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a) Structural (Re)Design
b) Downsizing
c) Reengineering: Radically redesigning the organizations work processes to
create tighter linkage and coordination among the different tasks. This
results in faster, more responsive task performance.
HRM Interventions
These are used to develop, integrate and support people in organizations. The
change programmes focus on:
Goal setting
Performance appraisal
Reward Systems
Coaching and mentoring
Career Planning and Development
Management and leadership (T&D interventions)
Managing Workforce Diversity
Employee stress and wellness
Strategic interventions:
These link the internal functioning of the organization to the larger environment
and transform the organization to keep pace with changing conditions. These
include:
a) Integrated strategic change: Comprehensive OD intervention; based on
the fact that business strategies and organizational systems must be
changed together in response to external and internal disruptions.
b) Organization design: addresses the organizations architecture, or the
extent to which structure, work design, HR practices and information
systems are in alignment and support each other.
c) Culture change
d) Mergers and Acquisitions
e) Alliances
Networks: focus on developing relationships among organizations to perform
tasks and solve problems that are too complex for single organizations to
resolve. It helps organizations recognize the need for partnerships and also
addresses how to manage change within existing networks.