Info
America's aging workforce : opportunities and challenges : a report of the Special Committee on Aging, United States Senate
| America's aging workforce : opportunities and challenges : a report of the Special Committee on Aging, United States Senate |
| Pubbl/distr/stampa | Washington : , : U.S. Government Publishing Office, , 2017 |
| Descrizione fisica | 1 online resource (iii, 53 pages) : illustrations |
| Collana | Report / 115th Congress, 1st session, Senate |
| Soggetto topico |
Older people - Employment - United States
Older women - Employment - United States Population aging - United States Manpower planning - United States Work environment - United States - Psychological aspects Older unemployed - Services for - United States Employees - Training of - Government policy - United States Age and employment - United States Age and employment Employees - Training of - Government policy Manpower planning Older people - Employment Older women - Employment Population aging Work environment - Psychological aspects |
| Soggetto genere / forma | Legislative materials. |
| Formato | Materiale a stampa  |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Altri titoli varianti | America's aging workforce |
| Record Nr. | UNINA-9910706801403321 |
| Washington : , : U.S. Government Publishing Office, , 2017 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Annual report to the Congress
| Annual report to the Congress |
| Pubbl/distr/stampa | [Washington, DC], : United States Office of Personnel Management |
| Descrizione fisica | electronic text, volumes : HTML, digital, PDF files |
| Disciplina | 331 |
| Soggetto topico |
Human capital - United States - Planning
Executive departments - United States - Personnel management Manpower planning - United States Main-d'œuvre - Planification - États-Unis Employees Executive departments - Personnel management Human capital - Planning Manpower planning |
| Soggetto genere / forma | Periodicals. |
| ISSN | 2157-7951 |
| Formato | Materiale a stampa |
| Livello bibliografico | Periodico |
| Lingua di pubblicazione | eng |
| Record Nr. | UNINA-9910693431503321 |
| [Washington, DC], : United States Office of Personnel Management | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Bridging the skills gap : policies to help Iowa's workers and small businesses thrive : field hearing before the Committee on Small Business and Entrepreneurship, United States Senate, One Hundred Sixteenth Congress, first session, August 16, 2019
| Bridging the skills gap : policies to help Iowa's workers and small businesses thrive : field hearing before the Committee on Small Business and Entrepreneurship, United States Senate, One Hundred Sixteenth Congress, first session, August 16, 2019 |
| Pubbl/distr/stampa | Washington : , : U.S. Government Publishing Office, , 2020 |
| Descrizione fisica | 1 online resource (iii, 37 pages) |
| Collana | S. hrg. |
| Soggetto topico |
Labor market - Iowa
Manpower policy - Iowa Manpower planning - Iowa Employment forecasting - Iowa Education - Finance - Government policy - Iowa Economic development - Iowa Economic development Employment forecasting Labor market Manpower planning Manpower policy |
| Soggetto genere / forma | Legislative hearings. |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Altri titoli varianti | Bridging the Skills Gap |
| Record Nr. | UNINA-9910714795003321 |
| Washington : , : U.S. Government Publishing Office, , 2020 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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CBP Workload Staffing Model Act : report (to accompany H.R. 1639)
| CBP Workload Staffing Model Act : report (to accompany H.R. 1639) |
