Human Resource Management: An Operational Perspective

Machado, Carolina

doi:10.1007/978-3-319-28281-7_3

Cited by 3 publications

(5 citation statements)

References 18 publications

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“…Talent planning: talent planning or human resource planning precedes every hiring activity and helps to identify the global future talented needs of MNEs. Talent planning is very important at all levels of the organisation [14 15] and to be successful the aims and objectives of the company will need to be clearly defined and a deep knowledge of the market sourced [16]. It involves a detailed HR need forecast, HR demand forecast and an action programme of development [16].…”

Section: Attractionmentioning

confidence: 99%

“…Talent planning is very important at all levels of the organisation [14 15] and to be successful the aims and objectives of the company will need to be clearly defined and a deep knowledge of the market sourced [16]. It involves a detailed HR need forecast, HR demand forecast and an action programme of development [16]. Initially, a combination of both quantitative and qualitative methods of investigation (i.e.…”

Section: Attractionmentioning

confidence: 99%

“…is used to create a snapshot of the existing workforce at various levels, i.e. qualification, skills and length of experience [16,17]. A forecast of future skills need in the organisation is later carried out in order to identify any skills' mismatch [17].…”

Section: Attractionmentioning

confidence: 99%

“…Talent performance is usually evaluated by the line manager. Performance can also be evaluated by colleagues, employee self-appraisal or a consultant group [16]. In recent times, however, most MNEs now adopt the 360-degree option where all stakeholders (colleagues, customers, line managers and senior managers) having a work relationship with the employee being appraised are involved in the appraisal process.…”

Section: Performance Evaluationmentioning

confidence: 99%

“…To address any performance appraisal bias, many MNEs provide pre-appraisal training for managers and their subordinates. Pre-appraisal training provides both parties with the relevant information on what is expected in the appraisal process [16].…”

Section: Performance Evaluationmentioning

confidence: 99%

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Global Talent Management

Oseghale

Mulyata

Debrah

2017

Management and Industrial Engineering

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Talent management (TM) is now firmly pursued by organisations globally as a strategic imperative. Although the present talent shortage is a global challenge, it is more critical in emerging economies, particularly in sub-Saharan Africa. The enormous challenges associated with the attraction, development and retention of talent by firms operating in sub-Saharan Africa (SSA) call for the adoption of robust talent management (TM) strategy to navigate these challenges. However, the extant literature on talent management has failed to examine in detail the talent management practices of organisations in Africa to feed into the stock of global knowledge on talent management. This chapter therefore provides empirical evidence on talent management with a contextual focus on Multinational Enterprises (MNEs) in a sub-Saharan African country.

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Section: Attractionmentioning

confidence: 99%

Section: Attractionmentioning

confidence: 99%

Section: Attractionmentioning

confidence: 99%

Section: Performance Evaluationmentioning

confidence: 99%

Section: Performance Evaluationmentioning

confidence: 99%

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Global Talent Management

Oseghale

Mulyata

Debrah

2017

Management and Industrial Engineering

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Police human resource policy in the Lodz voivodeship as a determinant of knowledge and organization’s effective operation

Łuczak

2018

EiP

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Motivation: Human capital is the driving force of an organization that has a significant impact on its development and effective operation. The success of the organization depends to a great extent on its social potential. Successful recruitment ensures that the best employees ensure high quality work, which respectively translates into organizational development and competitiveness. The development of the organization is based on knowledge acquisition, skills and raising qualifications by its members. Aim: The aim of the paper is to analyze the conditionings related to the management of the Police organizational units, which influence the appropriate recruitment of police officers for particular positions. The publication also attempts to investigate the importance of appropriate recruitment for the effectiveness of actions taken by police officers. The article presents issues exemplifying the analysis of human resource management in the field of human resource policy playing an important role in the Police. The empirical part of the article was based on an analysis of the subject literature and police internal materials, but also on the basis of participant observation and expert interview. The paper presents an analysis of the recruitment process of police officers for vacant posts in the Police units of the Lodz garrison, introduced by the Human Resource Policy Concept. Results: Although the Police was established to protect citizens' security and public order, its development and effective functioning are needed to further serve society. In order to do this, it is indispensable to recruit and employ proper and competent workers. There

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An Approach on Attachment in Public Marketing and Higher Education Management Contexts

Sousa

Magalhães

2019

Higher Education and the Evolution of Management, Applied Sciences, and Engineering Curricula

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In the recent years, the educational market has become more dynamic and complex. There are many market forces that are trying to shape the educational environment. The competition between universities is increasing. Public marketing is a fundamental tool in the promotion of places, one that must be present in the strategies of local government representatives, helping and promoting a sustainable economic and social development of the regions and universities. The prupose of this chapter is to analyze, measure, and perceive the impact of brand attachment on consumer behavior in the specific context of higher education in Portugal, based on the affective and emotional relationship between students and the higher education institutions. The results allowed us to conclude that the brand attachment has a preponderant role and impact in the relationship between the student and the institution of higher education. This chapter aims to further develop the understanding of the educational marketing for higher education institutions. Implications for future research are also presented.

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Human Resource Management: An Operational Perspective

Cited by 3 publications

References 18 publications

Global Talent Management

Global Talent Management

Police human resource policy in the Lodz voivodeship as a determinant of knowledge and organization’s effective operation

An Approach on Attachment in Public Marketing and Higher Education Management Contexts

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