Strategic human resource management: [a gerneral managerial approach]
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Upper Saddle River, NJ
Prentice Hall
2001
|
| Ausgabe: | 2. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XIX, 348 S. graph. Darst. |
| ISBN: | 0130279501 |
Internformat
MARC
| LEADER | 00000nam a2200000 c 4500 | ||
|---|---|---|---|
| 001 | BV021688342 | ||
| 003 | DE-604 | ||
| 005 | 00000000000000.0 | ||
| 007 | t | ||
| 008 | 060808s2001 xxud||| |||| 00||| eng d | ||
| 020 | |a 0130279501 |9 0-13-027950-1 | ||
| 035 | |a (OCoLC)445344531 | ||
| 035 | |a (DE-599)BVBBV021688342 | ||
| 040 | |a DE-604 |b ger |e rakwb | ||
| 041 | 0 | |a eng | |
| 044 | |a xxu |c XD-US | ||
| 049 | |a DE-1102 |a DE-706 |a DE-521 |a DE-188 | ||
| 050 | 0 | |a HF5549.G6924 2001 | |
| 080 | |a 658.3 | ||
| 082 | 0 | |a 658.3 21 | |
| 084 | |a QV 578 |0 (DE-625)142160: |2 rvk | ||
| 100 | 1 | |a Greer, Charles R. |e Verfasser |4 aut | |
| 245 | 1 | 0 | |a Strategic human resource management |b [a gerneral managerial approach] |c Charles R. Greer |
| 250 | |a 2. ed. | ||
| 264 | 1 | |a Upper Saddle River, NJ |b Prentice Hall |c 2001 | |
| 300 | |a XIX, 348 S. |b graph. Darst. | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
| 650 | 7 | |a Kadri - Upravljanje |2 ssg | |
| 650 | 7 | |a Kadrovska politika - Strategija |2 ssg | |
| 650 | 7 | |a Zaposlovanje - Management |2 ssg | |
| 650 | 4 | |a Personnel management | |
| 650 | 0 | 7 | |a Strategisches Management |0 (DE-588)4124261-0 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Personalentwicklung |0 (DE-588)4121465-1 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Humanvermögen |0 (DE-588)4240300-5 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Personalpolitik |0 (DE-588)4045269-4 |2 gnd |9 rswk-swf |
| 689 | 0 | 0 | |a Humanvermögen |0 (DE-588)4240300-5 |D s |
| 689 | 0 | 1 | |a Personalentwicklung |0 (DE-588)4121465-1 |D s |
| 689 | 0 | 2 | |a Strategisches Management |0 (DE-588)4124261-0 |D s |
| 689 | 0 | |5 DE-604 | |
| 689 | 1 | 0 | |a Personalpolitik |0 (DE-588)4045269-4 |D s |
| 689 | 1 | 1 | |a Strategisches Management |0 (DE-588)4124261-0 |D s |
| 689 | 1 | |5 DE-188 | |
| 856 | 4 | 2 | |m HBZ Datenaustausch |q application/pdf |u http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=014902436&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |3 Inhaltsverzeichnis |
| 999 | |a oai:aleph.bib-bvb.de:BVB01-014902436 | ||
Datensatz im Suchindex
| _version_ | 1804135513195544576 |
|---|---|
| adam_text | Titel: Strategic human resource management
Autor: Greer, Charles Robert
Jahr: 2001
Content
Preface xiii
CHAPTER 1 An Investment Perspective of Human Resources 1
Human Resource Investment Considerations 3
Management Values 3
Risk and Return on Investment 3
Economic Rationale for Investment in Training 4
Utility Theory 5
Outsourcing as an Alternative to Investment in Human Resources
Investments in Training and Development 6
Investments in Employability 6
Current Practices in Training Investments 8
On-the-job Training 9
Investments in Management Development 10
Prevention of Skill Obsolescence 11
Reductions in Career Plateauing 13
Investment Practices for Improved Retention 14
Organizational Cultures Emphasizing Interpersonal
Relationship Values 14
Effective Selection Procedures 14
Compensation and Benefits 15
Job Enrichment and Job Satisfaction 15
Practices Providing Work Life Balance 16
Organizational Direction Creating Confidence in the Future 16
Retention of Technical Employees 17
Other Practices in Facilitating Retention 17
Investments in Job-Secure Workforces 17
Recognition of the Costs of Downsizing and Layoffs 19
Avoiding Business Cycle-Based Layoffs 19
Alternatives to Layoffs 21
VI Contents
Employment Guarantees 23
The Work Effort and Job Security Relationship 23
Ethical Implications of Employment Practices 24
Nontraditional Investment Approaches 25