| Pubbl/distr/stampa | [Washington, D.C.] : , : [U.S. Government Publishing Office], , [2019] |
| Descrizione fisica | 1 online resource (17 pages) |
| Collana | Report / 116th Congress, 1st session, House of Representatives |
| Soggetto topico |
Manpower planning - United States
Border patrol agents - Workload - United States Manpower planning Personnel management - Planning |
| Soggetto genere / forma | Legislative materials. |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Altri titoli varianti | CBP Workload Staffing Model Act |
| Record Nr. | UNINA-9910712058003321 |
| [Washington, D.C.] : , : [U.S. Government Publishing Office], , [2019] | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Common sense talent management : using strategic human resources to improve company performance / / Steven T. Hunt
| Common sense talent management : using strategic human resources to improve company performance / / Steven T. Hunt |
| Autore | Hunt Steven T. <1965-> |
| Edizione | [1st edition] |
| Pubbl/distr/stampa | San Francisco, California : , : John Wiley & Sons, , 2014 |
| Descrizione fisica | 1 online resource (466 p.) |
| Disciplina | 658.3/01 |
| Soggetto topico |
Manpower planning
Employee selection Personnel management |
| Soggetto genere / forma | Electronic books. |
| ISBN |
1-118-23392-1
1-118-92341-3 1-118-22023-4 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Commonsense Talent Management: Using Strategic Human Resources to Improve Company Performance; Copyright; Contents; Tables, Figures, and Discussions; Preface; Chapter 1: Why Read This Book? The Good, the Great, and the Stupidus Maximus Award; 1.1 How This Book Is Structured; 1.2 The Role of HR Technology in Strategic HR; 1.3 Why This Book Matters; Notes; Chapter 2: Strategic HR: What It Is, Why It Is Important, and Why It Is Often Difficult; 2.1 The Fundamental Processes of Strategic HR; 2.2 Why Do We Need Strategic HR Departments?; 2.3 What Makes Strategic HR Difficult; 2.4 Conclusion; Notes
Chapter 3: Business Execution and Strategic HR3.1 Defining Business Execution; 3.2 Assessing Business Execution Needs; 3.3 Using Strategic HR Processes to Support Business Execution; 3.4 Linking Specific Business Execution Drivers to Different HR Processes; 3.5 Increasing Strategic HR Process Maturity; 3.5.1 Right People Maturity Levels; 3.5.2 Right Things Maturity Levels; 3.5.3 Right Way Maturity Levels; 3.5.4 Right Development; 3.6 Integrating Strategic HR Processes; 3.7 Conclusion; Notes; Chapter 4: Right People: Designing Recruiting and Staffing Processes 4.1 Recruiting to Support Business Execution4.1.1 Quality of Hiring Decisions; 4.1.2 Quality of Sourcing; 4.1.3 Relationships and Networking; 4.1.4 Hiring Manager Involvement; 4.1.5 Integrated Talent Management; 4.2 Critical Recruiting Design Questions; 4.2.1 What Types of Jobs Are We Hiring For?; 4.2.2 How Many People Will We Need to Hire, and When Will We Need Them?; 4.2.3 What Sort of Employees Do We Need to Hire? What Attributes Do Candidates Need to Possess to Become Effective Employee? 4.2.4 What Roles Will Hiring Managers, Recruiters, Coworkers, and Candidates Play in the Hiring Process?4.2.5 How Will We Source Candidates?; 4.2.6 How Will We Select Candidates?; 4.2.7 How Will We Get Newly Hired Employees Up to Full Productivity?; 4.2.8 How Will We Retain Employees after They Are Hired?; 4.2.9 How Will We Measure Recruiting Success and Improve Our Processes over Time?; 4.3 Recruiting Process Maturity; 4.4 Conclusion; Notes; Chapter 5: Doing the Right Things: Becoming a Goal-Driven Organization; 5.1 What It Means to Be a "Goal-Driven" Organization 5.2 The Role of Goals in an Integrated Strategic HR System5.3 Goal Management Critical Design Questions; 5.3.1 How Will You Ensure Employees Have Well-Defined Goal Plans?; 5.3.2 What Are You Doing to Ensure Employees Feel a Sense of Commitment and Ownership toward the Goals They Are Assigned?; 5.3.3 What Methods Are Used to Align Employees' Goals with Company Business Strategies?; 5.3.4 How Is Employee Goal Accomplishment Measured?; 5.3.5 What Is the Relationship between Goal Accomplishment and Employee Pay, Promotions, and Recognition? 5.3.6 How Are Goals Used to Support Employee Development and Career Growth? |
