High-impact human capital strategy :: addressing the 12 major challenges today's organizations face /
Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reac...
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
New York :
American Management Association,
[2015]
|
| Schlagworte: | |
| Online-Zugang: | Volltext |
| Zusammenfassung: | Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching. High-Impact Human Capital Strategy examines 12 critical forces that must be considered: globalization, changes in workforce demographics, skill shortages and mismatches in labor markets, environmental matters, and more. It shows how to in corporate each into an effective overall plan, and ho. |
| Beschreibung: | 1 online resource (x, 303 pages) : illustrations |
| Bibliographie: | Includes bibliographical references and index. |
| ISBN: | 9780814436073 0814436072 9781680159158 1680159151 |
Internformat
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| 100 | 1 | |a Phillips, Jack J., |d 1945- |e author. |1 https://id.oclc.org/worldcat/entity/E39PCjBt7vbwKbpTG8F7DTKTVy | |
| 245 | 1 | 0 | |a High-impact human capital strategy : |b addressing the 12 major challenges today's organizations face / |c Jack J. Phillips and Patricia Pulliam Phillips. |
| 264 | 1 | |a New York : |b American Management Association, |c [2015] | |
| 264 | 4 | |c ©2015 | |
| 300 | |a 1 online resource (x, 303 pages) : |b illustrations | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 504 | |a Includes bibliographical references and index. | ||
| 588 | 0 | |a Print version record. | |
| 505 | 0 | |a Preface; 1 The Importance of Human Capital:The Journey to Show the Value; 2 The Importance of Human Capital Strategy and the Role of the Chief Human Resources Officer; 3 Set the Proper Investment Level: Establishing the Appropriate Amount to Spend on Human Capital ; 4 Align with Business Needs: Achieving Business Alignment with Human Resources Programs ; 5 Manage Talent for Value: Optimizing the Most Important Asset; 6 Engage Employeed st Work: Changing the Nature of Work to Maximize Performance. | |
| 505 | 8 | |a 7 Create a Performance and Innovation Culture: Developing and Sustaining a High-Performance Organization 8 Keep Employees Healthy: Controlling Health Status andHealthcare Cost of Employees; 9. Embrace Demographics and Societal Changes: Using Differences to Drive Value ; 10 Utilize Technology Effectively: Making Technology Work for All Stakeholders ; 11 Confront Globalization: Maximizing the Value of Human Capital; 12 Protect the Environment: Implementing Green, Sustainable Projects; 13 Build Global Leaders: Developing Agile Leaders to Drive Business Results. | |
| 505 | 8 | |a 14 Use Analytics and Big Data: Using Analytics to Drive BusinessResultsNotes; Index; About the Authors; Free Sample Excerpt from Talent Leadership by John Mattone. | |
| 520 | |a Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching. High-Impact Human Capital Strategy examines 12 critical forces that must be considered: globalization, changes in workforce demographics, skill shortages and mismatches in labor markets, environmental matters, and more. It shows how to in corporate each into an effective overall plan, and ho. | ||
| 650 | 0 | |a Manpower planning. |0 http://id.loc.gov/authorities/subjects/sh85080625 | |
| 650 | 0 | |a Human capital. |0 http://id.loc.gov/authorities/subjects/sh85062845 | |
| 650 | 0 | |a Personnel management. |0 http://id.loc.gov/authorities/subjects/sh85100143 | |
| 650 | 0 | |a Strategic planning. |0 http://id.loc.gov/authorities/subjects/sh85128511 | |
| 650 | 2 | |a Personnel Management |0 https://id.nlm.nih.gov/mesh/D010559 | |
| 650 | 6 | |a Main-d'uvre |x Planification. | |
| 650 | 6 | |a Personnel |x Direction. | |
| 650 | 6 | |a Planification stratégique. | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Industrial Management. |2 bisacsh | |
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| 650 | 7 | |a Human capital |2 fast | |
| 650 | 7 | |a Manpower planning |2 fast | |
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| 758 | |i has work: |a High-impact human capital strategy (Text) |1 https://id.oclc.org/worldcat/entity/E39PCGJmp7TJxX9prgdfFYyBdP |4 https://id.oclc.org/worldcat/ontology/hasWork | ||
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| author | Phillips, Jack J., 1945- Phillips, Patricia Pulliam |
| author_GND | http://id.loc.gov/authorities/names/n00099983 |
| author_facet | Phillips, Jack J., 1945- Phillips, Patricia Pulliam |
| author_role | aut aut |