Investments in Disabled Employees 25
Investments in Employee Health 26
Countercyclical Hiring 28
Summary 29
CASE 1 Mergers and Acquisitions 35
CHAPTER 2 The Human Resource Environment 37
Technology and Organizational Structure 38
Broad Influences of Technology 38
Influences of Human Resource Information Systems 39
Redeployment of Human Resource Staff to Operating Units 40
New Organizational Structures 40
Stimulus for Entrepreneurial Business 43
Worker Values and Attitudinal Trends 44
Management Trends 46
Management of Diversity 46
Work Teams 48
Virtual Teams 49
Human Resource Outsourcing 49
Open-Book Management 50
Total Quality Management 51
Integrated Manufacturing 54
Reengineering 55
Management of Professionals 56
Managing in the Aftermath of Mergers and Acquisitions 57
Demographic Trends 57
An Aging Workforce 58
The Boomer Age Bulge 58
Labor Shortages 59
Greater Racial Diversity 60
Changing Occupational Distributions for Women 61
Dual-Career Couples 61
Trends in the Utilization of Human Resources 62
Telecommuting 62
Relocation of Work 63
Contents VII
Growing Use of Temporary and Contingent Workers 64
Factors Prompting Use of Temporary or Contingent Employees 64
Factors Limiting the Use of Temporary or Contingent Employees 65
Employee Leasing 65
International Developments 66
Global Competition 66
Global Sourcing ofLabor 66
North American Free Trade Agreement 67
European Community 68
Summary 68
CASE 2 U.S. Automobile Manufacturing in the
Twenty-First Century 76
CHAPTER 3 The Human Resource Legal Environment 79
Equal Employment Opportunity 80
Civil Rights Legislation 80
Age Discrimination 86
Sexual Harassment 87
Pregnancy Discrimination 91
Disability Discrimination 92
Religious Discrimination 95
Sexual Orientation 96
Compensation 97
Wages and Benefits 97
Health Care Benefits 98
Family and Medical Leave 99
Employee Relations 100
Negligent Hiring 100
Immigration 102
Employment at Will 102
Drug Testing 104
Safety 107
Labor Relations and Collective Bargaining 107
Emerging Issues 110
Employment Practices Liability Insurance 110
Genetic Testing 110
Strategic Impact of the Legal Environment 110
Summary 111
CASE 3 The Legal Environment as an Incentive for Smallness 118
VV111 Contents
CHAPTER 4 Strategy Formulation 121
Importance of Human Resources to Strategy 121
Theoretical Foundations 123
Strategic Concepts and Definitions 123
Strategy 125
Strategic Planning 125
Competitive Strategy in Business Units 126
Planning in Strategic Business Units 127
Human Resource Strategy 128
Human Resource Planning or Staffing Planning 128
International Strategy 129
Multinational, Global, and Transnational Strategies 129
Strategic Alliances 130
Sustainable Global Competitive Advantage 131
Globally Competent Managers 132
Location of Production Facilities 132
Human Resource Contributions to Strategy 134
Environmental Scanning and Competitive Intelligence 134
Implementation of Resource Reallocation Decisions 135
Lead Time for Dealing with Labor Shortages and Surpluses 136
Strategy-Driven Role Behaviors and Practices 136
Strategic Human Resource Activity Typology 137
Classifying Strategic Human Resource Types 139
Network Organizations and Strategy 143
Organizational Learning 144
Organizational Learning in International Alliances 144
Integration of Strategy and Human Resource Planning 145
Evolution of Strategy and Human Resource Planning Integration 145
Determinants of Integration 146
Conditions Under Which Integration May Not Be Appropriate 148
The Human Resource Manager and Strategic Planning 148
Planning Problems 149
Requirements for Strategic Human Resource Managers 150
Summary 150
CASE 4 Integrating Strategy and Human Resource Management 156
CHAPTER 5 Human Resource Planning 159
The Strategic Role of Human Resource Planning 159
Developmental Planning for Strategic Leadership 159
Contents IX
Assessment of Strategic Alternatives 160
Adding Value 160