| Record Nr. | UNINA-9910453210103321 |
Hunt Steven T. <1965->
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| San Francisco, California : , : John Wiley & Sons, , 2014 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
Common sense talent management : using strategic human resources to improve company performance / / Steven T. Hunt
| Common sense talent management : using strategic human resources to improve company performance / / Steven T. Hunt |
| Autore | Hunt Steven T. <1965-> |
| Edizione | [1st edition] |
| Pubbl/distr/stampa | San Francisco, California : , : John Wiley & Sons, , 2014 |
| Descrizione fisica | 1 online resource (466 p.) |
| Disciplina | 658.3/01 |
| Soggetto topico |
Manpower planning
Employee selection Personnel management |
| ISBN |
1-118-23392-1
1-118-92341-3 1-118-22023-4 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Commonsense Talent Management: Using Strategic Human Resources to Improve Company Performance; Copyright; Contents; Tables, Figures, and Discussions; Preface; Chapter 1: Why Read This Book? The Good, the Great, and the Stupidus Maximus Award; 1.1 How This Book Is Structured; 1.2 The Role of HR Technology in Strategic HR; 1.3 Why This Book Matters; Notes; Chapter 2: Strategic HR: What It Is, Why It Is Important, and Why It Is Often Difficult; 2.1 The Fundamental Processes of Strategic HR; 2.2 Why Do We Need Strategic HR Departments?; 2.3 What Makes Strategic HR Difficult; 2.4 Conclusion; Notes
Chapter 3: Business Execution and Strategic HR3.1 Defining Business Execution; 3.2 Assessing Business Execution Needs; 3.3 Using Strategic HR Processes to Support Business Execution; 3.4 Linking Specific Business Execution Drivers to Different HR Processes; 3.5 Increasing Strategic HR Process Maturity; 3.5.1 Right People Maturity Levels; 3.5.2 Right Things Maturity Levels; 3.5.3 Right Way Maturity Levels; 3.5.4 Right Development; 3.6 Integrating Strategic HR Processes; 3.7 Conclusion; Notes; Chapter 4: Right People: Designing Recruiting and Staffing Processes 4.1 Recruiting to Support Business Execution4.1.1 Quality of Hiring Decisions; 4.1.2 Quality of Sourcing; 4.1.3 Relationships and Networking; 4.1.4 Hiring Manager Involvement; 4.1.5 Integrated Talent Management; 4.2 Critical Recruiting Design Questions; 4.2.1 What Types of Jobs Are We Hiring For?; 4.2.2 How Many People Will We Need to Hire, and When Will We Need Them?; 4.2.3 What Sort of Employees Do We Need to Hire? What Attributes Do Candidates Need to Possess to Become Effective Employee? 4.2.4 What Roles Will Hiring Managers, Recruiters, Coworkers, and Candidates Play in the Hiring Process?4.2.5 How Will We Source Candidates?; 4.2.6 How Will We Select Candidates?; 4.2.7 How Will We Get Newly Hired Employees Up to Full Productivity?; 4.2.8 How Will We Retain Employees after They Are Hired?; 4.2.9 How Will We Measure Recruiting Success and Improve Our Processes over Time?; 4.3 Recruiting Process Maturity; 4.4 Conclusion; Notes; Chapter 5: Doing the Right Things: Becoming a Goal-Driven Organization; 5.1 What It Means to Be a "Goal-Driven" Organization 5.2 The Role of Goals in an Integrated Strategic HR System5.3 Goal Management Critical Design Questions; 5.3.1 How Will You Ensure Employees Have Well-Defined Goal Plans?; 5.3.2 What Are You Doing to Ensure Employees Feel a Sense of Commitment and Ownership toward the Goals They Are Assigned?; 5.3.3 What Methods Are Used to Align Employees' Goals with Company Business Strategies?; 5.3.4 How Is Employee Goal Accomplishment Measured?; 5.3.5 What Is the Relationship between Goal Accomplishment and Employee Pay, Promotions, and Recognition? 5.3.6 How Are Goals Used to Support Employee Development and Career Growth? |
