Index. A Apple, 36, 55. B baby boomers, 16, 186, 187 benchmark, 3, 17, 76, 87, 90 benchmarking, 199, 200, 275 benchmarks, 17, 37, 79, 200

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1 A Apple, 36, 55 B baby boomers, 16, 186, 187 benchmark, 3, 17, 76, 87, 90 benchmarking, 199, 200, 275 benchmarks, 17, 37, 79, 200 C Campbell, David, 248 Campbell s Grocery Products, 102 career role, 143 self-development, 150 technical development, 151 careers employer of choice, 24 loyalty to, 209 responsible for, 22, 221 shaping their, 16, 17, 211, 216 showing initiative, 264 understanding changing relationship, 21, 29, 188 change management flow of information, 243 HRD, 49, 52, 88 job design, 86 large scale, 170 process focus, 62, 88 changing paradigms of HRD approach to learning, 58, 63 branding, 58 focus, 58, 62 learning emphasis, 58, 59 orientation to HRD, 58, 61 strategy, 58, 64 type of learning, 58, 64 codependency, 82, 83 communication capacity, 29 corporate culture, 66 8, 70, 132, 245, 246 Corporate Culture Change Cycle, 269 CRM, 114, 117, 119, 126 9, 133 cross-functional team identity, 164 D Deloitte, 162 E Eastern philosophies, 187 employability, 22, 28 30, 77, 83, 84, 143, 212, 235 employee engagement, 85, 184, 196 9, 201, 202, 204,

2 277 employee engagement strategy, 203 growth and development, 203 organizational obligation, 204 working conditions, 202 employer of choice becoming an, 1 benchmarks, 17 changing culture, 49 changing requirements, 92 Cisco Systems, 124 definition, 9, 76 desirable place to work, 33 developing people, 71 employment relationship, 10, 13, 15, 268 flexible deployment, 94 Google, 8 Lockyer Valley Regional Council, 267, 275 offering employees, 10, 22, 36 open information, 244 remaining competitive, 2 roadmap, 11 values of, 17, 18, 36 employer-centric, 21, 52 employment relationship change, 86 employees, 21, 27 enterprise agreement, 223 evolved, 15, 16, 28 job description, 138 managing, 21 mindset, 13, 17, 36, 49, 91 new, 33, 65, 71, 268 new employment relationship model, 3, 8, 10, 11, 76, 84, 108 organization s perspective, 157 psychological contract, 2, 17 them and us, 2, 20, 27 traditional, 3, 5, 11, 12, 15, 18, 34 41, 51, 59, 132, 137, 211, 243 empowerment, 50, 51 Enron, 66 enterprise company, 2, 8, 10, 11, 27, 28, 33 5, 40, 43, 63, 92, 104, 222, 223 trait, 12, 27, 29, 38, 39, 78, 81, 113, 144, 164, 258, 265 enterprise agreement, 85, 86, 222, 223 F feedback customer, 111 employee, 203 job performance, 99, 222 management, 122, 236 surveys, 200, 274 systems, 129 focus commitment, 46, 94 job descriptions, 42, 137 key performance crieria, 32, 33, 35, 80 of business, 54, 70 of HRD, 54, 71 on human resources, 187, 260 organizational dependency, 19, 181 output, 44 relationships, 218 requirements of customer, 11, 18, 30, 80, 112, 127, 133 superior systems, 11, 115, 147

3 278 formulating role descriptions, 151 dynamic duo method, 152 single employee method, 153 supervisor incumbent method, 152 team method, 152 functional work, 29, 161 G Gates, Bill, 155 global economy, 13, 21, 38, 94, 112 globalization, 27, 28, 46, 127 Google, 8, 36, H HRD approaches, 3, 5, 48, 49, 51, 52, 66, 86, 229, 230, 268 change management, 49 changing paradigms, 58 conventional, 50, 53 cross-functional teams, 57 empowerment, 51 legitimacy, 238 new models, 53 primary focus, 54, 226 profession, 52 4 psychological contract, 51 role of, 70, 228 I Industrial Revolution, 12, 20 initiative paradox, 5, 246, 247, 257, 258 active accountability, 248, 254, 256 9, 263 boundary refinement, 248, 250, 252, 257 9, 261 goal alignment, , information sharing, 248, 252 4, 257 9, 263 innovation and continuous improvement role, 149 customer responsiveness, 150 problem-solving and critical thinking, 149 J job demarcation, 45, 47, 92 job description contractual obligations, 39, 137, 140 defining work, 42, 140 definition of, 146 following to the letter, 14 inflexible, 42 replacing, 85 twentieth century, 31 value of, 14, 43 work performance, 41 work role, 29, 43 job security, 13, 22, 29, 41, 44, 77, 95, 143 job segmentation, 44 jobs autonomy, 16, 39, 83, 99, 121, 148 9, 218, 234, 243, 244 feedback, 99, 111, 122, 129, 200, 203, 222, 236, 274 job enlargement, 96, 100, 101, 218 job enrichment, 96, , 218 job rotation, 96, 97, 102, 218 multi-skilling, 34, 75, 91, 93, 96, 101 4, 106, 142, 169, 267, 271

