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Short introduction to strategic human resource management
In: Cambridge short introductions
"This Short Introduction to Strategic Human Resource Management provides a concise treatment of the key elements of strategic HRM using an innovative risk-management approach. It emphasizes the importance of the decisions, processes and choices organizations make about managing people and shows how workforce management directly affects strategic organizational outcomes. It provides guidance for managers on how to make better human capital decisions in order to achieve strategic success more effectively. Reflecting an increasing uncertainty in global business, Cascio and Boudreau consider ways of dealing with risk in managing human capital. Numerous examples in every chapter illustrate key points with real business cases from around the world"--
Training trends: Macro, micro, and policy issues
In: Human resource management review, Band 29, Heft 2, S. 284-297
ISSN: 1053-4822
Methodological issues in international HR management research
In: International journal of human resource management, Band 23, Heft 12, S. 2532-2545
ISSN: 1466-4399
Scientific, Legal, and Operational Imperatives of Workable Performance Appraisal Systems
In: Public personnel management, Band 11, Heft 4, S. 367-375
ISSN: 1945-7421
Managing in the age of external intelligence
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Band 49, Heft 4, S. 100733
ISSN: 0090-2616
E-Leadership and Virtual Teams
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Band 31, Heft 4, S. 362-376
ISSN: 0090-2616
The Federal Uniform Guidelines on Employee Selection Procedures (1978): An Update on Selected Issues
In: Review of public personnel administration, Band 21, Heft 3, S. 200-218
ISSN: 1552-759X
The purpose of this article is to provide an update on a selected set of issues that might be considered if and when the Uniform Guidelines on Employee Selection Procedures is revised. The following issues that have been subject to a considerable number of research-based advances in the field of industrial and organizational psychology are discussed: (a) adverse impact, the four-fifths rule, and statistical significance testing; (b) criterion measures; (c) cutoff scores; and (d) differential prediction. In addition, implications for practice of research findings in each of these areas are discussed.
The Federal Uniform Guidelines on Employee Selection Procedures (1978): An Update on Selected Issues
In: Review of public personnel administration, Band 21, Heft 3, S. 200-218
ISSN: 0734-371X
Human‐Capital Strategy: It's Time for Risk Optimization
In: Employment relations today, Band 41, Heft 1, S. 33-39
ISSN: 1520-6459
What's around the corner in HR?
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Band 40, Heft 4, S. 243-245
ISSN: 0090-2616
Performance Appraisal and Training: Objectives, a Model for Change, and a Note of Rebuttal
In: Public personnel management, Band 11, Heft 4, S. 358-366
ISSN: 1945-7421
The Effects of Role Playing in a Program to Modify Attitudes Toward Black Employees
In: The journal of psychology: interdisciplinary and applied, Band 92, Heft 2, S. 261-266
ISSN: 1940-1019