Human Resources Management

Human Resources Management. Methods, Models and Theories (A-Z)

Human Resources Management


14 Principles of Management Fayol

360-Degree Feedback

8 Hidden Needs Packhard

Abilene Paradox Harvey

Accelerated Depreciation

Action-Centered Leadership

Active Listening

Appreciative Inquiry Cooperrider

Art of War Sun Tzu

Ashridge Mission Model Campbell

Attributes of Management Excellence Peters

Attribution Theory Heider

Attrition

Balance Theory Heider

Balanced Scorecard Kaplan Norton

Bandwagon Effect Bias

Behavioral Observation Scales

Behaviorally Anchored Rating Scales Smith Kendall

Belbin Team Roles

Benchmarking

Bridging Epistemologies Cook Brown

Bureaucracy

Career Management

Catalytic Mechanisms Collins

Chain of Command

Change Approaches Kotter

Change Behavior Ajzen

Change Equation Beckhard

Change Management Iceberg

Change Phases Kotter

Changing Organization Cultures Trice Beyer

Chief Executive Officer

Chief Operating Officer

Coaching

Code of Ethics

Cognitive Dissonance Festinger

Collective Bargaining

Commercial Auto Insurance

Competency-based Approach

Competing Values Framework Quinn

Congruity Theory Osgood Tannebaum

Core Competence Hamel Prahalad

Core Group Theory Art Kleiner

Corporate Responsibility

Cost Center

Crisis Management

Cross-Functional Team

CSFs Rockart

 

