|
|
|
|
|
Suman, Elena. |
The objective of the paper is to consider the applicability of the behavioral and personality assessment instruments in recruitment, appraisal and development of organization’s teams’ effectiveness. It discusses the application of several widely accepted instruments: extended DiSC, MBTI and Belbin on the basis of the function to build the effective team. Each of the instruments provides insight into the team from the unique perspective and thus helps identifying team’s strong and weak points. This constitutes important learning points for the improvement of the team effectiveness. The paper’s major conclusion is that the combined use of the these instruments improves the quality of the managerial decision making concerning setting up and the developing of... |
Tipo: Journal Article |
Palavras-chave: Effective team; Organization; Management; DiSC; Myers-Briggs Type Indicator.; Labor and Human Capital; D23; M12. |
Ano: 2009 |
URL: http://purl.umn.edu/94586 |
| |
|
|
Vemic-Djurkovic, Jelena; Maric, Radenko. |
In this paper the importance of practice of human resource management as of a significant driver of business ethics in companies has been considered. The basic premise of the paper is the fact that the company’s main source of unethical behaviour is situated in its people’s activities which further implies that many measures aimed to apply and improve business ethics belong to the domain of human resource management. Based on research results on a sample of 36 enterprises, the paper attempts to answer important questions as: what are the problems regarding business ethics facing human resource experts and to what extent the existing human resource management practices influence the application and improvement of business ethics in Serbian enterprises. |
Tipo: Journal Article |
Palavras-chave: Business ethics; Human resource management; Ethical workplace; Employees.; Labor and Human Capital; M12; M50. |
Ano: 2010 |
URL: http://purl.umn.edu/94672 |
| |
|
| |
|
|
Horvathova, Petra. |
The article describes the nature, content, significance and benefits of talent management and its processes - the acquisition, development and retention - in the context of human resources management in the organization. It is based on a prerequisite that a well-adjusted and working system of talent management can make it possible for the organization to survive and grow in the current competitive, global business environment. The text also brings information of talent management utilization in Moravia and Silesia regions’ organizations. |
Tipo: Journal Article |
Palavras-chave: Talent; Talent management; Acquisition; Development; Retention.; Labor and Human Capital; M12. |
Ano: 2009 |
URL: http://purl.umn.edu/94585 |
| |
|
| |
|
|
Bitsch, Vera; Harsh, Stephen B.. |
Managers of greenhouses, nurseries, and landscape contractors participated in five focus group discussions on labor-related risks. Managers conceptualize labor risks along the human resource management process: (1) recruitment and selection, (2) training and development, (3) performance evaluation and discipline, (4) careers and relationships, and (5) compensation packages. In addition, they identified (6) immigrant employees and (7) labor laws and regulations as sources of risk. They recognized a large number of risk-increasing attributes, but also a number of mediating strategies to reduce these risks. |
Tipo: Journal Article |
Palavras-chave: Focus group discussion; Human resource management; Personnel management; Risk management; Risk perception; B41; B49; M12; Q12. |
Ano: 2004 |
URL: http://purl.umn.edu/43472 |
| |
|
| |
|
|
Bitsch, Vera; Hogberg, Michael. |
Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg’s theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employees were family-business values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation, and information. While support for Herzberg’s theory is... |
Tipo: Journal Article |
Palavras-chave: Human resource management; Hygiene factors; In-depth interviews; Job satisfaction; Motivators; Personnel management; Qualitative research; B49; M12; M50; M54; Q12. |
Ano: 2005 |
URL: http://purl.umn.edu/43500 |
| |
|
| |
|
|
|