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| contents | Preface; 1 The Importance of Human Capital:The Journey to Show the Value; 2 The Importance of Human Capital Strategy and the Role of the Chief Human Resources Officer; 3 Set the Proper Investment Level: Establishing the Appropriate Amount to Spend on Human Capital ; 4 Align with Business Needs: Achieving Business Alignment with Human Resources Programs ; 5 Manage Talent for Value: Optimizing the Most Important Asset; 6 Engage Employeed st Work: Changing the Nature of Work to Maximize Performance. 7 Create a Performance and Innovation Culture: Developing and Sustaining a High-Performance Organization 8 Keep Employees Healthy: Controlling Health Status andHealthcare Cost of Employees; 9. Embrace Demographics and Societal Changes: Using Differences to Drive Value ; 10 Utilize Technology Effectively: Making Technology Work for All Stakeholders ; 11 Confront Globalization: Maximizing the Value of Human Capital; 12 Protect the Environment: Implementing Green, Sustainable Projects; 13 Build Global Leaders: Developing Agile Leaders to Drive Business Results. 14 Use Analytics and Big Data: Using Analytics to Drive BusinessResultsNotes; Index; About the Authors; Free Sample Excerpt from Talent Leadership by John Mattone. |
| ctrlnum | (OCoLC)913378072 |
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| dewey-ones | 658 - General management |
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| dewey-search | 658.3/01 |
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| discipline | Wirtschaftswissenschaften |
| format | Electronic eBook |
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| id | ZDB-4-EBU-ocn913378072 |
| illustrated | Illustrated |
| indexdate | 2024-11-26T14:49:19Z |
| institution | BVB |
| isbn | 9780814436073 0814436072 9781680159158 1680159151 |
| language | English |
| oclc_num | 913378072 |
| open_access_boolean | |
| owner | MAIN DE-863 DE-BY-FWS |
| owner_facet | MAIN DE-863 DE-BY-FWS |
| physical | 1 online resource (x, 303 pages) : illustrations |
| psigel | ZDB-4-EBU |
| publishDate | 2015 |
| publishDateSearch | 2015 |
| publishDateSort | 2015 |
| publisher | American Management Association, |
| record_format | marc |
| spelling | Phillips, Jack J., 1945- author. https://id.oclc.org/worldcat/entity/E39PCjBt7vbwKbpTG8F7DTKTVy High-impact human capital strategy : addressing the 12 major challenges today's organizations face / Jack J. Phillips and Patricia Pulliam Phillips. New York : American Management Association, [2015] ©2015 1 online resource (x, 303 pages) : illustrations text txt rdacontent computer c rdamedia online resource cr rdacarrier Includes bibliographical references and index. Print version record. Preface; 1 The Importance of Human Capital:The Journey to Show the Value; 2 The Importance of Human Capital Strategy and the Role of the Chief Human Resources Officer; 3 Set the Proper Investment Level: Establishing the Appropriate Amount to Spend on Human Capital ; 4 Align with Business Needs: Achieving Business Alignment with Human Resources Programs ; 5 Manage Talent for Value: Optimizing the Most Important Asset; 6 Engage Employeed st Work: Changing the Nature of Work to Maximize Performance. 7 Create a Performance and Innovation Culture: Developing and Sustaining a High-Performance Organization 8 Keep Employees Healthy: Controlling Health Status andHealthcare Cost of Employees; 9. Embrace Demographics and Societal Changes: Using Differences to Drive Value ; 10 Utilize Technology Effectively: Making Technology Work for All Stakeholders ; 11 Confront Globalization: Maximizing the Value of Human Capital; 12 Protect the Environment: Implementing Green, Sustainable Projects; 13 Build Global Leaders: Developing Agile Leaders to Drive Business Results. 14 Use Analytics and Big Data: Using Analytics to Drive BusinessResultsNotes; Index; About the Authors; Free Sample Excerpt from Talent Leadership by John Mattone. Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching. High-Impact Human Capital Strategy examines 12 critical forces that must be considered: globalization, changes in workforce demographics, skill shortages and mismatches in labor markets, environmental matters, and more. It shows how to in corporate each into an effective overall plan, and ho. Manpower planning. http://id.loc.gov/authorities/subjects/sh85080625 Human capital. http://id.loc.gov/authorities/subjects/sh85062845 Personnel management. http://id.loc.gov/authorities/subjects/sh85100143 Strategic planning. http://id.loc.gov/authorities/subjects/sh85128511 Personnel Management https://id.nlm.nih.gov/mesh/D010559 Main-d'uvre Planification. Personnel Direction. Planification stratégique. BUSINESS & ECONOMICS Industrial Management. bisacsh BUSINESS & ECONOMICS Management. bisacsh BUSINESS & ECONOMICS Management Science. bisacsh BUSINESS & ECONOMICS Organizational Behavior. bisacsh Human capital fast Manpower planning fast Personnel management fast Strategic planning fast dissertations. aat Academic theses fast Academic theses. lcgft http://id.loc.gov/authorities/genreForms/gf2014026039 Thèses et écrits académiques. rvmgf Phillips, Patricia Pulliam, author. http://id.loc.gov/authorities/names/n00099983 has work: High-impact human capital strategy (Text) https://id.oclc.org/worldcat/entity/E39PCGJmp7TJxX9prgdfFYyBdP https://id.oclc.org/worldcat/ontology/hasWork Print version: Phillips, Jack J., 1945- High-impact human capital strategy 9780814436066 (DLC) 2015007532 (OCoLC)898167033 FWS01 ZDB-4-EBU FWS_PDA_EBU https://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&AN=932300 Volltext |