Cultural Dimensions Hofstede

Cultural Intelligence Early

Culture Levels Schein

Culture Types Deal Kennedy

Customer Satisfaction Model Kano

Dimensions of Change Pettigrew Whipp

Dimensions of Relational Work Butler

Directors and Officers Liability Insurance

Distinctive Capabilities Kay

Downsizing

Dual Commitment

Economic Value Added EVA

Efficiency Wage

EFQM

Emerging Markets

Emotional Intelligence Goleman

Employability

Employee Attitude Survey

Employee Benefits

Employee Development

Employee Stock Options

Employee Stock Ownership Plan

Empowerment of Employees

Entrepreneur

ERG Theory Alderfer

Errors and Omissions Insurance

Execution as Learning Edmondson

Executive Compensation

Expectancy Theory Vroom

Expense Center

Experience Curve

Exploratory Factor Analysis

Facilitation Styles Heron

False Consensus Bias

Five Disciplines Senge

Flat Organizational Structure

Force Field Analysis Lewin

Formal Organization

Fourteen Points of Management Deming

Functional Team

Globalization

Golden Handcuff

Golden Handshake

Golden Hello

Golden Parachute

Groupthink Janis

Growth Phases Greiner

Hagberg Model of Personal Power

Hawthorne Effect Mayo

Hierarchical Organization Structure

Hierarchy of Needs Maslow

Human Capital Index HCI

Human Resource Management Roles

Impression Management Goffman

Incentives

Informal Organization

Instrumental Approach of Stakeholder Theory

Intangible Assets

Intangible Assets Monitor Sveiby

Integrative Thinking

Intellectual Capital Rating

Intrinsic Stakeholder Commitment

Investment Center

Johari Window Luft Ingham

Joint Venture

Kaizen philosophy

Knowledge Management Collison Parcell

KPIs Rockart

Leadership Continuum

Leadership Pipeline Drotter

Leadership Styles Goleman

Learning Organization Argyris Schön

Management by Objectives Drucker

Management Development

Management Succession Planning

Managerial Grid Blake Mouton

Managing for Value McTaggart

Mentoring

Multitasking Behavior

Myers-Briggs Type Indicator

Normative Approach of Stakeholder Theory

Office of Strategy Management Kaplan Norton

Operational Agility

Operations Research

Opinion Leader

Organizational Agility

Organizational Commitment

Organizational Configurations Mintzberg

Organizational Learning Argyris Schön

Organizational Memory Walsh Ungson

Organizational Resilience

Organization Chart

Outsourcing

PAEI management roles

Pareto Principle Juran

Parkinson's Law

Path-Goal Theory House

Peer-Appraisal

Pension Parachute

People CMM CM-SEI

People Pill

Performance Appraisal

Performance Categories Baldrige

Performance Prism

Personnel Management Types Tyson Fell

Persuasion Techniques

Persuasion Theory

Peter Principle

Phantom Stock Plan

Portfolio Analysis

Post-Merger Integration

Pre-Employment Screening

PRIMO-F Model Morrison

Professional Liability Insurance

Profit Center

Relational Capital

Result Oriented Management

Results-Based Leadership Ulrich

Revenue Center

Scientific Management Taylor


Self-Appraisal

Self-Directed Team

Seven Habits Covey

SG&A

Situational Leadership Hersey Blanchard

Skandia Navigator Leif Edvinsson

Skeleton Staff

SMART Drucker

Social Capital

Social Intelligence

Spiral Dynamics Graves

Staff Management

Stages of Team Development Tuckman

Staggered Board of Directors

Stakeholder Value Perspective

Status Quo Bias

Strategic Change Momentum

Strategic Fit

Strategic Intent Hamel Prahalad

Strategic Stakeholder Management

Strategic Synergy

Strategic Vision

Strategy Map Kaplan Norton

Stretch Goals Welch

Systems Thinking / Dynamics Forrester


Add a method / model


Talent Management

Team Management Profile Margerison McCann

Ten Principles of Reinvention Osborne

Theory E and Theory O Beer Nohria

Theory of Constraints Goldratt

Theory of Mechanistic and Organic Systems Burns

Theory of Needs McClelland

Theory of Planned Behavior Ajzen

Theory of Reasoned Action Ajzen Fishbein

Theory X Theory Y McGregor

Theory Z Ouchi

Time Management

Training Within Industry

Two Factor Theory Herzberg

Unfreezing, Moving, Refreezing Lewin

Value Based Management

Value Creation Index

Value for Money Audit

Value Mapping Jack

Value Profit Chain Heskett

Wage Drift

Whistle Blower

Whole Brain Model Herrmann

Work Absenteeism

Work Presenteeism

Workers’ Compensation Insurance

more

 

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Human Resources Management Forum (44 topics) Help
  Psychological Contract  - What is a psychological contract? How can it be of help in the organization when the management of an organization understands the term psychological contract? How can it help them to improve the rela...      
  The Test-first Approach for Hiring New Employees  - Many companies have adopted standard procedures for hiring employees. Recruiters often begin with a review of résumés. Then they will continue with interviews. And after that they make use of several ...      
  Job Evaluation Systems  - Organizations use a range of simple (i.e. market comparison) to complex job evaluation systems (i.e. point factor) to determine the compensation for their positions.
In one organization I worked ...
     
  Crucial Things to Know for a Starting HR Manager  - I am studying HR. What are the first few things which I should understand well if I become the HR manager of a company?...      
  Analytical Model Used to Determine Numbers and Types of Staff  - Does your organization use an organizational model where position ratios are predetermined by the number of FTE (Full Time Equivalents) and job types?
As an example: ten front-line workers requir...
     
  HR Ratio to Staff Numbers  - Based on my experience, the ratio of HR positions in an organization appears to vary from 1:50 to 1:250. I suspect that the ratio varies based on the organization's scope, size, complexity, and indust...      
  Recruiting: Death of the Paper Resume  - I have noticed that many organizations will only accept electronic applications and resumes. I have also found that many of the electronic recruitment systems used by these organizations are less than...      
  The Role of the Recruiter in an Effective Recruitment and Selection Process  - Effective recruitment and selection...Role of Recruiter?      
  Recruiting People with Critical Thinking and Problem Solving Skills in Accounting and Auditing Firms  - In 2009, the Association of Chartered Certified Accountants (ACCA) predicted a 63% increase in demand for qualified accountants. American Institute of CPAs (AICPA) also forecasts a strong demand for a...      
  Differences of Human Resource Practices in Small and Large Organizations  - What are the main differences between HR practices in a small versus a large firm? Thank you for your suggestions......      

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