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Performance management for different employee groups: a contribution to employment systems theory

By: Krausert, Achim.
Series: Contributions to Management Science. Publisher: Berlin PhysicaVerlag 2009Description: xviii, 354 p.ISBN: 9783790821963.ISSN: 1431-1941.Subject(s): Employees - Rating of | Personnel management | Employee performanceDDC classification: 658.3125 Summary: This title helps to manage managers based on competencies and informal networks; set task-based output goals for professional specialists; control temporary workers at the agency level; and, ensure that contractors are managed effectively as part of boundary-crossing networks. This book provides a framework of analysis to capture and explain differences in employment systems. Taking account of the wealth of research in the field, it provides a sound basis for developing function-specific performance management systems, integrating aspects such as incentivization, multi-source appraisal, and accountability. From macro to micro approaches of HRM, the contents will be of value to researchers on employment systems, strategic HRM, and occupational psychology and to practitioners of HRM and organizational development. (Source: www.alibris.com)
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Books Vikram Sarabhai Library
Slot 1940 (2 Floor, East Wing) 658.3125 K7P3 (Browse shelf) Available 169144

This title helps to manage managers based on competencies and informal networks; set task-based output goals for professional specialists; control temporary workers at the agency level; and, ensure that contractors are managed effectively as part of boundary-crossing networks. This book provides a framework of analysis to capture and explain differences in employment systems. Taking account of the wealth of research in the field, it provides a sound basis for developing function-specific performance management systems, integrating aspects such as incentivization, multi-source appraisal, and accountability. From macro to micro approaches of HRM, the contents will be of value to researchers on employment systems, strategic HRM, and occupational psychology and to practitioners of HRM and organizational development. (Source: www.alibris.com)

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