標(biāo)題: Titlebook: HRM in the Global South; A Critical Perspecti Toyin Ajibade Adisa,Chima Mordi Book 2022 The Editor(s) (if applicable) and The Author(s), un [打印本頁(yè)] 作者: Intimidate 時(shí)間: 2025-3-21 17:17
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作者: 有機(jī)體 時(shí)間: 2025-3-21 23:08 作者: 古代 時(shí)間: 2025-3-22 02:26 作者: ITCH 時(shí)間: 2025-3-22 05:43 作者: PURG 時(shí)間: 2025-3-22 09:21
Human Resource Management in the United Arab Emirates: Towards a Better Understandingng economic reforms. This chapter elucidates HRM’s historical development in the UAE and focuses on the structure of the labour market. Several issues comprising Emiratisation, workforce diversity, education, and employment of women were addressed. This chapter delineates HRM policies and practices 作者: promote 時(shí)間: 2025-3-22 14:19
Gender Discrimination in Bahrain: Implications for Human Resource Management chance, their safety and security are assured, and they are treated fairly, enjoy employee retention and higher performance. Perception of discrimination is important for some individuals who protest against some forms of discrimination so they can establish some kind of collective actions as it ha作者: Mitigate 時(shí)間: 2025-3-22 19:18 作者: SYN 時(shí)間: 2025-3-22 23:51
The Scope and Nature of Employee Engagement in Chinayees now enjoy more job opportunities than before, especially in relation to career choices and learning and development opportunities. Despite China’s large presence in the global economy, archaic western human resource management practices have often been applied to examine employee engagement in 作者: 土坯 時(shí)間: 2025-3-23 03:13
Human Resource Management in the Twenty-First Century: Present Stand and the Emerging Trends in Indiesources in the last two decades. The twenty-first century is marked by massive changes such as the advent of global business practices, the rise of technology-based entrepreneurship, gig work, and digitalization in business practices. All these have brought about significant changes in the prevaili作者: 匯總 時(shí)間: 2025-3-23 06:44 作者: 平庸的人或物 時(shí)間: 2025-3-23 11:36
Cultural Perspectives on Intrinsic Motivation and HRM Practices in Pakistane that enables the contextualisation of intrinsic motivation. The chapter identifies the main triggers of sociocultural dynamics, which include (a) national culture, (b) institutional legitimacy, (c) the economic landscape. It then aims to identify how these sociocultural dynamics impact upon Pakist作者: 粗鄙的人 時(shí)間: 2025-3-23 16:07 作者: 讓你明白 時(shí)間: 2025-3-23 19:20
The Acceptance and Practicality of Digital HRM in Nigeriaation of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management, especially in the global north, the concept has still not been well established and researched in Africa. This chapter, therefore, examines the accept作者: elastic 時(shí)間: 2025-3-24 01:18
Digital Human Resource Management in Egypte chapter thus sheds the light on the digital HRM role in facilitating the transfer to “Digital Egypt”. We explore digital HRM in Egypt by highlighting the importance of digital HRM functions, the strategic role of digital HRM, the importance of digital workplace and digital workforce to achieve Egy作者: 自戀 時(shí)間: 2025-3-24 05:55
F. Schiemer,M. Zalewski,J. E. Thorpe them while in the organisation, to developing and enhancing their competence, evaluating their performance and finally managing their exit from the organisation. For some scholars (e.g., Guest, 2017; Kochan, 1994), HRM also include evaluations of processes and systems for everyday management of peo作者: ineluctable 時(shí)間: 2025-3-24 10:23 作者: Peak-Bone-Mass 時(shí)間: 2025-3-24 11:08 作者: Lice692 時(shí)間: 2025-3-24 15:15
, however. This chapter explores the development and evolution of HRM in South Africa, its current standing both in South Africa (focusing on, e.g., Human Capital Trends) and internationally, and the future role of HRM in the post-COVID-19 era and the Fourth and Fifth Industrial Revolutions.作者: PRISE 時(shí)間: 2025-3-24 21:50
