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100%: Coretta Abiyah: Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Ca (ISBN: 9783668832923) 2019, GRIN, in Englisch, Taschenbuch.Nur diese Ausgabe anzeigen…
95%: Coretta Abiyah: Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon (ISBN: 9783668832916) GRIN Verlag, in Deutsch, Taschenbuch.Nur diese Ausgabe anzeigen…
Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Ca
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Bester Preis: € 39,99 (vom 02.08.2019)1
Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Ca (2019)
~EN PB NWISBN: 9783668832923 bzw. 3668832927, vermutlich in Englisch, GRIN, Taschenbuch, neu.
Lieferung aus: Österreich, Versandfertig in 4 - 6 Tagen.
Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called 'personnel administration. It is said that personnel administration exist since the 1920's and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970'S. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860's when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions. Taschenbuch, 09.01.2019.
Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called 'personnel administration. It is said that personnel administration exist since the 1920's and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970'S. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860's when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions. Taschenbuch, 09.01.2019.
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Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Ca (2019)
~EN PB NWISBN: 9783668832923 bzw. 3668832927, vermutlich in Englisch, GRIN, Taschenbuch, neu.
Lieferung aus: Schweiz, Versandfertig innert 4 - 7 Werktagen.
Dissertationsschrift, Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called ´´personnel administration. It is said that personnel administration exist since the 1920´s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970´s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860´s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions. Taschenbuch, 09.01.2019.
Dissertationsschrift, Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called ´´personnel administration. It is said that personnel administration exist since the 1920´s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970´s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860´s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions. Taschenbuch, 09.01.2019.
3
Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Ca (2019)
~EN PB NWISBN: 9783668832923 bzw. 3668832927, vermutlich in Englisch, GRIN, Taschenbuch, neu.
Lieferung aus: Deutschland, Lieferbar in 2 - 3 Tage.
Dissertationsschrift Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called ´´personnel administration. It is said that personnel administration exist since the 1920´s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970´s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860´s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions. 09.01.2019, Taschenbuch.
Dissertationsschrift Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called ´´personnel administration. It is said that personnel administration exist since the 1920´s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970´s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860´s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions. 09.01.2019, Taschenbuch.
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Examining Human Resource Department as a Tool in
~EN PB NWISBN: 9783668832923 bzw. 3668832927, vermutlich in Englisch, Taschenbuch, neu.
Lieferung aus: Deutschland, Next Day, Versandkostenfrei.
Erscheinungsdatum: 09.01.2019, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon, Auflage: 1. Auflage von 2019 // 1. Auflage, Autor: Abiyah, Coretta, Verlag: GRIN Verlag, Sprache: Englisch, Rubrik: Betriebswirtschaft, Seiten: 112, Gattung: Dissertation, Informationen: PB, Gewicht: 173 gr, Verkäufer: averdo.
Erscheinungsdatum: 09.01.2019, Medium: Taschenbuch, Einband: Kartoniert / Broschiert, Titel: Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon, Auflage: 1. Auflage von 2019 // 1. Auflage, Autor: Abiyah, Coretta, Verlag: GRIN Verlag, Sprache: Englisch, Rubrik: Betriebswirtschaft, Seiten: 112, Gattung: Dissertation, Informationen: PB, Gewicht: 173 gr, Verkäufer: averdo.
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Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon
DE PB NWISBN: 9783668832916 bzw. 3668832919, in Deutsch, GRIN Verlag, Taschenbuch, neu.
Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon ab 29.99 € als pdf eBook: . Aus dem Bereich: eBooks, Wirtschaft,.
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Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon
DE NW EB DLISBN: 9783668832916 bzw. 3668832919, in Deutsch, neu, E-Book, elektronischer Download.
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