Human resource forecasting and strategy development: guidelines for analyzing and fulfilling organizational needs
Saved in:
| Format: | Book |
|---|---|
| Language: | English |
| Published: |
New York, NY u.a.
Quorum Books
1990
|
| Edition: | 1. publ. |
| Subjects: | |
| Online Access: | Inhaltsverzeichnis |
| Item Description: | Literaturangaben |
| Physical Description: | XVI, 259 S. graph. Darst. |
| ISBN: | 0899304362 |
Staff View
MARC
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| 245 | 1 | 0 | |a Human resource forecasting and strategy development |b guidelines for analyzing and fulfilling organizational needs |c ed. by Manuel London ... |
| 250 | |a 1. publ. | ||
| 264 | 1 | |a New York, NY u.a. |b Quorum Books |c 1990 | |
| 300 | |a XVI, 259 S. |b graph. Darst. | ||
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Record in the Search Index
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| adam_text | CONTENTS
ILLUSTRATIONS ix
PREFACE Xi
Part I. Environmental Scanning 1
Chapter 1. Searching for Trends in the Human Resources
Environment
Joseph F. Coates and Jennifer Jarratt 3
Chapter 2. California as the Future of the Labor Market:
Workplace Diversity—Barrier or Opportunity?
Troy Duster and David Nasatir 15
Chapter 3. Strategic Use of Environmental Scanning Data
Emily S. Bassman 29
Part II. Analyzing Human Resource Needs 39
Chapter 4. Projecting Workforce Needs in Government:
The Case of New York State
Christie Teigland and Lori Hewig 41
Chapter 5. Employee Attitudes and Human Resource
Strategies
William A. Schiemann 53
vi Contents
Part III. Formulating Human Resource Strategies 75
Chapter 6. Developing Human Resource Strategies
James W. Walker 79
Chapter 7. Forecasts and Projections: Drawing Implications
from Changes in Employee Characteristics
James A. Sheridan 91
Chapter 8. Executive Succession and Development Systems:
A Practical Approach
Diana Kramer 99
Chapter 9. The Human Resource Professional as Strategist
Manuel London 113
Part IV. Human Resource Implications of Organizational
Change 123
Chapter 10. Job Loss and Employee Assistance: Joint
Efforts to Help Displaced Workers
Carrie R. Leana and Daniel C. Feldman 127
Chapter 11. Managing Organizational Change: A Merger
Case Study
Anthony J. Rued, Frank M. J. LaFasto, and
David Ulrich 141
Chapter 12. Human Resource Planning and Business
Planning: A Case Analysis and Framework for
Full Integration
Mirian M. Graddick and Pamela C. Jones 155
Chapter 13. Making People Development Meet Strategic
Needs: A Case Study
James B. Shillaber 167
Part V. Organizational Reactions to a Changing
Environment 77
Chapter 14. Human Resource Planning for the Inevitable—
The Aging Workforce
Martin M. Greller and David M. Nee 181
Contents vii
Chapter 15. Telematics, Telecommuting, and Work Family
Relationships: New Work Roles for the Future
Nicholas J. Beutell 195
Chapter 16. Managing a Diverse Workforce in the 1990s
John P. Fernandez and Jacqueline A. Dubois 205
index 247
about the contributors 253
ILLUSTRATIONS
FIGURES
Figure 2.1 Ethnic Composition of Major Age Groups,
California, 1985 16
Figure 2.2 California Population, 1985 vs. 2000 19
Figure 2.3 Projected Ethnic Composition, California, 2030 21
Figure 5.1 Operational and Strategic Linkages 54
Figure 5.2 Relation of Strategic Goals to Employee Attitudes
and Behaviors 59
Figure 8.1 Brief Outline of Succession Planning and Executive
Development 105
Figure 8.2 Partial Succession Chart 109
Figure 11.1 Building the New Organization: Four Major
Support Groups 145
Figure 11.2 Staffing Process: Corporate and Group Staff 150
Figure 12.1 Process Used by the Business Marketing Group for
Linking Business Plans and HR Planning 157
Figure 12.2 Framework for Fully Integrating HR and Business
Strategy Development 162
Figure 13.1 HR Planning and Development and Business
Strategy 169
Figure 14.1 Index of Success with Nontraditional Labor Pools 183
Figure 16.1 Who Is Bothered by Hearing Different Languages? 209
x Illustrations
Figure 16.2 Employee Support for Pluralism 216
Figure 16.3 The Effect of Pluralism on Personal Career
Opportunities 219
Figure 16.4 Sexist Stereotypes and Attitudes 223
Figure 16.5 Gender Discrimination 227
Figure 16.6 Racist Stereotypes and Attitudes 229
Figure 16.7 Race Discrimination 231
Figure 16.8 Acceptance of Employees with Different Sexual
Orientation 234
Figure 16.9 Employee Perceptions of Company Support for
Pluralism 237
TABLES
Table 1.1 Two Environmental Scans of the Future of the North
American Workforce 4
Table 2.1 Employment by Major Industry, California,
1985 1995 22
Table 2.2 California s Major International Trading Partners by
Value of Trade, 1982 1986 23
Table 3.1 Sources Used to Gather Information 31
Table 3.2 Scoring of Companies on Communication Methods 32
Table 12.1 Demographic and Social Trends That Impact Human
