Personeelsmanagement

   

Human Resources Management. Methodes, Modellen en TheorieŽn (A-Z)

Human Resources Management


14 Managementprincipes Fayol

Appreciatief Onderzoek Cooperrider

Ashridge Missiemodel Campbell

Attributen van Excellente Managers Peters

Attributietheorie Heider

Balanced Scorecard-methode Kaplan Norton

Behoeftentheorie (Theory of Needs) McClelland

Belbin Teamrollen

Benchmarken

Benaderingen voor Verandering Kotter

Veranderen van Organisatieculturen Trice Beyer

Coachen

Concurrerende Waardenraamwerk Quinn

Crisismanagement

Culturele Dimensies Hofstede

Culturele Intelligentie Early

Cultuurniveaus Schein

Cultuurtypes Deal Kennedy


Dimensies van Relationeel Werk Butler

Dimensies van Verandering Pettigrew Whipp

Distinctieve Eigenschappen Kay

Economic Value Added EVA

EFQM INK

Emotionele Intelligentie Goleman

ERG Theorie Alderfer

Ervaringskromme

Faciliteringstijlen Heron

Gedrag bij Verandering Ajzen

Gepland Gedragtheorie Ajzen

Groepsdenken Janis

Groeifasen Greiner

Hagberg Model van Persoonlijke Macht

Hawthorneeffect Mayo

Human Capital Index HCI

IndustriŽle Training (Training Within Industry)

IJsberg van Verandermanagement

Instrumentele Benadering van Stakeholder Theorie

Intellectueel Kapitaal Waardering

Intrinsiek Stakeholder Commitment

Johari Venster Luft Ingham

Kaizen Filosofie

Katalytische Mechanismen Collins

Kennismanagement Collison Parcell

Kerncompetenties Hamel Prahalad

Kerngroeptheorie Art Kleiner

Klanttevredenheidsmodel Kano

Knelpuntentheorie (Theory of Constraints) Goldratt

KPIs Rockart

Krachtenveldanalyse Lewin

Kritische Succesfactoren Rockart


Leiderschapcontinuum

Leiderschapspijplijn Drotter

Leiderschapsstijlen Goleman

Lerende Organisatie Argyris SchŲn

Management by Objectives Drucker

Managementraster Blake Mouton

Mentoren

Motivatie-HygiŽne Theorie Hertzberg

Normatieve Benadering van Stakeholder Theorie

Onderliggende Factoranalyse

Ontwikkelingsstadia van Teams Tuckman

Operations Research

Organisatorische Configuraties Mintzberg

Organisatorisch Leren Argyris SchŲn

Organisatorisch Geheugen Walsh Ungson

Organogram

Overbruggen van Kennisleren Cook Brown

PAEI managementrollen

Path-Goal Theorie House

People CMM CM-SEI

Portefeuilleanalyse

Prestatie-categorieŽn Baldrige

Prestatieprisma

Pyramide van Maslow Maslow

Resultaatgericht Management

Resultaten Gebaseerd Leiderschap, Op Ulrich

Situationeel Leiderschap Hersey Blanchard

Skandia Navigator Leif Edvinsson

SMART Drucker

Sociale Intelligentie

Spiral Dynamics Graves



Stakeholderperspectief (Stakeholderwaardeperspectief)

Strategiekaart (Strategy Map) Kaplan Norton

Strategie-Office Kaplan Norton

Strategische Intentie Hamel Prahalad

Strategisch Stakeholdermanagement

Systeemdenken Forrester


Voeg een methode / model toe


Teammanagementprofiel Margerison McCann

Theorie van Beredeneerde Actie Ajzen Fishbein

Theorie van Mechanistische en Organische Systemen Burns

Tien Principes van Opnieuw Uitvinden Osborne

Theorie X Theorie Y McGregor

Theorie Z Ouchi

Uitbesteden (Uitbesteding)

Value Based Management (Waardesturing)

Value Profit Chain Heskett

Veertien Punten van Management Deming

Veranderingsfasen Kotter

Vergelijking voor Verandering Beckhard

Verwachtingstheorie Vroom

Vijf Disciplines Senge

Waardecreatie-Index

Waarde in Kaart Brengen (Value Mapping) Jack

Waardemanagement McTaggart

Wetenschappelijk Management Taylor

Whole Brain-model Herrmann

Zachte Activa Monitor Sveiby

Zeven Eigenschappen Covey

meer

Human Resources Management Forum
  De Top-10 HR Uitdagingen anno 2012
Ik struikelde over een handige lijst "Top 10 HR Trends van het Decennium" op het internet; Amerikanen zijn daar altijd goed in... Hierbij een korte vertaling:
1. Economische stress (crisis).
2. Opkomst van de milllenia (sterke behoefte aan ...
     
 
  Relationship HR-investments - Profitability
I am professionally interested in surveys, work models or estimating sheets that tell or prove the relationship between HR-investments and company's financial success, fact based. Who could provide me with relevant information?...
     
 
  Horizontale en Verticale Fit
Hallo ik moet de horizontale/verticale fit in een organisatie aan het licht brengen door middel van de HR werkterreinen. In welke mate is er dus sprake van interne en externe fit?...
     
 
  Relatie Total Reward Management en Corporate Strategy?
L.S., hierbij een link naar een survey voor mijn thesis waar ik deze relatie onderzoek. surveygizmo.com/s/176130/kf97i dank voor deelnamen, maar ook om deze discussie hier te voeren....
     
 
  Definitie van Human Resources Management
Ik ben op zoek naar een goede definitie van HRMÖ Wikipedia zegt dat Human Resources Management (Personeelsmanagement) de strategische en coherente aanpak voor het management van de meest waardevolle activa van een organisatie is - de mensen die er we...
     
