人力资源管理

   

人力资源管理 方法、模型与理论(A-Z)

人力资源管理


14 Principles of Management 14项管理原则法约尔

Appreciative Inquiry 肯定式探询库帕瑞德

Ashridge Mission Model Ashridge使命模型坎贝尔

Attributes of Management Excellence 卓越管理的八个属性彼得

Attribution Theory 归因理论海德

Balanced Scorecard 平衡计分卡 Kaplan Norton

Belbin Team Roles 贝尔宾团队角色

Benchmarking 标杆分析

Bridging Epistemologies 桥接认识论 Cook Brown

Catalytic Mechanisms 催化机制 Collins

Change Approaches 变革法 Kotter

Change Behavior 变革行为 Ajzen

Change Equation 变革平衡公式 Beckhard

Change Management Iceberg 变革管理冰山

Change Phases 变革阶段 Kotter

Changing Organization Cultures 组织文化变革法 Trice Beyer

Coaching 教练

Competing Values Framework 竞值架构 Quinn

Core Competence 核心竞争力 Hamel Prahalad


Core Group Theory 核心组理论 Art Kleiner

Crisis Management 危机管理

CSFs 关键成功因子 Rockart

Cultural Dimensions 文化尺度 Hofstede

Cultural Intelligence 文化智能 Early

Culture Levels 文化层次论 Schein

Culture Types 文化类型 Deal肯尼迪

Customer Satisfaction Model 顾客满意度模型

Dimensions of Change 变革尺度 Pettigrew Whipp

Dimensions of Relational Work 关系工作类型Butler

Distinctive Capabilities 特殊能力 Kay

Economic Value Added EVA 经济增值

EFQM EFQM模型

Emotional Intelligence 情感智能 Goleman

ERG Theory ERG理论 Alderfer

Expectancy Theory 期望理论 Vroom

Experience Curve 经验曲线

Exploratory Factor Analysis 探索性因子分析

Facilitation Styles 引导类型海荣

Five Disciplines 五项修炼 Senge

Force Field Analysis 力场分析法 Lewin

Fourteen Points of Management 质量管理14要点 Deming

Groupthink 团体迷思 Janis

Growth Phases 成长阶段 Greiner

Hagberg Model of Personal Power 哈格伯格个人力量模型

Hawthorne Effect 霍索恩效应 Mayo

Hierarchy of Needs 需求层次理论马斯洛(Maslow)

Human Capital Index HCI 人力资本指数

Instrumental Approach of Stakeholder Theory 利益相关者理论的工具取向

Intangible Assets Monitor 无形资产检测器 Sveiby

Intellectual Capital Rating 智慧资本评级


Intrinsic Stakeholder Commitment 内部相关者认同

Johari Window 乔哈里资讯窗 Luft Ingham

Kaizen 改善

Knowledge Management 知识管理 Collison Parcell

KPIs 关键绩效指标 Rockart

Leadership Continuum 领导连续体

Leadership Pipeline 领导补给线德罗特

Leadership Styles 领导风格 Goleman

Learning Organization 学习型组织 Argyris Schön

Management by Objectives 目标管理 Drucker

Managerial Grid 管理方格理论布莱克&穆顿

Managing for Value 价值管理 McTaggart

Mentoring 启导

Normative Approach of Stakeholder Theory 利益相关者理论的规范取向

Office of Strategy Management 战略管理办公室 Kaplan Norton

Operations Research 运筹学

Organizational Configurations 组织构型 Mintzberg

Organizational Learning 组织学习 Argyris Schön

Organizational Memory 组织记忆 Walsh Ungson

Organization Chart 组织结构图

Outsourcing 外包

PAEI Management Roles PAEI管理角色

Path-Goal Theory 路径-目标理论

People-CMM 人力资源能力成熟度模式 CM-SEI

Performance Categories 绩效类别 Baldrige

Performance Prism 绩效测量棱镜

Portfolio Analysis 业务组合分析

Result Oriented Management 业绩导向管理

Results-Based Leadership 业绩导向领导 Ulrich

Scientific Management 科学管理泰勒

Seven Habits 七个习惯 Covey

Situational Leadership 情境领导 Hersey Blanchard


Skandia Navigator 斯堪迪亚导航仪 Leif Edvinsson

SMART SMART管理法

Social Intelligence 社会智能

Spiral Dynamics 螺旋动力学 Graves

Stages of Team Development 团队发展阶段 Tuckman

Stakeholder Value Perspective 利益相关者价值观

Strategic Intent 战略意图 Hamel Prahalad

Strategic Stakeholder Management 利益相关者战略管理

Strategy Maps 战略图表 Kaplan Norton

Systems Thinking/Dynamics 系统思考/系统动力学 Forrester


添加一个方法/型号


Team Management Profile 团队管理剖面 Margerison McCann

Ten Principles of Reinvention 企业型政府重塑10原则 Osborne

Theory of Constraints 约束理论 Goldratt

Theory of Mechanistic and Organic Systems 机械/有机系统论 Burns

Theory of Needs 需求理论麦克利兰

Theory of Planned Behavior 计划行为理论 Ajzen

Theory of Reasoned Action 理性行为理论 Ajzen Fishbein

Theory X Theory Y X理论-Y理论 McGregor

Theory Z Z理论 Ouchi

Training Within Industry 业内训练

Two Factor Theory 二因素理论 Hertzberg

Value Based Management 价值管理

Value Creation Index 价值创造指数

Value Mapping 价值映射图 Jack

Value Profit Chain 价值利润链 Heskett

Whole Brain Model 全脑模型 Herrmann

更多

 
人力资源管理论坛
  人力资源管理定义
我在找一个较好的人力资源管理(HRM)的定义。根据维基百科(Wikipedia)的解释,人力资源管理是指运用战略性的、一以贯之的方法去管理组织最有价值的资产——人,即那些工作在组织中...
     
 
  招聘模型
我很想知道人力资源管理实践中所用的主要招聘模型(Recruiting Models )有哪些?请提供其名称、发明人及简介。先谢!...
     
 
  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...
     
 
  The Role of HR in Safety and Security at Work
I would like to be enlightened on aspects of work security as is supposed to be understood by a Human Resource manager. Thank you......
     
 

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  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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