...School of Psychology 2013 Paper Outline Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars...
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...Subcultures and employment modes 287 Received 15 March 2002 Revised 15 September 2002 Accepted 9 December 2002 Ellen Ernst Kossek Michigan State University, East Lansing, Michigan, USA Keywords Human resource development, Employment, Human resource management, Culture Abstract Past research suggests that most culture change efforts proceed with limited attention to the pluralistic nature of contemporary organizations. We argue that the relationship between organization subcultures and the implementation of new HR strategies into HR practice has not been adequately explored because of the lack of a comprehensive framework for de®ning and integrating culture change and the strategic HR literature. We review the organization culture and strategic HR literature and present a heuristic that serves as a step toward exemplifying the role of changing employment modes and organizational subcultures in enabling or constraining the implementation of HR strategy. Adjusting to changing environmental demands has been an ongoing pursuit of organizations for centuries, but the task has become even more perplexing over the last decade. In response to the accelerated pace of change worldwide, organizations are becoming ¯atter and more agile, and are manifesting more diverse forms of organizational cultures. Recent trends in the changing nature of the employment relationship (Tsui et al., 1997), and the growing use of ªperipheralº or temporary employees, highlight the need to focus on the impact...
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...University of redlands school of business MGMT 631: Management and organizational theory Instructor: Elijah Levy, Ph.D. Email: elijah_levy@redlands.edu thelevylaunch@yahoo.com Cell number: 562-2230-3334 I have been teaching at University of Redlands since 1992 in the school of business—teaching in the undergraduate and graduate MBA and Masters of Arts in Management program (MAM). My doctorate degree is in clinical psychology and I am an interdisciplinary thinker—enjoying the synthesis of philosophy, psychology, sociology and comparative religion to theorize about human behavior. I am the director of Founders Outreach, a nonprofit agency providing psychosocial/psychiatric rehabilitation services to mentally ill residents residing at Founders House of Hope. In addition, I am the director of The Levy Launch a center providing corporate education, management training, strategy consultation and start-up support and training to nonprofit agencies. I have written two books-- one on intercultural awareness titled You, Me and Them in addition to a book of poetry titled Crisis in Meaning, and with a colleague, directed/produced a documentary on mental illness titled Beyond the Shadow of Mental Illness and a documentary on my Veterans Legacy Project group. If you anticipate being absent from class, please make arrangements to contact me to submit assignments. CLASS SCHEDULE: March 5, 12, 19, 26 April 2, 9, 16, 23 Tuesdays...
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...be referred to the source material for you to make an informed decision about the content of your student's paper. NOTE: You should also find the text in question in your student's paper to see if the text under suspicion is a quotation. (The premium version automatically ignores most quoted text.) The plagiarism detector has analyzed the following text segments, and did not find any instances of plagiarism: Text being analyzed Result organizational structure, rewarding employees individually does not encourage teamwork and OK (1991), Strategic performance management in multinational corporations Human resource management, OK Performance management, job satisfaction and organizational commitment 84 matches From onlinelibrary.wiley.com: Mar 21, 2005 ... Performance Management, Job Satisfaction and Organizational Commitment1. Clive Fletcher1,; Richard Williams2. Article first published ... Strategic human resource implementation is best accomplished through high-performing people OK (1995) Understanding Performance Appraisal: Thousand Oaks, CA: Sage Publications 12 matches From onlinelibrary.wiley.com: The present study investigates the impact of item characteristics ... Performance appraisal and communication of company strategy through individual objective OK paper highlights organizational performance measures in organizations and human resource OK United Nations Electronic-Performance Appraisal System (E-PAS) 1 matches From www.cites.org: May...
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...practices towards better performance. The companies have to strategically manage their human resource as well. Since organizational development has become the most important and strategic function of the human resource management. This paper will examine the organizational development tools and their impact on the employee development mainly related to motivation and training. Its major topic of discussion will be the outdoor training sessions and their impact of motivation and performance. Also the paper will discuss the factors that can impact the effective outdoor training sessions like study tours. Introduction The continuous changes in the technology have put the business in tough conditions to manage their employees with old system of working and management. So the human resource management has become the strategic part of the organization. Companies are focusing more on the management of their human resource to achieve their goals like cutting the cost, better performance, and high yield etc. One of the most important functions of the human resource management is the organizational development. Since the continuous change in the working techniques made the employees resistant to change. The non efficient management of the change resistant behaviors caused high employee turnover, absenteeism, low performance and ultimately results low productivity. Companies spend lot of its resources on employees’ development and training. The better trained and well developed employees...