| Record Nr. | UNINA-9910790965803321 |
|
Hunt Steven T. <1965->
|
||
| San Francisco, California : , : John Wiley & Sons, , 2014 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
Common sense talent management : using strategic human resources to improve company performance / / Steven T. Hunt
| Common sense talent management : using strategic human resources to improve company performance / / Steven T. Hunt |
| Autore | Hunt Steven T. <1965-> |
| Edizione | [1st edition] |
| Pubbl/distr/stampa | San Francisco, California : , : John Wiley & Sons, , 2014 |
| Descrizione fisica | 1 online resource (466 p.) |
| Disciplina | 658.3/01 |
| Soggetto topico |
Manpower planning
Employee selection Personnel management |
| ISBN |
1-118-23392-1
1-118-92341-3 1-118-22023-4 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Commonsense Talent Management: Using Strategic Human Resources to Improve Company Performance; Copyright; Contents; Tables, Figures, and Discussions; Preface; Chapter 1: Why Read This Book? The Good, the Great, and the Stupidus Maximus Award; 1.1 How This Book Is Structured; 1.2 The Role of HR Technology in Strategic HR; 1.3 Why This Book Matters; Notes; Chapter 2: Strategic HR: What It Is, Why It Is Important, and Why It Is Often Difficult; 2.1 The Fundamental Processes of Strategic HR; 2.2 Why Do We Need Strategic HR Departments?; 2.3 What Makes Strategic HR Difficult; 2.4 Conclusion; Notes
Chapter 3: Business Execution and Strategic HR3.1 Defining Business Execution; 3.2 Assessing Business Execution Needs; 3.3 Using Strategic HR Processes to Support Business Execution; 3.4 Linking Specific Business Execution Drivers to Different HR Processes; 3.5 Increasing Strategic HR Process Maturity; 3.5.1 Right People Maturity Levels; 3.5.2 Right Things Maturity Levels; 3.5.3 Right Way Maturity Levels; 3.5.4 Right Development; 3.6 Integrating Strategic HR Processes; 3.7 Conclusion; Notes; Chapter 4: Right People: Designing Recruiting and Staffing Processes 4.1 Recruiting to Support Business Execution4.1.1 Quality of Hiring Decisions; 4.1.2 Quality of Sourcing; 4.1.3 Relationships and Networking; 4.1.4 Hiring Manager Involvement; 4.1.5 Integrated Talent Management; 4.2 Critical Recruiting Design Questions; 4.2.1 What Types of Jobs Are We Hiring For?; 4.2.2 How Many People Will We Need to Hire, and When Will We Need Them?; 4.2.3 What Sort of Employees Do We Need to Hire? What Attributes Do Candidates Need to Possess to Become Effective Employee? 4.2.4 What Roles Will Hiring Managers, Recruiters, Coworkers, and Candidates Play in the Hiring Process?4.2.5 How Will We Source Candidates?; 4.2.6 How Will We Select Candidates?; 4.2.7 How Will We Get Newly Hired Employees Up to Full Productivity?; 4.2.8 How Will We Retain Employees after They Are Hired?; 4.2.9 How Will We Measure Recruiting Success and Improve Our Processes over Time?; 4.3 Recruiting Process Maturity; 4.4 Conclusion; Notes; Chapter 5: Doing the Right Things: Becoming a Goal-Driven Organization; 5.1 What It Means to Be a "Goal-Driven" Organization 5.2 The Role of Goals in an Integrated Strategic HR System5.3 Goal Management Critical Design Questions; 5.3.1 How Will You Ensure Employees Have Well-Defined Goal Plans?; 5.3.2 What Are You Doing to Ensure Employees Feel a Sense of Commitment and Ownership toward the Goals They Are Assigned?; 5.3.3 What Methods Are Used to Align Employees' Goals with Company Business Strategies?; 5.3.4 How Is Employee Goal Accomplishment Measured?; 5.3.5 What Is the Relationship between Goal Accomplishment and Employee Pay, Promotions, and Recognition? 5.3.6 How Are Goals Used to Support Employee Development and Career Growth? |