Contribution to Strategic Human Resource Management 161
Strategic Salary Planning 161
Overview of Human Resource Planning 162
Planning in a Context of Change 162
Responsibility for Human Resource Planning 163
Failure to Plan for Human Resources 163
Managerial Issues in Planning 165
Personal Implications 165
Changing Receptivity Toward Planning 165
Implications of the European Experience 166
Selecting Forecasting Techniques 167
Purpose of Planning 167
Organizational Characteristics 167
Industry Characteristics 167
Environmental Turbulence 168
Other Considerations 169
Forecasting the Supply of Human Resources 169
Replacement Charts 170
Succession Planning 171
Markov Analysis 173
Renewal Models 176
Computer Simulation 177
Utilization of Supply Forecasting Techniques 178
Forecasting the Demand for Human Resources 179
Heuristics, Rules of Thumb, and the Delphi Technique 181
Operations Research and Management Science Techniques 182
Regression Analysis 183
Utilization of Demand Forecasting Techniques 184
Summary 185
CASE 5 Human Resource Planning Support Systems 189
CHAPTER 6 Strategy Implementation: Workforce Utilization
and Employment Practices 192
Efficient Utilization of Human Resources 192
Cross-Training and Flexibility in Assigning Work 193
Using Work Teams 194
Operating on a Nonunion Basis 197
Dealing with Employee Shortages 197
Strategic Recruiting 198
X Contents
Special Recruiting for Minorities and Females 199
Flexible Retirement as a Source of Labor 200
Managing Vendors of Outsourced Functions 201
Selection of Employees 201
Reliability and Validity 201
Job Analysis 203
Interviews 204
Behavioral Interviews 204
Testing 205
Assessment Centers 205
Dealing with Employee Surpluses 206
Redeployment and Retraining 206
Early Retirement 207
Retreat from Employment Security Policies 208
Downsizing and Layoffs 209
Termination Strategies 213
Special Implementation Challenges 215
Career Paths for Technical Professionals 216
Dual-Career Couples 216
Summary 218
CASE 6 The Health Care Industry 222
CHAPTER 7 Strategy Implementation: Reward
and Development Systems 225
Strategically Oriented Performance Measurement Systems 225
Performance Measurement Approaches 226
Performance Evaluation of Executives 230
Effectiveness of Performance Measurement 230
Strategically Oriented Compensation Systems 231
Traditional Compensation Systems 231
Strategic Inadequacies of Traditional Compensation Approaches 232
Skill-Based Pay 232
Broadbanding 234
Team-Based Pay 235
Variable Compensation 237
Executive Compensation 238
Employee Development 239
Training Programs 239
Training Methods 241
Apprenticeships 245
Contents XI
Management Development 246
Management Development for International Assignments 248
Product Life Cycles and Managerial Fit: Development vs. Selection 249
Summary 249
CASE 7 CEO Compensation 254
CHAPTER 8 The Performance Impact of Human
Resource Practices 257
Individual High-Performance Practices 258
Compensation 258
Diversity 263
Employment 264
Industrial Relations 267
Internal Labor Market 270
Motivation 270
Performance Management 273
Staffing 274
Training 278
Limitations of Individual Practices 280
Evolution of Practices 281
Systems of High-Performance Human Resource Practices 281
Individual Best Practices vs. Systems of Practices 284
Universal Practices vs. Contingency Perspectives 285
Empirical Evidence: The Case for Universal Best Practices 286
Empirical Evidence: The Case for the Contingency View 288
Sorting Through the Evidence 290
Summary 291
CASE 8 360-Degree Feedback on the Internet 297
CHAPTER 9 Human Resource Evaluation 300
Overview of Evaluation 301
Scope of Evaluation 301
Strategic Impact 303
Level of Analysis 303
Criteria 303
Level of Constituents 304
Ethical Dimensions 304
Approaches to Evaluation 305
Audit Approaches 305
4 XII v Contents
Analytical Approaches 305
Quantitative and Qualitative Measures 306
Outcome and Process Criteria 306
