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Creating professional networking avenues
Networking is the act of creating professional relationships. It is often thought of as a connection device. Almost anyone you know could be part of your network. Give five examples of ways that you can expand your professional network list.
Determine the importance of performance measurement in HR and Distinguish among concepts of strategic HR deliverables, enablers, and performance drivers.
Career Development Plan - Performance Improvement Practitioner - Explain actions that should be considered by a future performance improvement practitioner.
Evolution of the concept of Corporate Social Responsibility
How will my human resource staff be benefical to my employees and customers and Can taking care of my employee also have a negative impact on the customers and the management or me as an owner?
What role can human resources play in helping operations attain the quality standards set forth by the Malcolm Baldridge National Award Program
Career Development: Traditional vs. Contemporary - Compare and contrast traditional and contemporary models of career developmen
Show online research of recent global issues. Choose issues that affect the economy, business relations, or business practices on a global scale. Predict and/or discuss how HR managers and management practices are affected by these issues.
Analyse the position of politicians and public administrators
Prepare a checklist of steps to ensure that executive onboarding will result in a timely and efficient process to orient new executives to the organization and give the rationale for the sequence you develop.
Human Resource Based Strategic Approach - Propose three ways that HR can use competitive advantage in the marketplace to recruit new applicants in general.
Search a recent article on the Internet which discusses the challenges for HRM related issues in the public sector. Discuss the issues and potential impacts if not resolved.
HRM Assessment: Corporate Culture and Strategic Approach - what are the basic barriers that can prevent an organization from taking a more strategic approach to HR? Why do they exist, and how can they be overcome?
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