Управление Человеческими Ресурсами

   

Управление Человеческими Ресурсами. Методы, модели и теории (А-Я)

Управление Человеческими Ресурсами


14 Principles of Management (14 принципов менеджмента) Fayol

Appreciative Inquiry (Восприимчивое дознание) Cooperrider

Ashridge Mission Model (Модель миссии Ashridge) Campbell

Attributes of Management Excellence (Признаки превосходства в управлении) Peters

Attribution Theory (Теория атрибуции) Heider

Balanced Scorecard (Cбалансированная система показателей эффективности) Kaplan Norton

Belbin Team Roles (Роли группы Belbin)

Benchmarking (Бенчмаркинг)

Bridging Epistemologies (Установление эпистемологий) Cook Brown

Catalytic Mechanisms (Каталитические механизмы) Collins

Change Approaches (Подходы к изменениям) Kotter

Change Behavior (Поведение перемен) Ajzen

Change Equation (Уравнение перемен) Beckhard

Change Management Iceberg (Айсберг управления изменениями)

Change Phases (Фазы перемен) Kotter

Changing Organization Cultures (Изменение организационных культур) Trice Beyer

Coaching (Коучинг)

Competing Values Framework (Концепция конкурирующих ценностей) Quinn

Core Competence (Ключевая компетенция) Hamel Prahalad

Core Group Theory (Теория центральной группы) Art Kleiner

Crisis Management (Антикризисное управление)

CSF Rockart

Cultural Dimensions (Культурные измерения) Hofstede

Cultural Intelligence (Культурный интеллект) Early

Culture Levels (Культурные уровни) Schein

Culture Types (Культурные типы) Deal Kennedy

Customer Satisfaction model Kano (Модель потребительской удолетворенности Kano)


Dimensions of Change (Параметры перемен) Pettigrew Whipp

Dimensions of Relational Work (Аспекты реляционной работы) Butler

Distinctive Capabilities (Отличительные возможности) Kay

Economic Value Added (Экономическая добавленная стоимость) EVA

EFQM

Emotional Intelligence (Эмоциональный интеллект) Goleman

ERG Theory (Теория ERG) Alderfer

Expectancy Theory (Теория ожиданий) Vroom

Experience Curve (Кривая опыта)

Exploratory Factor Analysis (Исследовательский факторный анализ)

Facilitation Styles (Стили фасилитации) Heron

Five Disciplines (5 дисциплин) Senge

Force Field Analysis (Анализ силового поля) Lewin

Fourteen Points of Management (14 пунктов менеджмента) Deming (Деминг)

Groupthink (Групповое мышление) Janis

Growth Phases (Фазы роста) Greiner

Model of Personal Power (Модель личной власти) Hagberg

Хоторнский эффект Mayo

Hierarchy of Needs (Иерархия потребностей) Maslow

Human Capital Index (Индекс человеческого капитала) HCI

Instrumental Approach of Stakeholder Theory (Инструментальный подход к теории заинтересованных кругов)

Intangible Assets Monitor (Анализ нематериальных активов) Sveiby

Intellectual Capital Rating (Оценка интеллектуального капитала)

Intrinsic Stakeholder Commitment (Действительная приверженность интересам заинтересованных сторон)

Johari Window (Окно Johari) Luft Ingham

Kaizen philosophy (Философия Кайдзен)

Knowledge Management (Управление знаниями) Collison Parcell

KPI Rockart

Leadership Continuum (Континуум лидерства)


Leadership Pipeline (Канал лидерства) Drotter

Leadership Styles (Стили лидерства) Goleman

Learning Organization (Обучающаяся организация) Argyris Schön

Management by Objectives (Управление по задачам) Drucker

Managerial Grid (Таблица стилей руководства) Blake Mouton

Managing for Value (Управление ради ценности) McTaggart

Mentoring (Менторинг)

Normative Approach of Stakeholder Theory (Нормативный подход к теории заинтересованных кругов)

Office of Strategy Management (Офис управления стратегией) Kaplan Norton

Operations Research (Исследование операций)

Organizational Configurations (Организационные конфигурации) Mintzberg

Organizational Learning (Организационное обучение) Argyris Schön

Organizational Memory (Организационная память) Walsh Ungson

Organization Chart (Схема организационной структуры)

Outsourcing (Аутсорсинг)

PAEI management roles (Роли управления PAEI)

House Path-Goal Theory (Теория соответствия целей и средств)



People CMM (CMM персонала) CM-SEI

Performance Categories (Категории эффективности) Baldrige

Performance Prism (Призма эффективности)

Portfolio Analysis (Портфельный анализ)

Result Oriented Management (Менеджмент, ориентированный на результат)

Results-Based Leadership (Лидерство, основанное на результатах) Ulrich

Scientific Management (Научные методы управления) Taylor (Тейлор)

Seven Habits (7 привычек) Covey

Situational Leadership (Ситуативное лидерство) Hersey Blanchard

Skandia Navigator (Навигатор Skandia) Leif Edvinsson

SMART (ТЕХНОЛОГИЯ SMART) Drucker

Social Intelligence (Социальный интеллект)

Spiral Dynamics (Динамика спирали) Graves

Stages of Team Development (Этапы развития группы) Tuckman

Stakeholder Value Perspective (Перспектива стоимости с точки зрения заинтересованных сторон)

Strategic Intent (Стратегический замысел) Hamel Prahalad

Strategic Stakeholder Management (Стратегическое управление заинтересованными сторонами)

Strategy Map (Карта стратегии) Kaplan Norton

Systems Thinking/Dynamics (Системное мышление/динамика) Forrester


Добавьте метод / модель


Team Management Profile (Профиль управления командой) McCann Margerison

Ten Principles of Reinvention (10 принципов обновления) Osborne

Theory of Constraints (Теория ограничений) Goldratt

Theory of Mechanistic and Organic Systems (Теория механистических и органических систем) Burns

Theory of Needs (Теория потребностей) McClelland

Theory of Planned Behavior (Теория запланированного поведения) Ajzen

Theory of Reasoned Action (Теория обоснованного действия) Ajzen Fishbein

Theory X Theory Y (Теория X Теория Y) McGregor

Theory Z (Теория Z) Ouchi

Training Within Industry (Обучение в промышленности)

Two Factor Theory (Двухфакторная теория) Herzberg

Value Based Management (Ценностно-ориентированное управление)

Value Creation Index (Индекс создания ценности)

Value Mapping (Систематизирование ценности) Jack

Value Profit Chain (Цепочка ценностной прибыли) Heskett

Whole Brain Model (Общая модель мозга) Herrmann

больше

 
Управление Человеческими Ресурсами Форум
  Основные(популярные) методы подбора персонала
Основные(популярные) методы подбора персонала:
1. Внутренний подбор (кадровый резерв, активисты)
2. Внешний подбор:
Сетевой отбор.<...
     
 
  Управление человеческими ресурсами - определение
Я пытаюсь найти хорошее определение HRM (Управление человеческими ресурсами)… Wikipedia определяет HRM как стратегический и последовательный ...
     
 
  Модели рекрутинга
Я хотел был бы познакомиться с основными моделями рекрутинга, которые наиболее широко используются в практике HRM (Управление человечес...
     
 
  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...
     
 

Управление Человеческими Ресурсами Сообщество по интересам


Сообщество по интересам

Управление Человеческими Ресурсами Образование & Мероприятия


Поиск тренингов, семинаров и мероприятий


Лучшие Лрактики - Управление Человеческими Ресурсами Премиум
  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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