Balanced Scorecard Perspective 307
Benchmarking 308
Industry Influences 309
Prevalence of Evaluation 310
Evaluating Strategic Contributions of Traditional Areas 311
Human Resource Planning 311
Staffing 313
Application of Utility Analysis to Selection 313
Training 314
Performance Evaluation Systems 318
Compensation Systems 319
Labor and Employee Relations 320
Evaluating Strategic Contributions in Emerging Areas 321
Equal Employment Opportunity and Management of Diversity 321
Quality Readiness 323
Macro-Level Evaluation of Human Resource Effectiveness 324
Summary 325
CASE 9 Assessment of Human Resource Utilization 330
Index 333
|
| adam_txt |
Titel: Strategic human resource management
Autor: Greer, Charles Robert
Jahr: 2001
Content
Preface xiii
CHAPTER 1 An Investment Perspective of Human Resources 1
Human Resource Investment Considerations 3
Management Values 3
Risk and Return on Investment 3
Economic Rationale for Investment in Training 4
Utility Theory 5
Outsourcing as an Alternative to Investment in Human Resources
Investments in Training and Development 6
Investments in Employability 6
Current Practices in Training Investments 8
On-the-job Training 9
Investments in Management Development 10
Prevention of Skill Obsolescence 11
Reductions in Career Plateauing 13
Investment Practices for Improved Retention 14
Organizational Cultures Emphasizing Interpersonal
Relationship Values 14
Effective Selection Procedures 14
Compensation and Benefits 15
Job Enrichment and Job Satisfaction 15
Practices Providing Work Life Balance 16
Organizational Direction Creating Confidence in the Future 16
Retention of Technical Employees 17
Other Practices in Facilitating Retention 17
Investments in Job-Secure Workforces 17
Recognition of the Costs of Downsizing and Layoffs 19
Avoiding Business Cycle-Based Layoffs 19
Alternatives to Layoffs 21
VI Contents
Employment Guarantees 23
The Work Effort and Job Security Relationship 23
Ethical Implications of Employment Practices 24
Nontraditional Investment Approaches 25
Investments in Disabled Employees 25
Investments in Employee Health 26
Countercyclical Hiring 28
Summary 29
CASE 1 Mergers and Acquisitions 35
CHAPTER 2 The Human Resource Environment 37
Technology and Organizational Structure 38
Broad Influences of Technology 38
Influences of Human Resource Information Systems 39
Redeployment of Human Resource Staff to Operating Units 40
New Organizational Structures 40
Stimulus for Entrepreneurial Business 43
Worker Values and Attitudinal Trends 44
Management Trends 46
Management of Diversity 46
Work Teams 48
Virtual Teams 49
Human Resource Outsourcing 49
Open-Book Management 50
Total Quality Management 51
Integrated Manufacturing 54
Reengineering 55
Management of Professionals 56
Managing in the Aftermath of Mergers and Acquisitions 57
Demographic Trends 57
An Aging Workforce 58
The Boomer Age Bulge 58
Labor Shortages 59
Greater Racial Diversity 60
Changing Occupational Distributions for Women 61
Dual-Career Couples 61
Trends in the Utilization of Human Resources 62
Telecommuting 62
Relocation of Work 63
Contents VII
Growing Use of Temporary and Contingent Workers 64
Factors Prompting Use of Temporary or Contingent Employees 64
Factors Limiting the Use of Temporary or Contingent Employees 65
Employee Leasing 65
International Developments 66
Global Competition 66
Global Sourcing ofLabor 66
North American Free Trade Agreement 67
European Community 68
Summary 68
CASE 2 U.S. Automobile Manufacturing in the
Twenty-First Century 76
CHAPTER 3 The Human Resource Legal Environment 79
Equal Employment Opportunity 80
Civil Rights Legislation 80
Age Discrimination 86
Sexual Harassment 87
Pregnancy Discrimination 91
Disability Discrimination 92
Religious Discrimination 95
Sexual Orientation 96
Compensation 97
Wages and Benefits 97
Health Care Benefits 98
Family and Medical Leave 99
Employee Relations 100
Negligent Hiring 100
