PERSONNEL management
PERSONNEL management
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Organizational health represents a company’s greatest source of advantage. It forms the context for every important function, ranging from strategy to finance, marketing, technology, and more. Cultivating...
Three hundred sixty degree feedback helps managers to get a clear picture of how they are perceived by their bosses, direct reports, colleagues, and others. Comprehensive data are collected from those who work for or...
In The Fifth Discipline, Peter M. Senge explores how an organization’s capacity to learn can be enhanced by the practice of five disciplines. The first discipline is personal mastery; it is a personal...
Management is a complex position. Beyond the actual supervising of employees, a task that employs all manner of leadership, communication and delegation skills itself, managers must also possess a firm grasp on the...
Most books written about compensation and rewards are targeted at human resource professionals. But with more and more frontline managers making decisions about employee rewards, practical guidance is needed about how...
Bradley W. Hall identifies many problems with the current approach to talent management: no one is accountable; programs are emphasized over systems; and the existing Human Resources model is egalitarian, even though...
Training and development is often viewed as expendable, a department that is nice to have when times are good, but one that organizations can do without when times are bad. This line of reasoning exists because many...
Most business managers will attest that good people are a company’s most valuable resource, and of course motivated managers want to maximize the performance of their teams. They want a process of selection and...
Being able to work with people is one of the most important factors in determining success on the job. The things that we need to improve our jobs are only a conversation away. Ideas go unexpressed or unheard because...
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