Tài liệu MARKAZ SECTOR REPORT GCC ASSET MANAGEMENT - 2011 doc

... (Feb-08) To Leap or To Lag: Choices before GCC Regulators (Apr-07) GCC for Fundamentalists (Dec-06) GCC Leverage Risk (Nov-06) Sectors Infrastructure GCC Ports (Aug-11) GCC Water (Aug-11) ... Markaz 4 GCC Asset Management - 2011 Executive Summary Market Structure GCC Asset Management Industry, with roughly 100 asset management companies, manages USD 28.9bn1 in assets ... Banks (May-11) GCC Banks - Done with Provisions? (Jan-10) Shelter in a Storm (Mar-09) Banking Sweet spots (Apr-08) Oil & Gas Diworsification: The GCC Oil Stranglehold (Jan-09) Periodic...

Tài liệu Corporate Reputations, Branding and People Management 8 doc

... of which have imme-diate relevance for HR and people management. These inter-pretations with some examples include:■ brands as visual logos and signifiers, which create dif-ferentiation in ... major implications forpeople management and HR professionals. It should also benoted that there is a ‘clear line of sight’ between people man-agement, the employee-focused definitions of branding ... Hewlett-Packard’s long history as an employee-oriented brand, thisshould not be surprising. Similarly, one might expect the samedegree of interpenetration between brands as visions and cor-porate...

Tài liệu Corporate Reputations, Branding and People Management 9 docx

... Reputations, Branding and People Management company. Fombrun and Van Riel also propose a two-way rela-tionship between identification with the company and expres-siveness: the greater the level ... Sino-foreign joint ventures all hadproblems merging the Chinese ways of doing HR,embedded in the ‘Iron Rice-Bowl’ culture and previ-ously limited discretion over hiring, firing and set-ting ... orreputations plural. Let’s look at four slightly different interpret-ations, each of which has a contribution to make to the reputa-tion management field.Strategic starsIn Chapter 1 we noted the...

Tài liệu Corporate Reputations, Branding and People Management 13 docx

... are the logical rea-sons why employees would want to see satisfied cus-tomers through, for example, seeing a connectionbetween their attitudes and behaviours, satisfied cus-tomers (and other ... organ-ization provided a range of services for older people, including shelteredhousing, day care and drop-in centres so that elderly people could getadvice and training on insurance, life-skills, ... area for the provision of services for the eld-erly, based on negotiated service-level agreements. Thus, in many respects,it was subject to market-style conditions on pricing and costing, and...

Tài liệu Corporate Reputations, Branding and People Management 15 docx

... believe, espe-cially outside the ‘new economy’ organizations based in theAmerican high-tech conurbations of the San Jose Valley,Cambridge and Raleigh–Durham, and the research-based, ‘cre-ative’ ... for under-standing the effectiveness of people management strategies and management actions. Table 4.4 shows the relationship between130 Corporate Reputations, Branding and People Management Table ... turnover;at the same time, violation has been used to explain rising lev-els of cynicism about never-ending ‘programmes’ of organiza-tional change and lack of trust in managers to ‘walk the talk’(Pate...

Tài liệu Corporate Reputations, Branding and People Management 17 doc

... organi-zational outcomes, such as loyalty, ‘going the extra mile’ (organi-zational citizenship behaviour), low absenteeism and goodperformance. However, for the same reason we criticized engage-ment ... a way of adapting these well-known psycho-logical concepts to the practical concerns of aligning HR withthe business agenda. Like any other immature idea that prom-ises a lot to managers, engagement ... awareness and a willingness to pro-mote the interests of the business. Second, like psychologicalcontracts, it invokes the idea of a two-way employment relation-ship; engagement does not occur...

Tài liệu Corporate Reputations, Branding and People Management 18 doc

... ‘context mat-ters’. This has resulted in another school of thought in strategicHRM, which focuses on the ‘fit’ between bundles of practices andorganizational contexts. This ‘it-all-depends-on-the ... especially in provid-ing ‘evidence-based’ practices and in simplifying and commu-nicating complex realities. The very idea of best practices, however, has been roundly crit-icized by writers ... A three-component conceptualiza-tion of organizational commitment, Human Resource Management Review, 1 (1), 61–79.Pate, J., Martin, G. and McGoldrick, J. (2003) The psychological con-tract,...

Tài liệu Corporate Reputations, Branding and People Management 20 docx

... contract of employment, on a strict basis of payment-for-workdone. Work tends to be standardized, with little discre-tion and with performance management limited toensuring that employees meet ... was one of the prob-lems associated with Apple in the mid-1980s, though it is inter-esting to see how Stephen Jobs, the founder and originator ofthis policy, has had to re-invent Apple as a ... long-term strategic partners since theyhave unique talents. Examples, here, might include consultants, project managers, engineers and even aca-demics. Sometimes, such people are self-selecting,...

Tài liệu Corporate Reputations, Branding and People Management 21 docx

... knock-on consequences for attraction, retention,numbers through the application of information andcommunications technology (ICT). Low level call cen-tre staff are one example; mid- to low-skilled ... London:Faber.Guest, D. (1987) Human resource management and industrial rela-tions, Journal of Management Studies, 24 (5), 503–521.Huselid, M. A. (1995) The impact of human resource management practices on turnover, ... apathetic. Without fully understand-ing the reasons for this, there was a suspicion that leadership and management style, and the basis of rewarding managers for short-term sales performance may...

Tài liệu Corporate Reputations, Branding and People Management 24 doc

... in responding to Wal-Mart’s expected arrival in the British mar-ket. In particular, it was late in expanding into non-food goods, the sourceof much of Tesco’s growth.Wal-Mart’s growth ambitions ... well-known paper on why change programmes did not producechange, which was largely put down to their top-down, big-bangnature. Senior managers in their study attempted to change struc-tures, ... mind for those responsi-ble for brand management and reputation management. The embedded systems perspectiveWe have already made much of the idea that strategy is essen-tially local, often...

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