Culture

5. 5
www.exploreHR.org
Recruitment &
Selection
Training &
Development
Performance
Management
Reward
Management
Career
Management
HR
Systems
Business
Strategy
Business
Result
Human Resources Systems

6. 6
www.exploreHR.org
Organizational-Level Diagnosis
• What is the company’s general environment?
• What is the company’s industry structure?
• What is the company’s strategy?
• What is the company’s culture?
• What are the company’s structure, human
resources systems, and technology?

7. 7
www.exploreHR.org
Task
Significance
Feedback
Autonomy
Task
Identity
Skill
Variety
Organization
Design
Group Design
Personal
Characteristics
(skill, knowledge
attitude)
Individual
Effectiveness
Individual-Level Diagnosis
Inputs Design Components Outputs

8. 8
www.exploreHR.org
Individual Jobs Dimensions
Autonomy
The degree to which a job
provides freedom and discretion
in scheduling the work and
determining work methods.
Feedback About Results
The degree to which a job provides
employee with direct and clear
information about the effectiveness of
task performance
Task Significance
The degree to which a job has a
significant impact on other
people’s lives
Task Identity
The degree to which the job
requires completion of a
whole and identifiable piece
of work
Skill Variety
The degree to which the job
requires a variety of different
activities

9. 9
www.exploreHR.org
Job Characteristics Model - Hackman/Oldham
Core Job
Dimension
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Psychological
States
Personal and
Work Outcomes
Experienced
meaningfulness of
the wok
Experienced
responsibility for
outcomes of the
work
Knowledge of the
actual results of
the work activities
• High internal
work motivation
• High-quality work
performance
• High satisfaction
with the work
• Low turnover

10. 10
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