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Book
ISBN: 905261377X Year: 2001 Publisher: Schoonhoven Academic Service
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1. Inleiding 2. Theorie en praktijk 3. Ontwikkelen van visie en beleid 5. Stap 1: definitief maken van het project 6. Stap 2: competentieprofielen opstellen 7. Stap 3: onderlinge verhoudingen vaststellen 8. Stap 4: opleidingen 9. Stap 5: functiematrix en profielen in gebruik nemen 10. Stap 6: loopbaanontwikkeling 11. Stap 7: functioneringsmanagement 12. Stap 8: beloningsmanagement 13. Stap 9: werving en selectie 14. Stap 10: en verder nog ...
Competentiemanagement. --- Management --- #SBIB:316.334.2A553 --- #SBIB:35H303 --- AA / International- internationaal --- 658.305 --- competenties --- human resources management --- personeelsbeleid --- personeelsevaluatie --- personeelsselectie --- personeelswerving --- competentieontwikkeling --- Personeelsbeleid en loonbeleid, functieclassificaties --- Organisatieleer: mensen --- Aansporingen en voorstellen tot arbeid. --- 658.37 --- 658.3 --- Personeelsmanagement --- Competentieontwikkeling --- Evaluation Evaluatie --- Formation Opleiding --- Compétences Bevoegdheden --- Gestion des connaissances Kennisbeheer --- Fonctions Functies --- Orientation du personnel Personeelsorientatie --- Recrutement Werving --- Communication Communicatie --- Management Management --- Performance Prestatie --- Sélection du personnel Personeelsselectie --- Appréciation des prestations du personnel Prestatiebeoordeling --- Carrière Loopbaan --- Aansporingen en voorstellen tot arbeid --- #KVHB:Competentiemanagement --- #KVHB:Arbeids- en organisatiepsychologie
ISBN: 0066620996 9780066620992 Year: 2001 Publisher: New York, N.Y. HarperBusiness
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The Challenge Built to Last, the defining management study of the nineties, showed how great companies triumph over time and how long-term sustained performance can be engineered into the DNA of an enterprise from the verybeginning. But what about the company that is not born with great DNA? How can good companies, mediocre companies, even bad companies achieve enduring greatness? The Study For years, this question preyed on the mind of Jim Collins. Are there companies that defy gravity and convert long-term mediocrity or worse into long-term superiority? And if so, what are the universal distinguishing characteristics that cause a company to go from good to great? The Standards Using tough benchmarks, Collins and his research team identified a set of elite companies that made the leap to great results and sustained those results for at least fifteen years. How great? After the leap, the good-to-great companies generated cumulative stock returns that beat the general stock market by an average of seven times in fifteen years, better than twice the results delivered by a composite index of the world's greatest companies, including Coca-Cola, Intel, General Electric, and Merck. The Comparisons The research team contrasted the good-to-great companies with a carefully selected set of comparison companies that failed to make the leap from good to great. What was different? Why did one set of companies become truly great performers while the other set remained only good? Over five years, the team analyzed the histories of all twenty-eight companies in the study. After sifting through mountains of data and thousands of pages of interviews, Collins and his crew discovered the key determinants of greatness — why some companies make the leap and others don't. The Findings The findings of the Good to Great study will surprise many readers.
