HRM och Personalfrågor

Human Resource Management (HRM) Chefs- och personalledning. Metoder-, modeller- och teorier (A-Ö)

Human Resource Management HRM

14 Ledningsprinciper av Fayol

7 Goda Vanor Covey

Angreppssätt vid Förändringar Kotter

Ashridge Missionsmodell Campbell

Attributionsteori Heider

Balanserade Styrkort Kaplan och Norton

Baldrige Prestationskriterier, Baldrige Belöning

Begränsningsteorin, Teorin om Begränsningar Goldratt

Behovshierarki av Maslow

Behovsteorin McClelland

Belbin Teamroller

Benchmarkingmetod

Coaching, Coachande, Coachning, Rådgivare

Dimensioner på Relationsarbete Butler

EFQM-modell

Ekonomiskt Mervärde (EVA)

Emotionell Intelligens Goleman

Erfarenhetskurvan

ERG Teori Alderfer

Faciliteringsmetoder, Faciliteringsstilar Heron

Femte Disciplinen, Fem Discipliner Senge

Fjorton Punkter av Deming

Frågeundersökningsanalys (Exploratory Factor Analysis)

Förväntansteori Vroom

Förändring av Organisationskulturer Trice och Beyer

Förändringsekvationen Beckhard

Förändringsfaser Kotter

Förändringsledningens Isberg

Förändringsdimensioner Pettigrew och Whipp

Grupptänkande Janis

Hagbergs Modell om Personlig Makt

Hawthorne Effekten Mayo

Hela Hjärnmodellen från Herrmann

Humankapital Indexet

Industriträning, Industriutbildning

Johari Fönster Luft och Ingham

Kaizen Filosofin

Katalytiska Mekanismer Collins

Konkurrerande Värden Ramverk Quinn

Kraftfältsanalys Lewin

Krishantering

Kritiska Framgångsfaktorer Rockart

Kulturdimensioner Hofstede

Kulturell Intelligens Early

Kulturnivåer Schein

Kulturtyper Deal Kennedy

Kundnöjdhetsmodell Kano

Kunskapshantering, Kunskapsledning Collison och Parcell

Kärngruppsteorin Kleiner

Kärnkompetens Hamel och Prahalad

Ledarskapets Övergångsmodell Tannenbaum och Schmidt

Ledarskapsstilar, Ledarstilar Goleman

Ledarskapsutveckling Charan och Drotter

Ledningsmatris (Ledarskapsstilsmatris) Blake och Mouton

Lärande Organisation Argyris och Schön

Mentoring (Mentorskap)

Målstyrning (MBO) Drucker

Målvägsteori (Path-Goal Theori) House

Mäta Kunskapsflöden/Immateriella Tillgångar, Intangible Assets Monitor Sveiby

Normativa Angreppssättet

Nyckelpersoners Värdeperspektiv

Nyckelprestationsindikatorer Rockart

Operationsanalys

Organisationskarta

Organisatoriska Konfigurationer Mintzberg

Organisatoriskt Lärande Argyris och Schön

Organisatoriskt Minne Walsh Ungson

PAEI-modell, Managementroller Adizes

Personalstyrkans Mognadsgrad (People CMM)

Portföljanalys

Resultatbaserat Ledarskap Ulrich

Resultatorienterad Ledarskap

Resultat Prisma (Performance Prism)

Situationsanpassat Ledarskap Hersey och Blanchard

Skandia Navigator Edvinsson

SMART Drucker

Social Intelligens

Spiral Dynamics Modell Graves

Strategiledningskontor Kaplan och Norton

Strategiska Kartor, Strategikartor Kaplan och Norton

Strategisk Hantering av Nyckelpersoner

Strategisk Intention, Strategisk Avsikt Hamel och Prahalad

Strategisk Nyckelpersonshantering

Systemdynamik, Systemtänkande Forrester

Särskiljande Förmågor (Distinctive Capabilities) Kay

Lägga till en metod / modell

Team Management Profilen, Teamkomposition Margerison och McCann

Teorin om den Mekanistiska och Organiska System Burns och Stalker

Teori om Planerat Beteende Ajzen

Teori om Redogörat Aktion Ajzen

Teori X Teori Y McGregor

Teori Z Ouchi

Tillväxtfasermodell Greiner

Tio Principer av Pånyttfödelse

Tvåfaktorsteorin Hertzberg

Uppskattande Undersökningsmetodik Cooperrider

Utkontraktering

Utvecklingsskeden för ett team lag Tuckman

Verkligt Nyckelpersonsengagemang

Vetenskaplig Ledning Taylor

Värdebaserad Styrning

Värdemappning Jack

Värdering och Mäta Intellektuellt Kapital, IC Rating

Värdeskapande Index

Värdestyrning McTaggart

Värdfördelskedja, Värdevinstkedjan Heskett

Åtta Attribut hos Framgångsrikt Ledda Företag Peters

Överbryggande Epistemologier (Kunskapsskapande) Cook och Brown

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Human Resource Management Forumet

	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...

	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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