Armstrong's Handbook of Human Resource Management Practice is the bestselling, definitive text for all HRM students and professionals. Providing a complete resource for understanding and implementing HR in relation to the needs of the business as a whole, it contains in-depth coverage of all the key areas essential to the HR function such as employment law, employee relations, learning and development, performance and reward. Accessible and to the point as ever, this fully updated 14th edition includes emerging theory and practice, embracing the most current thinking on engagement, talent management and leadership development. With updated case studies and references to academic journals, professional magazines and recent research and surveys, it also includes coverage of new approaches to topics such as job evaluation and pay structures. 
 
 Armstrong's Handbook of Human Resource Management Practice is aligned with the Chartered Institute of Personnel and Development (CIPD) professional map and standards, with the sections meeting CIPD learning outcomes now even clearer than before. Comprehensive online support material for instructors, students and HR managers are included. Resources for students and professionals include multiple-choice-questions, flash cards, case studies, further reading and a glossary of HRM terms. The lecturers' manual contains session notes, discussion questions, a literature review and a complete set of PowerPoint slides.

Armstrong\'s handbook of human resource management practice / Michael Armstrong

Reward Management A Handbook Of Remuneration Strategy And Practice

A framework for senior charge nurses (SCNs) who want to plan their career development, or enhance their levels of knowledge and skills, has been launched on the NHS Education for Scotland website.

Learning and Development

Organizational learning to manage sustainable development

The dynamics of the modern market, fast development of science and technology, changes in society require a new attitude to the management of organizations. New requirements are set to the employees as well. The understanding of the necessity to improve constantly, to raise the professional level becomes a very important trait of the employee along with the perfect professional knowledge. The professional must not only have new ideas, but also it is necessary to know and be able to use the experience of the organization, that is able to improve the work quality and productivity. The spreading of the telecommunication means such as internet allow creating a homogeneous global information storage system, that significantly raises the possibility of the information search and mastering. The penetration of informational and innovational technologies into all spheres of our lives, the usage of e-learning created preconditions to establish management systems. The recognition of the importance of intellectual

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The Paradigm of Knowledge Management in Higher Educational Institutions

In today‘s world, the word “competence” is widely used in human resource management Individual’s work results and finally business success depend on his/her knowledge and skills ie competence Changing business management paradigm and increasing role of individual in organization rise radical changes in priorities identifying the need of competences and their development A competence can be defined as the entirety of knowledge, abilities, skills and attitudes, which are necessary for an individual to work effectively in particular working environment This can be professional, social and conceptual competences Professional competence in the long-term perspective is very dynamic due to fast changing technologies, but on the other hand, it can be easily defined and acquired quickly Particularity of the professional competence is determined by the individual’s functional labour activity, whereas social and conceptual competences are general competencies that are necessary for an individual despite his position in the company As a rule, namely these competences become strategically significant in the rapidly changing business world, especially while talking about managers, which enable the organization to acquire advantage due to the human factor However the research conducted by Drejer (2000) shows that traditionally education system is orientated to the formation of professional competencies, named as “tough“; whereas the attention to the “soft” competences (social, conceptual) is not significant Development of these strategic essential competences falls on enterprises and individual Analysing the development of strategic individual competences in individual as well as organization level the priorities of competence formation and development are changing recently – the development of employees’ competence based on the organizational needs is being changed into the development of competence with the priority to individual’s needs Successful development of strategic individual competences in individual level is based on the principal attitudes, integrating the perception of the need of individual competence development, deep inner motivation to educate himself or herself and preparation to the changes, bethinking of the role of organization modelling the guideline of strategic competence development and promoting the application of effective methods to develop competences The article deals with development of strategic individual competences on organizational as well as individual level

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Development of Strategic Individual Competences

Expression of Leaders’ Spiritual Intelligence in a Context of Service Organizations: A Gender Approach

In order to avoid uneven development of Lithuanian economy it is necessary to ensure the enterprise of rural inhabitants. The peculiarities of the enterprise of rural inhabitants are analysed in the article as well as the conception of enterprise is defined. The classification of factors conditioning enterprise is presented in the article. The results on the investigation of 12 external and internal factors conditioning the enterprise of rural inhabitants are presented in the article

http://mts.asu.lt/mtsrbid/article/download/597/623

Peculiarities of the enterprise of Lithuanian rural inhabitants

Expression of Leaders ‘Spiritual Intelligence in a Context of Organizations’ Services Quality: A Theoretical Approach

The problem of gender wage differentiation was evaluated as one of the most important in a countries’ legal-political, economic and social life. The purpose of this article is to examine the external determinants that effects gender wage differentiation in the Baltic States. This article research methodology is based on the study and analysis of European Union legislation to define gender equality aspects in the labor market that enables equal payment for men’s and women’s work and the statistical analysis of Eurostat, Lithuanian, Latvian and Estonian Statistics departments’ data to determine the gender pay gap in the Baltic States. After the research authors identified a wide variety of external (legal-political, economic and social) determinants that affect gender wage differentiation. This confirmed that gender wage differentiation in all three Baltic States is highly affected by external determinants. JEL Codes: J30, M12.

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Violeta Šilingienė

Papers

Development of Strategic Individual Competences

Expression of Leaders’ Spiritual Intelligence in a Context of Service Organizations: A Gender Approach

Peculiarities of the enterprise of Lithuanian rural inhabitants

Expression of Leaders ‘Spiritual Intelligence in a Context of Organizations’ Services Quality: A Theoretical Approach

The differentiation of gender wage in the baltic states