4 279 skill variety, 99 task identity, 99 task significance, 99 K KPI, 85, 156, 157 KPIs, application of model, 84, 85 focus, 34 job and non-job tasks, 146, 156 job tasks, 35 role descriptions, 147, 154 specific to problem, 176 strategic plan, 157 success of, 86, 175 L learning and development person-centered, 5, , 237, 238 problem-solving approach, 227, 229, 230, 234, 235, 238 production-centered, 5, 230 2, 235, 238 lifelong learning, 21, 29, 39, 78, 92, 238 long-term loyalty, 29,35 M McKinsey, 67 meaningful work, 29, 30, 39, 81, 186, 188, 194, 195, 212, 242 mindset appropriate, 150, 163 complimentary, 84 commitment, 215 conflicting, 83 customer-focused, 93, 124, 132, 133 employee, 40, 78, 79 employer, 41, 78, 79 modern, 39 new, 3, 11, 12, 15, 16, 19, 22, 23, 45, 49, 95, 108, 136, 145 new employment, 36, 37 of the new psychological contract, 209 old, 2, 11, 12, 19, 20, 66, 95 right, 60, 132 them and us, 9, 39 traditional employment, 12, 46, 91, 132, 196, 268 twentieth century, 13 mindsets acceptable, 40 employee, 62 employer, 79 employer, 50 individual and organizational, 133, 182, 206 leaders, 8 opposing, 15 organizational, 157 monetary rewards, 177, 178, knowledge-based pay, 178 one-time bonuses, 179 team incentive system, 179 multidimensional approach HRD, 238 learning and development, 5, 63, 227, 229, 237, 238 performance, 144 multi-skilled, 14, 18, 94, 95, 101, 103, 104, 106, 247

5 280 N needs of employees, 3, 28, 29, 31, 82 needs of employers, 31 network organization, 161 3, 165, 170 new employment relationship model, 78 Noer, David, 197 non-job roles, 35, 141, 142, 144 6, 148 career role, 142, 143, 148, 150 contextual performance, 141, 144, 149, 151 innovator role, 142, 143 team role, 142, 148 non-monetary rewards, 179 O organizational commitment, 213, 216, 219, 221 cost, 214 desire, 213 obligation, 214 organizational culture between old and new, 36 current, 8 definition of, 65 employee and employer, 66, 70 impact of, 67 literature, 243 mindsets, 133, 157, 206 performance, 77, 139 positive, 69 productive, 65 role of HRD, 70 type of, 35 values, 86 organizational dependency, 19, 78, 80, 158 organizational identity, 44, 164 P performance management framework, 154, 155, 156 core values, 155, 156 key performance indicators, 155, 156 key result areas, 155, 156 mission, 155, 156 role descriptions, 155, 156 vision, 155, 156 problem-based learning, 61, 71, 85 productivity decreasing, 205 deployment of human capital, 54 employees, 98, 100, 191 finding meaning in work, 15 higher, 40, 84, 90, 93, 198 9, how it is achieved, 54 measuring, 178 organizational, 178 personal, 75, 197 speed, 55 7 workplace culture, 65, 66 psychological boundaries, 165, 166, 170, 181 boundary spanning, 114, 119, 120, 166, 168, 171, 175 bringing up boundaries, 166, 169, 171 buffering, 166 9, 171 psychological contract benchmarks, 79, 275 changing, 14, 17, 18, 20, 22, 49, 65, 267, 268

6 281 changing expectations, 37 complex, 86 economic pressures, 23 HRD, 51 misunderstandings, 45 new, 2, 15, 21, 33, 34, 59, 209, 268 practical strategies, 267 profoundly altering, 23 research, 77 traditional, 20, 38 40, 41, 45, 51, 76 transitional, 35 under scrutiny, 20 unwritten agreement, 13 values, 34 Q qualifications career success, 22, 28 formal, 30, 32 lifelong learning, 21 new skills, 143 technical, 30, 40, 79, 81 twentieth century, 29 workplace trainer, 106 R recognition active accountability, 254 customer-focused, 86, 116 goal alignment, 250 intrinsic and extrinsic, 180, 181 job, 99 non-job behaviors, 139, 142, 177 non-monetary rewards, 179 public and private, 180 Southwest, 246 well-being at work, 190 where to comes from, 180 working conditions, 203 reliability, 29, 30, 116 rewards and incentives customer-focus, 123, 133 program, 106 system, 156 roadmap changing requirements of employee and employer, 17, 77 employer of choice, 11, 71 new employment relationship, 268 workplace culture, 2, 22 role analysis, 153, 154 role clarity, 14, 119, role descriptions addition to, 147, 148 performance, 42, performance-focus, 85, 146 application of model, 86 formulating, 151 perforrmance management framework, 155 role of work, 192 roles acceptable, 141 additional, 29 clarity, 12, 13, 114, 131 contextual performance, 144 customer service, , 122, 132 flexible work, 43 ill-defined, 66 job, 34 new, 97 non-job, 35, 142, 144 6, 148, 150 2

