INTERNATIONAL HUMAN RESOURCE MANAGEMENT CONTENTS

permission of Idea Group Inc. is prohibited.Empirical Research: Research Design and the SampleThe research presented in this section focuses on two industries — pharmaceu-tical and banking — that both have undergone significant changes in recentyears. Considering the competitive environment of the t[r]

Chapter 10Performance managementUse with International Human Resource Management ISBN 1-84480013-XPublished by Thomson Learning © Peter Dowling and Denice Welch10/1Chapter objectivesThe aim of this chapter is to draw together the relevantliterature on performance manag[r]

Customer-supplier relationship management Focus on educating and managing employees, suppliers, and customers about customer-supplier relationships Table 2: Differing characteristics of traditional HR training anddevelopment departments and corporate universitiesSources: Barley (2001); Meist[r]

Information technology also allows employees to develop networks includingother experts and professionals, thereby playing a critical role in the develop-ment of the protean career. Information technology facilitates organizationalchanges, such as delayering, outsourcing, and offshoring (moving a co[r]

FIGURE 2–3Strategic HumanResource Management© 2011 Cengage Learning. All rights reserved. May not be scanned,copied or duplicated, or posted to a publicly accessible Web site, inwhole or in part.2–3HR Effectiveness and Financial•PerformanceEffectiveness The extent to which goals have been me[r]

whole or in part.Contingent andPart-TimeWorkers16–9Union Structure• Craft Union A union whose members do one type of work, oftenusing specialized skills and training.• Industrial Union A union that includes many persons working in thesame industry or company regardless of jobs held.• Federation A[r]

benefits of business portals for both employees and companies are obvious:“Having information tools available on the company portal makesemployees’ jobs easier and less stressful by reducing interaction time andeffort. Because they spend less time searching for information, they areable to accomplis[r]

In DoH, Phase 1 looked to extend information access and dissemination acrossthe enterprise to allow employees to process payroll information, personneldetails, and financial posting and reporting (King, 2003). Both employees andmanagers were able to access information from the portal, but the inform[r]

Keeping Up with the Corporate University 157Copyright © 2005, Idea Group Inc. Copying or distributing in print or electronic forms without writtenpermission of Idea Group Inc. is prohibited.descriptive and analytical framework that is based upon knowledge manage-ment, learning organizations, and org[r]

Organizational Strategy and Training• Benefits of Strategic Training HR and trainers partner with operating managersto solve problems, and to make contributions toorganizational results. Managers are less likely to think that training alonecan solve performance problems.• Training’s Effects on Com[r]

WE HAVE:_ • _DEFINED INTERNATIONAL HRM AND THE TERM ‘EXPATRIATE’._ • _DISCUSSED THE DIFFERENCES BETWEEN DOMESTIC AND _ _INTERNATIONAL HRM – LOOKING AT SIX FACTORS: MORE HR _ _ACTIVITIES,[r]

14–3 TRANG 4 OCCUPATIONAL SAFETY AND HEALTH ACT CONT’D OCCUPATIONAL SAFETY AND HEALTH ACT CONT’D HAZARD COMMUNICATION BLOODBORNE PATHOGENS PERSONAL PROTECTIVE EQUIPMENT PPE CUMULATIVE ST[r]

Performance Management versusPerformance AppraisalPerformance ManagementPerformance AppraisalProcesses used to identify,encourage, measure,evaluate, improve, andreward employeeperformanceThe process of evaluating howwell employees perform theirjobs and then communicatingthat information to th[r]

Human Resource Portals and the Protean Career 139Copyright © 2005, Idea Group Inc. Copying or distributing in print or electronic forms without writtenpermission of Idea Group Inc. is prohibited.be likely to leave the organization for better opportunities. However, it is betterfor an o[r]

, Hollenbeck, GerhartGerhart, Wright; McGraw, Wright; McGraw--Hill Irwin, Hill Irwin, 2.2.Human Resource ManagementHuman Resource Management(6(6ththEd. Ed. 2003:2003:David David A.DeCenzoA.DeCenzo, Stephen , Stephen P.RobbinsP.Robbins; Wiley,

79 thuật ngữ cơ bản nhất chuyên ngành QTNL1. hệ thống quản trị nhân lực: human resource management systemSTT EnglishViệt1Human resource management systemhệ thống quản trị nhân lực2International Labour Organizationtổ chưc lao động quốc tế3Labor lawLuật lao độ[r]

Reddington, M., Williamson, M. and Withers, M. (2005) TransformingHR: creating value through people. Oxford: Elsevier Butterworth–Heinemann.Sennett, R. (2006) The culture of the new capitalism. New Haven, CT:Yale University Press.Snell, S. A., Steuber, D. and Lepak, D. P. (2001) Virtual HR depart-me[r]

NoeNoe, Hollenbeck, , Hollenbeck, GerhartGerhart, Wright , Wright 2003: HUMAN RESOURCE MANAGEMENT: 2003: HUMAN RESOURCE MANAGEMENT: GAINING A COMPETITIVE ADVANTAGE, 4 GAINING A COMPETITI[r]

NOENoe, Hollenbeck, , Hollenbeck, GerhartGerhart, Wright , Wright 2003: HUMAN RESOURCE MANAGEMENT: 2003: HUMAN RESOURCE MANAGEMENT: GAINING A COMPETITIVE ADVANTAGE, 4 GAINING A COMPETITI[r]