Organizational Effectiveness Model

Human resource policies and programs represent an important first step in organizational effectiveness, but organizations need to go well beyond their present emphasis on HR policies. This will require establishing an organizational culture and an effective workplace that supports employees as “whole persons.” This also means understanding that all employees have a dual agenda –to succeed both professionally and personally. In order to create such an environment, organizations will need to pay close attention to the other two elements of our model: leadership & organizational culture and individual career development.

Leadership and Culture
Cultural change within organizations is a very difficult task. This is why most cultural change efforts fall short in achieving their objectives. In order to succeed, such initiatives must be led by senior management, have a clear vision of the desired end-state, include a mobilization strategy that drives accountability through all levels of management, and outlines the means to measure organizational outcomes. The Center provides a number of strategies and approaches that can be helpful to HR professionals who are responsible for facilitating a cultural change initiative. For more information please contact: Fred van Deusen

Individual Career Development
The third component necessary for achieving organizational effectiveness is Individual Career Development. In order to help individuals more effectively and proactively manage their careers, the Center offers an open enrollment 2- day intensive course on career management and Work-Life integration. Center services include education programs, both open enrollment and custom workshops, as well as publications targeted at professionals in any field that are interested in developing a more proactive approach to maximizing professional success and personal fulfillment. Follow this link for additional information about the course.