The impact of modern approaches to organizational change on the development of human resources, the entrance to process re-engineering - a model

Abstract

The organization's ability to survive and excellence and success in drafting an
effective way of performance, is one of the most important challenges faced by today if it
wants to continue and the appropriate regulatory environment for individuals to provide
for them to engage in their business efficiently and stimulate greater creativity and
innovation, and on this basis is an investment in the human element through integration or
be involved in the formative process is the best way to increase performance and achieve
production efficiency, on the grounds that the supreme what aspire administration is
access to achieve high productivity at low cost and high quality, with the need to respect
the time, and that service to its customers and its customers and this is what establishes the
organizational culture established its human resources, which the institution enters into
the field of competition, according to international quality standards.If the training activity
aimed at the introduction of systems and new concepts and approaches and make
fundamental changes in the work, it requires the development and bring about radical
changes in the training activity itself up to be a powerful tool to achieve the organization's
goals, and here comes the importance of retraining engineering organization, where he
sees Michael Hammer "to re radical cores in training programs inevitably lead to
substantial results in significant performance standards, which are at the present time: the
cost, quality, service, speed" .
the re-engineering is one of the basic requirements of any development policy as a
socially productive plays the decisive role in determining development milestones, and this
production is based on modern knowledge and desire for self-enrichment and career on
one hand, and the associated social construction posed by the other hand.