Erscheinungsdatum: 10.12.2009, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Commitment & Retention Management, Titelzusatz: Ökonomische Bedeutung des Personalbindungsmanagement für Unternehmen, Auflage: 3. Auflage von 1990 // 3. Auflage, Autor: Behles, Stefan, Verlag: GRIN Publishing, Sprache: Deutsch, Rubrik: Betriebswirtschaft, Seiten: 24, Gewicht: 48 gr, Verkäufer: averdo
Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Retention Factors and Employees' Commitment, Autor: Tandan, Suroj, Verlag: LAP Lambert Academic Publishing, Sprache: Englisch, Schlagworte: Management: Innovation // E-Commerce // E-Business // Geschäftswettbewerb // Unternehmensführung // Unternehmensgründung // Management und Managementtechniken, Rubrik: Wirtschaft // Management, Seiten: 160, Informationen: Paperback, Gewicht: 255 gr, Verkäufer: averdo
Commitment & Retention Management ab 12.99 € als Taschenbuch: Ökonomische Bedeutung des Personalbindungsmanagement für Unternehmen Akademische Schriftenreihe. 3. Auflage. Aus dem Bereich: Bücher, Wissenschaft, Wirtschaftswissenschaft,
Modern multigenerational nursing cohorts come with their own unique challenges, but they can also be leveraged to retain staff and increase organizational effectiveness. The key, according to organizational psychology practitioner Dr. April L. Jones, PhD, is to identify and work with each generation's unique values and work ethic. Nurse Commitment is the result of an extensive, six-year organizational psychology study, published in the January 2015 issue of the Journal of Nurse Management and as a doctoral dissertation in the December 2014 issue of ProQuest. After examining the effective commitment of registered nurses in the baby boomer generation, Jones realized their commitment could be utilized to retain nurses from different generational cohorts, creating cross-generational ties and a robust, organizational employee-development program. Retaining nurses is a major issue for health care organizations, resulting in unnecessary costs, poor work performance, and a loss of patient safety. Jones's comprehensive and holistic approach focuses on the importance of a team approach to multigenerational and multicultural nursing cohorts. While tailored specifically to nursing, Jones's methodology, research, and content applies to staffing matrixes across the health care environment and in other industries. Discover the unique strength a cohesive multigenerational cohort brings to your organization's strategic retention plan and philosophy. 1. Language: English. Narrator: Aaron Sinn. Audio sample: http://samples.audible.de/bk/acx0/057484/bk_acx0_057484_sample.mp3. Digital audiobook in aax.
This work explores the career anchors and career path preferences of small third sector social enterprise operational manager, in order to develop a theoretical framework of third sector operational managers career anchors and career path preferences. Understanding of managers' career anchors will provide organisations with the ability to design an effective career path options that will match individual managers' career needs with organisational needs. This will increase the contribution of managers and commitment to their organisations as well as improve managerial retention. Through a case study of eight small third sector social enterprise organisations, this work explores the relationship between the career anchors of operational managers and their career path preferences. It was identified that third sector operational manager's career path preferences are influenced by public policy, organisational factors and individual career needs. The findings make an important contribution in the field of managerial career paths management in small third sector organisations and through exploring operational managers' career anchors which are not linked to individual monetary needs.
This study attempted to examine the impact of Human Resource Management practices on Human Resource Management outcomes in Sri Lankan public sector banks. Research on Human Resource Management practices and their outcomes such as employee satisfaction, commitment, and retention have rarely been conducted in banking industry in Sri Lanka. Data were collected on employees' perceptions about Human Resource Management practices and their outcomes through structured questionnaire. Sample consisted of 209 employees who are working in different departments of branches in two PSB in Sri Lanka. Multiple Regression, Cronbach alpha, Pearson correlation coefficient and descriptive statistics were used for various analyzes of this study. The findings of the research revealed that Human Resource Management practices are significant predictors of employee satisfaction, commitment and retention.