HR Articles

Motivation and job satisfaction

Motivation and job satisfaction Job satisfaction can be defined as the attitudes and feelings people have about their work. Positive and favourable attitudes towards the job indicate job satisfaction. Negative and unfavourable attitudes towards the job indicate job dissatisfaction. It can be distinguished from morale, which is a group rather than individual variable, related to the degree to which group members feel attracted to their group and want to remain a member of it.Read More »

The meaning of motivation

The meaning of motivationThe term ‘motivation’ derives from the Latin word for movement (movere). A motive is a reason for doing something. Motivation is the strength and direction of behaviour and the factors that influence people to behave in certain ways. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs and wants. The term ‘motivation’ can refer variously to the goals that individuals have, the ways in which individuals chose their goals and the ways in which others try to change their behaviour. Locke and Latham (2004: 388) observed that: ‘The concept of motivation refers to internal factors that impel action and to external factors that can act as inducements to action.’Read More »

Organization development strategy

Organization development strategyOrganization development strategy is founded on the aspiration to improve organizational capability, which is broadly the capacity of an organization to function effectively in order to achieve desired results. It has been defined more specifically by Ulrich and Lake (1990: 40) as ‘the ability to manage people for competitive advantage’. It is concerned with mapping out intentions on how the work system should be developed in line with the concept of smart working, on how the organization should be structured to meet new demands, on system-wide change in fields such as reward and performance management, on how change should be managed, on what needs to be done to improve organizationalprocesses involving people such as teamwork, communications and participation, and how the organization can acquire, retain, develop and engage the talent it needs. These intentions will be converted into actions on work systems development, structure design, the redesign of jobs and, possibly, OD-type interventions. The latter could take the form of action research, survey feedback and programmes for improving group processes and interpersonal skills, as described earlier in this chapter. The strategy can involve processes of integrated strategic change, as described below, and will be based on organizational diagnosis leading to the design of an organization development programme, as considered in the following sections.Read More »

The story of organization development

The story of organization developmentThere are three chapters in the story of organizational development: the original version of the 1960s and 70s, the extensions and modifications to the original approach in the 1980s and 90s, and the new look at organization development of the 2000s.Read More »

Analytical and critical skills for HR Professionals

Analytical and critical skills for HR Professionalsز Analytical and critical skills for HR Professionals. The effectiveness of HR initiatives and the processes of problem solving and decision-making in which HR practitioners are constantly involved. Read More »

Approaches to job design

Approaches to job designJob design starts with an analysis of task requirements, using the job analysis techniques . These requirements will be a function of the system of work and the organization structure. As described by Robertson and Smith (1985), the method can be based on the job characteristics model as follows:Influence skill variety by providing opportunities for people to do several tasks and by combining tasks.Influence task identity by combining tasks to form natural work units.Influence task significance by forming natural work units and informing people of the importance of their work.Influence autonomy by giving people responsibility for determining their own working systems.Influence feedback by establishing good relationships and opening feedback channels.Read More »

الفرق بين خطة تطوير مستوى الاداء و خطة التطوير الشخصية

ان العديد من المؤسسات تقوم بتعريف مراجعة مستويات الاداء فيها بأنها فرصة جيدة لتطوير اداء و كفاءات الموظفين و فى هذا الخصوص لدينا مصطلحين نحتاج ان نفهم الفرق بينهما جيدا :Performance Improvement Plan و Individual Development Plan و هذا هو محور حديثنا اليوم الفرق بين خطة تطوير مستوى الاداء و خطة التطوير الشخصيةRead More »

BOS كإسلوب لتقييم مستوى الاداء

BOS كإسلوب لتقييم مستوى الاداء هو اسلوب لتقييم اداء الموظف الذى يمكن ان يستخدم كجزء من Appraisal Process و هذه الطريقة او الاسلوب مثل طريقة BARS لكنه يتضمن process لتحديد المهام الاساسية لوظيفة معينة و لكن الاختلاف ان الموظف يتم تقييمه على اساس مدى تكرار ظهور اداءهم للسلوك المطلوب أداء فعالRead More »

Job design

Job designJob design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement. As observed by Wall and Clegg (1998: 265):Jobs are created by people for people. Whether deliberately or by default, choices are made about which tasks to group together to form a job, the extent to which job holders should follow prescribed procedures in completing those tasks, how closely the job incumbent will be supervised, and numerous other aspects of the work. Such choices are the essence of job design.Read More »

5 Ps Of HRM

One Of The Six Models of HRM Is : 5 Ps Of HRM The most familiar models defining what HRM is and how it operates are the 6 models, today we will overview about 5 Ps Of HRM these six models are :  The matching model of HRM The Harvard model of HRM Contextual model […]Read More »

