Human Resources Management

Human Resources Management. Methods, Models and Theories (A-Z)

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Human Resources Management

14 Principles of Management Fayol

360-Degree Feedback

3P Framework Gulati

8 Hidden Needs Packhard

Abilene Paradox Harvey

Accelerated Depreciation

Action-Centered Leadership

Active Listening

Appreciative Inquiry Cooperrider

Art of War Sun Tzu

Ashridge Mission Model Campbell

Attributes of Management Excellence Peters

Attribution Theory Heider

Balance Theory Heider

Balanced Scorecard Kaplan Norton

Bandwagon Effect Bias

Behavioral Observation Scales

Behaviorally Anchored Rating Scales Smith Kendall

Belbin Team Roles

Boss, Disgreeing with

Boss, Don't Getting Along with

Bridging Epistemologies Cook Brown

Career Management

Catalytic Mechanisms Collins

Chain of Command

Change Approaches Kotter

Change Behavior Ajzen

Change Equation Beckhard

Change Management Iceberg

Change Phases Kotter

Changing Organization Cultures Trice Beyer

Chief Executive Officer

Chief Operating Officer

Cognitive Dissonance Festinger

Collective Bargaining

Commercial Auto Insurance

Competency-based Approach

Competing Values Framework Quinn

Congruity Theory Osgood Tannebaum

Constructive Feedback

Core Competence Hamel Prahalad

Core Group Theory Art Kleiner

Corporate Responsibility

Crisis Management

Cross-Functional Team

CSFs Rockart

Cultural Dimensions Hofstede

Cultural Intelligence Early

Culture Levels Schein

Culture Types Deal Kennedy

Customer Satisfaction Model Kano

Dimensions of Change Pettigrew Whipp

Dimensions of Relational Work Butler

Directors and Officers Liability Insurance

Distinctive Capabilities Kay

Diversity Management

Dual Commitment

Economic Value Added EVA

Efficiency Wage

Emerging Markets

Emotional Intelligence Goleman

Employee Attitude Survey

Employee Benefits

Employee Commitment

Employee Development

Employee Feedback

Employee Productivity

Employee Selection

Employee Stock Options

Employee Stock Ownership Plan

Empowerment of Employees

ERG Theory Alderfer

Errors and Omissions Insurance

Execution as Learning Edmondson

Executive Compensation

Expectancy Theory Vroom

Experience Curve

Exploratory Factor Analysis

Facilitation Styles Heron

False Consensus Bias

Feedback, Constructive

Feedback, Receiving

Five Disciplines Senge

Flat Organizational Structure

Force Field Analysis Lewin

Formal Organization

Fourteen Points of Management Deming

Functional Team

Golden Handcuff

Golden Handshake

Golden Parachute

Groupthink Janis

Growth Phases Greiner

Hagberg Model of Personal Power

Hawthorne Effect Mayo

Hierarchical Organization Structure

Hierarchy of Needs Maslow

Hiring Employees

Human Capital Index HCI

Human Motivation Principles

Human Resources Audit

Human Resource Management Roles

Impression Management Goffman

Informal Organization

Instrumental Approach of Stakeholder Theory

Intangible Assets

Intangible Assets Monitor Sveiby

Integrative Thinking

Intellectual Capital Rating

Intrinsic Stakeholder Commitment

Investment Center

Job Enlargement

Johari Window Luft Ingham

Kaizen philosophy

Knowledge Management Collison Parcell

KPIs Rockart

Labor Productivity

Leadership Continuum

Leadership Pipeline Drotter

Leadership Styles Goleman

Learning Organization Argyris Schön

Management Levels

Management by Objectives Drucker

Management Development

Management Succession Planning

Manager, Disgreeing with

Managerial Grid Blake Mouton

Managing for Value McTaggart

Motivating Knowledge Workers

Multitasking Behavior

Myers-Briggs Type Indicator

Normative Approach of Stakeholder Theory

Office of Strategy Management Kaplan Norton

Operational Agility

Operations Research

Organizational Agility

Organizational Commitment

Organizational Configurations Mintzberg

Organizational Learning Argyris Schön

Organizational Memory Walsh Ungson

Organizational Resilience

Organization Chart

PAEI management roles

Pareto Principle Juran

Parkinson's Law

Path-Goal Theory House

Pension Parachute

People CMM CM-SEI

Performance Appraisal

Performance Categories Baldrige

Performance Management, Employee

Performance Prism

Performance Review

Personnel Management Types Tyson Fell

Persuasion Techniques

Persuasion Theory

Peter Principle

Phantom Stock Plan

Poor Performance of Employee

Portfolio Analysis

Post-Merger Integration

Pre-Employment Screening

PRIMO-F Model Morrison

Professional Liability Insurance

Pyramid of Maslow

Recruiter, Role

Relational Capital

Result Oriented Management

Results-Based Leadership Ulrich

Safety Management

Scientific Management Taylor

Self-Directed Team

Seven Habits Covey

Situational Leadership Hersey Blanchard

Skandia Navigator Leif Edvinsson

SMART Drucker

Social Intelligence

Spiral Dynamics Graves

Staff Management

Stages of Team Development Tuckman

Staggered Board of Directors

Stakeholder Value Perspective

Status Quo Bias

Strategic Change Momentum

Strategic Intent Hamel Prahalad

Strategic Stakeholder Management

Strategic Synergy

Strategic Vision

Strategy Map Kaplan Norton

Stretch Goals Welch

Superior, Disgreeing with

Systems Thinking / Dynamics Forrester

Add a method / model

Talent Management

Team Management Profile Margerison McCann

Ten Principles of Reinvention Osborne

Theory E and Theory O Beer Nohria

Theory of Constraints Goldratt

Theory of Mechanistic and Organic Systems Burns

Theory of Needs McClelland

Theory of Planned Behavior Ajzen

Theory of Reasoned Action Ajzen Fishbein

Theory X Theory Y McGregor

Time Management

Toxic Employees

Training Within Industry

Two Factor Theory Herzberg

Unfreezing, Moving, Refreezing Lewin

Value Based Management

Value Creation Index

Value for Money Audit

