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Carlo Scodanibbio Industrial & Business Consultant Lean Management Consultant |
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Having defined the main Industrial Models in respect of their Organisational Strategies, it's easy to allocate to the various quadrants of the grid the "most fit Human Resource Strategy under the circumstances". ![]()
Actually, the area of suitability for this style of HR Management spreads a bit also over quadrant B.
![]() and of the so-called MBOII - Management by Objectives II: ![]() TEI - Total Employee Involvement is well fit and adequate for enterprises of the right zone of the Organisational Strategies grid: ![]()
Having made the above considerations, it's easy to conclude that, for every (theoretical and real) Industrial Model there is a HR Management Strategy optimal and most fit under the circumstances. So, all "traditional" enterprises should assess, to begin with, the validity of their current HR Management Strategy in relation to their overall Organisational Strategies, and ensure there are no major hybrid situations, or conflicts, or clashes.....
Putting things in order means : "re-thinking" the enterprise culture, values, principles, objectives.... - means reviewing the enterprise's approach to market and clients - means rationalising the overall product/service development area - and means streamlining the enterprise's processes - and means reviewing people position in those processes - means educating, training, and forming people - means making step-by-step experimental tests and launching pilot projects - means instilling gradually new culture and showing new horizons.....
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