הפקולטה לניהול – אוניברסיטת תל-אביב בית הספר למוסמכים במנהל עסקים ע"ש ליאון רקנאטי מסלול MBA עם התמחות בניהול טכנולוגיה‚ יזמות וחדשנות ניהול המשאב האנושי סמסטר קיץ תשע"ג BitStream Case מגיש: יוסי חסון (ת.ז. 040035354) Question 1 When recruiting employees there are two main alternative recruitment sources: internal vs. external labor markets. Each of the sources has its own advantages and disadvantages comparing to the other. The main advantages of hiring from an internal source
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Chapter Eleven: Evaluating and Institutionalizing OD Interventions Learning Objectives for Chapter Eleven 1. To understand the issues associated with evaluating OD interventions 2. To understand the process of institutionalizing OD interventions and the factors that contribute to it Evaluation and institutionalization final stage of the organization development cycle Issues in Evaluating OD Interventions Evaluation: is concerned with providing feedback to practitioners and organization
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Team COLOR Nguyễn Hoàng Thiên Thanh Đỗ Linh Phụng Phạm Trần Minh Trang CASE SUMMARY Quantum Software is a corporation was founded by Stan Albright and Erin Barber. They hold a beer bust every Fridays afternoon for all employees to encourage the people’s spirit in the most friendly atmosphere. One day‚ Bill Carter‚ the corporate attorney joined the party and saw one employee get drunk and fell off. He got worried and noticed Stan and Erin about the risks or accidents may happen after these such
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COMPETENCIES OF AN EFFECTIVE OD PRACTIONER I start by giving a brief definition of competencies. For those of us who would have done HRM we learned that competencies are the behavioural characteristics (skills and abilities) of an individual which is causally related to effective or superior performance in a job. Every OD Practitioner should have some foundational skills and abilities. If the person claiming to be an OD practitioner is not strong on these‚ he or she might be a business consultant
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Organization Development –Week 10 Assignment Paul Sullivan Rasmussen College Instructor: Troy Stang December 6‚ 2012 Abstract In this paper I will examine thoughts by OD theorists regarding the effects of cultural differences on the applicability and of certain types of OD interventions in multinational environments. The mission of most Organizational Development practitioners is to assist organizations in the process of transformation
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[pic] Diary of a practice Student’s name and surname: Spahić Harun Index number: 68855 E-mail adress: harun.spahic@hotmail.com Comany in which the practice was done: UniCredit bank d.d. Mentor from University: Agić Emir‚ PhD Mentor from UniCredit bank d.d.: Suzana Krajina-Jusupović‚ business office executive Adress: Zelenih Beretki 24‚ Sarajevo Diary 12.03.- 16.03; first week My first day at work‚ on practice‚ to be more accurate
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accounting firms and credit agencies from around the world failed to address its problems. Despite its warnings‚ policy discussion focusing on the importance of reputational intermediaries and gatekeepers in particular has only recently emerged. The OD Paper deals with the history of Daewoo‚ a major chaebol‚ focusing on the implications of its vast corporate governance meltdown‚ internal corporate governance‚ particularly its controlling shareholder‚ boards of directors‚ officers‚ employees and banks
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THE LEAN HR/LEAN OD PARADIGM Definitions: Lean HR‚ Lean OD is about driving waste and duplication out of all HR and OD practices‚ processes and procedures – It is not a set of tools; it’s a paradigm rather then one single theory. A workplace culture; defined simplistically as how we do it around here and it will ultimately determine how far an organisation can go. A workplace culture can be formed in one of two ways. One is by piecemeal that is‚ bit by bit and usually in response to
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A critical analysis of Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory Maslow (1987) was responsible for classifying human needs in a hierarchical fashion. At the bottom of the hierarchy are survival needs‚ next come security needs followed by needs for love‚ affection and affiliation. Then come competence needs and finally‚ self-actualisation. A major assumption of Maslow’s hierarchy is that “higher level needs can only come into focus when lower level needs have been satisfied
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value stream mapping tools. I would start by saying Value Stream Mapping is a tool that can be used in minimising waste in manufacturing. Wastes in manufacturing have been grouped into seven and they are overproduction‚ waiting‚ transport‚ inappropriate processing‚ unnecessary inventory‚ unnecessary motion and defects. It is common practice to reword these wastes so they become relevant to the type of industry seeking to define and eliminate waste. In the implementation of lean‚ value stream mapping
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