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...Chatchutimakorn College of Business, McNeese State University Kayla Gradney College of Business, McNeese State University Kochakan Rattanametangkul McNeese State University katekochakan@yahoo.com Received: September 14, 2010 Abstract The aim of this paper is to examine the relationships between organizational justice and the factors that characterize cultural differences. This paper begins by briefly summarizing the nature of organizational justice and by identifying how justice is perceived. Hofstede’s five factors of cultural dimension model, which he developed in his seminal 1980 research on national cultures, is utilized to present characteristics of cultural differences. Ten propositions are then offered which relate to organizational justice and differences in cultural perspectives. These propositions suggest specific management approaches that organizational leaders can adopt to be more effective in dealing with employees from respective cultures. This paper concludes by identifying the importance of understanding the relationship between organizational justice and national culture and suggests research opportunities of benefit to both scholars and practitioners. Keywords: Organizational justice, Cultural differences, Organizational fairness 1. Introduction In a business world that has become both increasingly complex and globally competitive (Cameron, 2003; Dowling, Festing & Engle, 2009), a...
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...between HRM Practices and Organizational Performance. International Journal of Human Resource Studies, Vol. 2, No. 1, ISSN 2162-3058. Abeysekera, R. The Impact of Human Resource Management Practices on Marketing Executive Turnover of Leasing Companies in Sri Lanka. Contemporary Management Research, No. 3, Pg. 233-252. Chew, J. The Influence of Human Resource Management Practices on the Retention of Core Employees of Australian Organizations. Guchait, P. Human Resource Practices and Organizational Commitment And Intention To Leave: The Mediating Role of Perceived Organizational Support and Psychological Contracts. Center for Advanced Human Resource Studies. Huselid, M. A. The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, Vol. 38, No. 3. Irshad, M. Factors Affecting Employee Retention: Evidence From Literature Review. Abasyn Journal of Social Sciences;, Vol. 4, No. 1. Narang, D. U. HRM Practices: Its Impact on Employee Retention. Irc’s International Journal Of Multidisciplinary Research In Social & Management Sciences, No. 1. Ryan, A. M., & Kossek, E. E. Work-Life Policy Implementation: Breaking Down Or Creating Barriers To Inclusiveness. Minor Revision at Human Resource Management Journal. Tiwari, P., & Saxena, K. Human Resource Management Practices: A Comprehensive Review. Walia, D. K., & Bajaj, A. Impact Of Human Resource Management (Hrm) Practices...
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...Employees’ Training: A Way towards Organizational Commitment and High Performance An Argumentative Paper on the Bond between Training, Commitment and Performance Maryam Afzal maryam_afzal1@yahoo.com Abstract The main purpose of this paper is to discuss the importance of employees’ training for organizational commitment and organizational performance. An argumentative approach has been used to reveal the importance of employees’ training. By training the employees their skills and abilities are enhanced which make them work more confidently and with full devotion and interests. Training the employees is not the wastage of organizational money but it is more like an investment which has got high returns. By reviewing the work already done in this area of interest, the paper clarifies what employee training, organizational commitment and high performance particularly mean in the dictionary of any organization. Training means to provide the employees with basic and additional tools and techniques to mold themselves with the changing environment. Organizational commitment means that employees will stay longer in the organization with their own will and desire as long as they can. And organizational performance means the productiveness of the organization which is both effective and efficient. Then it shows the link among the three concepts that how they are interconnected. The discussion section briefs the concepts again with the views upon the following; firstly, which type...
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...Factors in a Company: How Job Satisfaction, Organizational Commitment, and Individual Employee Performance Affect Production. Abstract The purpose of this research paper is to describe how much positive job satisfaction (JS), organizational commitment (OC), and employee performance (EP) affect production within a company. Ten employees, both in the human resources field and sales field, were surveyed to determine if theses variables really do affect work production. The survey referred to questions regarding many variables but specifically for this paper, job satisfaction, organizational commitment, and employee performance. This paper will focus on how these variables affect performance throughout a company, and what type of impacts they have on the employees. This data collected was analyzed using various types of methodology. By the end of the paper, the reader will determine what kind of impact these three variables have on the employees’ production within a company. Table of ContentsIntroduction……………………………………………………………………………...4Literature Review………………………………………………………………………..5Methodology……………………………………………………………………………..9Results……………………………………………………………………………………Conclusion………………………………………………………………………………..References……………………………………………………………………………….. | Factors in a Company 1. Introduction Organizations want the most efficient employees who are diligent at work to be involved in their organizations. But what really affects production within an organization based...
