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Achieving the perfect fit: how to win with the right people in the right jobs

Author: Boulter, Nick ; Dalziel, Murray ; Hill, Jackie Series: Improving human performance series Publisher: Gulf, 1998.Language: EnglishDescription: 133 p. : Graphs/Ill. ; 24 cm.ISBN: 0884156257Type of document: BookBibliography/Index: Includes bibliographical references and index
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Item type Current location Collection Call number Status Date due Barcode Item holds
Book Asia Campus
Archives
Print HD6954.5 .B68 1998
(Browse shelf)
900095211
Available 900095211
Total holds: 0

Includes bibliographical references and index

Digitized

Contents Achieving The Perfect Fit Achieving The Perfect Fit List o f Contributors, ix Foreword, xu DR. DAVID . MCCLUJ-AND C I Introduction, xxi NICK BOULTER JACKIE HILL AND 1 Building Competitive Advantage Through People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . MURRAYDALWEL 1 What is in this book for you? 1; Change is constant-and fast, 3; Blueprints and the real nature of work, 4; What this means for the human resources agenda, 4 2 Improving Organizational Performance: Aligning Corporate Strategy and the Management of People . . . . . . . . . . . . . . . . . . . . . . . . . 13 Snm DEVOGE CHRIS AND DYSON The link between business results and people, 13; Integrated solutions, 15; The Business Benefits Trail, 17 3 Why Are Some People More Successful than Others? .................................. 2 7 What is a competency? 29; The benefits of a competencybased approach, 31; Stages of competency definition, 32; Competencies for thehture, 38; Creating value, 38 4 Worldwide Leadership Differences JOHN B. LARFEFE ............... 40 A world of difference, 40; Competencies are situational, 41; Generic competencies: common ground, 42; Focus-the handwriting on the wall, 43; Building commitment, 44; Driving for success, 45; Critical differences: Ignore them at your peril! 46; How business is conducted in different cultures, 48 5 Developing the Leaders of Tomorrow at Unilever . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52 NICK BOULER Developing management capability, 53; The best and the very best, 54; Culture fit and buy-in, 56; Other applications, 57 6 Why Do Outside Experienced Hires Fail? A Case Study of Competency-based Assessment and Selection ....................... 60 DR.MARY FONTAXNE Identifymg executives who would succeed, 61; Cultural competencies: Companies will reject executives who aren't good fits, 62; "Compensatory models" of competence: one size doesn't fit all, 63; Conclusion, 67 7 Managing for Motivation and Performance Improvement ................................. 68 DR. JAMES BURRUSS How to do it, 69; The kurrent norms in organizations, 70; Motivation and job requirements, 70; Managerial styles and practices, 73; Organizational climate: standards, responsibility, and rewards, 75; Putting it all together, 77; Summary and recommendations, 78 8 Coaching In-Appraisal O u t . .................... 80 FRANK HARTLE The mixed model approach, 84; A model for the funire, 87; When is it worthwhile? 89; The link with pay, 91; References, 91 9 Relating Pay to Competencies DEREK RUTCHARD ................... 92 Why relate pay to competencies? 92; Terminology, 96; Achieving the balance, 96; Work cultures, 97; Relating pay to competencies-practical issues, 101 10 Getting the Right People for theJob . . . . . . . . . . . . . . . 104 DANIEL BOUCHARD Recruitment-reducing turnover, 104; Focused interviewing, 104; Prerequisites, 105; Conclusion, 113 11 How to Use Competencies in Assessment. . . . . . . . . . 115 HEATHER BELL Links to business success, 117 12 Improving Management Competence at Leui Strauss . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 19 ENNLAP AND AXEL PET^ Project purpose and requirements, 120; Added value, 124

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