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Retention of staff in state-owned construction ...
79,00 € *
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Retention of staff in state-owned construction enterprises in China ab 79 € als Taschenbuch: The relationship between motivation factors and the retention of key management and technical staff in large SOEs. Aus dem Bereich: Bücher, Wissenschaft, Wirtschaftswissenschaft,

Anbieter: hugendubel
Stand: 29.05.2020
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Retention of staff in state-owned construction ...
79,00 € *
ggf. zzgl. Versand

Retention of staff in state-owned construction enterprises in China ab 79 EURO The relationship between motivation factors and the retention of key management and technical staff in large SOEs

Anbieter: ebook.de
Stand: 29.05.2020
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Using Big Data for business perspectives
54,90 € *
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Master data is critical for any business organization. Big organizations like Oracle, Infosys, IBM, Google, Facebook and TCS started working on Master Data Management (MDM) in early 20's. Multinational corporations spend millions of dollars for Managing their Master Data, so as to ensure quality of service and customer retention as well. Unlike big organizations, Small and Mid-sized Enterprises (SME's), because of their limited resources, are unable to exploit the economies of scale associated with master data management. In this paper a Synthetic Semantic Master Data Modeler (SSMDM) has been proposed, this modeler primarily uses the concept of Google's knowledge graph to identify semantics within data sets. Using SSMDM, synthetic yet realistic master data was generated to find out probable ontologies within synthetic data sets. Based on these ontologies, some rules were framed to produce synthetic facts. These synthetic facts were further used to decide services and cuisines to be offered at a newly opened eating joint.

Anbieter: Dodax
Stand: 29.05.2020
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Cross-Cultural Management and Retention Managem...
49,00 € *
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In his book Tobias Thayer examines the applicability of Cross-Cultural Management (CCM) literature to successful retention management in China. The lack of loyalty of Chinese employees towards foreign enterprises in China and the resulting high turnover rates have become considerable challenges to success. Often, the reason for failure is a lack of awareness for cultural differences and the resulting inability to motivate and retain local employees. CCM is a field of research not well defined yet. It borrows from multiple fields of studies such as management & economics, sociology, psychology, linguistics, translation sciences, and cultural & communications sciences. The author made an attempt to structure this undefined field of studies into categories and assessed each category according to its relevance for retention management in China. In the second part of the book, the author stepped beyond Western management literature and explained how phenomena of Chinese culture and history may have had an influence on Chinese employees' behaviour towards Western employers. Elements that appear to be of relevance are Confucianism, the communist Danwei-System, and many more...

Anbieter: Dodax
Stand: 29.05.2020
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Retention of staff in state-owned construction ...
79,00 € *
ggf. zzgl. Versand

The Chinese construction industry plays a vital role in the nation's economic growth and state owned enterprises (SOEs) play an important role in this industry. These enterprises are currently faced with a shortage of key management and technical staff. This book is based on research that explores the relationship between the retention of key staff and a range of motivation factors. It also explores the unique Chinese cultural factors that impact work and motivation. Results of an extensive survey indicate that the two most important motivation factors are fair treatment and opportunities for learning and development. Some motivation factors appear to be particularly important in the retention of employees in lower-level positions and with many years of work experience while a different set of motivation factors contribute to the retention of employees in higher-level positions and fewer years of work experience. These findings are important for ensuring that government-run construction enterprises are successful in tailoring retention strategies to different types of employees and contribute to knowledge on retention in the Chinese cultural context.

Anbieter: Dodax
Stand: 29.05.2020
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Talent Management A Key Driver For Employees' P...
48,90 € *
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This book offers a fresh look of how Talent Management could be a key driver for employees' performance. Talent is evolving into a science for Human Resource professionals and a critical reason of success for managers. Companies can manage this most precious asset in order to sustain their competitive edge. Since 1990s, Talent management (TM) gained prominence among academic circles and practitioners alike along with a surge of the "war for talent". While much research has been achieved in the field of Human Resource Management, little has been done in talent management practices. With the growing interest in Talent Management, this book presents a review of talent management and its practices where the author highlights the importance of talent's identification, development and retention. The study contributes to the development of knowledge of Talent Management, tests an original conceptual model and measures its impact on three main dimensions of employees' performance namely the affective commitment, the contribution and the intention to stay in large Lebanese enterprises.

