HR Accounting: sommige vakgenoten zijn er bang voor, anderen lopen er mee weg...
Korte inleiding op het thema; wat is het belang van meer rekenschap voor HR?
Tips & Trucs
Investors in People, het is de Chemie tussen de Organisatie en de Mensen in de Organisatie. Mijn presentatie tijdens de Chemiebeurs in Dordrecht op 30 september 2015.
A high performance work system (HPWS) is a set of management practices that attempts to create an environment where employees have greater involvement and responsibility. An HPWS has four main components: opportunity to participate, training and development, employee incentives, and technology to facilitate communication and information sharing. HPWS have been implemented in manufacturing, service sectors like call centers, banks, hotels and hospitals, as well as public sector organizations. Companies that adopt HPWS aim to develop a more committed, skilled, and motivated workforce through practices like empowerment, teamwork, and flatter organizational structures.
The document introduces the concept of a High Performance Work System (HPWS) which uses human resource practices like self-managing teams, extensive training, and decentralized decision-making to empower employees and improve performance. Basic practices of an HPWS include self-managing teams, open communication, training, flexible work assignments, decentralized decision-making, employment security, and selective hiring. Selective hiring involves having a large applicant pool and carefully considering critical skills needed for each job. Decentralized decision-making delegates authority from top to middle and lower managers to empower employees and make decisions more efficiently. The document distinguishes between work practices focused on work system design and employment practices related to employment relations.
Chapter 16 Creating High-Performance Work SystemsRayman Soe
This document discusses high-performance work systems (HPWS), which combine HR practices, work structures, and processes to maximize employee skills and commitment. It describes the underlying principles of HPWS, including shared information, knowledge development, performance-reward linkage, and egalitarianism. It also outlines how to implement an HPWS through steps like building support, communicating changes, and evaluating outcomes. Successfully implemented, an HPWS can benefit both employees through involvement and growth, and organizations through higher productivity, quality and flexibility.
HR Accounting: sommige vakgenoten zijn er bang voor, anderen lopen er mee weg...
Korte inleiding op het thema; wat is het belang van meer rekenschap voor HR?
Tips & Trucs
Investors in People, het is de Chemie tussen de Organisatie en de Mensen in de Organisatie. Mijn presentatie tijdens de Chemiebeurs in Dordrecht op 30 september 2015.
A high performance work system (HPWS) is a set of management practices that attempts to create an environment where employees have greater involvement and responsibility. An HPWS has four main components: opportunity to participate, training and development, employee incentives, and technology to facilitate communication and information sharing. HPWS have been implemented in manufacturing, service sectors like call centers, banks, hotels and hospitals, as well as public sector organizations. Companies that adopt HPWS aim to develop a more committed, skilled, and motivated workforce through practices like empowerment, teamwork, and flatter organizational structures.
The document introduces the concept of a High Performance Work System (HPWS) which uses human resource practices like self-managing teams, extensive training, and decentralized decision-making to empower employees and improve performance. Basic practices of an HPWS include self-managing teams, open communication, training, flexible work assignments, decentralized decision-making, employment security, and selective hiring. Selective hiring involves having a large applicant pool and carefully considering critical skills needed for each job. Decentralized decision-making delegates authority from top to middle and lower managers to empower employees and make decisions more efficiently. The document distinguishes between work practices focused on work system design and employment practices related to employment relations.
Chapter 16 Creating High-Performance Work SystemsRayman Soe
This document discusses high-performance work systems (HPWS), which combine HR practices, work structures, and processes to maximize employee skills and commitment. It describes the underlying principles of HPWS, including shared information, knowledge development, performance-reward linkage, and egalitarianism. It also outlines how to implement an HPWS through steps like building support, communicating changes, and evaluating outcomes. Successfully implemented, an HPWS can benefit both employees through involvement and growth, and organizations through higher productivity, quality and flexibility.
De impact van technologie op de taken, skills en kwaliteit van arbeidPeter Oeij
Toelichting op het gebruik van de Technologie Impact Methode (TIM), waarmee het effect van technologie op functies non-technologisch deterministisch kan worden bepaald
De impact van technologie op de taken, skills en kwaliteit van arbeidPeter Oeij
Toelichting op het gebruik van de Technologie Impact Methode (TIM), waarmee het effect van technologie op functies non-technologisch deterministisch kan worden bepaald
4. Werksystemen zijn het resultaat
van keuzes…
• welk werk gedaan moet worden
• wie het moet doen
• en waar en hoe het gedaan moet worden.
Of anders gezegd:
hoe werk verdeeld en gecoördineerd zal
worden.
5. Work systems matters enormously
to workers
Zij beïnvloeden:
- de kwaliteiten (abilities) die aangesproken
worden;
- de motivatie van werkers
- hun tevredenheid en
- loyaliteit
8. Onderzoekstradities 3
• High Performance Work systems
– Kenmerken van organisatie en beleid
– High Involvement work systems
Hierin komen alle voorgaande samen:
empower de werknemer…..
