The SHRM Essential Guide to Talent Management: A Handbook for HR Professionals, Managers, Businesses, and Organizations
Gespeichert in:
1. Verfasser: | |
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Format: | Elektronisch E-Book |
Sprache: | English |
Veröffentlicht: |
Chicago
Society For Human Resource Management
2022
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Schlagworte: | |
Online-Zugang: | HWR01 |
Beschreibung: | 1 Online-Ressource (408 Seiten) |
ISBN: | 9781586445300 9781586445164 |
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505 | 8 | |a The SHRM Essential Guide to Talent Management -- Title page -- Copyright page -- Contents -- Acknowledgments -- Introduction: Talent Management Defined -- 1. Strategic and Workforce Planning -- Why Is Planning Important? -- Strategic Planning -- Workforce Planning -- Ten Planning Terms You Should Know -- Planning Models, Theories, and Philosophies -- Legal Considerations in Strategic and Workforce Planning -- The Role of Technology in Strategic and Workforce Planning -- Common Practices in Strategic and Workforce Planning -- Measuring and Evaluating Strategic and Workforce Planning -- Additional Resources -- "Fail to Plan. Plan to Fail" -- 2. Talent Acquisition -- Why Is Talent Acquisition Important? -- Talent Acquisition: The Planning Part -- Talent Acquisition: The Hiring Part -- Ten Talent-Acquisition Terms You Should Know -- Talent-Acquisition Models, Theories, and Philosophies -- Legal Considerations in Talent Acquisition -- The Role of Technology in Talent Acquisition -- Common Practices in Talent Acquisition -- Measuring and Evaluating Talent Acquisition -- Additional Talent-Acquisition Resources -- You Don't Want to Be the Reason That Planes Don't Fly -- 3. Onboarding and Employee Engagement -- Why Are Onboarding and Employee Engagement Important? -- The Three Phases of Onboarding -- Ten Onboarding and Employee-Engagement Terms You Should Know -- Onboarding and Employee-Engagement Models, Theories, and Philosophies -- Legal Considerations in Onboarding and Employee Engagement -- The Role of Technology in Onboarding and Employee Engagement -- Common Practices in Onboarding and Employee Engagement -- Measuring and Evaluating Onboarding and Employee Engagement -- Additional Onboarding and Employee-Engagement Resources -- 4. Performance Management -- Why is Performance Management Important? -- Ten Performance-Management Terms You Should Know | |
505 | 8 | |a Performance Management: The Supporting Philosophies, Models, and Theories -- Performance Coaching and Constructive Discipline -- Legal Considerations in Performance Management -- Performance-Management Technology -- Common Practices in Performance Management -- Additional Performance-Management Resources -- Performance Management Matters to Everyone -- 5. Employee Value Proposition -- Why Is the Employee Value Proposition Important? -- An Interview with Dave Almeda -- Ten Employee Value Proposition Terms You Should Know -- Basic Philosophies, Models, and Theories Supporting Employee Value Proposition -- Legal Considerations for Your Employee Value Proposition -- Technology and the Employee Value Proposition -- Common Practices with the Employee Value Proposition -- Measuring the Employee Value Proposition -- Additional Resources on Employee Value Proposition -- Organizations Need to Show Employees "More Than the Money" -- 6. Learning and Development -- Why Is Learning and Development Important? -- Ten Learning and Development Terms You Should Know -- Learning and Development: Philosophies, Models, and Theories -- Legal Considerations in Learning and Development -- Learning, Development, and Technology -- Common Practices in Learning and Development -- Measuring and Evaluating Our Learning and Development Efforts -- Additional Learning and Development Resources -- Learning Is about More Than Putting in the Time -- 7. Succession Planning, Upskilling, and Reskilling -- Why Are Succession Planning, Upskilling, and Reskilling Important? -- Career Planning -- Ten Succession Planning, Upskilling, and Reskilling Terms You Should Know -- Philosophies, Models, and Theories That Support Succession Planning, Upskilling, and Reskilling -- Legal Considerations in Succession Planning, Upskilling, and Reskilling | |
505 | 8 | |a Technology and Succession Planning, Upskilling, and Reskilling -- Common Practices in Succession Planning, Upskilling, and Reskilling -- Measuring and Evaluating the Effectiveness of Your Succession Planning, Upskilling, and Reskilling Programs -- Additional Resources on Succession Planning, Upskilling, and Reskilling -- Skills Development Works When It's a Part of Company Culture -- 8. Internal and External Transitions -- Why Are Employee Transitions Important? -- Ten Employee Transition Terms You Should Know -- Common Philosophies, Models, and Theories That Support Employee Transitions -- Legal Considerations with Employee Transitions -- Technology and Employee Transitions -- Best Practices in Employee Transitions -- Measuring the Effectiveness of Employee Transitions -- Additional Resources Related to Employee Transitions -- Transitioning Employees Reflect Your Organization -- Conclusion -- Appendix: Creating a Talent-Management Library -- Glossary -- References and Resources -- Index -- About the Author -- About SHRM Books | |
