Reframing Organizations , 4 th ed.

1. Reframing Organizations, 4th ed.

2. Chapter 7 Improving Human Resource Management

3. Google : get better people and treat them better = better performance Google offers its employees: • Up to $8,000/year in tuition reimbursement • On-site perks include medical and dental facilities, oil change and bike repair, valet parking, free washers and dryers, and free breakfast, 11 gourmet restaurants • Unlimited sick leave • 27 days of paid time off after one year of employment • Global Education Leave program enables employees to take a leave of absence to pursue further education for up to 5 years and $150,000 in reimbursement. • Free shuttles equipped with Wi-Fi from locations around the Bay Area to headquarter offices. • Classes on a variety of subjects from estate planning and home purchasing to foreign language lessons in French, Spanish, Japanese and Mandarin. • (Source: Great Place to Work Institute, http://www.greatplacetowork.com/best/100best2007-google.php )

4. Strategies for Improving Human Resource Management • Develop and Implement a Human Resource Philosophy • Hire the Right People • Keep Employees • Invest in Employees • Empower Employees • Promote Diversity • Putting it all Together: TQM and NUMMI

5. Improving Human Resource Management (II) • Putting it all Together: TQM and NUMMI • Getting There: Training and Organization Development • Survey Feedback • Evolution of OD

6. Build and Implement a Human Resource Philosophy • Develop a public statement of the organization’s human resource philosophy • Build systems and practices to implement philosophy

7. Hire the Right People • Know what you want and be selective • Hire people who bring the right skills and attitudes • Hire those who fit the mold

8. Keep Employees • Reward well and protect jobs • Promote from within • Powerful performance incentive • Increases trust and loyalty • Capitalizes on knowledge and skills • Reduces errors • Increases the likelihood to think longer-term • Share the Wealth: give workers a stake in organization’s success

9. Invest in Employees • Invest in learning • Create opportunities for development

10. Empower Employees • Provide Information and Support • Make performance data available and teach workers how to use them • Encourage workers to think like owners • Everyone gets a piece of the action • Foster Autonomy and Participation • Redesign Work • Build Self-Managing Teams • Promote Egalitarianism

11. Promote Diversity • Develop explicit, consistent diversity philosophy, strategy • Hold managers accountable

12. Putting it all Together: TQM and NUMMI • Total Quality Management • High quality is cheaper than low quality • People want to do good work • Quality problems are cross-functional • Top management is ultimately responsible for quality • New United Motors Manufacturing, Inc.

13. Getting There: Training and Organization Development • Barriers to better human resource management • Management reluctance • Disrupts established patterns, relationships • Lack of communication and interpersonal skills • Training and OD to build capacity • Group interventions: T-groups, large-group interventions (e.g., “Workout’ at GE) • Survey feedback

14. Conclusion • High-involvement management strategies • Strengthen employee-organization bond • Pay well, share the benefits • Job security • Promote from within • Training and development • Empower and improve quality-of-work-life • Participation, democracy, egalitarianism • Job enrichment, teaming • Promote diversity