Strategic Human Capital
description
Transcript of Strategic Human Capital
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Strategic Human Capital
Zeenat Jabbar 2-1
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Learning Objectives
DEFINE organizational culture and IDENTIFY its core characteristics
DESCRIBE the major types of organizational culture identified in the competing values framework
IDENTIFY the factors responsible for creating organizational culture, for transmitting it, and for getting it to change
DEFINE creativity and DESCRIBE the basic components of individual and team creativity
DESCRIBE various approaches to promoting creativity in organizations
IDENTIFY the basic components of general innovation, its various forms, and the stages of the innovation process
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Three Good Reasons Why You Should Care About . . . Culture, Creativity, Innovation
1. Organizational culture exerts profound influences on employees, both positive and negative
2. Managers play pivotal roles in developing, transmitting, and changing organizational culture
3. Individual and team creativity is an important determinant of an organization’s capacity to be innovative. This, in turn, plays an important role in organizational success
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Organizational Culture
Organizational culture is a cognitive framework consisting of assumptions and values shared by organization members
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Core Cultural Characteristics
Sensitivity to othersInterest in new ideasWillingness to take risksThe value placed on people
◦ Toxic organizational cultures - people do not feel valued
◦ Healthy organizational cultures - people are treated well and are inspired
Openness of available communication options
Friendliness and congeniality
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Core Cultural Characteristics12-
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Strength of Organizational Culture
Strong culture - exerts a major influence on the behavior of individuals in the organizations◦ Values are held intensely and shared widely
Weak culture - has a limited impact on the way people behave
Stronger organizational cultures are more common in smaller, newer organizations
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Organizational Culture: One or Many?
Subcultures - cultures existing within parts of organizations rather than entirely throughout them
Dominant Culture - the distinctive, overarching “personality” of an organization , which reflects its core values◦ Reflects core values
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The Role of Organizational Culture
Cultures serve the following vital functions:Provide a sense of identity for membersGenerate commitment to the organization’s
missionClarify and reinforce standards of behavior
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The Role of Organizational Culture12-10
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The Competing Values Framework
Competing values framework ― cultures of organizations differ with respect to two sets of opposite values
1. Flexibility and discretion as opposed to stability, order, and control
2. Attention to internal affairs as opposed to what’s going on in the external environment
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The Competing Values Framework12-12
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The Competing Values Framework
Four unique types of organizational culture:
1. Hierarchy culture ― internal focus, stability, and control
2. Market culture ― stability and control, but external in their orientation culture
3. Clan culture ― strong internal focus with high degrees of flexibility and discretion
4. Adhocracy culture ― flexibility yet attending to the external environment
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Creating Organizational Culture
Two key factors:1. Company founders2. Experiences with the external environment
Organizational memory – information from an organization’s history that its leaders draw upon later as needed
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Founders and Organizational Culture
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Transmitting Organizational Culture
Symbols ― material objects that connote meanings that extend beyond their intrinsic content
Slogans – send messages about the cultures of the organizations that use them
Jargon - the special language that defines a culture Ceremonies ― special events that commemorate
corporate values Stories ― illustrate key aspects of an organization’s
culture; telling them can effectively introduce those values to employees
Statements of principle ― define culture in writing
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Slogans and Organizational Culture12-17
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Stories and Organizational Culture12-18
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How Culture Changes
Composition of the workforce
Mergers and acquisitions Culture clashes ― merger
of two organizations with incompatible cultures
Strategic organizational change
Responding to the Internet
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Creativity
Creativity is the process by which individuals or teams produce novel and useful ideas
Components of individual and team creativity include:Domain-relevant skills - the capacity to
perform a given taskCreativity-relevant skills - the capacity to
approach things in novel ways Intrinsic task motivation - the motivation
to do work because it is interesting, engaging, or positively challenging
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Components of Creativity12-21
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Creativity-Relevant Skills
Creativity-relevant skills ― special skills that foster creativityBreak mental sets and take new perspectives
Divergent thinking ― process of reframing familiar problems in unique ways
Understand complexitiesKeep options open and avoid premature
judgmentsFollow creativity heuristics ― strategies
that help approach tasks in novel waysUse productive forgetting ― ability to
abandon unproductive ideas and temporarily put aside stubborn problems until new approaches can be considered
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Triggering Divergent Thinking12-23
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A Model of the Creative Process12-24
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Training People to be Creative
Think outside the boxEncourage openness to experienceSend employees on thinking expeditions
Set creative goals
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Developing Creative Environments
Ensure autonomyProvide exposure to other
creative peopleAllow ideas to cross-pollinateMake jobs intrinsically
interestingSet your own creative goalsSupport creativity at high
organizational levels
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Innovation
Innovation - the successful implementation of creative ideas within an organization
Building blocks:Motivation to innovateResources to innovate Innovation management
GoalsRewardsTime Pressure
