重新设计人——被遗忘的幸存者

Noeleen Doherty, Jim Horsted
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引用次数: 15

摘要

士气、动力和信心下降;怀疑、压力和不安全感增加;对忠诚度、就业能力和职业生涯的态度变化——这些只是一些留下来的员工(“幸存者”)的关键反应,这些反应是由人事专业人员在金融服务行业发生变化后确定的。最近的调查清楚地表明了业务流程再造(BPR)和其他主要的组织变革计划对幸存者的潜在影响。生成与新流程和新技术相匹配的更适当的个人反应和行为是成功的业务流程再造的先决条件。这需要管理三个不同的问题:组织变革、个人过渡和心理契约。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Re-engineering people—The forgotten survivors
Decreased morale, motivation and confidence; increased scepticism, stress and insecurity; changing attitudes towards loyalty, employability and career—these are just some of the key responses of remaining employees (the ‘survivors’) which were identified by personnel professionals following changes in the financial services sector. This recent survey clearly indicated the potential impact of business process re-engineering (BPR) and other major organizational change initiatives on survivors. The generation of more appropriate responses and behaviours from individuals which match the new processes and technology are a prerequisite of successful BPR. This requires the management of three distinct issues: organizational change, personal transition and the psychological contract.
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