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Depuis plusieurs années, on parle, dans les entreprises, de Gestion prévisionnelle du personnel. Des modèles ont été inventés, les uns plus sophistiqués que les autres, pour tenter de mettre en relation de façon harmonieuse le couple : Emploi-Potentiel humain. Les techniques utilisées n’ont pas toujours donné les résultats escomptés. Pourquoi ? Certes les raisons sont multiples et complexes. Mais on peut en retenir deux qui nous paraissent primordiales : C’est en considérant l’homme comme un organisme en devenir, un être qui se définit lui-même et qui devient auteur de son développement que nous trouverons sans doute la clé de l’adéquation entre les potentialités humaines et l’évolution des postes de l’an 2000. Seule une véritable gestion promotionnelle du personnel permettra de réconcilier deux inconciliables : l’homme et le travail. Ce livre est un guide pour tous ceux qui s’intéressent à la gestion des hommes : dirigeants d’entreprises, directeur des Ressources Humaines et responsables du personnel, cadres exerçant des responsabilités hiérarchiques. Il est également destiné aux étudiants en sciences humaines et en gestion du personnel auxquels il apporte une réflexion prospective sur un aspect capital de la richesse de l’entreprise de demain : la promotion des hommes.
Divulging counterintuitive revelations about what it "really" takes to attract, develop, and retain top performers, this is the definitive guide to today's most urgent business dilemma.
This breakthrough book provides a comprehensive discussion of intrinsic motivation in the workplace--the psychological rewards workers get directly from the work itself.
A comprehensive collection of contemporary and classical readings on sociological method, this book provides students with systematic analyses of each of the major strategies employed in sociological research. It may be used as a supplement or as the basic set of readings for all courses in methods. The book contains thirteen sections dealing with theory and its development; issues of sampling units; problems of developing new measurement techniques; difficulties surrounding the interview (with special emphasis on interviewing deviant, hostile, and silent respondents); the nature of causation; and a review of the major methods of proof available to the sociologist. Actual research studies, focusing in turn on the experiment, the survey, participant observation, life-histories, and unobtrusive analysis, are also included. Each section is preceded by an introduction, that defines the major issues in each paper, offers a discussion of problems not covered explicitly in the readings, and in general shows how each paper contributes to a view of interactional research processes. Because of its interactional approach, its use of classic articles, its anticipation of problems not yet formulated clearly in the literature, its illustrations of how social organizations may be studied, its inclusion of articles relevant to the social psychology of experiments, and its new statements on the ethics of research, this book will be invaluable in methods courses. Especially when used in conjunction with its companion text, The Research Act, the book provides perhaps the most original and most useful compendium available to students today.
Innovations of Knowledge Management highlights the broad range of topics that fall under the term knowledge management, thus emphasizing the large role knowledge management plays in organizations. As a compilation of some of the most recent work in the field, the included chapters truly present innovations in how organizations can and should manage their knowledge.
Why do some people call the police to quiet a barking dog in the middle of the night, while others accept devastating loss or actions without complaint? Sociologists Patricia Ewick and Susan Silbey examine more than 400 case studies to explore the various ways the law is perceived and utilized, or not, by a broad spectrum of citizens.
"Talent management could very soon replace traditional Human Resource management within companies. This book explores this new concept and questions the progressive drift from one notion to the other. Talent is a unique combination of various outstanding skills. Companies are doing their best to attract, retain and make talents effective in the turbulent context of business in a global economy. After exploring what talent management concretely means in terms of policies and practice, the HR professional and the scholar will have clear picture of the potential opportunities and limits of talent management."--Publisher.