Resources 158
EXHIBITS
Exhibit 1.1 How Trends Are Treated in This Report 9
Exhibit 1.2 The Nine Box: Relating Likelihood to Importance 11
Exhibit 1.3 Importance over Time 11
ILLUSTRATIONS
FIGURES
Figure 2.1 Ethnic Composition of Major Age Groups,
California, 1985 16
Figure 2.2 California Population, 1985 vs. 2000 19
Figure 2.3 Projected Ethnic Composition, California, 2030 21
Figure 5.1 Operational and Strategic Linkages 54
Figure 5.2 Relation of Strategic Goals to Employee Attitudes
and Behaviors 59
Figure 8.1 Brief Outline of Succession Planning and Executive
Development 105
Figure 8.2 Partial Succession Chart 109
Figure 11.1 Building the New Organization: Four Major
Support Groups 145
Figure 11.2 Staffing Process: Corporate and Group Staff 150
Figure 12.1 Process Used by the Business Marketing Group for
Linking Business Plans and HR Planning 157
Figure 12.2 Framework for Fully Integrating HR and Business
Strategy Development 162
Figure 13.1 HR Planning and Development and Business
Strategy 169
Figure 14.1 Index of Success with Nontraditional Labor Pools 183
Figure 16.1 Who Is Bothered by Hearing Different Languages? 209
Illustrations
Figure 16.2 Employee Support for Pluralism 216
Figure 16.3 The Effect of Pluralism on Personal Career
Opportunities 219
Figure 16.4 Sexist Stereotypes and Attitudes 223
Figure 16.5 Gender Discrimination 227
Figure 16.6 Racist Stereotypes and Attitudes 229
Figure 16.7 Race Discrimination 231
Figure 16.8 Acceptance of Employees with Different Sexual
Orientation * ,.
Figure 16.9 Employee Perceptions of Company Support for
Pluralism ,_
TABLES
Table 1.1 Two Environmental Scans of the Future of the North
American Workforce 4
Table 2.1 Employment by Major Industry, California,
Table 2.2 California s Major International Trading Partners by
Value of Trade, 1982 1986 23
Table 3.1 Sources Used to Gather Information 31
Table 3.2 Scoring of Companies on Communication Methods 32
Table 12.1 Demographic and Social Trends That Impact Human
Resources
1 JO
EXHIBITS
Exhibit 1.1 How Trends Are Treated in This Report 9
Exhlblt 1.2 The Nine Box: Relating Likelihood to Importance 11
txmbit 1.3 Importance over Time
|
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| spelling | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs ed. by Manuel London ... 1. publ. New York, NY u.a. Quorum Books 1990 XVI, 259 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier Literaturangaben Emploi - Prévision - États-Unis Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Planification stratégique - États-Unis Employment forecasting United States Labor demand United States Manpower planning United States Strategic planning United States Personalplanung (DE-588)4121466-3 gnd rswk-swf USA (DE-588)4143413-4 Aufsatzsammlung gnd-content Personalplanung (DE-588)4121466-3 s DE-604 London, Manuel Sonstige oth HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=004209956&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs Emploi - Prévision - États-Unis Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Planification stratégique - États-Unis Employment forecasting United States Labor demand United States Manpower planning United States Strategic planning United States Personalplanung (DE-588)4121466-3 gnd |
| subject_GND | (DE-588)4121466-3 (DE-588)4143413-4 |
| title | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs |
| title_auth | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs |
| title_exact_search | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs |
| title_full | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs ed. by Manuel London ... |
| title_fullStr | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs ed. by Manuel London ... |
| title_full_unstemmed | Human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs ed. by Manuel London ... |
| title_short | Human resource forecasting and strategy development |
| title_sort | human resource forecasting and strategy development guidelines for analyzing and fulfilling organizational needs |
| title_sub | guidelines for analyzing and fulfilling organizational needs |
| topic | Emploi - Prévision - États-Unis Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Planification stratégique - États-Unis Employment forecasting United States Labor demand United States Manpower planning United States Strategic planning United States Personalplanung (DE-588)4121466-3 gnd |
| topic_facet | Emploi - Prévision - États-Unis Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Planification stratégique - États-Unis Employment forecasting United States Labor demand United States Manpower planning United States Strategic planning United States Personalplanung USA Aufsatzsammlung |
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