搜索结果: 1-15 共查到“人力资源开发战略 HR”相关记录17条 . 查询时间(0.05 秒)
2019年8月18日，由长三角就业人才服务城市联盟主办，市人社局承办的“第七届中国长三角十佳HR经理人评选”举行决赛，来自上海、杭州、合肥、南京等长三角联盟城市近400人参加。本次活动主题是“共享、共创、一体化”，历经半年时间，经过了各市初选、复选审核、专家委员会评审、网络投票等环节，上海、江苏、浙江、安徽三省一市共31个城市选拔的20名选手入围最终决赛。为保证评审的权威性和专业性，决赛邀请了万宝...
Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes
China high-performance work system human resource practices organizational climate strategic HRM work attitudes
2013/11/19
In contrast to the high-performance work systems literature that focuses on HR practices,
we follow Bowen and Ostroff in examining human resource management (HRM)
processes, specifically the strengt...
Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes
China high-performance work system human resource practices organizational climate strategic HRM work attitudes
2013/11/19
In contrast to the high-performance work systems literature that focuses on HR practices,
we follow Bowen and Ostroff in examining human resource management (HRM)
processes, specifically the strengt...
The impact of HR practices, HR effectiveness and a ‘strong HR system’ on organisational outcomes: a stakeholder perspective
HR effectiveness organisational outcomes stakeholder consensus
2013/11/19
This paper explores the general hypothesis that effectiveness of human resource (HR)
practices will help to explain the well-documented association between human
resource management and performance....
HR competencies at a merged Higher Education Institution
change business knowledge HR practices personal skills management skills
2010/10/29
Orientation: Certain human resource (HR) competencies are essential to assist with the dynamics of change in the higher education landscape.
Research purposes: The aim of this study was to determine ...
A Proactive Response to the Mobbing Problem: A Guide for HR Managers
mobbing bullying harassment employment discrimination reasonable management action
2010/3/5
This paper introduces the concept of workplace mobbing as a destructive organizational
behaviour of psychological assaults perpetrated against the target causing them harm and loss of employment. Th...
Strategic HR? A Study of the Perceived Role of HRM Departments in Brazil and Peru
HRM department performance human resource policies HRM role effectiveness
2009/9/25
This study discusses the perceived role of the Human Resource Management Department and its perceived capacity of outstanding performance by comparing data collected in Brazil and Peru from employees ...
Assigning People to Jobs at Ajax Auto: A Case that Applies the Linear Assignment Algorithm to a Common HR Problem
Jobs Ajax Auto the Linear Assignment Algorithm Common HR Problem
2009/9/23
This paper presents a case that has been successfully used more than 30 times to teach the
application of the linear assignment algorithm to the human resource problem of assigning
people to jobs....
中小企业HR规划的困惑与解决
中小企业 HR规划 困惑
2009/8/11
在知识经济条件下，人力资源对中小企业的发展具有举足轻重的作用。越来越多的中小企业主、企业管理层也逐渐认识到人力资源管理对企业发展的重要性，但对于人力资源规划的制定却始终存在许多困惑和无奈。
HR外包，为企业量身打造人力资源服务
HR外包 人力资源服务
2009/8/5
外包（Outsourcing）本质上是一个战略管理模型。在分工日益细化的今天，企业为了维持组织核心竞争力，将组织的非核心业务委托外部专业公司运营，以降低成本，提高效率，外包业也顺势成为一个独立的行业。
HR借科学和艺术“玩转”调薪
HR 科学 艺术 调薪
2009/8/5
年底调薪是企业进行员工激励与薪资分配的一项重要手段，HR调薪必须建立在科学的调薪制度基础上，提高薪资调整管理的艺术，才能游刃有余,不至成为众矢之的。管理是一门科学更是一门艺术，科学是基础、艺术是手段，希望HR能够在调薪环节上，通过科学的方法和工具奠定调薪的基础，通过艺术的措施和手段规范调薪的管理，从而使老板满意调薪的目的与结果，使员工满意调薪的过程与结果，实现员工与老板的皆大欢喜！
HR，当企业不再青睐的时候
HR 企业 沟通
2009/8/5
HR的发展道路可以简化为：1.由简单操作向专业过硬的转变；2.由专业过硬向专业人才的转变；3.由专业人才向专家型人才的转变。在第一个阶段更多的强调的是学习技能、强化技能，第二阶段除了拥有第一阶段的能力外，还需要具有与其他人才的良好互动关系，第三阶段除了拥有前两项的素质能力，还需具备和外界进行有力沟通，拥有改造环境的专家素质和说服力。
架起HR与员工的沟通桥梁
HR 员工 沟通桥梁
2009/8/5
对于实施绩效管理出现阻碍和失败的企业，一个重要的原因就是忽视了绩效沟通这一基础。管理者和员工之间进行的持续不断的绩效沟通是绩效管理最直接发挥作用的环节，没有沟通的绩效管理是不可能成功的。绩效管理是一个动态检讨的体系，为了使企业的绩效管理达到更高的效益，有效的绩效沟通是不可缺少的重要环节。管理者要努力同员工在一种互相尊重和谐开放的氛围中，讨论如何解决员工存在的绩效问题，多鼓励员工，减少批评。只有这样...
经济危机下，HR应该如何站立？
经济危机 HR 人力资源管理
2009/8/5
突如其来的经济危机不仅影响了世界的企业，同样也影响了企业中的HR人。在这样一种环境下，HR应该怎样突围呢？HR应该从哪些方面入手展示自己的价值，以一种傲然的姿态显现HR的本色呢？这个问题需要整个HR群体去关注，因为探讨这个问题，我们其意尽管不在分辨到底是谁的责任，但是这对于明确HR的角色，指导HR在职业困境中如何突围有着现实的指导意义，而藉此，HR的责任，HR的功能，HR职业的发展也会变得越来越明...