HR Strategies

HR strategies indicate what the organization wants to do about its human resource management policies and practices and how they should be integrated with the business strategy and each other. They set out aspirations that are expressed as intentions, which are then converted into actions.Read More »

الأخطاء ال9 فى تقييم الاداء

الأخطاء ال9 فى تقييم الاداء. فعندما يكون هناك من المعايير التى لها صلة بالوظيفة و التى يتم تقييم موظفيها على اساسها و تتضمن فى نموذج التقييم فان ما يحدث هو التلوث المعيارى بسبب عدم العدالة فى تقييم الموظفين بناء على عوامل ليس لها صلة بالوظيفةRead More »

تخطيط الاداء

ان تخطيط الاداء هى العملية التنظيمية لتحديد و توصيل اهداف المؤسسة و اهداف الافراد المتوقعة من الموظف و لذلك فان خطط الاداء يتم تحديدها بالتعاون بين عمل المشرف و الموظف المرؤوس له فهم معا يقومون بتحديد الاداء المتوفعRead More »

مقدمة فى ادارة بيانات الموظفين

مقدمة فى ادارة بيانات الموظفين ان صاحب العمل عادة يقوم بعمل سجلات للموظفين و تسمى Personnel Files كأحد طرق حفظ المستندات التى تتعلق بعلاقة الموظفين بالشركةان التوثيق فى ملفات العاملين هو من الامور الهامة الداعمة للبيانات فعلى سبيل المثال هى مفيدة للاطلاع على تاريخ الجزاءات التأديبية التى تدعم اتخاذ القرار لفصل موظف بدون مسئولية قانونية على الشركةبالاضافة الى انه ملفات العاملين تمكن صاحب العمل من متابعة مستويات الاداء و الاجازات و الاتفاقيات المرتبطة بالتوظيفRead More »

Organization design

Organization designOrganization design is the process of deciding how organizations should be structured in terms of the ways in which the responsibility for carrying out the overall task is allocated to individuals and groups of people and how the relationships between them function. The aim is to ensure that people work effectively together to achieve the overall purpose of the organization. The basic question of ‘Who does what?’ is answered by line managers but HR specialists are also involved in their capacity of helping the business to make the best use of its people. HR professionals can contribute to organization design or redesign activities by using their understanding of the factors affecting organizational behaviour and their knowledge of the business as a whole.Read More »

High-performance working

High-performance working High-performance working was defined by Combs et al (2006) as the sum of the processes, practices and policies put in place by employers to enable employees to perform to their full potential. They referred to employee participation and flexible working arrangements as examples of such systems that have a direct impact on ways of working and therefore flow through to job design.Read More »

Smart working

Smart working As defined by the CIPD (2008: 4), smart working is: ‘An approach to organizing work that aims to drive greater efficiency and effectiveness in achieving job outcomes through a combination of flexibility, autonomy and collaboration, in parallel with optimizing tools and working environments for employees.’ The characteristics of smart working as established by the CIPD research were:Read More »

التعامل مع مكتب التأمينات الاجتماعية

التعامل مع مكتب التأمينات الاجتماعية اولا : النسب التى يدفع عنها الاشتراك حصة العامل حصة صاحب العمل 26 % 14 % الاجر الاساسى الاجر المتغير 11 % 24 % Read More »

Work system design

Work system design A system is a set of practices or activities that fit together and interact to achieve a purpose. Work system design is concerned with how the various processes required to make a product or provide a service should operate. It deals with the set of related activities that combine to give a result that customers want. The structure of the system describes the relations between different operations.Read More »

الجزاءات التأديبية

الجزاءات التأديبية م 60 عمل : الجزاءات التأديبية التي يجوز توقيعها على العامل وفق ا للوائح تنظيم العمل والجزاءات التأديبية في كل منشأة هي: ( ١ ( الإنذار. ( ٢ ( الخصم من الأجر. ( ٣ ( تأجيل موعد استحقاق العلاوة السنوية لمدة لا تجاوز ثلاثة أشهر. ( ٤ ( الحرمان من جزء من العلاوة السنوية بما لا يجاوز نصفها. ( ٥ ( تأجيل الترقية عند استحقاقها لمدة لا تزيد على سنة. ( ٦ ( خفض الأجر بمقدار علاوة على الأكثر. ( ٧ ( الخفض إلى وظيفة في الدرجة الأدنى مباشرة دون إخلال بقيمة الأجر الذي كان يتقاضاه. ( ٨ ( الفصل من الخدمة وفقا لأحكام هذا القانون Read More »

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