Strategic role requires HR to take `heretical' action
- An analysis of job duties performed by supported employment program managers. Brooke, Valerie; Sale, Paul // Rehabilitation Counseling Bulletin;Sept90, Vol. 34 Issue 1, p53
Studies the daily job functions of supported employment program managers in the state of Virginia. Percentage of time spent for performing functions of management including planning, organizing, directing, coordinating, and controlling; Implications for the design of in-service and continuing...
- Articles. Swiercz, Paul M. // Human Resource Planning;2000, Vol. 23 Issue 4, p9
Features articles published in the volume 23.4, year 2000 issue of the 'Human Resource Planning' (HRP) journal. Trends in the changing role of the human resource (HR) leader; 'Beyond the Vision: What Makes HR Effective?' by Edward Lawler and Susan Mohrman; 'Taking Charge of Change in a Volatile...
- Why HR can't win today. Laabs, Jennifer // Workforce (10928332);May98, Vol. 77 Issue 5, p62
Focuses on the dichotomy of roles played by human resource professionals. Follower and leader; Reactive and proactive management; Human resource managers as employee advocate and manager. INSETS: Being the conscience and a businessperson;Being an employee advocate and a manager;Who's HR's...
- Perfiles profesionales. // Capital Humano;Nov2011, Vol. 24 Issue 259, p122
No abstract available.
- COLLUSION COURSE. Manocha, Rima // People Management;10/13/2005, Vol. 11 Issue 20, p36
The article focuses on the conspiracy problem within the human resource (HR) profession. According to periodical editor Thomas Stewart, such conspiracy promotes mediocrity and restrains the profession from success. Stewart notes that the profession is comprised of two groups which is made up of...
- . . . Hire an HR consultant. Gaynor, Roy // People Management;6/2/2005, Vol. 11 Issue 11, p44
Focuses on the factors that should be considered by human resources (HR) managers before hiring an external HR consultant. Knowledge on the job that needs to be done and the specialist skills needed to achieve it; Importance of the consultant's willingness to share previous successes and...
- Involve Others in the Decision. Herrmann Jr., Donald M. // HR Magazine;Nov2001, Vol. 46 Issue 11, p46
Presents a case in which a human resource executive is given the order to reduce work force, with pending for hire document awaiting signature. Importance of consultations with other executives; Discussion on the legal and ethical risks involved.
- Retract the Offer Without Explanation. Keary, Deborah // HR Magazine;Nov2001, Vol. 46 Issue 11, p48
Gives advice on an ethical issue in which a human resources director is ordered to reduce the work force. How to handle the decision to withdraw the appointment of a qualified candidate; Importance of establishing a relationship of trust with human resource staff.
- Sizing Up Business Problems. Roper, Brent // HR Magazine;Nov2001, Vol. 46 Issue 11, p50
Deals with the benefits of business assessments to the enhancement of skills of human resources professionals. Characteristics of a business assessment; Advice on the management of business assessments; Format of a business assessment report. INSETS: Typical Business Assessments;The Business...