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contents | The SHRM Essential Guide to Talent Management -- Title page -- Copyright page -- Contents -- Acknowledgments -- Introduction: Talent Management Defined -- 1. Strategic and Workforce Planning -- Why Is Planning Important? -- Strategic Planning -- Workforce Planning -- Ten Planning Terms You Should Know -- Planning Models, Theories, and Philosophies -- Legal Considerations in Strategic and Workforce Planning -- The Role of Technology in Strategic and Workforce Planning -- Common Practices in Strategic and Workforce Planning -- Measuring and Evaluating Strategic and Workforce Planning -- Additional Resources -- "Fail to Plan. Plan to Fail" -- 2. Talent Acquisition -- Why Is Talent Acquisition Important? -- Talent Acquisition: The Planning Part -- Talent Acquisition: The Hiring Part -- Ten Talent-Acquisition Terms You Should Know -- Talent-Acquisition Models, Theories, and Philosophies -- Legal Considerations in Talent Acquisition -- The Role of Technology in Talent Acquisition -- Common Practices in Talent Acquisition -- Measuring and Evaluating Talent Acquisition -- Additional Talent-Acquisition Resources -- You Don't Want to Be the Reason That Planes Don't Fly -- 3. Onboarding and Employee Engagement -- Why Are Onboarding and Employee Engagement Important? -- The Three Phases of Onboarding -- Ten Onboarding and Employee-Engagement Terms You Should Know -- Onboarding and Employee-Engagement Models, Theories, and Philosophies -- Legal Considerations in Onboarding and Employee Engagement -- The Role of Technology in Onboarding and Employee Engagement -- Common Practices in Onboarding and Employee Engagement -- Measuring and Evaluating Onboarding and Employee Engagement -- Additional Onboarding and Employee-Engagement Resources -- 4. Performance Management -- Why is Performance Management Important? -- Ten Performance-Management Terms You Should Know Performance Management: The Supporting Philosophies, Models, and Theories -- Performance Coaching and Constructive Discipline -- Legal Considerations in Performance Management -- Performance-Management Technology -- Common Practices in Performance Management -- Additional Performance-Management Resources -- Performance Management Matters to Everyone -- 5. Employee Value Proposition -- Why Is the Employee Value Proposition Important? -- An Interview with Dave Almeda -- Ten Employee Value Proposition Terms You Should Know -- Basic Philosophies, Models, and Theories Supporting Employee Value Proposition -- Legal Considerations for Your Employee Value Proposition -- Technology and the Employee Value Proposition -- Common Practices with the Employee Value Proposition -- Measuring the Employee Value Proposition -- Additional Resources on Employee Value Proposition -- Organizations Need to Show Employees "More Than the Money" -- 6. Learning and Development -- Why Is Learning and Development Important? -- Ten Learning and Development Terms You Should Know -- Learning and Development: Philosophies, Models, and Theories -- Legal Considerations in Learning and Development -- Learning, Development, and Technology -- Common Practices in Learning and Development -- Measuring and Evaluating Our Learning and Development Efforts -- Additional Learning and Development Resources -- Learning Is about More Than Putting in the Time -- 7. Succession Planning, Upskilling, and Reskilling -- Why Are Succession Planning, Upskilling, and Reskilling Important? -- Career Planning -- Ten Succession Planning, Upskilling, and Reskilling Terms You Should Know -- Philosophies, Models, and Theories That Support Succession Planning, Upskilling, and Reskilling -- Legal Considerations in Succession Planning, Upskilling, and Reskilling Technology and Succession Planning, Upskilling, and Reskilling -- Common Practices in Succession Planning, Upskilling, and Reskilling -- Measuring and Evaluating the Effectiveness of Your Succession Planning, Upskilling, and Reskilling Programs -- Additional Resources on Succession Planning, Upskilling, and Reskilling -- Skills Development Works When It's a Part of Company Culture -- 8. Internal and External Transitions -- Why Are Employee Transitions Important? -- Ten Employee Transition Terms You Should Know -- Common Philosophies, Models, and Theories That Support Employee Transitions -- Legal Considerations with Employee Transitions -- Technology and Employee Transitions -- Best Practices in Employee Transitions -- Measuring the Effectiveness of Employee Transitions -- Additional Resources Related to Employee Transitions -- Transitioning Employees Reflect Your Organization -- Conclusion -- Appendix: Creating a Talent-Management Library -- Glossary -- References and Resources -- Index -- About the Author -- About SHRM Books |
