Introduction to Human Resource Management. HR 205 Mohammed Owais Qureshi Hashmi. Chapter Learning Objectives. Chapter Nine: Management and Organizational Development . 1. Define management development. 2. Describe a management Inventory. 3. Describe a management succession plan.
Chapter Nine: Management and Organizational
1. Define management development.
2. Describe a management Inventory.
3. Describe a management succession plan.
4. Define the in-basket technique.
5. Describe a business simulation.
6. Describe adventure learning.
7. Define an assessment center.
8. Describe organizational development ( OD).
9. Outline the four phases in organizational development.
Management development is concerned with developing, the experience, attitudes, and skills necessary to become or remain effective manager.
A management Inventory provides certain types of information about organization’s current management team.
Information contained includes present position, length of service, retirement date, education, and past performance evaluations.
A management succession plan it’s خليفةa Records potential successors for each manager within the organization.
Business simulation require a team of players to make decisions involving company operations in a competitive environment.
Adventure learning uses many kinds of challenging outdoor activities, often involving physical risk, to help participant reach their goals.
An assessment center is a formal method aimed at evaluating an individual’s potential as a manager and his developmental needs
Organizational development ( OD) is an organization wide, planned effort managed from the top , with the goal of increasing organizational performance through planned interventions
The first decision to be made in the OD process is whether the organization has the talent andسواء available time necessary to conduct the diagnosis.
And the most frequently used methods are:
A) Available records : Personnel records and financial reports are two types of generally available records that can be useful .
B)Survey questionnaires : The most popular method of gathering data is throughطرق questionnaires filled out by employees. Usually the questionnaires are intended to measure employee attitudes and perceptions about certain work-related factors.
C) Personal Interviews: This methods takes more time than the survey questionnaires methods but can result in better information.
D)Direct observation : In this method, the person conducting the diagnosis observes firsthand the behavior of organizational
member at work.
The advantage of this method is that it allows observation of what people actually do as opposed to what they say they do.
2) Strategy Planning
The data collected in the diagnosis stage must be carefully interpreted the best plan for organizational improvement.
And the result of the strategy planning process is to identify specific problem areas and outline steps for resolving the problem.
The purpose of the education phase is to share the information obtained in the diagnostic phase with the affected employees and help them realize the need for change.
The most frequently used intervention/education
A) Direct feedback : Process in which the change agent communicates the information gathered through diagnosis directly to the affected people.
B) Team Building: process by which a work group develops awareness of conditions that keep it from functioning effectively and takes action to eliminate these conditions.
C) Sensitivity Training: Method used in OD make one more aware of oneself and one’s impact on others.
The Syllabus ends here!
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Probably the most difficult phase in the OD process is the evaluation phase.
And the basic question to be answered is:
Did the OD process produce the desired results?
Byars, L. and Rue, L., “Human Resource Management”, 9th , McGraw Hill, (2008).