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2. High performance organization - Wikipedia

   en.wikipedia.org/wiki/High_performance_organization

   Chief among these is the ability to recognize the need to adapt to the surroundings that the organization operates in. High performance organizations can quickly and efficiently change their operating structure and practices to meet needs. [2] These organizations focus on long term success while delivering on actionable short term goals. [2]

3. High-performance teams - Wikipedia

   en.wikipedia.org/wiki/High-performance_teams

   High-performance teams (HPTs) is a concept within organization development referring to teams, organizations, or virtual groups that are highly focused on their goals and that achieve superior business results. High-performance teams outperform all other similar teams and they outperform expectations given their composition.

4. Competence (human resources) - Wikipedia

   en.wikipedia.org/wiki/Competence_(human_resources)

   For example, organizations that tend to hire or promote solely on the basis of technical skills, i.e. to the exclusion of other competencies, may experience an increase in performance-related issues (e.g. systems software designs versus relationship management skills)

5. 8 Steps to Become A Skills-Based Organization - AOL

   www.aol.com/8-steps-become-skills-based...

   Key characteristics of a skills-based organization. Skills tracking and management: Processes, tools, and metrics are in place to actively track and manage the skills of the workforce. Work ...

6. Team effectiveness - Wikipedia

   en.wikipedia.org/wiki/Team_effectiveness

   Management teams are responsible for the total performance of the division they oversee with regards to day-to-day operations, delegation of tasks and the supervision of employees. [36] The authority of these teams are based on the members position on the company's or institution's organizational chart.

7. Organizational effectiveness - Wikipedia

   en.wikipedia.org/wiki/Organizational_effectiveness

   In economics, organizational effectiveness is defined in terms of profitability and the minimisation of problems related to high employee turnover and absenteeism. [4] As the market for competent employees is subject to supply and demand pressures, firms must offer incentives that are not too low to discourage applicants from applying, and not too unnecessarily high as to detract from the firm ...