7 282 roles continued organizational, 15, 42, 78, 80, 108, 238 project, 128 range of work, 3, 90, 104, 141 skills matrix, 104 twentieth-century, 29 S SAS, 36, 69, 73, 74 Schein, Edgar, 143 Schmidt, Eric, 8, 68 Scientific Management, 138 SDWTs, 44 shared value application, 85 benchmark, 76, 79 benefits, 84 customer focus, 87, 133 employees and management, 18, 40, 76 employer of choice, 17 flexible deployment, 87, 93 functional-based to project-based work, 164, 171 job focus, 41 new employment relationship model, 3, 11, 78 new psychological contract, 34 open information, 243 support the employment relationship, 16 traditional employment relationship, 40, 41, 79 short-term commitment, 29, 30 skills matrix, 85, Southwest, 36, 70, 245, 246 speed innovation speed, 55 processing speed, 56 recovery speed, 56 spirituality, 187, 190 strategy application of the model, 85 buffering, 167 Campbell s Grocery Products, 102 change management, 86 changing paradigms of HRD, 58, 64 competitors, 67 corporate, 162 cost-cutting, 92 CRM, 126, 127 culture, 70 Deloitte, 162 employee engagement, employer of choice, 192 flexible deployment, 97 human spirit, 35 information sharing, 254 job enrichment, 98, 99 multidimensional, 237 open information, 258 reward systems, 102 risk management, 128 T targets, 84, 86, 107, 154, 155, 156 Taylor, Frederick, 138 team role accountability, 148 collaboration, 149 communication, 149 leadership, 148

8 283 technical capacity, 29, 53 trade unions, 10, 20 traditional employment relationship, 40, 79 training and development, 52, 53, 66, 91, 114 transitional values, 34 twentieth century career paths, 22, 31, 114, 117, 217 clearly defined jobs, 31 compliance, 31, 32, 83 hierarchy, 31, 32, 92, 159, 173 loyal workforce, 31 qualified staff, 31, 33 quality assurance, 31 stability, 31 twenty-first century clearly defined performance indicators, 31 committed workforce, 31, customer responsiveness, 31, 149, 150 engagement, 31, 52 initiative, 31, 33 learning organization, 31, 93 malleability, 34 manoeuvrability, 31 V values closed Information, 18, 34, 40, 79, 81, 241, 258, 265 commitment, 5, 18, 19, 32, 34, 35, 78, 81, 84, 85, 208, 209, , 215, 221 4, 229 customer focus, 4, 18, 34, 78, 80, 84, 85, 87, , 118, 119, 126, 131 3, 203, 229, 274 flexible deployment, 3, 18, 34, 78, 80, 84, 87, 90, 92, 93, 95, 108, 229, 267, 271 functional-based work, 18, 34, 40, 79, 80 human dispirit and work, 18, 34, 40, 79, 81, 186, 196, 206 human spirit and work, 5, 18, 19, 34, 78, 81, 84, 85, 87, 184, 186, 188, 189, 191, 195, 196, 199, 202, 204 6, 212, 229, 260 internal focus, 4, 18, 34, 40, 79, 80, 112, 113, 132, 133 job focus, 18, 34, 40, 41, 79, 80, 96, 139, 145, 146, 157 learning and development, 5, 18, 19, 34, 78, 81, 84, 85, 87, 228, 229, 237, 239, 267 loyalty, 5, 18, 34, 40, 41, 79, 81, 211, 224 new, 2, 7, 17 19, 34, 36, 79 open Information, 6, 18, 19, 34, 78, 81, 84, 85, 87, 229, 243, 244, 258, 264, 265, 267 performance focus, 4, 18, 19, 34, 35, 78, 80, 84, 85, 87, 139, 146, 157, 229 project-based work, 4, 18, 19, 34, 78, 80, 84, 85, 161, 164, 171, 181 specialized employment, 18, 34, 40, 79, 80, 108

9 284 traditional, 18, 34 training, 5, 18, 34, 35, 40, 79, 81, 228, 229, 230, 239 W work-life balance, 219, 220 workplace culture competitive advantage, 8 customer-focused, 130 definition of, 16 describe your, 68 developing, 1 employee commitment, 9 employer of choice, 268 new employment mindset, 36 performance-focused, 130 positive, 65 productive, 2, 22 them and us, 51 workplace revolution, 3, 14, 23, 26, 27, 31, 37, 49, 76