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...Abstract Employee is a key element of the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development. This paper analyzes the theoretical framework & models related to employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness. The paper is divided into three parts. The introductory part provides brief overview related to employee development and its affect on employee performance. The second part analyzes the views and studies of the past researchers related to employee development and employee performance. In the end, paper presents the proposed model along with the discussion and conclusion. Keywords: Employee development, employee performance, organizational effectiveness. Introduction Employee Development is one of the most important functions of Human Resource Management. Employee development means to develop the abilities of an individual employee and organization as a whole so; hence employee development consists of individual or employee and overall growth of the employee as when...
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...Date Executive summary Organizational culture is increasing becoming important in achieving positive outcomes in the HRM function and particularly in the areas of employee motivation and engagement. The organizations are coming to the realization that the organizational culture and the HRM functions cannot be taken in isolations as the culture plays a big role when it comes to the implementation of the Human resource management policies. This paper discusses the potential influences of the organization’s culture on the ability of the organization to obtain HRM outcomes drawing on theoretical and practical examples of the contemporary organizations (Gerhart & Fang, 2005). The paper discusses how these outcomes can be potentially improved by the organization through ensuring they adopt the organizational culture that engages employees and motivates them in undertaking their duties and responsibilities. Introduction The human resource management functions is one of the most important in the organization as it is tasked with attracting, retaining, motivating developing as well as using human capital in a company. Of the many functions of the HR the employee motivation and engagement are important as they can determine how best the organization will succeed as most if not all the processes of the organization revolves around employees. Organizational culture is also very important in the organization and serves to mobilize, allocate and leverage resources in achievement of company...
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... | | |Organizational Behavior and Group Dynamics | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course in organizational behavior encompasses the study of individual and group behavior in organizational settings. Emphasis is placed on strategic elements of organizational behavior, workforce diversity, managing change, effective communication, and performance systems. A comprehensive review of these processes, as well as others, will allow students to examine their role in organizations. Course Materials Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Robbins, S. P. & Judge, T. A. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. All electronic materials are available on the student website. |Week One: Fundamentals of Organizational Behavior and Ethics | | |Details |Due |Points | |Objectives |Explain key concepts and terminology related to organizational behavior. |...
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... Elements of Organizational Culture Dolores Licerio Webster University Mr. William Sweetnam Executive Summary This report gives a brief overview of the importance of Human Resource Management in an organization and further elaborates on what an organizational culture is, its roles and functions as well as the intensity of impact it has over the working of the organization. It discusses the impact change has over employees in terms of stress and how managers can assist in countering it. It further discusses the leadership skills and styles that managers should possess and adopt in order ensure that the organization moves effectively and efficiently fulfills its organizational benchmarks and achieves its goals. Table of Content Executive Summary i Introduction 1 Organizational Culture & Change 2 Role of Organizational Culture 3 Functions of Organizational Culture 5 Organizational Change & its Characteristics 7 Consequences of stress for the organization 8 Techniques for control of Work Stress 3 Managerial Effectiveness 10 Approach from the standpoint of personal qualities 11 Situational Theory 12 Situational approaches to effective leadership 12 The Situational leadership model of Fiedler 12 Contingency Theory 15 Origins and essence of Contingency Theory 15 Variables and Assumptions of the Contingency Theory 16 The role of Human Resources in the Contingency Theory 16 ...
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...www.ccsenet.org/ijps International Journal of Psychological Studies Vol. 2, No. 2; December 2010 Organizational Climate and its Effects on Organizational Variables: An Empirical Study Jianwei Zhang (Corresponding author) School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China E-mail: jianweizhang@263.net Yuxin Liu Business School, University of International Business and Economics, Beijing 100029, China Abstract This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers...
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...on trying and failing until he learns what will work,” (Kettering, 2010). Employee training is important in any job if an employer wants to be sure the job is done correctly. Training can help further an employee’s career because he or she will get better at his or her current job so the employee needs a new challenge. Career development is an employee’s responsibility so if they want to continue in the same company, they must think long-term when they first start. “If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own self-development,” (Tracy, 2010). In this paper the subjects discussed are the role of training in an organization’s development, different employee development methods, relationship between employee development and organizational development, and the role of human resource management in career development. The role of training in an organization development is making the employee a better work for better productivity in the organization. Training involves changing skills, knowledge, attitudes, or behavior. Organizations spend billions of dollars on formal courses and training programs to develop worker’s skills. When organization spends that amount on money, they want to get the most out of their money. An organization wants to make a better employee to help the organization so the company does not want to waste money on training. Typically an organization will test an applicant to see if...
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