Service A responsive, open and innovative IM - IT environment supports the delivery of integrated, accessible, client-centred programs and services to Canadians Value Smart investments are high in value, cost-effective, reusable, and aligned with business outcomes Security A secure and resilient enterprise infrastructure protects information and data, and enables the trusted delivery of programs and services Agility An agile, connected and high-performing workforce with modern tools The strategic actions associated with the goals represent a range of activities, from core operating requirements to forward-looking and strategic initiatives. They are organized into categories based on themes. Service includes service management; cloud first; technology modernization; and information and data sharing.
Job analysis Job analysis encompasses a number of different methods. By contrast, a worker-oriented job analysis involves an examination of the knowledge, skills, abilities, and other characteristics KSAOs required to successfully perform the work.
Information obtained from job analyses are used for many purposes, including the creation of job-relevant selection procedures, performance appraisals and the criteria they require, and the development of training programs.
Personnel recruitment and selection[ edit ] Main article: Personnel recruitment processes include developing job announcements, placing ads, defining key qualifications for applicants, and screening out unqualified applicants.
Personnel selection is the systematic process of hiring and promoting personnel. Personnel selection systems employ evidence-based practices to determine the most qualified candidates.
Personnel selection involves both the newly hired and individuals who can be promoted from within the organization. Common selection tools include ability tests e.
Personnel selection procedures are usually validated, i. The Equal Employment Opportunity Commission 's Uniform guidelines  are also influential in guiding personnel selection decisions. A meta-analysis of selection methods found that general mental ability was the best overall predictor of job performance and attainment in training.
Performance appraisal and Performance management Performance appraisal or performance evaluation is the process in which an individual's or a group's work behaviors and outcomes are assessed against managers' and others' expectations for the job. Performance management is the process of providing performance feedback relative to expectations, and information relevant to improvement e.
Performance management may also include documenting and tracking performance information for organizational evaluation purposes. Individual assessment and Psychometrics Individual assessment involves the measurement of individual differences. With candidates for employment, individual assessment is often part of the personnel selection process.
These assessments can include written tests, aptitude tests, physical tests, psycho-motor tests, personality testsintegrity and reliability tests, work samples, simulationsand assessment centres. Early in the 20th century Arthur Kornhauser examined the impact on productivity of hiring mentally unstable workers.
Training and training evaluation[ edit ] Main article: Training Training involves the systematic teaching of skills, concepts, or attitudes that results in improved performance in another environment.
Evidence indicates that training is often effective, and that it succeeds in terms of higher net sales and gross profitability per employee. Training programs often include formative evaluations to assess the effect of the training as the training proceeds.
Learning outcomes can be organized into three broad categories: Skill-based training aims to impart procedural knowledge e. Affective training concerns teaching individuals to develop specific attitudes or beliefs that predispose trainees to behave a certain way e. The analysis identifies the training needs of different departments or subunits.
An organizational analysis also takes into account the climate of the organization and its subunits. For example, if a climate for safety is emphasized throughout the organization or in subunits of the organization e.
With organizations increasingly trying to identify "core competencies" that are required for all jobs, task analysis can also include an assessment of competencies.
Employee needs can be assessed using a variety of methods that identify weaknesses that training can address. Motivation in the workplace[ edit ] Main article: Motivation is generally thought of as a theoretical construct that fuels behavior. An incentive is an anticipated reward that is thought to incline a person to behave a certain way.
Studying its influence on behavior, it must be examined together with ability and environmental influences. Because of motivation's role in influencing workplace behavior and performance, many organizations structure the work environment to encourage productive behaviors and discourage unproductive behaviors.
It is often fueled by a person's need or desire for something that is missing from his or her life, either totally or partially.
Direction refers to the path employees take in accomplishing the goals they set for themselves. Intensity is the amount of energy employees put into goal-directed work performance. The level of intensity often reflects the importance and difficulty of the goal.
These psychological processes involve four factors. First, motivation serves to direct attention, focusing on particular issues, people, tasks, etc. Second, it serves to stimulate effort. Third, motivation influences persistence.Industrial and organizational psychology (I/O psychology), which is also known as occupational psychology, organizational psychology, and work and organizational psychology, is an applied discipline within psychology.I/O psychology is the science of human behaviour relating to work and applies psychological theories and principles to organizations and individuals in their places of work as.
Selected Journal Articles** Impact Factor Journals. Forthcoming in Muhammad Mohsin Zahid, Bakhtiar Ali, Muhammad Shakil Ahmad, T.
Ramayah & Naila Amin (). Industrial and organizational psychology (I/O psychology), which is also known as occupational psychology, organizational psychology, and work and organizational psychology, is an applied discipline within psychology.I/O psychology is the science of human behaviour relating to work and applies psychological theories and principles to .
Design Thinking encourages individuals to act as creative catalysts with a systemic approach to innovation challenges. It can be applied in the workplace, at home, and in any sector of socio-economic life, though the focus of this course is the application of Design Thinking to challenges and opportunities specifically related to the management of innovation.
The learning organization. Just what constitutes a ‘learning organization is a matter of some debate. We explore some of the themes that have emerged in the literature and the contributions of key thinkers like Donald Schon and Peter Senge.
INSEAD is committed to developing the next generation of global leaders who will change the world. Grounded in our distinct values, vision and ventures, this € million fundraising Campaign strives to fortify our academic excellence, drive breakthrough innovation and transform society on a global scale.