Anbieter: Dodax
Stand: 29.05.2020
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Workforce Mobility using the example of the Sol...
22,90 CHF *
zzgl. 3,50 CHF Versand

Seminar paper from the year 2009 in the subject Business economics - Personnel and Organisation, grade: 1,5, , language: English, abstract: Today's business world is in many ways different as it used to be 40-60 years ago. One of such dissimilarity concerns the staff turnover. Whereas in the 1950's, 60's and 70's many employees used to work their entire life in only one or two companies the employment culture changed drastically to this day in this regard. Nowadays enterprises have to deal with (early) retirement issues form the so called baby boomer generation and beyond this it is much more common to change workplaces every few years too. Present figures underline that the annual 2005/06 voluntary turnover rate for the US was circa 23.4% which was an increase by 0.7% from the previous year. Although this high value might be specific to the US, another survey identified this rate for the UK in 'old Europe' still to be 17.3% in 2007. These numbers are especially for companies worrying because each job change also means a loss of money. Including the direct costs (e.g. recruitment, selection and training) as well as the indirect ones (e.g. loss of expertise, increased workloads for colleagues plus morale effects on employees) researchers estimate costs between 30% of yearly salary of entry-level staff and up to 400% for high-level employees. Since the impact for firms seems to be significant it has to be their goal to minimize the potential turnover causes. Regarding the UK survey the key ones are change of career (55%), promotion outside of organization (45%), level of payment (41%) and lack of career opportunities (33%). The good thing is that based on a US study the majority of asked business executives, namely over 80% in 2008 against 41% in 2007, realized the top priority of employee retention and its effect on the company overall performance. One firm that was always not as strongly affected as others from high staff turnover but still suffered from it is the Solvay Group. Due to its growing international strategic orientation, the enterprise underwent a restructuring process until 2007 and managed in this course to improve one of the key retention aspects, namely its workforce mobility program. In line with the homonymous human resource issue, the author will initially state the different mobility types including their determinants. After emphasizing the close link between the retention tool of talent management and international mobility including current survey data it will be analyzed how successful Solvay uses its expatriate program to gain a competitive advantage. [...]

Anbieter: Orell Fuessli CH
Stand: 29.05.2020
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Workforce Mobility using the example of the Sol...
14,40 € *
zzgl. 3,00 € Versand

Seminar paper from the year 2009 in the subject Business economics - Personnel and Organisation, grade: 1,5, , language: English, abstract: Today's business world is in many ways different as it used to be 40-60 years ago. One of such dissimilarity concerns the staff turnover. Whereas in the 1950's, 60's and 70's many employees used to work their entire life in only one or two companies the employment culture changed drastically to this day in this regard. Nowadays enterprises have to deal with (early) retirement issues form the so called baby boomer generation and beyond this it is much more common to change workplaces every few years too. Present figures underline that the annual 2005/06 voluntary turnover rate for the US was circa 23.4% which was an increase by 0.7% from the previous year. Although this high value might be specific to the US, another survey identified this rate for the UK in 'old Europe' still to be 17.3% in 2007. These numbers are especially for companies worrying because each job change also means a loss of money. Including the direct costs (e.g. recruitment, selection and training) as well as the indirect ones (e.g. loss of expertise, increased workloads for colleagues plus morale effects on employees) researchers estimate costs between 30% of yearly salary of entry-level staff and up to 400% for high-level employees. Since the impact for firms seems to be significant it has to be their goal to minimize the potential turnover causes. Regarding the UK survey the key ones are change of career (55%), promotion outside of organization (45%), level of payment (41%) and lack of career opportunities (33%). The good thing is that based on a US study the majority of asked business executives, namely over 80% in 2008 against 41% in 2007, realized the top priority of employee retention and its effect on the company overall performance. One firm that was always not as strongly affected as others from high staff turnover but still suffered from it is the Solvay Group. Due to its growing international strategic orientation, the enterprise underwent a restructuring process until 2007 and managed in this course to improve one of the key retention aspects, namely its workforce mobility program. In line with the homonymous human resource issue, the author will initially state the different mobility types including their determinants. After emphasizing the close link between the retention tool of talent management and international mobility including current survey data it will be analyzed how successful Solvay uses its expatriate program to gain a competitive advantage. [...]

Anbieter: Thalia AT
Stand: 29.05.2020
Zum Angebot
Retention of staff in state-owned construction ...
69,99 € *
ggf. zzgl. Versand

The Chinese construction industry plays a vital role in the nation's economic growth and state owned enterprises (SOEs) play an important role in this industry. These enterprises are currently faced with a shortage of key management and technical staff. This book is based on research that explores the relationship between the retention of key staff and a range of motivation factors. It also explores the unique Chinese cultural factors that impact work and motivation. Results of an extensive survey indicate that the two most important motivation factors are fair treatment and opportunities for learning and development. Some motivation factors appear to be particularly important in the retention of employees in lower-level positions and with many years of work experience while a different set of motivation factors contribute to the retention of employees in higher-level positions and fewer years of work experience. These findings are important for ensuring that government-run construction enterprises are successful in tailoring retention strategies to different types of employees and contribute to knowledge on retention in the Chinese cultural context.

Anbieter: Thalia AT
Stand: 29.05.2020
Zum Angebot