https://doi.org/10.1007/978-3-030-77249-9ng economic reforms. This chapter elucidates HRM’s historical development in the UAE and focuses on the structure of the labour market. Several issues comprising Emiratisation, workforce diversity, education, and employment of women were addressed. This chapter delineates HRM policies and practices 作者: 能得到 時(shí)間: 2025-3-25 02:04
The Importance of Vitamins to Human Health chance, their safety and security are assured, and they are treated fairly, enjoy employee retention and higher performance. Perception of discrimination is important for some individuals who protest against some forms of discrimination so they can establish some kind of collective actions as it ha作者: CURL 時(shí)間: 2025-3-25 05:41
https://doi.org/10.1007/978-3-8349-8274-2at Jordan suffers limited natural resources, the onus is falling on the development of its human resources which represent the country’s largest asset. However, the potential of HRM is not yet recognised in Jordan. Although HRM literature in the Middle East in general and Jordan in particular is rat作者: hematuria 時(shí)間: 2025-3-25 11:23
The Impulse of Fantasy Literatureyees now enjoy more job opportunities than before, especially in relation to career choices and learning and development opportunities. Despite China’s large presence in the global economy, archaic western human resource management practices have often been applied to examine employee engagement in 作者: Flu表流動(dòng) 時(shí)間: 2025-3-25 15:13
https://doi.org/10.1007/978-1-4684-2295-5esources in the last two decades. The twenty-first century is marked by massive changes such as the advent of global business practices, the rise of technology-based entrepreneurship, gig work, and digitalization in business practices. All these have brought about significant changes in the prevaili作者: garrulous 時(shí)間: 2025-3-25 16:22
https://doi.org/10.1007/978-3-030-29171-6competitive environments. This chapter examines how SMEs in Malaysia, a developing economy context, engenders high commitment through in-depth interviews with 48 SME owner-managers. The findings indicate that taking care of employees is essential for SMEs to garner employee commitment and engagement作者: Cuisine 時(shí)間: 2025-3-25 23:39
https://doi.org/10.1007/978-3-319-16673-5e that enables the contextualisation of intrinsic motivation. The chapter identifies the main triggers of sociocultural dynamics, which include (a) national culture, (b) institutional legitimacy, (c) the economic landscape. It then aims to identify how these sociocultural dynamics impact upon Pakist作者: 靈敏 時(shí)間: 2025-3-26 02:44 作者: 把手 時(shí)間: 2025-3-26 05:34
https://doi.org/10.1007/978-3-642-78299-2ation of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management, especially in the global north, the concept has still not been well established and researched in Africa. This chapter, therefore, examines the accept作者: Obvious 時(shí)間: 2025-3-26 09:49
https://doi.org/10.1007/978-3-031-58418-3e chapter thus sheds the light on the digital HRM role in facilitating the transfer to “Digital Egypt”. We explore digital HRM in Egypt by highlighting the importance of digital HRM functions, the strategic role of digital HRM, the importance of digital workplace and digital workforce to achieve Egy作者: 污穢 時(shí)間: 2025-3-26 16:02
Book 2022ology-based entrepreneurship, gig work, artificial intelligence and digitalization in business practice, this book is an invaluable resource for all HRM practitioners, policymakers, students, HRM scholars, international HRM, international business,and business managers across the globe.??.作者: 地牢 時(shí)間: 2025-3-26 18:39
https://doi.org/10.1007/978-3-030-43446-5eign and local organisations. The proposed Nigerian HRM model is deemed useful for purposes of setting an agenda for future research and organised data gathering to support and guide the flow of representative HRM policies and practices in ways that the founding goals of organisations are achievable作者: 圣歌 時(shí)間: 2025-3-26 21:14 作者: 瑣事 時(shí)間: 2025-3-27 01:33
