Strategic human resource management / a balanced approach Paul Boselie.Material type: Book; Format: print Publisher: Berkshire : McGrawHill, 2010Description: xxiv, 299 p. 25 cm.ISBN: 978-0077-1456-2-0.Subject(s): Personnel management | Strategic planning | Gestión de personal | Empresas -- Gestión | Trabajadores | Planificación estratégica
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|Manuales (7 días)||07. BIBLIOTECA CIENCIAS SOCIALES||658.3/BOS/str (Browse shelf)||Available Shelving location | Bibliomaps®||BIBLIOG. RECOM.||3742261895|
|Monografías||07. BIBLIOTECA CIENCIAS SOCIALES||658.3/BOS/str (Browse shelf)||Checked out||PREST. LIBROS||31/01/2020||3742261957|
|Monografías||07. BIBLIOTECA CIENCIAS SOCIALES||658.3/BOS/str (Browse shelf)||Checked out||PREST. LIBROS||31/01/2020||3742261830|
Includes bibliographical references and index.
Now in its second edition, Strategic Human Resource Management: A Balanced Approach has been updated and revised throughout to examine the latest theory and practice. Central to its theme is putting Human Resource Management (HRM) in its organizational context and creating a more balanced approach to managing people ? ?HR sensitivity?.To illustrate how understanding context is key to successful strategic HRM, this text doesn?t offer best-practice solutions but takes a critical perspective HRM builds on economics, psychology, sociology and industrial relations. It?s a multilevel approach that includes the individual employee, teams, business units, organizations, sectors/populations, and countries.Strategic Human Resource Management: A Balanced Approach offers an engaging and comprehensive discussion of the factors that shape HRM in organizations.
Índice: 1.- Introduction: Strategic human resource management in the twenty-first century. 2.- Strategic Human resource management and context. 3.- Human resource management and performance: Adding value through people. 4.- Human resource metrics and measurement. 5.- Mutual gains?. 6.- High-performance work systems. 7.- Selective recruitment and selection. 8.- Performance management. 9.- Compensation. 10.- Talent management. 11.- Employee participation. 12.- Human resource roles. 13.- International human resource management. 14.- Implementation strategy.