Immigration 102
Employment at Will 102
Drug Testing 104
Safety 107
Labor Relations and Collective Bargaining 107
Emerging Issues 110
Employment Practices Liability Insurance 110
Genetic Testing 110
Strategic Impact of the Legal Environment 110
Summary 111
CASE 3 The Legal Environment as an Incentive for Smallness 118
VV111 Contents
CHAPTER 4 Strategy Formulation 121
Importance of Human Resources to Strategy 121
Theoretical Foundations 123
Strategic Concepts and Definitions 123
Strategy 125
Strategic Planning 125
Competitive Strategy in Business Units 126
Planning in Strategic Business Units 127
Human Resource Strategy 128
Human Resource Planning or Staffing Planning 128
International Strategy 129
Multinational, Global, and Transnational Strategies 129
Strategic Alliances 130
Sustainable Global Competitive Advantage 131
Globally Competent Managers 132
Location of Production Facilities 132
Human Resource Contributions to Strategy 134
Environmental Scanning and Competitive Intelligence 134
Implementation of Resource Reallocation Decisions 135
Lead Time for Dealing with Labor Shortages and Surpluses 136
Strategy-Driven Role Behaviors and Practices 136
Strategic Human Resource Activity Typology 137
Classifying Strategic Human Resource Types 139
Network Organizations and Strategy 143
Organizational Learning 144
Organizational Learning in International Alliances 144
Integration of Strategy and Human Resource Planning 145
Evolution of Strategy and Human Resource Planning Integration 145
Determinants of Integration 146
Conditions Under Which Integration May Not Be Appropriate 148
The Human Resource Manager and Strategic Planning 148
Planning Problems 149
Requirements for Strategic Human Resource Managers 150
Summary 150
CASE 4 Integrating Strategy and Human Resource Management 156
CHAPTER 5 Human Resource Planning 159
The Strategic Role of Human Resource Planning 159
Developmental Planning for Strategic Leadership 159
Contents IX
Assessment of Strategic Alternatives 160
Adding Value 160
Contribution to Strategic Human Resource Management 161
Strategic Salary Planning 161
Overview of Human Resource Planning 162
Planning in a Context of Change 162
Responsibility for Human Resource Planning 163
Failure to Plan for Human Resources 163
Managerial Issues in Planning 165
Personal Implications 165
Changing Receptivity Toward Planning 165
Implications of the European Experience 166
Selecting Forecasting Techniques 167
Purpose of Planning 167
Organizational Characteristics 167
Industry Characteristics 167
Environmental Turbulence 168
Other Considerations 169
Forecasting the Supply of Human Resources 169
Replacement Charts 170
Succession Planning 171
Markov Analysis 173
Renewal Models 176
Computer Simulation 177
Utilization of Supply Forecasting Techniques 178
Forecasting the Demand for Human Resources 179
Heuristics, Rules of Thumb, and the Delphi Technique 181
Operations Research and Management Science Techniques 182
Regression Analysis 183
Utilization of Demand Forecasting Techniques 184
Summary 185
CASE 5 Human Resource Planning Support Systems 189
CHAPTER 6 Strategy Implementation: Workforce Utilization
and Employment Practices 192
Efficient Utilization of Human Resources 192
Cross-Training and Flexibility in Assigning Work 193
Using Work Teams 194
Operating on a Nonunion Basis 197
Dealing with Employee Shortages 197
Strategic Recruiting 198
X Contents
Special Recruiting for Minorities and Females 199
Flexible Retirement as a Source of Labor 200
Managing Vendors of Outsourced Functions 201
Selection of Employees 201
Reliability and Validity 201
Job Analysis 203
Interviews 204
Behavioral Interviews 204
Testing 205
Assessment Centers 205
Dealing with Employee Surpluses 206
Redeployment and Retraining 206
Early Retirement 207
Retreat from Employment Security Policies 208
Downsizing and Layoffs 209
Termination Strategies 213
Special Implementation Challenges 215
