Erscheinungsdatum: 18.06.2018, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Power of Stay Interviews for Engagement and Retention, Auflage: 2. Auflage von 2018 // Second edition, Autor: Finnegan, Richard, Verlag: Society For Human Resource Management, Sprache: Englisch, Schlagworte: BUSINESS & ECONOMICS // Human Resources & Personnel Management, Rubrik: Wirtschaft // Management, Seiten: 130, Informationen: Paperback, Gewicht: 201 gr, Verkäufer: averdo
Erscheinungsdatum: 30.03.2018, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Erfolgsfaktoren von Exit-Interviews, Titelzusatz: und deren Bedeutung für das Retention Management, Autor: Rothenschlager, Sabine, Verlag: AV Akademikerverlag, Sprache: Deutsch, Rubrik: Wirtschaft // Wirtschaftsratgeber, Seiten: 124, Informationen: Paperback, Gewicht: 205 gr, Verkäufer: averdo
This book provides one of the most comprehensive examinations of human resource outsourcing (HRO) to date. Dealing conceptually and empirically with the important question of how to strategically outsource a core business process like human resource management (HRM) Norman shares a wealth of data gathered from surveys and interviews with several hundred companies to analyze the outsourcing decision. A conceptual model is developed to test several hypotheses about process attributes associated with the suitability of HRO such as complexity, frequency, firm-specificity, interdependence, expertise and social capital. In particular, Norman is concerned about the effect of HRO on employee retention, engagement and customer satisfaction as these metrics impact the bottom-line. Several resulting hypotheses are tested empirically using a rich data set that controls for size, industry and location. The analysis reveals important findings about the organizational costs of outsourcing the wrong HRM activities. Business leaders and human resource professionals will find a wealth of useful information in the numerous tables inside this book.
In view of the severe shortage of well-qualified local managers in China, developing a HR strategy which permits to effectively retain key talents in the organization has become one of the biggest challenges for foreign MNCs operating in the country. This book attempts to elucidate the motivational drivers influencing the behavior of Chinese managers through a comprehensive analysis of the underlying cultural value system and by investigating the perceptions and concrete experiences of relevant actors in an empirical research based on personal interviews and an image card survey. Building on these insights, an adapted retention model is elaborated and concrete management practices for successful executive retention in the Chinese context are suggested.
With the changing student population dynamics in Kenyan public universities, students are increasingly choosing to combine parenting with studies, negotiating the academic requirements as well as the burden of parenthood. What is the reality in the public university in Kenya? How does this impact on retention and completion rates of students who are parenting? Are the management approaches and practices inclusive of all students, taking into account the diversities portrayed in the public universities in Kenya? This is an account of student parents, capturing experiences in a social-educational perspective, within the academic and administrative structures of university education, in an attempt to answer some of these questions and others raised from the perspective of the student carrying the burden of parenthood.This work may be of interest to those who interact with students in public universities on a day-to-day basis as while as those interested in qualitative research,focus groups and in-depth interviews.
Throughout this project, the results of multiple employee interviews and internal Company X data have been critiqued and analysed in order to assess the scale of the low morale and low staff retention issues within Internal Firm Services (IFS) at Company X. Various performance management Subject Matter Experts (SME) and external non-client facing employees have also been interviewed to give further insight into the complexities and varieties of alternative performance management practices. Several employee reward management literatures, including the work of the Chartered Institute of Personnel and Development (CIPD), have been analysed in order to assess the structure and effectiveness of the current performance appraisal system but also to investigate alternative systems that could help to increase morale and retention of Company X's IFS staff. The methodology isolates several issues that require further attention including low morale, the use of different performance appraisals systems, improving levels of communication, differentiating performance appraisals for different types of staff and finally how to improve staff turnover.
This book explores the most effective ways to carry out HR functions such as: culture management, recruitment and selection, employee engagement and retention, training and development, reward and performance management and how they can be effectively managed to improve performance in an organisation. The conclusions made in this book was based on the responses gotten from distributing questionnaires and conducting interviews for HR professionals in top companies in London. More than 50 journals/articles were also explored to come up with the conclusions or information in this book. Conclusively, the findings showed that there is a relationship between HR and organisational performance. It also showed that effective HR strategies, Leadership and employee competences contribute greatly to organisational performance. Hence, the role of HR is to provide, guide and successfully channel these human resources to achieve organisational goals.
Recent studies show that in the next few years many companies could have only about half the leaders and skilled workers they need--and that these talent shortages will be particularly acute in the critical sectors like engineering, health care, energy, government, manufacturing, and aerospace and defense. As a line executive you need to ask yourself one question: Do we havewho it takes to drive business performance inthe future?In The Executive Guide to High-Impact TalentManagement, David DeLong and Steve Trautman combine wide-ranging research and real-world expertise to chart a clear and efficient path for senior leaders. They show how to not only reduce the risks of talent shortages but also maximize the payoff of workforce and leadership developmentinvestments.Sharing their findings based on more than 70 interviews with senior executives and top-rated talent experts and their own experience as leaders and consultants, DeLong and Trautman show you how to:Accurately diagnose talent-related risks that threaten performanceEfficiently evaluate and measure workforce and leadership investmentsEnsure your staff is aligning talent processes to support business strategyAccelerate leadership development and the transfer of critical knowledgeCommunicate cultural principles that will drive recruiting, development, and retention programsAssess the talent management IQ of your leadership teamThe Executive Guide to High-Impact Talent Management shows leaders how to translate their belief in the importance of investing in people into concrete actions that will improve business performance. Most important, it shows you how to get started today!Praise for The Executive Guide to High-Impact Talent Management:'Most executives I know are far more comfortable running the financial or operational or product sides of their business. This book does an excellent job clarifying every leader's real role in developing talent to grow their business.' -- John Rex, CFO, Microsoft North America'DeLong and Trautman have attacked the issue of managing talent and developing leaders in a manner that is systemic, grounded, insightful, and incredibly helpful for a CEO like me and for our entire senior management team.' -- Peter Metca lf, CEO, Black Diamond Equipment'The authors' practical approaches to prioritizing risk and implementing creative talent solutions can help you maximize the payoff of these investments.' -- Annmarie Nea l, Vice President, Cisco Center for Collaborative Leadership, Cisco Systems'DeLong and Trautman show leaders how to compete and win at the increasingly high-stakes game of talent management.' -- Joseph W. Wilczek, CEO, Franciscan Health System'This book is full of practical insights that will make you a more effective leader today.' -- Hy Pomerance, Chief Talent Officer, New York Life Insurance Company