HRD for Developing States and Companies
Abdul Ghani, Ooi Kee Beng
Institute of Southeast Asian Studies, 2005 - Social Science - 171 pages
The competitive edge and creativity which globalization demands of corporations and states alike requires fresh management methods. There is growing awareness that unlocking human potential is a key to sustaining growth. However, hierarchical management structures, which reward adherence to outdated thinking and hamper creative and energetic citizens and employees, are still widespread in government and private sectors in Southeast Asia. The articles on Human Resource Development (HRD) in this volume span and link the concerns of states and business. The first section contains advice on HRD for government leaders and policymakers. The second considers HRD in the corporate sector, with analysis and advice on strategic HRD, developing competence, and corporate case studies.
HRD for Developing States and Companies is intended to be an inspirational and practical guide for change and will be useful for statesmen, policymakers, businesspersons and students of management.
Building the New HR Base The Brunei Perspective
Achieving an Integrated Informed and Innovative
Crafting and Implementing a Strategic HR Programme
Enhancing Human Capital in the New Economy
Leading with Emotional Intelligence
Creating Sustainable Competitive Advantage Through
The Rise of the High Performance Learning Organization
Strategies to Help People Learn and Perform
Finding Nurturing and Developing the Professional
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ability achieve areas ASEAN assessment balanced scorecard become behaviour bell curve Benchmarking benefits Brunei Darussalam Bruneians capabilities centre challenges coaching competency development complacency corporate cost create culture Dale Carnegie economy effective emotional intelligence employees ensure environment feedback focus functions global high-potential staff HPLO HR professionals human capital human resource development human resource management ideas impact implementation important improve increase individual innovation integrated involved issues knowledge and skills knowledge management knowledge workers leaders leadership Mahathir Mohamad Malaysia mindset motivation objectives organization organization's organizational performance appraisal performance management person Petronas philosophy PM/A system productivity programmes project team public service sector recruitment responsibility role Sabah Siam Cement Singapore strategy success sustainable Talent Management things unproductive competency work-life balance workforce workplace