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format | Electronic eBook |
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Onboarding and Employee Engagement -- Why Are Onboarding and Employee Engagement Important? -- The Three Phases of Onboarding -- Ten Onboarding and Employee-Engagement Terms You Should Know -- Onboarding and Employee-Engagement Models, Theories, and Philosophies -- Legal Considerations in Onboarding and Employee Engagement -- The Role of Technology in Onboarding and Employee Engagement -- Common Practices in Onboarding and Employee Engagement -- Measuring and Evaluating Onboarding and Employee Engagement -- Additional Onboarding and Employee-Engagement Resources -- 4. Performance Management -- Why is Performance Management Important? -- Ten Performance-Management Terms You Should Know</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Performance Management: The Supporting Philosophies, Models, and Theories -- Performance Coaching and Constructive Discipline -- Legal Considerations in Performance Management -- Performance-Management Technology -- Common Practices in Performance Management -- Additional Performance-Management Resources -- Performance Management Matters to Everyone -- 5. Employee Value Proposition -- Why Is the Employee Value Proposition Important? -- An Interview with Dave Almeda -- Ten Employee Value Proposition Terms You Should Know -- Basic Philosophies, Models, and Theories Supporting Employee Value Proposition -- Legal Considerations for Your Employee Value Proposition -- Technology and the Employee Value Proposition -- Common Practices with the Employee Value Proposition -- Measuring the Employee Value Proposition -- Additional Resources on Employee Value Proposition -- Organizations Need to Show Employees "More Than the Money" -- 6. Learning and Development -- Why Is Learning and Development Important? -- Ten Learning and Development Terms You Should Know -- Learning and Development: Philosophies, Models, and Theories -- Legal Considerations in Learning and Development -- Learning, Development, and Technology -- Common Practices in Learning and Development -- Measuring and Evaluating Our Learning and Development Efforts -- Additional Learning and Development Resources -- Learning Is about More Than Putting in the Time -- 7. Succession Planning, Upskilling, and Reskilling -- Why Are Succession Planning, Upskilling, and Reskilling Important? -- Career Planning -- Ten Succession Planning, Upskilling, and Reskilling Terms You Should Know -- Philosophies, Models, and Theories That Support Succession Planning, Upskilling, and Reskilling -- Legal Considerations in Succession Planning, Upskilling, and Reskilling</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Technology and Succession Planning, Upskilling, and Reskilling -- Common Practices in Succession Planning, Upskilling, and Reskilling -- Measuring and Evaluating the Effectiveness of Your Succession Planning, Upskilling, and Reskilling Programs -- Additional Resources on Succession Planning, Upskilling, and Reskilling -- Skills Development Works When It's a Part of Company Culture -- 8. 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spelling | Lauby, Sharlyn Verfasser aut The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations Chicago Society For Human Resource Management 2022 ©2022 1 Online-Ressource (408 Seiten) txt rdacontent c rdamedia cr rdacarrier The SHRM Essential Guide to Talent Management -- Title page -- Copyright page -- Contents -- Acknowledgments -- Introduction: Talent Management Defined -- 1. Strategic and Workforce Planning -- Why Is Planning Important? -- Strategic Planning -- Workforce Planning -- Ten Planning Terms You Should Know -- Planning Models, Theories, and Philosophies -- Legal Considerations in Strategic and Workforce Planning -- The Role of Technology in Strategic and Workforce Planning -- Common Practices in Strategic and Workforce Planning -- Measuring and Evaluating Strategic and Workforce Planning -- Additional Resources -- "Fail to Plan. Plan to Fail" -- 2. Talent Acquisition -- Why Is Talent Acquisition Important? -- Talent Acquisition: The Planning Part -- Talent Acquisition: The Hiring Part -- Ten Talent-Acquisition Terms You Should Know -- Talent-Acquisition Models, Theories, and Philosophies -- Legal Considerations in Talent Acquisition -- The Role of Technology in Talent