Descripciones mejoradas de Syndetics:

Describes the new roles that human resource professionals must play to bring about necessary changes and to help develop quality employees. Offers specific strategies and programs to help build a well-trained, continually updated staff and so gain competitive advantage.

Tabla de contenidos provista por Syndetics

• Preface
• The Author
• 1 Introduction: Human Resource Professionals and Organizational Change
• Part 1 Change Forces and Change Agents
• 2 Environmental Forces and Changing Business Directions
• 3 Change Agent Roles for Leaders, Managers, and Human Resource Professionals
• Part 2 Developing People and Changing Organizational Cultures
• 4 Preparing People to Handle Change
• 5 Managing Incremental and Frame-Breaking Changes
• 6 Increasing Employee Involvement in the Change Process
• Part 3 Human Resource Interventions to Enhance Change
• 7 Designing and Positioning the Human Resource Function
• 8 Human Resource Forecasting and Planning
• 9 Tracking and Evaluating Human Resource Change Programs
• 10 Conclusion: Human Resource Levers for Change and RecommAndations for Action
• AppAndix A Guidelines for Employee-Guided Management
• AppAndix B Effectivness of Survey Feedback Programs
• References
• Index

Reseñas proporcionadas por Syndetics

CHOICE Review

London seeks to create a framework that will encourage human resource (HR) professionals to serve as catalysts for organizational change. In an era characterized by deregulation, economic shifts, foreign competition, technological advancements, and attitudinal changes about work, an organization's ability to respond rapidly to environmental changes is a prerequisite to survival. In their catalytic function, HR professionals can establish and use such roles as educator, evaluator, innovator, and consultant. The author stresses the importance of integrating the actions of leaders, managers, and HR staff members. These three groups must be able to envision organizational trends and create responses to meet both internal and external demands. The book is targeted primarily to personnel managers, researchers, organizational development specialists, and others seeking a pragmatic presentation of organizational change strategies. For academic collections serving upper-division and graduate students and professional business libraries. -E. Garaventa, College of Staten Island, CUNY