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Strategic Human Resource Management
TLDR
A Framework for Strategic Human Resource Management (M. Tichy, et al. as mentioned in this paper ) is a framework for strategic human resource management with a focus on the external context of human resources management.Abstract:
ENVIRONMENT, STRATEGY, AND ORGANIZATION. The External Context of Human Resource Management (C. Fombrun). The Organizational Context of Strategic Human Resource Management (N. Tichy, et al.). A Framework for Strategic Human Resource Management (M. Devanna, et al.). THE STRATEGIC ROLE OF THE HUMAN RESOURCE SYSTEMS. Strategic Staffing (E. Miller). Strategic Staffing at Chase Manhattan Bank (C. Borucki and A. Lafley). The Appraisal System as a Strategic Control (G. Latham). STRATEGIC ISSUES IN HUMAN RESOURCES MANAGEMENT. Bringing Human Resources into Strategic Planning: Systems Design Considerations (P. Lorange and D. Murphy). Managing Human Resources in a Declining Context (T. Gimore and L. Hirschhorn). Human Resource Policies for the Innovating Organization (J. Galbraith). HUMAN RESOURCES: THE CEO's PERSPECTIVE. An Interview with Reginald Jones and Frank Doyle (C. Fombrun). An Interview with Edson Spencer and Doston Boyle (N. Tichy). References. Index.read more
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Human resource management: gendered terrain?
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Achieving Organization Vitality through Innovation and Flexibility: An Empirical Study
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Subsidiary staffing and initiative-taking in multinational corporations: A socio-political perspective
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The impact of personal networks and social support on small business success among members of middle eastern communities in Melbourne
TL;DR: This article examined how personal networks and social support impact on small business success among 113 entrepreneurs of Middle Eastern communities (from Lebanon, Egypt and Iraq) in Melbourne, Australia, and attempted to aid government a
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Starting the HR and change conversation with history
John R. Ogilvie,Diana Stork +1 more
TL;DR: In this article, the authors provide an historical context to today's conversation about human resources and organizational change, and propose a negotiations perspective that would allow HR to build on its history by enacting a role where different interests can be explored, probed, and realized.
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