Acquisition -- Common Practices in Talent Acquisition -- Measuring and Evaluating Talent Acquisition -- Additional Talent-Acquisition Resources -- You Don't Want to Be the Reason That Planes Don't Fly -- 3. Onboarding and Employee Engagement -- Why Are Onboarding and Employee Engagement Important? -- The Three Phases of Onboarding -- Ten Onboarding and Employee-Engagement Terms You Should Know -- Onboarding and Employee-Engagement Models, Theories, and Philosophies -- Legal Considerations in Onboarding and Employee Engagement -- The Role of Technology in Onboarding and Employee Engagement -- Common Practices in Onboarding and Employee Engagement -- Measuring and Evaluating Onboarding and Employee Engagement -- Additional Onboarding and Employee-Engagement Resources -- 4. Performance Management -- Why is Performance Management Important? -- Ten Performance-Management Terms You Should Know Performance Management: The Supporting Philosophies, Models, and Theories -- Performance Coaching and Constructive Discipline -- Legal Considerations in Performance Management -- Performance-Management Technology -- Common Practices in Performance Management -- Additional Performance-Management Resources -- Performance Management Matters to Everyone -- 5. Employee Value Proposition -- Why Is the Employee Value Proposition Important? -- An Interview with Dave Almeda -- Ten Employee Value Proposition Terms You Should Know -- Basic Philosophies, Models, and Theories Supporting Employee Value Proposition -- Legal Considerations for Your Employee Value Proposition -- Technology and the Employee Value Proposition -- Common Practices with the Employee Value Proposition -- Measuring the Employee Value Proposition -- Additional Resources on Employee Value Proposition -- Organizations Need to Show Employees "More Than the Money" -- 6. Learning and Development -- Why Is Learning and Development Important? -- Ten Learning and Development Terms You Should Know -- Learning and Development: Philosophies, Models, and Theories -- Legal Considerations in Learning and Development -- Learning, Development, and Technology -- Common Practices in Learning and Development -- Measuring and Evaluating Our Learning and Development Efforts -- Additional Learning and Development Resources -- Learning Is about More Than Putting in the Time -- 7. Succession Planning, Upskilling, and Reskilling -- Why Are Succession Planning, Upskilling, and Reskilling Important? -- Career Planning -- Ten Succession Planning, Upskilling, and Reskilling Terms You Should Know -- Philosophies, Models, and Theories That Support Succession Planning, Upskilling, and Reskilling -- Legal Considerations in Succession Planning, Upskilling, and Reskilling Technology and Succession Planning, Upskilling, and Reskilling -- Common Practices in Succession Planning, Upskilling, and Reskilling -- Measuring and Evaluating the Effectiveness of Your Succession Planning, Upskilling, and Reskilling Programs -- Additional Resources on Succession Planning, Upskilling, and Reskilling -- Skills Development Works When It's a Part of Company Culture -- 8. Internal and External Transitions -- Why Are Employee Transitions Important? -- Ten Employee Transition Terms You Should Know -- Common Philosophies, Models, and Theories That Support Employee Transitions -- Legal Considerations with Employee Transitions -- Technology and Employee Transitions -- Best Practices in Employee Transitions -- Measuring the Effectiveness of Employee Transitions -- Additional Resources Related to Employee Transitions -- Transitioning Employees Reflect Your Organization -- Conclusion -- Appendix: Creating a Talent-Management Library -- Glossary -- References and Resources -- Index -- About the Author -- About SHRM Books Electronic books Erscheint auch als Druck-Ausgabe Lauby, Sharlyn The SHRM Essential Guide to Talent Management Chicago : Society For Human Resource Management,c2022 9781586445164 |
spellingShingle | Lauby, Sharlyn The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations The SHRM Essential Guide to Talent Management -- Title page -- Copyright page -- Contents -- Acknowledgments -- Introduction: Talent Management Defined -- 1. Strategic and Workforce Planning -- Why Is Planning Important? -- Strategic Planning -- Workforce Planning -- Ten Planning Terms You Should Know -- Planning Models, Theories, and Philosophies -- Legal Considerations in Strategic and Workforce Planning -- The Role of Technology in Strategic and Workforce Planning -- Common Practices in Strategic and Workforce Planning -- Measuring and Evaluating Strategic and Workforce Planning -- Additional Resources -- "Fail to Plan. Plan to Fail" -- 2. Talent Acquisition -- Why Is Talent Acquisition Important? -- Talent Acquisition: The Planning Part -- Talent Acquisition: The Hiring Part -- Ten Talent-Acquisition Terms