Career Paths for Technical Professionals 216
Dual-Career Couples 216
Summary 218
CASE 6 The Health Care Industry 222
CHAPTER 7 Strategy Implementation: Reward
and Development Systems 225
Strategically Oriented Performance Measurement Systems 225
Performance Measurement Approaches 226
Performance Evaluation of Executives 230
Effectiveness of Performance Measurement 230
Strategically Oriented Compensation Systems 231
Traditional Compensation Systems 231
Strategic Inadequacies of Traditional Compensation Approaches 232
Skill-Based Pay 232
Broadbanding 234
Team-Based Pay 235
Variable Compensation 237
Executive Compensation 238
Employee Development 239
Training Programs 239
Training Methods 241
Apprenticeships 245
Contents XI
Management Development 246
Management Development for International Assignments 248
Product Life Cycles and Managerial Fit: Development vs. Selection 249
Summary 249
CASE 7 CEO Compensation 254
CHAPTER 8 The Performance Impact of Human
Resource Practices 257
Individual High-Performance Practices 258
Compensation 258
Diversity 263
Employment 264
Industrial Relations 267
Internal Labor Market 270
Motivation 270
Performance Management 273
Staffing 274
Training 278
Limitations of Individual Practices 280
Evolution of Practices 281
Systems of High-Performance Human Resource Practices 281
Individual Best Practices vs. Systems of Practices 284
Universal Practices vs. Contingency Perspectives 285
Empirical Evidence: The Case for Universal Best Practices 286
Empirical Evidence: The Case for the Contingency View 288
Sorting Through the Evidence 290
Summary 291
CASE 8 360-Degree Feedback on the Internet 297
CHAPTER 9 Human Resource Evaluation 300
Overview of Evaluation 301
Scope of Evaluation 301
Strategic Impact 303
Level of Analysis 303
Criteria 303
Level of Constituents 304
Ethical Dimensions 304
Approaches to Evaluation 305
Audit Approaches 305
4 XII v Contents
Analytical Approaches 305
Quantitative and Qualitative Measures 306
Outcome and Process Criteria 306
Balanced Scorecard Perspective 307
Benchmarking 308
Industry Influences 309
Prevalence of Evaluation 310
Evaluating Strategic Contributions of Traditional Areas 311
Human Resource Planning 311
Staffing 313
Application of Utility Analysis to Selection 313
Training 314
Performance Evaluation Systems 318
Compensation Systems 319
Labor and Employee Relations 320
Evaluating Strategic Contributions in Emerging Areas 321
Equal Employment Opportunity and Management of Diversity 321
Quality Readiness 323
Macro-Level Evaluation of Human Resource Effectiveness 324
Summary 325
CASE 9 Assessment of Human Resource Utilization 330
Index 333 |
| any_adam_object | 1 |
| any_adam_object_boolean | 1 |
| author | Greer, Charles R. |
| author_facet | Greer, Charles R. |
| author_role | aut |
| author_sort | Greer, Charles R. |
| author_variant | c r g cr crg |
| building | Verbundindex |
| bvnumber | BV021688342 |
| callnumber-first | H - Social Science |
| callnumber-label | HF5549 |
| callnumber-raw | HF5549.G6924 2001 |
| callnumber-search | HF5549.G6924 2001 |
| callnumber-sort | HF 45549 G6924 42001 |
| callnumber-subject | HF - Commerce |
| classification_rvk | QV 578 |
| ctrlnum | (OCoLC)445344531 (DE-599)BVBBV021688342 |
| dewey-full | 658.321 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3 21 |
| dewey-search | 658.3 21 |
| dewey-sort | 3658.3 221 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| edition | 2. ed. |
| format | Book |