 
  Modellen voor personeelswerving
Ik zou graag meer willen weten over Personeelswervingsmodellen die in de HRM praktijk worden gebruikt? Noem svp de Naam, Auteur en Samenvatting. BedanktÖ!...
     
 
  Upcoming HR Trend: Retirement of Baby Boomers
I watched a recent news item by CBC Canada on the upcoming retirement tsunami of the Baby Boomer Generation (1946-1964). May or may not be good news for generations X and Y.
The experts referenced noted that many companies are replacing full-tim...
     
 
  Impact of Fallen Oil Prices on HR Policy
In my country, as a result of falling oil prices, a number of private and public-sector organizations (especially those in the resource sector) are reviewing their revenues, future budgets and workforce.
If your budget and/or revenues were being...
     
 
  Salary Policy on Natural Disasters ('Acts of Nature')
Dear All, I recently joined a non-profit organization, which deals in animal welfare. I am responsible for re-framing HR & Compliances policies as per current corporate benchmarks.
The organization deals mainly in project-based work assignments ...
     
 
  Should a HRM Organization be Different for Certain Industries or Sectors?
Is Human Resource Management industry agnostic? In other words, should a HR organization be designed differently for different industries or domains?
For example,
Should the HR design for an IT Services Organization be distinct?...
     
 
  Psychological Contract
What is a psychological contract? How can it be of help in the organization when the management of an organization understands the term psychological contract? How can it help them to improve the relationship they have with their employees? And how c...
     
 
  Job Evaluation Systems
Organizations use a range of simple (i.e. market comparison) to complex job evaluation systems (i.e. point factor) to determine the compensation for their positions.
In one organization I worked for, 1% was added to payroll every 5 years as a re...
     
 
  Crucial Things to Know for a Starting HR Manager
I am studying HR. What are the first few things which I should understand well if I become the HR manager of a company?...
     
 
  Analytical Model Used to Determine Numbers and Types of Staff
Does your organization use an organizational model where position ratios are predetermined by the number of FTE (Full Time Equivalents) and job types?
As an example: ten front-line workers require one supervisor, plus one secretary; every 10 fro...
     
 
  Ratio of Number of HR Positions to Staff Numbers
Based on my experience, the ratio of HR positions in an organization appears to vary from 1:50 to 1:250. I suspect that the ratio varies based on the organization's scope, size, complexity, and industry. There may also be other factors that influence...
     
 
  Differences of Human Resource Practices in Small and Large Organizations
What are the main differences between HR practices in a small versus a large firm? Thank you for your suggestions......
     
 
  New Employee Orientation
I am beginning with my master thesis. The subject is developing a New Employee Orientation (NEO) design:
- What topics should be included in NEO?
- Why is NEO an important issue to address?
- Who is responsible for NEO?
- Giving a...
     
 

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Best Practices - Human Resources Management Premium
  Ideas for Improving HR Programs and HR Service Delivery
Related Learning
 
   
 
  Employee Induction, Orientation and Onboarding. Do they Mean the Same?
Hi all, the terms induction, orientation and on boarding are widely used when orientating new employees to the company and to the job. Is there a clear definition (somewhere in theory) of these terms or do they mean the same?...
     
 
  HR Challenges in the 21st Century
The current global economy appears to be a major challenge to organizations and job seekers. The difficulty in finding work is faced by many people, including young and older workers.
What do you see as the primary challenge for HR in the next 5...
     
 
  Favorite HR Phrases :-)
What is your best HR phrase?...
     
 
  Which Background is Preferable for a Manager?
Selecting candidates for a job is never easy. Certainly when we're talking about managers, considering they are going to play an important role in your organization...
What is the optimal manager profile... 
   
 
  Line Managers Knowledge in HR
(Why) Should all line managers have basic knowledge in HR?...
     
 
  Follow-up of Job Evaluation
My organisation carried out a job evaluation. We changed the grading structure and the salary structure. Long-serving employees are not satisfied, because they are on the same grade with new employees having the same qualifications (but no len...
     
 
  Human Resources Management: Art or Science?
Is the human resources management field a science or an art?...
     
 
  Introducing New Policies
Am working for a young company, I have been asked to come up with some policies which can be adopted to run a company. Policies on staff management and administration. Could anyone assist me please?...
     
 
  Multi Skilled, Proactive and Customer Focused Staff
In a constantly changing and ever more competitive environment, work organisations require multi skilled, proactive and customer focused staff in order to be successful. Please comment....
     
 
  Role of the HR Manager in the financial crisis
What is the role of the HR Manager in this global financial crisis and has it changed in past years to now?...
     
 
  Core functions of HR?
What are the core functions of human resource management? What should be considered its main purpose?...
     
 
  Methods to Create Task Descriptions
Hi! I search a method or a step of analysis to create descriptions of tasks. Can you help me?
Thank you!...
     
 
  Introduction of a HR System in a Family Business
I have been directed to set up a HR system in my company. Recently the management of the company has been switched over to a foreign owner.
I am facing tremendous problems to change the existing work culture to give a proper shape to the organi...
     
 
  HR as a Strategic Business Partner
I am carrying out a diagnosis on my organisation to find out how HR as a strategic business partner can lead to competitive advantage. Does anyone have an idea how to go about it?...
     
 
  Definition of Human Resources Management
I am looking for a good definition of HRM... Wikipedia says Human Resource Management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively...
     
 

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Auteursrecht 2016 12manage - The Executive Fast Track. V14.1 - Laatst bijgewerkt op: 27-9-2016. Alle namen zijn tm van hun eigenaren.