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140 results for "HRM"
DeVry HRM 330 Week 6 Resolving Labor Disputes Latest By james joe
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DeVry HRM 330 Week 6 Resolving Labor Disputes Latest DeVry HRM 330 Week 6 Discussion MODULE 6: CONFLICT MANAGEMENT Some conflict management styles include avoidance, accommodation, competition,... More > compromise, and collaboration. Which style do you think you use for conflict resolution? Share why you tend to use that approach to resolve conflicts. Also share instances when a particular style did not go so well. Why, from your view, did that happen? What, if anything, did you learn when that style did not help?< Less
BUS 325 WEEK 4 ASSIGNMENT 1 GLOBALIZATION AND HRM STRATEGIES By unquite ltd
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BUS 325 WEEK 4 ASSIGNMENT 1 GLOBALIZATION AND HRM STRATEGIES To view this, visit following... More > link http://unquite.com/question-details/BUS-325-WEEK-4-ASSIGNMENT-1-GLOBALIZATION-AND-HRM-STRATEGIES/533 or email us query@unquite.com BUS 325 WEEK 4 ASSIGNMENT 1 GLOBALIZATION AND HRM STRATEGIES Use the Internet to research an MNE. Gather basic information about the enterprise as well as specifics about their international business strategy. Write a 4-6 page paper in which you: 1. Provide a brief description of the enterprise (e.g., their industry, size, location, number of employees). 2. Assess the impact of globalization, cultures, and labor markets on the human resource management function of your selected MNE. 3. Analyze the international business strategy of your selected MNE and discuss its specific human resources requirements. More Details hidden…< Less
Devry HRM 590 Week 7 Discussion dq 1& dq 2 latest By jon kelly
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Devry HRM 590 Week 7 Discussion dq 1& dq 2 latest dq 1 HRM and Technology (graded) Technology was a main contributor to HRM’s change from paper pusher to strategic business partner.... More > Describe how this occurred.Share at least one example where technology has resulted in HRM becoming a strategic partner. dq 2< Less
Devry HRM 590 Week 3 Discussion dq 1& dq 2 latest By jon kelly
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Devry HRM 590 Week 3 Discussion dq 1& dq 2 latest dq 1 Job Analysis (graded) After reviewing the Week 2 tutorial, what value does creating task and KSA statements bring to job analysis? Find... More > another job analysis model and thoroughly describe the model (do not copy and paste information; provide a summary). Be sure to check your classmates’ postings before submitting your own–there should be no duplicates. Use the model your current HRM department uses, or find one through research. Be sure to include the source so we may review the model.< Less
Devry HRM 590 Week 4 Discussion dq 1& dq 2 latest By jon kelly
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Devry HRM 590 Week 4 Discussion dq 1& dq 2 latest dq 1 Strategic Staffing (graded) Strategic staffing requires planning and forecast. You have been asked to outline a strategic plan for a new... More > retail business. First, what information might you need to plan for this strategic plan? Second, provide an introduction to your strategic plan, which will convince your leadership team that you’re on the right track.< Less
Devry HRM 590 Week 5 Discussion dq 1& dq 2 latest By jon kelly
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Devry HRM 590 Week 5 Discussion dq 1& dq 2 latest dq 1 Performance Management (graded) There are many performance management models available. Locate one performance management model and describe... More > the process (be sure to cite your source and do not duplicate models already posted). Please do not copy and paste information, but share the process and description in your own words. Share why you chose this model and the value it would bring to a company. dq 2< Less
Devry HRM 590 Week 6 Discussion dq 1& dq 2 latest By jon kelly
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Devry HRM 590 Week 6 Discussion dq 1& dq 2 latest dq 1 Pay for Performance/Salary Decisions (graded) Most companies have moved to a pay for performance process when making salary decisions. What... More > components would you include in a pay for performance compensation program? Thoroughly substantiate each component. What legal aspects must you take into consideration when making salary decisions?< Less
The “People Power” Job Superbook: Book 27. Business & Finance Job Guide (Executive, Manager, Finance, Hrm, Accounting, Consulting, Insurance, Taxes, Banking, Advertising - Marketing) By Tony Kelbrat
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The main ways executives get new jobs is through the grapevine from people they know, networking with others in the business, asking about jobs, executive recruiters, sending out your resume to... More > websites and direct mail, etc. You have to get out there, talk to people, say you've gone as far as you can with your company, say you're looking for a change and ask if they know of any opportunities. A far as networking goes, if there's someone in particular you want to meet, find somebody that can introduce you to him, a friend, business colleague, etc. This is why golf, country clubs, local chambers of commerce, church and social groups are good, to meet people who can help you get where you wanna go. People who drink alcohol and do drugs together have a way of bonding. It's a great way to network, to catch a buzz with superiors in the biz. Even look in the Who's Who books, magazine articles, do an internet search of your target people, etc.< Less
To BE or not to BE By Hem Chandra Kukreti
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When we go inside a private company and a government organisation/PSU in India, we see a basic difference of work atmosphere. Do you know why same people work differently in different organisations?... More > Why government organisations and their people do not perform with best of their efficiency? This book reveals some Human Resource Management (HRM) related shortfalls and their remedies.< Less
World-wide Workforce By Sander Schroevers
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This first edition of ‘World-wide workforce’ provides you with a comprehensive analysis of recruiting practices for the countries: Brazil, Canada, China, Costa Rica, Denmark, France,... More > Germany, Italy, Mexico, Panama, Peru, Russia, South Africa, South Korea, Sweden, the United Arab Emirates and the United Kingdom. The comparative desk research, the focus interviews with, and online polling of HRM professionals showed us the competitive advantage of understanding how cultural factors can affect job search strategies. Simply because domestic recruiting conventions often differ from those from elsewhere. This book provides an easy-to-use reference for those aiming at a cross-border career.< Less