| fullrecord | <?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>01995nam a2200517 c 4500</leader><controlfield tag="001">BV021688342</controlfield><controlfield tag="003">DE-604</controlfield><controlfield tag="005">00000000000000.0</controlfield><controlfield tag="007">t</controlfield><controlfield tag="008">060808s2001 xxud||| |||| 00||| eng d</controlfield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">0130279501</subfield><subfield code="9">0-13-027950-1</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(OCoLC)445344531</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)BVBBV021688342</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-604</subfield><subfield code="b">ger</subfield><subfield code="e">rakwb</subfield></datafield><datafield tag="041" ind1="0" ind2=" "><subfield code="a">eng</subfield></datafield><datafield tag="044" ind1=" " ind2=" "><subfield code="a">xxu</subfield><subfield code="c">XD-US</subfield></datafield><datafield tag="049" ind1=" " ind2=" "><subfield code="a">DE-1102</subfield><subfield code="a">DE-706</subfield><subfield code="a">DE-521</subfield><subfield code="a">DE-188</subfield></datafield><datafield tag="050" ind1=" " ind2="0"><subfield code="a">HF5549.G6924 2001</subfield></datafield><datafield tag="080" ind1=" " ind2=" "><subfield code="a">658.3</subfield></datafield><datafield tag="082" ind1="0" ind2=" "><subfield code="a">658.3 21</subfield></datafield><datafield tag="084" ind1=" " ind2=" "><subfield code="a">QV 578</subfield><subfield code="0">(DE-625)142160:</subfield><subfield code="2">rvk</subfield></datafield><datafield tag="100" ind1="1" ind2=" "><subfield code="a">Greer, Charles R.</subfield><subfield code="e">Verfasser</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">Strategic human resource management</subfield><subfield code="b">[a gerneral managerial approach]</subfield><subfield code="c">Charles R. Greer</subfield></datafield><datafield tag="250" ind1=" " ind2=" "><subfield code="a">2. ed.</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="a">Upper Saddle River, NJ</subfield><subfield code="b">Prentice Hall</subfield><subfield code="c">2001</subfield></datafield><datafield tag="300" ind1=" " ind2=" "><subfield code="a">XIX, 348 S.</subfield><subfield code="b">graph. Darst.</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="b">n</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="b">nc</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="650" ind1=" " ind2="7"><subfield code="a">Kadri - Upravljanje</subfield><subfield code="2">ssg</subfield></datafield><datafield tag="650" ind1=" " ind2="7"><subfield code="a">Kadrovska politika - Strategija</subfield><subfield code="2">ssg</subfield></datafield><datafield tag="650" ind1=" " ind2="7"><subfield code="a">Zaposlovanje - Management</subfield><subfield code="2">ssg</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Personnel management</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Strategisches Management</subfield><subfield code="0">(DE-588)4124261-0</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Personalentwicklung</subfield><subfield code="0">(DE-588)4121465-1</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Humanvermögen</subfield><subfield code="0">(DE-588)4240300-5</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Personalpolitik</subfield><subfield code="0">(DE-588)4045269-4</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="689" ind1="0" ind2="0"><subfield code="a">Humanvermögen</subfield><subfield code="0">(DE-588)4240300-5</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="1"><subfield code="a">Personalentwicklung</subfield><subfield code="0">(DE-588)4121465-1</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="2"><subfield code="a">Strategisches Management</subfield><subfield code="0">(DE-588)4124261-0</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2=" "><subfield code="5">DE-604</subfield></datafield><datafield tag="689" ind1="1" ind2="0"><subfield code="a">Personalpolitik</subfield><subfield code="0">(DE-588)4045269-4</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="1" ind2="1"><subfield code="a">Strategisches Management</subfield><subfield code="0">(DE-588)4124261-0</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="1" ind2=" "><subfield code="5">DE-188</subfield></datafield><datafield tag="856" ind1="4" ind2="2"><subfield code="m">HBZ Datenaustausch</subfield><subfield code="q">application/pdf</subfield><subfield code="u">http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=014902436&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA</subfield><subfield code="3">Inhaltsverzeichnis</subfield></datafield><datafield tag="999" ind1=" " ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-014902436</subfield></datafield></record></collection> |