Business management --- management --- bedrijfsbeleid --- Leadership. --- Strategic planning. --- Organizational change. --- Technological innovations --- Leadership --- Planification stratégique --- Changement organisationnel --- Innovations --- Management. --- Gestion --- Leadership Leadership --- Changement Verandering --- Performance Prestatie --- Organisation Organisatie --- Management Management --- Technologie Technologie --- Compétences Bevoegdheden --- 65.012.4 --- 658 --- bedrijfsreorganisatie --- bedrijfsstrategie --- entrepreneurship --- technologie --- Management. Directorate. Technique and methods of management --- Business management, administration. Commercial organization --- 658 Business management, administration. Commercial organization --- 65.012.4 Management. Directorate. Technique and methods of management --- Organisaties ; management. --- 334.7 --- Bedrijfsorganisatie ; management --- Economie ; organisatievormen en samenwerkingsverbanden, coöperaties --- Planification stratégique --- Organizational change --- Strategic planning --- Goal setting (Strategic planning) --- Planning, Strategic --- Strategic intent (Strategic planning) --- Strategic management --- Planning --- Business planning --- Change, Organizational --- Organization development --- Organizational development --- Organizational innovation --- Management --- Organization --- Manpower planning --- Ability --- Command of troops --- Followership --- Innovations technologiques --- Gestion. --- 658 Zaakvoering, administrat --- Zaakvoering, administrat --- Innovation
Book
ISBN: 9034111911 Year: 2001 Publisher: Antwerpen Standaard Uitgeverij
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Uitdagingen voor een vernieuwend Human Resource Management - Naar een performant Human Resource Management - Toegevoegde waarde denken vanuit vier dimensies van Human Resource Management - De werkterreinen vanuit een vierdimensioneel Human Resource Management - De uitbouw van Human Resource Management
Human Resource Management. --- Human resource management. --- Personeelsbeleid --- Publieke organisaties. --- Non-profitorganisaties. --- Overheidssector. --- non-profitsector --- Firms and enterprises --- Personnel management --- HRM (human resource management) --- Human resource management ; non-profitorganisaties --- 331.024 --- 334.7 --- 334.7 Diverse economische organisatievormen. Particuliere ondernemingen. Semioverheidsbedrijven. Openbare bedrijven. Overheidsbedrijven. Staatsbedrijven. Multinationals. Grootbedrijf. Middenbedrijf. Kleinbedrijf --- Diverse economische organisatievormen. Particuliere ondernemingen. Semioverheidsbedrijven. Openbare bedrijven. Overheidsbedrijven. Staatsbedrijven. Multinationals. Grootbedrijf. Middenbedrijf. Kleinbedrijf --- 331.024 Arbeid. Labour economics. Arbeidseconomie--?.024 --- Arbeid. Labour economics. Arbeidseconomie--?.024 --- #SBIB:013.IO --- #SBIB:316.334.2A553 --- #SBIB:35H2102 --- #SBIB:35H303 --- Conditions de travail Werkomstandigheden --- Développement de l'organisation Organisatieontwikkeling --- Gestion des compétences Competentiemanagement --- Gestion des ressources humaines Personeelsbeleid --- Information (gestion) Informatie (management) --- Organisation Organisatie --- Organismes administratifs Overheidsorganisaties --- Performance Prestatie --- Qualité Kwaliteitszorg --- Rémunération Bezoldiging --- Société de l'information Kennismaatschappij --- Stratégies (management) Strategieën (management) --- #KVHB:Arbeids- en organisatiepsychologie --- #KVHB:Non-profitorganisatie --- #KVHB:Personeelsbeleid --- 331.3 --- 658.1 --- Overheid 354 --- Overheidsbedrijven 658.115.31 --- Personeelsbeleid 658.3 --- Social profit 658.114.9 --- HRM --- 005.96 --- HRM human resource management --- organisatiecultuur --- organisatieleer --- personeelsbeleid --- strategische planning --- 367.2 --- Dienstverlening --- IKZ --- Informatisering --- Organisatie --- Sociaal overleg --- Social profitorganisaties --- Sociale processen --- Sociale wetgeving --- Teamwork --- Verloning --- Personeelsbeleid en loonbeleid, functieclassificaties --- Personeelsmanagement bij de overheid: specifieke aspecten --- Organisatieleer: mensen --- Personeelsbeleid. Human resources management. Strategisch HRM --- Ondernemingsvormen --- HRM. Personeelszaken --- Personeelsmanagement --- Non-profitsector --- Overheid --- Overheidsbeleid --- Social profit --- 650.1 )* MANAGEMENT --- Human Resource Management --- management --- personeel --- personeelsaanwerving
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