Archive of posts tagged HR systems

Survey on Process Management: Process-Oriented HR-Systems

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Human resources systems have to support the process approach (Hammer, 2007). Process-oriented HR-systems incorporate job descriptions based on business process design and incentive systems that emphasize the process’ needs. This article discusses empirical insights on process-oriented HR-systems using the results of the process management survey. Survey details (research design, sample, etc.) can be found here. …

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The Characteristics of Process Orientation. Part 6: Process-Oriented HR-Systems

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Human resources systems have to support the process approach (Hammer, 2007). In a process-oriented enterprise, the process design should drive job descriptions. Also, incentive systems should be implemented which emphasize the process’ needs. Job descriptions based on process design: The process’ design should drive role definitions, job descriptions and competency profiles. Reward systems (incentive systems) …

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Process Orientation is neither a Question of Firm Size nor of Manufacturing Process Type

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This article is a brief summary of the paper “Process Orientation of Manufacturing Companies” by Kohlbacher M., published in Proceedings of the GBDI Tenth International Conference, Las Vegas, October 2008. In this paper a model for measuring a firm’s degree of process orientation is introduced. The model measures process orientation by means of ten dimensions …

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Main Characteristics of a Process-Oriented Organization

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According to (Hammer, 2007; Harmon, 2007; Hinterhuber, 1995; Melan, 1989; Reijers, 2006), an organization which has adopted the process-view exhibits the following characteristics: First, a prerequisite for managing an organization based on its processes is to know which business processes are performed within the organization and how they are related to each other. Hence, a …

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