You Should Know -- Talent-Acquisition Models, Theories, and Philosophies -- Legal Considerations in Talent Acquisition -- The Role of Technology in Talent Acquisition -- Common Practices in Talent Acquisition -- Measuring and Evaluating Talent Acquisition -- Additional Talent-Acquisition Resources -- You Don't Want to Be the Reason That Planes Don't Fly -- 3. Onboarding and Employee Engagement -- Why Are Onboarding and Employee Engagement Important? -- The Three Phases of Onboarding -- Ten Onboarding and Employee-Engagement Terms You Should Know -- Onboarding and Employee-Engagement Models, Theories, and Philosophies -- Legal Considerations in Onboarding and Employee Engagement -- The Role of Technology in Onboarding and Employee Engagement -- Common Practices in Onboarding and Employee Engagement -- Measuring and Evaluating Onboarding and Employee Engagement -- Additional Onboarding and Employee-Engagement Resources -- 4. Performance Management -- Why is Performance Management Important? -- Ten Performance-Management Terms You Should Know Performance Management: The Supporting Philosophies, Models, and Theories -- Performance Coaching and Constructive Discipline -- Legal Considerations in Performance Management -- Performance-Management Technology -- Common Practices in Performance Management -- Additional Performance-Management Resources -- Performance Management Matters to Everyone -- 5. Employee Value Proposition -- Why Is the Employee Value Proposition Important? -- An Interview with Dave Almeda -- Ten Employee Value Proposition Terms You Should Know -- Basic Philosophies, Models, and Theories Supporting Employee Value Proposition -- Legal Considerations for Your Employee Value Proposition -- Technology and the Employee Value Proposition -- Common Practices with the Employee Value Proposition -- Measuring the Employee Value Proposition -- Additional Resources on Employee Value Proposition -- Organizations Need to Show Employees "More Than the Money" -- 6. Learning and Development -- Why Is Learning and Development Important? -- Ten Learning and Development Terms You Should Know -- Learning and Development: Philosophies, Models, and Theories -- Legal Considerations in Learning and Development -- Learning, Development, and Technology -- Common Practices in Learning and Development -- Measuring and Evaluating Our Learning and Development Efforts -- Additional Learning and Development Resources -- Learning Is about More Than Putting in the Time -- 7. Succession Planning, Upskilling, and Reskilling -- Why Are Succession Planning, Upskilling, and Reskilling Important? -- Career Planning -- Ten Succession Planning, Upskilling, and Reskilling Terms You Should Know -- Philosophies, Models, and Theories That Support Succession Planning, Upskilling, and Reskilling -- Legal Considerations in Succession Planning, Upskilling, and Reskilling Technology and Succession Planning, Upskilling, and Reskilling -- Common Practices in Succession Planning, Upskilling, and Reskilling -- Measuring and Evaluating the Effectiveness of Your Succession Planning, Upskilling, and Reskilling Programs -- Additional Resources on Succession Planning, Upskilling, and Reskilling -- Skills Development Works When It's a Part of Company Culture -- 8. Internal and External Transitions -- Why Are Employee Transitions Important? -- Ten Employee Transition Terms You Should Know -- Common Philosophies, Models, and Theories That Support Employee Transitions -- Legal Considerations with Employee Transitions -- Technology and Employee Transitions -- Best Practices in Employee Transitions -- Measuring the Effectiveness of Employee Transitions -- Additional Resources Related to Employee Transitions -- Transitioning Employees Reflect Your Organization -- Conclusion -- Appendix: Creating a Talent-Management Library -- Glossary -- References and Resources -- Index -- About the Author -- About SHRM Books |
title | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_auth | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_exact_search | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_exact_search_txtP | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_full | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_fullStr | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_full_unstemmed | The SHRM Essential Guide to Talent Management A Handbook for HR Professionals, Managers, Businesses, and Organizations |
title_short | The SHRM Essential Guide to Talent Management |
title_sort | the shrm essential guide to talent management a handbook for hr professionals managers businesses and organizations |
title_sub | A Handbook for HR Professionals, Managers, Businesses, and Organizations |
work_keys_str_mv | AT laubysharlyn theshrmessentialguidetotalentmanagementahandbookforhrprofessionalsmanagersbusinessesandorganizations |