Hrm book by stephen p robbins

 
    Contents
  1. Fundamentals of Human Resource Management
  2. Fundamentals of human resource management - David A. DeCenzo, Stephen P. Robbins - Google книги
  3. Why is HRM Important to an Organization?
  4. Fundamentals of Human Resource Management

By David A. DeCenzo, Stephen P. Robbins and Susan L. Verhulst, Wiley, ; of Human Resource Management (HRM) as well as a clear understanding of Editor's Note: The brief summary and the contents of the books are reported as. STEPHEN P. ROBBINS (Ph.D., University of Arizona) is professor emeritus of management textbook author in the areas of both management and organizational behavior. His books are .. External Factors That Affect the HRM Process Results 1 - 16 of 48 by Stephen P. Robbins and Timothy A. Judge Prime Students get 10% off on Books See Details . Human Resources Management.

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Hrm Book By Stephen P Robbins

DeCenzo, David A, Robbins, Stephen P. Fundamentals of Human Resource .. need a strong foundation book that provides the essential elements of HRM as. Part 1 Understanding HRM Chapter 1: The Dynamic Environment of HRM Chapter 2: Home David A. DeCenzo,Stephen P. Robbins Human Resource Written in a clear, lively, concise, and conversational style, this book provides Human. David A. DeCenzo, Stephen P. Robbins, Susan L. Verhulst E-Book AUD $ · Paperback AUD Part 2 THE LEGAL AND ETHICAL CONTEXT OF HRM.

The role of human resource managers has changed. HRM jobs today require a new level of sophistication. Federal and state employment legislation has placed new requirements on employers. Jobs have become more technical and skilled. Traditional job boundaries have become blurred with the advent of such things as project teams and telecommuting. Global competition has increased demands for productivity. HRM is the part of the organization concerned with the people dimension. HRM is both a staff, or support function that assists line employees, and a function of every managers job. More recently, continuous improvement programs have had a significant influence on HRM activities. Health Safety Communications Employee assistance programs Effective communications programs provide for 2way communication to ensure that employees are well informed and that their voices are heard. Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Translating HRM Functions into Practice Employee Relations involves: communications fair application of policies and procedures data documentation coordination of activities and services that enhance employee commitment and loyalty Employee relations should not be confused with labor relations, which refers to HRM in a unionized environment. Convey that the organization values employees. Build trust and openness, and reinforce company goals. Research has shown that a fully functioning HR department does make a difference.

Government Influence.

Recruiting Costs. Recruiting: A Global Perspective. Recruiting Sources. The Internal Search. Employee Referrals and Recommendations. External Searches.

Fundamentals of Human Resource Management

Employment Agencies. Schools, Colleges, and Universities. Professional Organizations. Unsolicited Applicants. Cyberspace Recruiting. Recruitment Alternatives. Temporary Help Services. Employee Leasing. Independent Contractors. Meeting the Organization. Preparing Your Resume. Technology Corner: Creating a Resume. Some Final Remarks. Demonstrating Comprehension: Questionsfor Review. Foundations of Selection. The Selection Process. Initial Screening.

Completing the Application Form. Key Issues. Weighted Application Forms. Successful Applications. Employment Tests. Performance Simulation Tests. Work Sampling. Assessment Centers. Testing in a Global Arena. Comprehensive Interviews. Interview Effectiveness. Behavioral Interviews. Realistic Job Previews. Background Investigation. Conditional Job Offers. Job Offers. The Comprehensive Approach. Workplace Issues: Avoiding Hiring Mistakes.

Now It's Up to the Candidate. Selection for Self--Managed Teams. Key Elements for Successful Predictors. Content Validity. Construct Validity. Criterion--Related Validity. Validity Analysis. Cut Scores and Their Impact on Hiring. Validity Generalization. Selection from a Global Perspective.

Final Thoughts: Excelling at the Interview. Working with a Team: Preparing for the Interview. PART 4. Socializing, Orienting, and Developing Employees. The Insider--Outsider Passage. Assumptions of Employee Socialization. New Members Suffer from Anxiety. Socialization Does Not Occur in a Vacuum. The Socialization Process. The Purpose of New--Employee Orientation. Learning the Organization's Culture. HRM's Role in Orientation.

Employee Training. Determining Training Needs. Training Methods. Employee Development. Employee Development Methods. Job Rotation. Assistant--To Positions. Committee Assignment. Lecture Courses and Seminars. Outdoor Training.

Organization Development. What Is Change? The Calm Waters Metaphor. The White--water Rapids Metaphor. OD Methods. OD Techniques. Workplace Issues: Playing Coach. Evaluating Training and Development Effectiveness. Evaluating Training Programs.

Fundamentals of human resource management - David A. DeCenzo, Stephen P. Robbins - Google книги

Performance--Based Evaluation Measures. Post--Training Performance Method. Pre--Post--Training Performance Method.

International Training and Development Issues. Cross--Cultural Training. Case Application A: Training at Starbucks. Working with a Team: Orienting Employees. Managing Careers. What Is a Career? Individual versus Organizational Perspective. Career Development versus Employee Development. Career Development: Value for the Organization. Needed Talent Will Be Available.

Reduced Employee Frustration.

Enhanced Cultural Diversity. Organizational Goodwill. Career Development: Value for the Individual.

Why is HRM Important to an Organization?

Mentoring and Coaching. Traditional Career Stages. Late Career. Decline Late Stage. Career Choices and Preferences. Holland Vocational Preferences. The Schein Anchors. Jung and the Myers--Briggs Typologies. Enhancing Your Career. Case Application A: Taking Control.

Working with a Team: Career Insights. PART 5. Establishing the Performance Management System. Performance Management Systems. Purposes of a Performance Management System. Difficulties in Performance Management Systems.

Focus on the Individual. Focus on the Process. Performance Management and EEO. The Appraisal Process.

Appraisal Methods. Evaluating Absolute Standards. Critical Incident Appraisal. Checklist Appraisal. Adjective Rating Scale Appraisal. Forced--Choice Appraisal. Behaviorally Anchored Rating Scales. Relative Standards Methods. Group Order Ranking. Individual Ranking. Paired Comparison. Using Achieved Outcomes to Evaluate Employees. Does MBO Work? Factors That Can Distort Appraisals. Leniency Error. Halo Error. Similarity Error.

Low Appraiser Motivation. Central Tendency. Inflationary Pressures. Inappropriate Substitutes for Performance. Attribution Theory.

Technology Corner: Evaluating Employee Performance.

Fundamentals of Human Resource Management

Use Behavior--Based Measures. Combine Absolute and Relative Standards. Provide Ongoing Feedback. Use Multiple Raters. Use Peer Evaluations. Softcover Book Condition: New Edition: About this title Synopsis: Decenzo,Stephen P. RobbinsEDN "About this title" may belong to another edition of this title.

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