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- To Improve the Effectiveness of Performance Management and Appraisal
- This article explores why existing formal and informal approaches to employee performance management and appraisal EPMA tend to work well enough in theory, but fail to meet expectations in practice.It identifies the root cause of the problem and presents a solution for how it can be eliminated, or at least...
- White papers 2003-01-01
- Managing Human Resources
- Efficient and effective use of human resources is one of the most important tasks of the organization. At the same time, the organization has to care and nurture its human resources to attract and retain the best talent. The function of the organization to manage its employees and to look...
- Presentations 2003-01-01
- Human Resources: Company Policies
- Human Resources Management HRM comprises of the activities undertaken by organizations to attract and retain the best talent. HRM also oversees the nurturing of the human resources towards their knowledge and skill development. The paper examines the HR process and discusses the issues involved in the same. In this context,...
- Presentations 2003-01-01
- Outsourcing: A Framework And The Case Of Human Resource Management
- Business Process Outsourcing BPO is a strategy wherein strategic organizational processes are sub-let to third party vendors. Human Resource HR BPO is a strategy in which the HR functions and processes are outsourced from external agencies. The HR-BPO industry is in an upswing in recent years. According to experts, following...
- White papers 2002-10-02
- What Line Managers Have To Say About HR
- Human Resource management HRM is required in organizations to ensure all-round development of employees. Effective HR policies are instrumental in extracting the ‘best' from the employees at the workplace. The paper presents the views of some line managers regarding their perspective on HRM.
- White papers 2003-01-01
- Make Working At Your Company A Life Time Career-Part II
- From the executive summary: ‘No matter how steady and reliable an employee may seem, boredom will inevitably set in if new challenges are not presented. For instance, a person may work many years as a phone receptionist, or as a secretary primarily handling outgoing faxes, but at some point their...
- White papers 2002-03-28
- Waiting Lists for Radiation Therapy: A Case Study
- The purpose of this study is to understand how the current shortage in radiation therapy; the implications of prolonged waits; who is held accountable for managing such delays; and short, intermediate, and long-term solutions. The radiation therapy shortage arose from a complex interplay of factors including: rising cancer incidence rates;...
- White papers 2001-04-17
- Land Re-Use, Complexity and Actor-Networks: A Framework for Research
- The interest in developing a 'holistic' understanding of property development is not purely academic. Sustainability concerns are now part of mainstream policy agenda, the imperatives for 'socially responsible investment' are exerting increasing influence on geographical and sectoral capital flows, whilst corporate training courses and educational programmes focus as much upon...
- White papers 2004-06-22
- Ethics in International Business: Multinational Approaches to Child Labor
- This article focuses on corporate codes of ethics in the area of child labor as possible expressions of Strategic International Human Resource Management. It analyses whether 50 leading multinationals adopt universal ethical norms or relativist ethical norms. Child labor is not an issue where universalism prevails. Although some multinationals adhere...
- White papers 2004-01-13
- An Evaluation of Labor Flexibility Initiatives in a Medium Sized Public Sector Organization
- This paper uses the theoretical constructs of the "labor flexibility" debate to examine the development, implementation and evaluation of flexibility initiatives in the Library and Information Service of Western Australia LISWA. The paper focuses on the objectives, processes and outcomes of LISWA's flexibility initiatives. The labor demand and supply factors...
- White papers 2001-05-17
- Succession Planning: Are You Ready for the Future?
- Thinking ahead is a cardinal rule of business. In a changing and competitive business environment, implementing a succession planning process may be the most important human resource management investment one can make. This article discusses an approach to succession planning developed specifically for a number of companies in Asia. Effective...
- White papers 2003-05-28
- Variable Pay And Executive Compensation : Human Resource Management
- Variable pay systems call for dispensing pay and other incentives to the employees based on certain employee centric factors. They include the criterion that employees who perform better should receive more compensation. There are three types of variable pay plans viz. individual, group/team, and organization-wide. The paper examines the dynamics...
- Presentations 2003-01-01
- Human Resources Management
- Careful and painstaking nurturing of the human resources adds value to the organization in the long run. An effective Human Resource HR management framework is instrumental in sustaining competitive advantage in the market. The first step in HR management is the recruitment process wherein suitable candidates are informed and attracted...
- Presentations 2003-01-01
- Human Resource Management
- Human Resource Management HRM consists of the activities necessary for staffing, motivating, and evaluating employees in an organization. An effective HRM framework ensures an efficient and effective workforce. HR planning, selection, and recruitment are some of the components of the HRM framework. The paper examines HRM in detail and discusses...
- Presentations 2001-10-16
- Drive Baldrige Level Performance
- The Baldridge criteria are routinely used as a framework to help firms assess their leadership competencies, their prowess in strategy development and deployment and their strengths in the arenas of customer care, product and service quality, operational efficiency, human resource management, financial accountability and management. What if a methodology existed...
- White papers 2003-05-01
- The Human Resources Balancing Act
- Risk management cannot be taken in in isolation. The article looks at risk management from the perspective of Human Resource Management. They're the people that come up with the compliance and procedures and the employee handbooks. When one concede these matters to other departments, they are more willing to come...
- White papers 2003-01-01
- Abuse of Authority and Hierarchical Communication
- If managers and their subordinates have the same basic qualifications, then organizations can benefit from replacing unproductive superiors with more productive subordinates. In response to this threat, superiors may deliberately recruit unproductive subordinates, or abuse their personnel authority in other ways, in order to protect themselves. Article shows that the...
- White papers 2001-08-01
- Use of Internet and Electronic Communication Systems
- The purpose of department of human resource management policies and procedures manual is to establish a policy for use of the Internet and the state's electronic communication systems for state agencies and their employees. This policy establishes minimum standards. Agencies may supplement this policy as they need or desire, as...
- White papers 2001-08-01
- Organizational Structure And Control Systems
- Organizational design includes the organization structure, planning and control systems, human resource management, culture, and style. Organization structure has elements such as: control systems, co-ordination, motivation, differentiation, integration, and bureaucratic costs. This presentation provides details on each of these elements mainly on differentiation, changing structures, integration, strategic control, organizational culture...
- Presentations 2003-01-01
- The Nature Of Human Resource Management
- This presentation discusses the concept of Human Resource Management and the evolution of Human Resource Function. It describes this concept with help of a matrix. In this presentation, both the smaller and larger organization has been compared. It also provides matrix with help of an example of a company. Organizations...
- Presentations 2003-01-01
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