H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is
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aluminium industry 25. Study on strategies for promoting retailers’ brands 26. Study of operations & marketing of chemical goods in SSI 27. The impact of tax on electronic goods & products (industrial marketing) 28. Merchandising key account management in apparel exports 29. Effect of marketing in mobilization in BPO segment 30. Marketing in FMCG sector 31. E-marketing of financial services: Relationship approach 32.
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over age 40. attitudes Cognitive and emotional appraisals that shape subsequent behavioral tendencies. attrition A reduction in the number of employees by not replacing those who leave. autonomy The level of freedom and independence a worker is given regarding work schedules and the procedures used to complete the job. availability A cognitive bias that causes an evaluator giving a performance review to place more importance on ecurring r factors, no matter how minor they
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meaningfulness and job satisfaction and the related impact it has on employee withdrawal decision process. Name: Angela Cheng Studentnumber: 6514392 Supervisor: Dr. ‘Alim Beveridge Nottingham University Ningbo 2014 1.0 INTRODUCTION ...................................................................................................................... 3 1.1 INTRODUCTION ..............................................................................................................................
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Business Management HUMAN RESOURCE MANAGEMENT Subject Code: (B-102) Registration No: P15/04/DL9235 Section A Part One Multiple Choices: 1. c – Ethnocentrism 2. d – Job Description 3. b – Minimum Wages Act, 1948 4. b – Placement 5. b – Training 6. a – Planned Change 7. d – Performance Management System 8. c – Rating Scale 9. a-Human Resources 10. c- Management Game Part Two: Q1. Importance of Career
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Fundamentals of human resource management African Studies Centre / University of Groningen / Mzumbe University African Public Administration and Management series, vol. 2 Fundamentals of human resource management Emerging experiences from Africa Josephat Stephen Itika Published by: African Studies Centre P.O. Box 9555 2300 RB Leiden asc@ascleiden.nl www.ascleiden.nl Cover design: Heike Slingerland Photos: Evans Mathias Kautipe Printed by Ipskamp Drukkers, Enschede ISSN 2211-8284 ISBN 978-90-5448-108-9
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ABSTRACT: This new age economy, with its attendant paradigm shifts in relation to the human capital, in terms of its acquisition, utilization, development and retention, has placed a heavy demand on today’s HR professionals. Today HR is expected to identify potential talent and also comprehend, conceptualize and implement relevant strategies to contribute effectively to achieve organizational objectives. Hence a serious concern of every HR manager in order to survive this ‘War for Talent’, is to
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Coventry university Business school Human Resources Management M47BSS COURSE: MBA Management Best Practice VS Best Fit A Case study of United Bank for Africa (UBA) By Name: Foluso Akintunde Fapohunda Student Id: 5471799 Contents 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 4 2.1 Human Resources Management (HRM) 4 2.1.1 Best Practice as an Approach in HRM 4 2.1.2 Characteristics of best practice 5 2.1.3 Advantages of Best Practice: 6 3.0 ANALYSIS
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recognition, and advising with regard to federal law compliance (Pophal, 2010). The human resource function “serves to align the wants and needs of the employee with the wants and needs of the employer” (Rothwell, Prescott, and Taylor, 2008). Recruitment and retention should be the main focus of HR and if not effectively managed can prove to be a huge risk to the organization. Another function of human resources is creating the employee compensation and benefits package and making sure that the
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Talent management is becoming more, not less important in the workplace despite the economic conditions, and organisations are directing resources more effectively to retaining and developing existing talent within the company. (PersonnelToday, 2009) This essay will look at the design and implementation of a talent management strategy for a SME. The company has a high labour turnover, the essay will consider the strategies and theories related to talent management, examples and a business case for
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