| Record Nr. | UNINA-9910820955003321 |
|
Hunt Steven T. <1965->
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| San Francisco, California : , : John Wiley & Sons, , 2014 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Competency models [[electronic resource] ] : a review of the literature and the role of the Employment and Training Administration (ETA) / / Michelle R. Ennis
| Competency models [[electronic resource] ] : a review of the literature and the role of the Employment and Training Administration (ETA) / / Michelle R. Ennis |
| Autore | Ennis Michelle R |
| Pubbl/distr/stampa | [Washington, D.C] : , : Office of Policy Development and Research, Employment and Training Administration, U.S. Dept. of Labor, , [2008] |
| Descrizione fisica | 1 online resource (25 pages) : color illustrations |
| Collana | [ETA occasional paper |
| Soggetto topico |
Employability
Employee selection Manpower planning |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Altri titoli varianti | Competency models |
| Record Nr. | UNINA-9910701077403321 |
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Ennis Michelle R
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| [Washington, D.C] : , : Office of Policy Development and Research, Employment and Training Administration, U.S. Dept. of Labor, , [2008] | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Construction Research Congress 2024 : Health and Safety, Workforce, and Education
| Construction Research Congress 2024 : Health and Safety, Workforce, and Education |
| Autore | Shane Jennifer S |
| Edizione | [1st ed.] |
| Pubbl/distr/stampa | Reston : , : American Society of Civil Engineers, , 2024 |
| Descrizione fisica | 1 online resource (982 pages) |
| Altri autori (Persone) |
MadsonKatherine M
MoYunjeong (Leah) PoleacovschiCristina Jr. SturgillRoy E |
| Soggetto topico |
Construction industry
Manpower planning |
| ISBN |
9781523161850
152316185X 9780784485293 0784485291 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto | Intro -- 0001 -- 0002 -- 0003 -- 0004 -- 0005 -- 0006 -- 0007 -- 0008 -- 0009 -- 0010 -- 0011 -- 0012 -- 0013 -- 0014 -- 0015 -- 0016 -- 0017 -- 0018 -- 0019 -- 0020 -- 0021 -- 0022 -- 0023 -- 0024 -- 0025 -- 0026 -- 0027 -- 0028 -- 0029 -- 0030 -- 0031 -- 0032 -- 0033 -- 0034 -- 0035 -- 0036 -- 0037 -- 0038 -- 0039 -- 0040 -- 0041 -- 0042 -- 0043 -- 0044 -- 0045 -- 0046 -- 0047 -- 0048 -- 0049 -- 0050 -- 0051 -- 0052 -- 0053 -- 0054 -- 0055 -- 0056 -- 0057 -- 0058 -- 0059 -- 0060 -- 0061 -- 0062 -- 0063 -- 0064 -- 0065 -- 0066 -- 0067 -- 0068 -- 0069 -- 0070 -- 0071 -- 0072 -- 0073 -- 0074 -- 0075 -- 0076 -- 0077 -- 0078 -- 0079 -- 0080 -- 0081 -- 0082 -- 0083 -- 0084 -- 0085 -- 0086 -- 0087 -- 0088 -- 0089 -- 0090 -- 0091 -- 0092 -- 0093 -- 0094 -- 0095 -- 0096 -- 0097 -- 0098 -- 0099 -- 0100. |
| Altri titoli varianti | Construction Research Congress 2024 |
| Record Nr. | UNINA-9911007261203321 |
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Shane Jennifer S
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| Reston : , : American Society of Civil Engineers, , 2024 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Developing human capital : using analytics to plan and optimize your learning and development investments
| Developing human capital : using analytics to plan and optimize your learning and development investments |
