Автор: Terry Lucy Название: Clhese Management Accounting 5E ISBN: 1408065703 ISBN-13(EAN): 9781408065709 Издательство: Cengage Learning Рейтинг: Цена: 31799.00 р. Наличие на складе: Нет в наличии.
Автор: Cole /Kelly Название: Clhese Management: Theory And Practice 8E ISBN: 1408095300 ISBN-13(EAN): 9781408095300 Издательство: Cengage Learning Рейтинг: Цена: 2850.00 р. Наличие на складе: Поставка под заказ.
Автор: Lucey Название: Clhese Costing ISBN: 140806622X ISBN-13(EAN): 9781408066225 Издательство: Cengage Learning Рейтинг: Цена: 31028.00 р. Наличие на складе: Нет в наличии.
Автор: Cole/Kelly Название: Clhese Management Theory And Practice 7E ISBN: 1408074303 ISBN-13(EAN): 9781408074305 Издательство: Cengage Learning Рейтинг: Цена: 29293.00 р. Наличие на складе: Нет в наличии.
Название: Professional burnout rle hrm ISBN: 0415786150 ISBN-13(EAN): 9780415786157 Издательство: Taylor&Francis Рейтинг: Цена: 6430.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: This book, first published in 1993, concentrates on a specific kind of occupational stress: burnout, the depletion of energy resources as a result of continuous emotional demands of the job. Written by an international group of leading scholars, this book will be of interest to students of both psychology and human resource management.
Название: E hrm thite ISBN: 1138043974 ISBN-13(EAN): 9781138043978 Издательство: Taylor&Francis Рейтинг: Цена: 8114.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: e-HRM is one of the first textbooks on the impact of technology on the delivery of HR services. It includes perspectives from leading scholars and practitioners from across the world, and comes with a companion website to support learning.
Автор: Sandra Fisher, Tanya Bondarouk Название: Encyclopedia of Electronic HRM ISBN: 3110629984 ISBN-13(EAN): 9783110629989 Издательство: Walter de Gruyter Рейтинг: Цена: 22305.00 р. Наличие на складе: Нет в наличии.
Описание:
The Encyclopedia of Electronic HRM is a comprehensive research-based reference resource with entries on core e-HRM areas, key concepts, and leading technologies. From electronic selection to HR analytics, from e-HRM implementation to HRIS cultural differences - each entry reflects the views of an expert in the field. Each entry provides a list of references and recommended further reading to enable the reader to gain a deeper awareness and understanding of each topic. The book formalizes the best knowledge in the field. It will inform and connect the different topics and scholars from the multiple disciplines who conduct research on e-HRM.
Who should read this book? Academic Researchers, including doctoral students, will appreciate the insightful (and occasionally provocative) guidance on future research opportunities. Practitioners will be able to quickly see the research evidence on e-HRM practices and tools, helping them make the business case for adopting technology. Students can use the individual entries as a quick but thorough introduction to a topic, particularly in master’s level courses.
Автор: Livy, Bryan Название: Job evaluation rle hrm ISBN: 0415789249 ISBN-13(EAN): 9780415789240 Издательство: Taylor&Francis Рейтинг: Цена: 5970.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: This well-written and thoroughly illustrated description of the principles of job evaluation, first published in 1975, sets out to compare the relative usefulness and practical relevance of a wide range of methods within the overall context of remuneration policy and organisational effectiveness.
Автор: Dianna L. Stone Название: The Only Constant in HRM Today is Change ISBN: 1641136111 ISBN-13(EAN): 9781641136112 Издательство: Mare Nostrum (Eurospan) Рейтинг: Цена: 7623.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: In this issue of Research Human Resource Management we consider some of the challenges facing organizations today including changes in the population, the increased competition for talent, and the rise in the use of technology. The issue also includes a number of thought-provoking articles that describe strategies for developing sound theories in our field, discuss the consequences of growing diversity in organizations, consider the factors affecting the success of virtual teams, present methods for increasing emotion control for incumbents in emotionally laden jobs, and discuss leadership and performance management in virtual teams. The first article in this issue compares prospect theory to goal setting theory, and highlights the critical elements needed for theory development in our field. A second article reviewed the literature published from 1976 to 2017 in the Academy of Management Review, the primary theoretical journal in management, and identified the factors associated with the most effective theories published over the last forty years. In view of the growing diversity in organizations, the next article provided a ranking of individual attributes that might be viewed as stigmatizing in organizations. The findings revealed that blemishes of character (e.g., criminality, drug addiction) were viewed as most stigmatizing followed by abominations of the body (e.g., paralysis, leg amputation), and the least stigmatizing attributes were tribal stigmas (e.g., ethnicity, religion). The fourth article focuses on a similar topic, and presents an interesting model of the factors thought to influence weight-based bias. Both of these articles have important implications for overcoming unfair discrimination and increasing the inclusion of all individuals in organizations. The next article offers an input-throughput-output model of virtual teams, and reviews the literature on each of the variables thought to influence the success of these teams. Given that many customer service jobs in the new economy involve high levels of emotional labor, the sixth article reviews the strategies that can be used to train employees on emotion regulation in these challenging jobs. The final article suggests that leadership and performance management should be aligned with the new team-centric structure of organizations in order to enhance team and organizational performance. In particular, they maintained that organizations need to adopt positive and relational leadership, and redesign performance appraisals to support the new team processes. They also recommended that organizations discontinue the use of forced distribution performance ranking systems. We are confident that these articles will inspire new ideas among researchers in our field, and foster additional theory and research on these important topics.
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