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Human Resources Management IIA Chpt.3 - HRM In Practice
- Institution
- University Of The Witwatersrand (wits)
The high performance organisation, balanced scorecard, MBO, and Jefferey Pfeffer's practices.
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Human Resources Management IIA by ProfessorBurgerQueenHRM In Practice
High Performance Organisations
- These utilise comprehensive customer-driven systems that align all of the activities in
the organisation with the common focus of customer satisfaction through continuous
improvement in the quality of goods and services
- Facets:
- Business intelligence
- Business process management
- Performance management
- Process intelligence
- Liederschap & coaching
- Business intelligence refers to capabilities that enable organisations to make better
decisions, take informed actions, and implement more efficient business processes
- It combines business analytics, data mining, data visualisation, and data tools
and infrastructure
- Business process management involves defining, designing, executing, monitoring,
and optimising business processes to increase efficiency, effectiveness, and agility
- By streamlining processes and eliminating bottlenecks, organisations can
reduce costs and improve the quality of their products and services
- Performance management is a corporate management tool that helps managers
monitor and evaluate employees’ work.
- Through planning, monitoring, developing, rating, and rewarding, the goal is
to create an environment where employees can perform to their best and
produce the highest quality work, most effectively and efficiently
- Types of performance management
- MBO
- The Balanced Scorecard
- Budget-driven business plans
- Process intelligence is the continuous acquisition of process data at scale across
systems in the enterprise
- It provides clear and accurate visibility into the current state of your
organisational processes to improve business process automation, digital
transformation, and enterprise optimisation
- Typical characteristics of a high performance system are flexible working, and
utilising the knowledge and competencies of employees
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