The Impulse of Fantasy Literature employers in China have effectively enhanced and sustained employee engagement. In doing so, employers and managers within and beyond China can gain deeper insights into workplace best practices that increase employee engagement in the Chinese context. Finally, this book chapter concludes by offeri作者: 不幸的人 時(shí)間: 2025-3-27 05:21 作者: 暫時(shí)過(guò)來(lái) 時(shí)間: 2025-3-27 11:14
https://doi.org/10.1007/978-3-642-78299-2 mindsets. We thus suggest that a ‘growth mindset’ rather than a ‘fixed mindset’ will enhance acceptability and adaptability of digital HRM, employee potentials, and organisational outcomes in Nigeria.作者: VICT 時(shí)間: 2025-3-27 15:46
k is an invaluable resource for all HRM practitioners, policymakers, students, HRM scholars, international HRM, international business,and business managers across the globe.??.978-3-030-98311-6978-3-030-98309-3作者: Legion 時(shí)間: 2025-3-27 19:05 作者: TEN 時(shí)間: 2025-3-27 23:48
Gender Discrimination in Bahrain: Implications for Human Resource Managementpter recommends that management should make a concerted effort not to let the concept of gender discrimination intrude into policies such as recruiting, promotion, and appointment to higher offices or positions.作者: Prostaglandins 時(shí)間: 2025-3-28 05:13 作者: Medicare 時(shí)間: 2025-3-28 08:26
Human Resource Management in Argentina: Challenges and Prospectivegy, employees, and the organization while seeking to guarantee the well-being of human capital. Also, the importance of evaluating competencies, training, and digitalization is highlighted, as the main focus of companies is to acquire and retain new personnel. A current review of the literature on t作者: adulterant 時(shí)間: 2025-3-28 13:20
The Acceptance and Practicality of Digital HRM in Nigeria mindsets. We thus suggest that a ‘growth mindset’ rather than a ‘fixed mindset’ will enhance acceptability and adaptability of digital HRM, employee potentials, and organisational outcomes in Nigeria.作者: 譏諷 時(shí)間: 2025-3-28 18:40 作者: 變化 時(shí)間: 2025-3-28 21:21 作者: NEX 時(shí)間: 2025-3-29 00:54
http://image.papertrans.cn/h/image/420326.jpg作者: CROAK 時(shí)間: 2025-3-29 05:23 作者: Commemorate 時(shí)間: 2025-3-29 09:47 作者: placebo 時(shí)間: 2025-3-29 13:18 作者: 針葉樹(shù) 時(shí)間: 2025-3-29 18:20
https://doi.org/10.1007/978-3-030-77249-9er concludes with several prominent areas where future studies should be focused. Establishing a reliable HRIS for personnel departments and creating a professional HR body will support the growth of HRM in the UAE.作者: Aqueous-Humor 時(shí)間: 2025-3-29 23:20 作者: Bronchial-Tubes 時(shí)間: 2025-3-30 01:03 作者: 按等級(jí) 時(shí)間: 2025-3-30 05:26 作者: Ingenuity 時(shí)間: 2025-3-30 11:27
Human Resource Management in Jordan: Challenges and Future Prospectstutional and cultural setting on HRM practice and the implications of the latter for theory and practice. The chapter also presents the key challenges and future developments in HRM in Jordan and concludes with a number of important areas for future research.作者: 蟄伏 時(shí)間: 2025-3-30 15:39
Human Resource Management in the Twenty-First Century: Present Stand and the Emerging Trends in Indirade unions, the rise of individualized HRM, adoption of digitalization and artificial intelligence, gig economy, and more recently, labor reforms and the role of HRM in combating crises such as pandemics. In addition, it identifies relatively less-explored issues in Indian HR practices that merit exploration in the coming decades.作者: collagenase 時(shí)間: 2025-3-30 18:26
from an international case of authors.This edited collection offers an insight into the dynamic of HRM in thirteen developing countries across Africa, Asia, and the Middle East. Taking readers through the realities of HRM in the global South, the book identifies the significance of contexts, diversi作者: photopsia 時(shí)間: 2025-3-31 00:26
