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This document discusses human resource management processes that organizations use to manage their workforce. It touches on topics like recruitment, selection, training, assessment, compensation and incentives, career development, work-life balance practices, and ensuring job security, esteem and enjoyment for employees. The goal is to attract, retain and motivate talent while balancing the needs of the business and its employees.
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Organizational climate refers to how employees perceive and interpret their work environment, including whether social relationships are caring, people are treated fairly, and excellence is valued. It is influenced by elements like leadership quality, trust, communication, work meaningfulness, and fair rewards. HR practices can influence organizational climate through employee relations, retention efforts, team building, and other activities aimed at improving employee motivation, performance, and satisfaction.
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Organizational climate
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Organisational climae
Organizational climate refers to how employees perceive and interpret their work environment, including whether social relationships are caring, people are treated fairly, and excellence is valued. It is influenced by elements like leadership quality, trust, communication, work meaningfulness, and fair rewards. HR practices can influence organizational climate through employee relations, retention efforts, team building, and other activities aimed at improving employee motivation, performance, and satisfaction.
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Organisational Climate
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Contents….
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~Factors that influence Organizational Climate
~How HR Practices influence Organizational Climate?
~Evolution of HR policies
~Theories/Model of Organizational Climate
~KSF’s (Key Success Factors) for an organization
~Suggestions
~Conclusion
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~Factors that influence Organizational Climate
~How HR Practices influence Organizational Climate?
~Evolution of HR policies
~Theories/Model of Organizational Climate
~KSF’s (Key Success Factors) for an organization
~Suggestions
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Organizational climate refers to employees' shared perceptions and interpretations of the policies, practices, and procedures in their workplace environment. It is influenced by factors like involvement, support, autonomy, and pressure. A positive climate is characterized by clarity of expectations, attainable goals, employee authority, flexibility, and rewards for good performance. Conducting an organizational climate survey can assess company values, identify competency levels, set goals, track processes, address issues, and provide industry comparisons to help managers proactively improve the work environment and boost employee motivation.
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2. Historical, political, management, organizational, people, and cultural components influencing change.
3. External forces like globalization and internal forces like organizational silence driving change.
4. The relationship between stability and change in organizations.
5. Reasons for resistance to change like insecurity, fear, and uncertainty.
6. Reactive versus proactive responses to change opportunities and threats.
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Two primary factors that drive employee engagement are engagement with the organization and engagement with managers. TCS conducted a pulse survey to understand why employee satisfaction and engagement were dropping as the company grew. This revealed that employees felt their voices weren't being heard. TCS then developed initiatives targeted to each department based on employee feedback to improve engagement. Studies of employee engagement at TCS globally focused on Australia and New Zealand found providing career opportunities, improving work environment, and enriching employee experience helped both employees and the company grow.
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Resources are any inputs that trigger, support, or complement organizational activities. The key resources for success are gifts, information, attitudes, networks, and time ("GIANT" framework). Gifts include donors, suppliers, and beneficiaries who must be talented, trained, and experienced. Information helps evaluate needs, capacity, change, and decisions. Attitudes include organizational culture. Networks include relationships with donors, partners, and beneficiaries. Time resources include priorities for the long, mid, and short term. The document outlines resource mobilization priorities and strategies to achieve financial sustainability.
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Moment generating function & bernoulli experiment
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HR System
- 1. Human Resources Management Process OrganizationsWorkforce Employees Environment Change Imbalance Stress Money StructureStability Tasks PracticesPolicies Rewards Recruitment Selection Training Assessment Financial + Incentives Career Promotion Job Security Esteem/ Enjoyment Work-Family Practices Care Services Flexible Work Arrangements Work-Family Conflict Telework Flexible Scheduling Effort areembeddedingoesthrough compile perceiveleadsto reduce in exchange of ofare Copyright Aug-2016 © Rangga Afianto