HR executives 'shouldn't complain' about CEE talent

September 2008
Slovak Spectator;9/29/2008, Vol. 14 Issue 37, p3
No abstract available.


Related Articles

  • HR must play key role in executive pay, insiders say. Marquez, Jessica // Crain's Detroit Business;6/30/2008, Vol. 24 Issue 26, pE11 

    The article reports that according to employees of various firms, human resources (HR) executives should play a major role in deciding executive compensation. Bruce Ellig says that HR executives need to participate in discussions about executive compensation and talent development. Ellig adds...

  • Divide and survive. Guthridge, Matthew; Lawson, Emily // People Management;9/18/2008, Vol. 14 Issue 19, p40 

    The authors discuss the ways companies can improve through recognizing the differing needs of all segments of the workforce. They state that the obstacles in progress faced by executives include short-termist mindsets, minimal collaboration and talent sharing between business units, and a lack...

  • HR needs to take leadership. Hollon, John // Crain's Detroit Business;9/3/2007, Vol. 23 Issue 36, p11 

    The article presents the author's suggestions concerning the role of human resource (HR) executives. According to the author, company's HR staff should add value to the business by finding, nurturing and developing talent. The author also informed about a new study of senior executives and HR...

  • Whining on CAFE must stop; solid action is needed.  // Automotive News;3/19/2007, Vol. 81 Issue 6247, p12 

    The article states that top executives from several automaker recently had recently gone to Washington to complain in unison about U.S. President George W. Bush's plan to raise fuel economy standards by an average of 4 percent a year, beginning in September 2009 for cars and September 2010 for...

  • 'LOOK BEYOND MONEY FOR VALUABLE HIRES'.  // Recruiter;Nov2012, p10 

    The article reports that Joel Spolsky, chief executive of programming Q&A site Stack Overflow, said that money shouldn't be a motivator in hiring talent.

  • HR directors divided on depth of City talent pool. Vorster, Gareth // Personnel Today;2/12/2008, p4 

    The article reports that senior human resource (HR) executives' opinion is divided within the financial services sector about claims that there is a shallow talent pool among the profession. It informs that in a survey of 112 City-based senior-level HR executives, conducted by recruitment firm...

  • Silencing the alarmists. Hollon, John // Workforce Management;8/20/2007, Vol. 86 Issue 14, p58 

    The author reflects on labor shortage. He says many executives and human resources (HR) professionals responded to his article about the talent-shortage myth. Marc Effron, vice president of talent management for Avon Products, say that the issue is the quality of the workers, as well as the...

  • Top IT Performers Getting Top Rewards, Study Says. Bates, Steve // HR Magazine;Jun2002, Vol. 47 Issue 6, p14 

    Reports on the approach used by senior human resource (HR) executives at U.S. technology and telecom companies to rewarding top-performing executives. Information on the talent management plans of HR professionals; Comparison of an effective talent management system with the marketing...

  • TALENT MANAGEMENT: QUANTITATIVE AND QUALITATIVE STUDIES OF HR PRACTITIONERS IN THAILAND. Piansoongnern, Opas; Anurit, Pacapol // International Journal of Organizational Innovation;Summer2010, Vol. 3 Issue 1, p280 

    This study (1) investigated Thai human resource (HR) practitioners' perspectives on talent management in terms of their definition and understanding; and (2) proposed key factors that influence effective talent management in Thailand and other countries. To determine this, four hundred...

  • Current Approaches to HR Strategies: Inside-Out Versus Outside-In. Wright, Patrick M.; Snell, Scott A.; Jacobsen, Peder H. H. // Human Resource Planning;2004, Vol. 27 Issue 4, p36 

    The article focuses on approaches to make HR strategy more business-relevant. It differentiates between inside-out strategies and the far more effective outside-in strategies. It is about business-driven HR strategies, not about HR functions in search of relevance. The key business issues...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics