Human Resource management an effective way to implement Lean Six SigmaCategory: General Posted:Dec 28,2014 By: admin
Organizational culture consists of various sub cultures. These subcultures are various sub groups which have their own identity, characteristics and properties. Even though these sub groups have diverse characteristics, they are connected to one ideology that comprises of organizational culture. The organizational culture is diversified and differentiated into various departments, operational units, units within service, line and staff personnel. The maintenance of the organizational culture is a major task for Lean Six Sigma. The socialization aids are interaction with the superiors, peer groups and senior co-workers.
The various roles of organizational culture include organizational diagnosis, organizational development, Merger/acquisitions or joint ventures and Human Resource Management. Organizational diagnosis is identifying the culture of an organization. Organizational development deals with the strategic analysis of cultural change. Joint Ventures study the compatibility amongst various cultures .Human Resource Management deals with the motivation to the organization.
Organizational diagnosis is the study of structure and management of an organization after incorporating changes like culture change.
HUMAN RESOURCE MANAGEMENT is to analyse the issue of the relationship between culture and human resource management.
HUMAN RESOURCE MANAGEMENT ACTIVITIES INCLUDE THE FOLLOWING ACTIVITIES:
1)Employee Resourcing-(Human Resource Planning, Recruitment and Selection).Here there is a mix of nationalities, experience and language skills in senior and other key positions, cross border business teams.
2) Human Resource Development- (Induction (socialisation), Training, and Development).It is achieved by Development programmes which include mixing nationalities, Cross cultural training, language skills, IT applications.
3) Performance – (Managing Performance/Appraisal; Employee Reward, Pay).It is done by the usage of Career ladders that reward international experience, Pay that reflects global and local issues.
4) Involvement-(Diversity Management, Employee Relations, Health, Safety, Employee Welfare; Grievance and Discipline of employees).It is done by assessing employee’s adverse reactions to foreign/cultural infringements- distress, frustration, alienation.
To conclude the Overall strategy is changing the mindset of the culture of the company to reflect changing from domestic to international environment.
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