| id | DE-604.BV021688342 |
| illustrated | Illustrated |
| index_date | 2024-07-02T15:13:38Z |
| indexdate | 2024-07-09T20:41:42Z |
| institution | BVB |
| isbn | 0130279501 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-014902436 |
| oclc_num | 445344531 |
| open_access_boolean | |
| owner | DE-1102 DE-706 DE-521 DE-188 |
| owner_facet | DE-1102 DE-706 DE-521 DE-188 |
| physical | XIX, 348 S. graph. Darst. |
| publishDate | 2001 |
| publishDateSearch | 2001 |
| publishDateSort | 2001 |
| publisher | Prentice Hall |
| record_format | marc |
| spelling | Greer, Charles R. Verfasser aut Strategic human resource management [a gerneral managerial approach] Charles R. Greer 2. ed. Upper Saddle River, NJ Prentice Hall 2001 XIX, 348 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier Kadri - Upravljanje ssg Kadrovska politika - Strategija ssg Zaposlovanje - Management ssg Personnel management Strategisches Management (DE-588)4124261-0 gnd rswk-swf Personalentwicklung (DE-588)4121465-1 gnd rswk-swf Humanvermögen (DE-588)4240300-5 gnd rswk-swf Personalpolitik (DE-588)4045269-4 gnd rswk-swf Humanvermögen (DE-588)4240300-5 s Personalentwicklung (DE-588)4121465-1 s Strategisches Management (DE-588)4124261-0 s DE-604 Personalpolitik (DE-588)4045269-4 s DE-188 HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=014902436&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Greer, Charles R. Strategic human resource management [a gerneral managerial approach] Kadri - Upravljanje ssg Kadrovska politika - Strategija ssg Zaposlovanje - Management ssg Personnel management Strategisches Management (DE-588)4124261-0 gnd Personalentwicklung (DE-588)4121465-1 gnd Humanvermögen (DE-588)4240300-5 gnd Personalpolitik (DE-588)4045269-4 gnd |
| subject_GND | (DE-588)4124261-0 (DE-588)4121465-1 (DE-588)4240300-5 (DE-588)4045269-4 |
| title | Strategic human resource management [a gerneral managerial approach] |
| title_auth | Strategic human resource management [a gerneral managerial approach] |
| title_exact_search | Strategic human resource management [a gerneral managerial approach] |
| title_exact_search_txtP | Strategic human resource management [a gerneral managerial approach] |
| title_full | Strategic human resource management [a gerneral managerial approach] Charles R. Greer |
| title_fullStr | Strategic human resource management [a gerneral managerial approach] Charles R. Greer |
| title_full_unstemmed | Strategic human resource management [a gerneral managerial approach] Charles R. Greer |
| title_short | Strategic human resource management |
| title_sort | strategic human resource management a gerneral managerial approach |
| title_sub | [a gerneral managerial approach] |
| topic | Kadri - Upravljanje ssg Kadrovska politika - Strategija ssg Zaposlovanje - Management ssg Personnel management Strategisches Management (DE-588)4124261-0 gnd Personalentwicklung (DE-588)4121465-1 gnd Humanvermögen (DE-588)4240300-5 gnd Personalpolitik (DE-588)4045269-4 gnd |
| topic_facet | Kadri - Upravljanje Kadrovska politika - Strategija Zaposlovanje - Management Personnel management Strategisches Management Personalentwicklung Humanvermögen Personalpolitik |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=014902436&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT greercharlesr strategichumanresourcemanagementagerneralmanagerialapproach |