| Autore | Pease Gene |
| Pubbl/distr/stampa | Hoboken : , : Wiley, , 2014 |
| Descrizione fisica | 1 online resource (319 pages) |
| Disciplina |
658.3
658.3/01 |
| Collana | Wiley and SAS business series |
| Soggetto topico |
Employees -- Training of
Human capital -- Management Human capital Manpower planning Personnel management |
| ISBN |
1-118-91114-8
1-118-91088-5 |
| Classificazione | BUS019000 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Developing Human Capital: Using Analytics to Plan and Optimize Your Learning and Development Investments; Wiley & SAS Business Series; Copyright; Contents; Foreword; Preface; Acknowledgments; Introduction; Show Me the Money; Learning Metrics Are Business Metrics; Understand the Business; Be the Business; On the Horizon and Beyond; Note; Chapter 1: The New Workforce; Defining the Generations; Projected Gaps as the Generations Shift; Chasing Down Retirement; Changing the Way We Work; Technology; Economy; Globalization; Demographics; Are Virtual Workplaces Here to Stay?
What Can Learning Leaders Do? Summary; Note; Chapter 2: The Need for a Strategy; Measurement as an Intentional Process; Continuum of Analytics; Anecdotes; Scorecards and Dashboards; Benchmarks; Correlations and Causation; Predictive Analytics and Optimization; Continuum of Learning and Development Analytics; Summary; Note; Case Study: A Measurement Strategy in Action: Pfizer; Background; The Need for a Strategy; Creating a Strategy; Taking Action; Alignment; A Culture of Measurement; Improve Postcourse Evaluations; Improve Course Assessments; Next Steps Chapter 3: Establishing a Measurement Framework Measurement Frameworks; A Practical Measurement Framework for Learning; Summary; Note; Case Study: Improving Collectors' Skills: AT&T; Business Issue; Business Situation; Business Goals; Consequences of Inaction; Challenge for AT&T Learning Services; Learning Services Goals; Develop New Vision; Determine Skill Needs; Determine Measures of Success; Training Design Approach; Address Two Populations through Life Cycle of Change; Focus on One Vision; Focus on Management Skills; Ensure Buy-In and Engagement; Focus on the Learners Address Life Cycle of Change Training Design Content; Human Connection Workshops; Human Connection; Developing Extraordinary Performers (DeEP); DeEP Engagement Techniques; DeEP Engagement Techniques Design; Execution; Preview Workshops; Delivery; Cultural Considerations; Instructor Delivery Skills; Coaching and Reinforcement; Reinforcement Tools; Results; Human Connection: Levels 1 to 4 Evaluations; DeEP: Levels 1 to 3 Evaluations; Human Connection Results (Levels 1 to 3); Human Connection Results (Level 4); DeEP Results (Levels 1 to 3); DeEP Engagement Techniques Results (Levels 1 to 3) DeEP: Manager Comments DeEP Engagement Techniques: Manager Comments; Conclusion; Learning Services Achievements; Overall Results; Chapter 4: Planning for Success; Purpose and Political Will; Skills and Capabilities; Tools and Technology; Data; Taking Inventory: What It Takes; Developing the Plan: Measurement Blueprints; Summary; Note; Case Study: A Culture of Measurement: Chrysler Academy; Background; It Started with a Plan; Fast-Forward; Measurement Framework; Responsive and Relevant; Chapter 5: Curriculum Alignment; Goal: To Close the Skill Gaps; The Performance Map How We Learn from High Performers |
| Record Nr. | UNINA-9910132189103321 |
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Pease Gene
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| Hoboken : , : Wiley, , 2014 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Soggetto topico
-
Manpower planning
(103)
- Personnel management (53)
- Strategic planning (27)
- Human capital (12)
- Main-d'œuvre - Planification (8)