Reframing Organizations, 3rd ed.
Chapter 7
Improving Human Resource
Management
Improving Human Resource
Management
 Build and Implement a Human Resource
Philosophy
 Hire the Right People
 Keep Employees
 Invest in Employees
 Empower Employees
 Promote Diversity
Improving Human Resource
Management (II)
 Putting it all Together: TQM and NUMMI
 Getting There: Training and Organization
Development
 Survey Feedback
 Evolution of OD
Build and Implement a Human
Resource Philosophy
 Develop a public statement of the
organization’s human resource philosophy
 Build systems and practices to implement
philosophy
Hire the Right People
 Know what you want and be selective
 Hire people who bring the right skills and
attitudes
 Hire those who fit the mold
Keep Employees
 Reward well and protect jobs
 Promote from within
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Powerful performance incentive
Increases trust and loyalty
Capitalizes on knowledge and skills
Reduces errors
Increases the likelihood to think longer-term
 Share the Wealth: give workers a stake in
organization’s success
Invest in Employees
 Invest in learning
 Create opportunities for development
Empower Employees
 Provide Information and Support
 Make performance data available and teach
workers how to use them
 Encourage workers to think like owners
 Everyone gets a piece of the action
 Foster Autonomy and Participation
 Redesign Work
 Build Self-Managing Teams
 Promote Egalitarianism
Promote Diversity
 Develop explicit, consistent diversity
philosophy, strategy
 Hold managers accountable
Putting it all Together: TQM and
NUMMI
 Total Quality Management
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High quality is cheaper
than low quality
People want to do
good work
Quality problems are
cross-functional
Top management is
ultimately responsible
for quality
 New United Motors
Manufacturing, Inc.
Getting There: Training and
Organization Development
 Barriers to better human resource
management
Management reluctance
 Disrupts established patterns, relationships
 Lack of communication and interpersonal
skills
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 Training and OD to build capacity
 Group interventions: T-groups, large-group
interventions (e.g., “Workout’ at GE)
 Survey feedback
Conclusion
 High-involvement management strategies
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Strengthen employee-organization bond
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Empower and improve quality-of-work-life
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Pay well, share the benefits
Job security
Promote from within
Training and development
Participation, democracy, egalitarianism
Job enrichment, teaming
Promote diversity