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Unformatted text preview: with broad applications Individualized training High employee participation Unsystematic training Emphasis on managerial skills High employee involvement Balanced individual-group orientation Emphasis on effectiveness over efficiency Result oriented (vs. Process) Based on subjective criteria Emphasis on long-term performance Emphasizes long-term performance Decentralized/customized at division or department levels Tailored to individuals Emphasizes individual performance with incentives for group efforts Merit and incentive-based Performance Appraisal Compensation/Rewards Some Evidence to Support the Relationships
A study conducted by M or r is and Jones (1995) placed fir ms in str ong entr epr eneur ial or ientation and w eak entr epr eneur ial or ientation focusing on H RM pr actices. Of the fir ms sur veyed, those w ho w er e mor e lik ely to demonstr ate str ong entr epr eneur ial or ientations w er e mor e lik ely to have: E Staffing pr ocedur es designed ar ound multiple car eer paths and extensive socialization and or ientation of new employees T r aining and development pr ogr ams w er e mor e lik ely to include high employee par ticipation and Eor r is and Jones (1995) study (cont.) M T he per for mance appr aisals in these or ganizations included higher employee involvement and par ticipation in the pr ocess, a gr eater emphasis on individual per for mance cr iter ia, assessments based mor e on outcomes or end r esults, a longer ter m per for mance focus and explicit encour agement of innovative and r isk tak ing behavior s Compensation pr actices w er e mor e lik ely to include bonuses and incentives based on long-ter m per for mance, an emphasis on E Evidence to Support the Relationships Some
Rank ings of the pr actices that distinguish mor e entr epr eneur ial fir ms fr om less entr epr eneur ial fir ms: 1. Per for mance appr aisal and tr aining/development 2. Compensation 3. Selection and staffing E and the Critical Role of Reward Systems Motivation
Rew ar d and compensation pr ogr ams ar e the most visible and influential par ts of a company's H RM system. People come to w or k to achieve var ying degr ees of the follow ing r ew ar...
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This note was uploaded on 08/25/2009 for the course ENTR 3312 taught by Professor Staff during the Spring '08 term at University of Houston.
- Spring '08