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Five Most Innovative Companies12-28
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Major Forms of Innovation
Impact on existing business◦ Sustaining innovation – the “better mousetrap”◦ Disruptive innovation – completely changes the market
Degree of uncertainty◦ Incremental innovation – slow and steady approach to
innovation◦ Radical innovation – quantum leaps in innovation
Source of innovation ◦ Manufacturer innovation – occurs when an individual
or organization develops an innovation for the purpose of selling it
◦ End-user innovation – involves getting inspiration from users of goods or services
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Major Forms of Innovation12-30
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Targets of Innovation
Product innovation – introducing goods that are new or substantially improved
Service innovation – introducing services that are new or substantially improved
Process innovation – creating new or significantly improved production or delivery methods
Marketing innovation – coming up with new and/or improved marketing methods
Supply chain innovation – developing quicker and more accurate ways to get products from suppliers into the hands of customers
Business model innovation - revising how business is done
Organizational innovation – changing key organizational practices
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The Process of Innovation
Stage 1: Setting the agenda◦ Creating a mission statement - provides overall
direction and general goals Stage 2: Setting the stage
◦ Using skills for innovation management◦ Full use of human and financial resources
Stage 3: Producing the ideas◦ Individual and small group creativity◦ Coming up with new ideas and testing them
Stage 4: Testing and implementing the ideas◦ Other parts of the organization get involved
Stage 5: Outcome assessment◦ Assessing the new idea
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The Process of Innovation12-33
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OverviewPrerequisitesPerformance PlanningPerformance ExecutionPerformance AssessmentPerformance ReviewPerformance Renewal and
Recontracting
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Performance Management Process
Performance Review
Performance Renewal and Recontracting
Performance Assessment
Performance Execution
Performance PlanningPrerequisites
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Prerequisites
A. Knowledge of the organization’s mission and strategic goals
B. Knowledge of the job in question
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Knowledge of Mission and Strategic Goals
Strategic planning ◦Purpose or reason for the organization’s existence
◦Where the organization is going◦Organizational goals◦Strategies for attaining goals
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Mission and Goals
Cascade effect throughout organization
•Organization Unit Employee
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Knowledge of the Job
Job analysis of key components◦Activities◦Tasks◦Products ◦Services◦Processes
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Knowledge of the Job (Continued)
KSAs required to do the job◦Knowledge◦Skills◦Abilities
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Job DescriptionJob dutiesKSAsWorking conditions
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Job Analysis
Use a variety of tools◦Interviews◦Observation◦Questionnaires (available on the Internet)
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Job Analysis Follow-Up
All incumbents should ◦Review information ◦Provide feedback ◦Rate tasks and KSAs in terms ofFrequencyCriticality
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Rater Biases
Rating of frequency and criticality of tasks and KSAs is susceptible to:◦Self-serving bias◦Social projection bias◦False consensus bias These biases exaggerate the importance of
certain tasks & KSAs
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Performance Planning:Results
Key accountabilities
Specific objectives
Performance standards
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Key Accountabilities
Broad areas of a job for which the employee is responsible for producing results
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Specific Objectives
Statements of outcomes•Important •Measurable
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Performance Standards“Yardstick” to evaluate how well
employees have achieved each objective
Information on acceptable and unacceptable performance, such as•Quality•Quantity •Cost•Time
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Performance Planning:Behaviors
How a job is done
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Performance Planning:Competencies
Measurable clusters of KSAsCritical in determining how results will be achieved
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Performance Planning:Development Plan
Areas for improvementGoals to be achieved in each area of improvement
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Performance Execution:Employee’s Responsibilities
Commitment to goal achievement Ongoing requests for feedback and
coaching Communication with supervisor Collecting and sharing performance
data Preparing for performance reviews
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Performance Execution:Manager’s Responsibilities
Observation and documentationUpdatesFeedbackResourcesReinforcement
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Performance Assessment
Manager assessmentSelf-assessmentOther sources (e.g., peers, customers)
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Multiple Assessments Are Necessary To…
Increase employee ownership Increase commitmentProvide informationEnsure mutual understanding
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Performance ReviewOverview of Appraisal Meeting
Past◦Behaviors and results
Present◦Compensation to be received
Future◦New goals and development plans
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Six Steps for Conducting Productive Performance Reviews
1. Identify what the employee has done well and poorly
2. Solicit feedback3. Discuss the implications of changing
behaviors
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Six Steps for Conducting Productive Performance Reviews
4. Explain how skills used in past achievements can help overcome any performance problems
5. Agree on an action plan6. Set a follow-up meeting and
agree on behaviors, actions, and attitudes to be evaluated
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Performance Renewal andRecontracting
Identical to performance planning EXCEPT:◦Uses insights and information from previous phases
◦Restarts the performance management cycle
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Performance Management ProcessSummary: Key Points
Ongoing processEach component is important
If one is implemented poorly, the whole system suffers
Links between components must be clear
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Quick Review
PrerequisitesPerformance PlanningPerformance ExecutionPerformance AssessmentPerformance ReviewPerformance Renewal and
Recontracting
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