High-impact human capital strategy : addressing the 12 major challenges today's organizations face
Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reac...
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| Main Authors: | , |
|---|---|
| Format: | eBook |
| Language: | English |
| Published: |
New York :
American Management Association,
[2015]
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| Subjects: | |
| ISBN: | 9780814436073 0814436072 9781680159158 1680159151 9780814436066 0814436064 |
| Physical Description: | 1 online resource (x, 303 pages) : illustrations |
Cover
Table of contents
| LEADER | 04125cam a2200481 i 4500 | ||
|---|---|---|---|
| 001 | kn-ocn913378072 | ||
| 003 | OCoLC | ||
| 005 | 20240717213016.0 | ||
| 006 | m o d | ||
| 007 | cr cn||||||||| | ||
| 008 | 150707s2015 nyua ob 001 0 eng d | ||
| 040 | |a N$T |b eng |e rda |e pn |c N$T |d IDEBK |d N$T |d TEFOD |d UMI |d EBLCP |d DEBSZ |d YDXCP |d TEFOD |d KNOVL |d CDX |d AGLDB |d NAM |d OCLCQ |d MERUC |d OCLCQ |d HCO |d NLE |d OCLCQ |d WYU |d UKMGB |d STF |d UAB |d DKC |d AU@ |d OCLCQ |d OL$ |d OCLCQ |d OCLCA |d OCLCO |d OCLCQ |d OCLCO |d OCLCL |d EZC |d OCLCF |d OCLCQ | ||
| 020 | |a 9780814436073 |q (electronic bk.) | ||
| 020 | |a 0814436072 |q (electronic bk.) | ||
| 020 | |a 9781680159158 |q (electronic bk.) | ||
| 020 | |a 1680159151 |q (electronic bk.) | ||
| 020 | |z 9780814436066 | ||
| 020 | |z 0814436064 | ||
| 035 | |a (OCoLC)913378072 |z (OCoLC)913797403 |z (OCoLC)914797252 |z (OCoLC)1034910735 |z (OCoLC)1063678157 | ||
| 100 | 1 | |a Phillips, Jack J., |d 1945- |e author. |1 https://id.oclc.org/worldcat/entity/E39PCjBt7vbwKbpTG8F7DTKTVy | |
| 245 | 1 | 0 | |a High-impact human capital strategy : |b addressing the 12 major challenges today's organizations face / |c Jack J. Phillips and Patricia Pulliam Phillips. |
| 264 | 1 | |a New York : |b American Management Association, |c [2015] | |
| 264 | 4 | |c ©2015 | |
| 300 | |a 1 online resource (x, 303 pages) : |b illustrations | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 504 | |a Includes bibliographical references and index. | ||
| 505 | 0 | |a Preface; 1 The Importance of Human Capital:The Journey to Show the Value; 2 The Importance of Human Capital Strategy and the Role of the Chief Human Resources Officer; 3 Set the Proper Investment Level: Establishing the Appropriate Amount to Spend on Human Capital ; 4 Align with Business Needs: Achieving Business Alignment with Human Resources Programs ; 5 Manage Talent for Value: Optimizing the Most Important Asset; 6 Engage Employeed st Work: Changing the Nature of Work to Maximize Performance. | |
| 505 | 8 | |a 7 Create a Performance and Innovation Culture: Developing and Sustaining a High-Performance Organization 8 Keep Employees Healthy: Controlling Health Status andHealthcare Cost of Employees; 9. Embrace Demographics and Societal Changes: Using Differences to Drive Value ; 10 Utilize Technology Effectively: Making Technology Work for All Stakeholders ; 11 Confront Globalization: Maximizing the Value of Human Capital; 12 Protect the Environment: Implementing Green, Sustainable Projects; 13 Build Global Leaders: Developing Agile Leaders to Drive Business Results. | |
| 505 | 8 | |a 14 Use Analytics and Big Data: Using Analytics to Drive BusinessResultsNotes; Index; About the Authors; Free Sample Excerpt from Talent Leadership by John Mattone. | |
| 506 | |a Plný text je dostupný pouze z IP adres počítačů Univerzity Tomáše Bati ve Zlíně nebo vzdáleným přístupem pro zaměstnance a studenty | ||
| 520 | |a Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching. High-Impact Human Capital Strategy examines 12 critical forces that must be considered: globalization, changes in workforce demographics, skill shortages and mismatches in labor markets, environmental matters, and more. It shows how to in corporate each into an effective overall plan, and ho. | ||
| 590 | |a Knovel |b Knovel (All titles) | ||
| 650 | 0 | |a Manpower planning. | |
| 650 | 0 | |a Human capital. | |
| 650 | 0 | |a Personnel management. | |
| 650 | 0 | |a Strategic planning. | |
| 655 | 7 | |a elektronické knihy |7 fd186907 |2 czenas | |
| 655 | 9 | |a electronic books |2 eczenas | |
| 700 | 1 | |a Phillips, Patricia Pulliam, |e author. | |
| 776 | 0 | 8 | |i Print version: |a Phillips, Jack J., 1945- |t High-impact human capital strategy |z 9780814436066 |w (DLC) 2015007532 |w (OCoLC)898167033 |
| 856 | 4 | 0 | |u https://proxy.k.utb.cz/login?url=https://app.knovel.com/hotlink/toc/id:kpHIHCSAM1/high-impact-human?kpromoter=marc |y Full text |
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