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¶ … Records Used to Meet Organizational and External Requirements
Typically, during an organizational assessment, three critical entities are involved in the process: the individuals or department being assessed, the assessment team, and the organization itself. Before the assessment, the organization sets benchmarks that the individual or department must achieve. During the assessment process the team determines if these objectives have been reached and identifies ways for the organization to improve itself. Individual qualities subject to assessment may include productivity; leadership; ability to work well with others or individually; and motivation. Areas under review from an organizational perspective may include "work flow, operations and information technology, departmentalization, hierarchy, control and information systems and de-centralization of decision-making in the organization" (Reading note: Organizational evaluation, 2011, National Resource Management and Environmental Department). Output, results, and overall impact on the external environment must...
For example, a salesperson undergoing a performance review might meet with his or her supervisor and division manager to discuss his or her performance, have his or her customer satisfaction questionnaire results reviewed, and then have his or her sales figures analyzed.
When assessing the organization as a whole, similar methods may be deployed. Customer feedback and reports of product quality, sales, and profits are usually reviewed during an assessment. Focus groups are occasionally favored, particularly when assessing the target audience's receptivity to a new product or service. Case studies and field studies may be launched if…
References
Reading note: Organizational evaluation. (2011). National Resource Management and Environmental Department. Retrieved March 21, 2011 at http://www.fao.org/docrep/W7510E/w7510e05.htm
Organizational Culture and Sustained Competitive Advantage Organizational culture is a defining feature of every organization. The unique culture that every organization displays has an affect on its ability to remain profitable. Culture can have either positive or negative affect on the ability of the organization to remain competitive. Much academic research up to this point has focused on theory and defining what is meant by culture and sustainable competitive advantage. This
integrated HRM approach organizational performance Human Resource Management HRM consists of managing people in a company, it's all about managing the employees. For the sake of simplicity, we can conclude that it's managing humans / people. HRM is purely a managerial operation in which a company tries to meet the company's goal by skill set of its workforce. Human Resource Management addresses the management of employees within a company. It assists
Over the past decade, 'culture' has become a common term used when thinking about and describing an organization's internal world, a way of differentiating one organization's personality from another. In fact, many researchers contend that an organization's culture socializes people (Stein, 1985) and that leadership styles are an integral part of the culture of an organization. A culture-specific perspective reflects the view that the occurrence and the effectiveness of certain
front line of defense and the first line of offense of American might, the United States military plays an essential role in maintaining the integrity of the nation's interests at home and abroad. In sharp contrast to the highly motivated and professional armed forces that are in place today, though, the U.S. military struggled to overcome the legacy of its conscription-based approach to maintaining adequate manpower during the Vietnam
Organization Behavior Strategic Management of Human Resources This paper acquaints the reader with the Human Resource Management at the largest fast food brand in the World -- McDonald's. It describes the core HRM practices which are currently in use at the company and discusses them in the light of modern International HR Management practices. The paper also contains recommendations on how McDonald's can improve its HR practices. MCDONALDS: INTRODUCTION McDonald's is the World's largest
Organizational Behavior The Group Behavior Model is a framework for conceptualizing how various aspects of the external and internal environments of a work group influence the group's performance of its task(s) and the group members' level of satisfaction with the experience of group work. External conditions include an organization's authority structure, rules and regulations, corporate culture, resources, setting, and market competition. Internal factors include the individual skills, talents, and experiences each