| spellingShingle | Phillips, Jack J., 1945- Phillips, Patricia Pulliam High-impact human capital strategy : addressing the 12 major challenges today's organizations face / Preface; 1 The Importance of Human Capital:The Journey to Show the Value; 2 The Importance of Human Capital Strategy and the Role of the Chief Human Resources Officer; 3 Set the Proper Investment Level: Establishing the Appropriate Amount to Spend on Human Capital ; 4 Align with Business Needs: Achieving Business Alignment with Human Resources Programs ; 5 Manage Talent for Value: Optimizing the Most Important Asset; 6 Engage Employeed st Work: Changing the Nature of Work to Maximize Performance. 7 Create a Performance and Innovation Culture: Developing and Sustaining a High-Performance Organization 8 Keep Employees Healthy: Controlling Health Status andHealthcare Cost of Employees; 9. Embrace Demographics and Societal Changes: Using Differences to Drive Value ; 10 Utilize Technology Effectively: Making Technology Work for All Stakeholders ; 11 Confront Globalization: Maximizing the Value of Human Capital; 12 Protect the Environment: Implementing Green, Sustainable Projects; 13 Build Global Leaders: Developing Agile Leaders to Drive Business Results. 14 Use Analytics and Big Data: Using Analytics to Drive BusinessResultsNotes; Index; About the Authors; Free Sample Excerpt from Talent Leadership by John Mattone. Manpower planning. http://id.loc.gov/authorities/subjects/sh85080625 Human capital. http://id.loc.gov/authorities/subjects/sh85062845 Personnel management. http://id.loc.gov/authorities/subjects/sh85100143 Strategic planning. http://id.loc.gov/authorities/subjects/sh85128511 Personnel Management https://id.nlm.nih.gov/mesh/D010559 Main-d'uvre Planification. Personnel Direction. Planification stratégique. BUSINESS & ECONOMICS Industrial Management. bisacsh BUSINESS & ECONOMICS Management. bisacsh BUSINESS & ECONOMICS Management Science. bisacsh BUSINESS & ECONOMICS Organizational Behavior. bisacsh Human capital fast Manpower planning fast Personnel management fast Strategic planning fast |
| subject_GND | http://id.loc.gov/authorities/subjects/sh85080625 http://id.loc.gov/authorities/subjects/sh85062845 http://id.loc.gov/authorities/subjects/sh85100143 http://id.loc.gov/authorities/subjects/sh85128511 https://id.nlm.nih.gov/mesh/D010559 http://id.loc.gov/authorities/genreForms/gf2014026039 |
| title | High-impact human capital strategy : addressing the 12 major challenges today's organizations face / |
| title_auth | High-impact human capital strategy : addressing the 12 major challenges today's organizations face / |
| title_exact_search | High-impact human capital strategy : addressing the 12 major challenges today's organizations face / |
| title_full | High-impact human capital strategy : addressing the 12 major challenges today's organizations face / Jack J. Phillips and Patricia Pulliam Phillips. |
| title_fullStr | High-impact human capital strategy : addressing the 12 major challenges today's organizations face / Jack J. Phillips and Patricia Pulliam Phillips. |
| title_full_unstemmed | High-impact human capital strategy : addressing the 12 major challenges today's organizations face / Jack J. Phillips and Patricia Pulliam Phillips. |
| title_short | High-impact human capital strategy : |
| title_sort | high impact human capital strategy addressing the 12 major challenges today s organizations face |
| title_sub | addressing the 12 major challenges today's organizations face / |
| topic | Manpower planning. http://id.loc.gov/authorities/subjects/sh85080625 Human capital. http://id.loc.gov/authorities/subjects/sh85062845 Personnel management. http://id.loc.gov/authorities/subjects/sh85100143 Strategic planning. http://id.loc.gov/authorities/subjects/sh85128511 Personnel Management https://id.nlm.nih.gov/mesh/D010559 Main-d'uvre Planification. Personnel Direction. Planification stratégique. BUSINESS & ECONOMICS Industrial Management. bisacsh BUSINESS & ECONOMICS Management. bisacsh BUSINESS & ECONOMICS Management Science. bisacsh BUSINESS & ECONOMICS Organizational Behavior. bisacsh Human capital fast Manpower planning fast Personnel management fast Strategic planning fast |
| topic_facet | Manpower planning. Human capital. Personnel management. Strategic planning. Personnel Management Main-d'uvre Planification. Personnel Direction. Planification stratégique. BUSINESS & ECONOMICS Industrial Management. BUSINESS & ECONOMICS Management. BUSINESS & ECONOMICS Management Science. BUSINESS & ECONOMICS Organizational Behavior. Human capital Manpower planning Personnel management Strategic planning dissertations. Academic theses Academic theses. Thèses et écrits académiques. |
| url | https://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&AN=932300 |
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