Value Mapping Jack

Value Profit Chain Heskett

Whole Brain Model Herrmann

Work Absenteeism

Work-Life Balance

Work Presenteeism

Workers’ Compensation Insurance

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Community of Interest - Human Resources Management

Community of Interest (23147 members)

Forum - Human Resources Management

Discussions about Human Resources Management.

	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 (...)

	Line Managers Knowledge in HR (Why) Should all line managers have basic knowledge in HR? (...)

	Changing a Job Evaluation System My organisation carried out a job evaluation change. We changed the grading structure and the salary structure. Long-ser (...)

	Human Resources Management: Art or Science? Is the human resources management field a science or an art? (...)

	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 w (...)

	Favorite HR Phrases :-) What is your best HR phrase? (...)

	ICT Challenges in Human Resource Management I am interested in knowing the challenges, and issues for HR professionals when it come to dealing with ICT. It may be a (...)

	Definition of Human Resources Management I am looking for a good definition of HRM... Wikipedia says Human Resource Management is the strategic and coherent appr (...)

	HR and Emotional Intelligence I suggest that HR practitioners should tap into the platform of Emotional Intelligence in enhancing organisational effec (...)

	Collection of Training Theories Hi, let's create a list of all major training theories here... Please mention: - theory name, - author, - summary. (...)

	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 a (...)

	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 (...)

	Human Resource Function is Most Important Every aspect of an organisation's activities is determined by the competence, motivation and general effectiveness of it (...)

	Employee relations - Frames of Reference I am required to produce a report regarding how employee and employer interests can be reconciled in a pluralist organis (...)

	Old Myths about HR? Recently, I've known about the old myths of HR. In the six myths such as 1. People go into HR because they like people, (...)

	Goals of Human Resource Management Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corpor (...)

	Ideas for Improving HR Programs and HR Service Delivery Many organizations are looking for innovative and creative ideas. Including in HR. If you were advising your HR Departm (...)

	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! (...)

	Relations in the Industry needed? Is it neccessary for a Human Resource Manager to have a network in the industry? (...)

	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... (...)

	Job Evaluation Systems In order to determine the compensation for their positions, organizations use a range of simple (i.e. market comparison) (...)

	Impact of HRM on Company Performance I am writing a project on The critical evaluation of the roles of human resource management on the performance of an org (...)

	Human RELATIONSHIP Management We must move away from the concept of resources. Management actually manages RELATIONSHIPS - between managers, employers (...)

	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 (...)

	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). (...)

	Artificial Intelligence in Human Resource Management Artificial intelligence (AI) evolved rapidly in the last decade. AI was bound to enter the realm of HR as well and be in (...)

	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 Ti (...)

	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? (...)

	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 dif (...)

	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 (...)

	Psychological Contract What is a psychological contract? How can it be of help in the organization when the management of an organization under (...)

	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 (...)

	New Employee Orientation I am beginning with my master thesis. The subject is developing a New Employee Orientation (NEO) design: - What topics (...)

Best Practices - Human Resources Management

Here you find the most valuable discussions from the past.

	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. (...)

	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. P (...)

	Human Resource Audit Hi! if anybody can please give me some information on Human Resource Audit and Human Resource Accounting (about the two (...)

	Multi Skilled, Proactive and Customer Focused Staff In a constantly changing and ever more competitive environment, work organisations require multi skilled, proactive and (...)

	Methods of Human Resource Profiling? As part of a human resource audit, can somebody suggests methods of human resource profiling of employees from recruitme (...)

	Core functions of HR? What are the core functions of human resource management? What should be considered its main purpose? (...)

	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 competit (...)

	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? (...)

	Role of the HR manager in M&A What is the role of the HR manager in mergers and acquisitions? (...)

	Return of Piecemeal Pay? It's been a while since the days of the industrial revolution when workers were rewarded for their output or even by the (...)

	Human Resource Management and Management Information Systems How are HR executives making use of MIS in their jobs... What are the main kind of systems they use? (...)

	What is the Effect of Globalisation on HR? What is the effect of globalisation on HR practices such as recruitment & selection? Thanks for your builds... (...)

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