| 000 | 03461nam a22005175i 4500 | ||
|---|---|---|---|
| 001 | 978-981-13-7972-7 | ||
| 003 | DE-He213 | ||
| 005 | 20240423130132.0 | ||
| 007 | cr nn 008mamaa | ||
| 008 | 190706s2019 si | s |||| 0|eng d | ||
| 020 |
_a9789811379727 _9978-981-13-7972-7 |
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| 024 | 7 |
_a10.1007/978-981-13-7972-7 _2doi |
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| 050 | 4 | _aHD30.19-.29 | |
| 072 | 7 |
_aUF _2bicssc |
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| 072 | 7 |
_aCOM005000 _2bisacsh |
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_aUXJ _2thema |
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| 082 | 0 | 4 |
_a005.3 _223 |
| 100 | 1 |
_aKuruba, Mahesh. _eauthor. _4aut _4http://id.loc.gov/vocabulary/relators/aut |
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| 245 | 1 | 0 |
_aRole Competency Matrix _h[electronic resource] : _bA Step-By-Step Guide to an Objective Competency Management System / _cby Mahesh Kuruba. |
| 250 | _a1st ed. 2019. | ||
| 264 | 1 |
_aSingapore : _bSpringer Nature Singapore : _bImprint: Springer, _c2019. |
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| 300 |
_aXIX, 168 p. 48 illus., 43 illus. in color. _bonline resource. |
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| 336 |
_atext _btxt _2rdacontent |
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| 337 |
_acomputer _bc _2rdamedia |
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| 338 |
_aonline resource _bcr _2rdacarrier |
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_atext file _bPDF _2rda |
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| 505 | 0 | _aPart I_Introduction -- Chapter 1. Introduction -- Chapter 2. Challenges -- Chapter 3. Competency Management (Expectation from CMS) -- Part II_Role Competency Matrix -- Chapter 4. Measuring Competency -- Chapter 5. Role Competency Matrix -- Part III_RCM Implementation -- Chapter 6. Implementing RCM (Guidelines for Implementing RCM) -- Chapter 7. Change Management -- Part IV_Future of RCM -- Chapter 8. Artificial Intelligence in RCM -- Bibliography. | |
| 520 | _aThis book discusses the Role Competency Matrix (RCM), a competency management system framework that helps organizations to quantify and manage workforce competencies and align them to business needs. An objective and transparent system for both employees and managers alike, the RCM helps managers make quantitative decisions to develop strategies for staffing needs, competency development, career progression and succession planning in the workforce. It also helps employees to identify the roles suited to their aspirations and capabilities and to take responsibility for their development. “The right people for the right roles” is key to effective workforce management, and workforce competencies must be optimally deployed to improve productivity, enhance job satisfaction and reduce attrition. At the same time, information technology (IT) businesses are under constant pressure to respond quickly to the ever-changing technology and business trends. Although, some organizations take a myopic “hire and fire” approach, in order to succeed, an organization must continually upgrade its workforce’s competencies in line with new demands. . | ||
| 650 | 0 |
_aInformation technology _xManagement. |
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| 650 | 0 |
_aElectronic data processing _xManagement. |
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| 650 | 0 | _aPersonnel management. | |
| 650 | 1 | 4 | _aComputer Application in Administrative Data Processing. |
| 650 | 2 | 4 | _aIT Operations. |
| 650 | 2 | 4 | _aHuman Resource Management. |
| 710 | 2 | _aSpringerLink (Online service) | |
| 773 | 0 | _tSpringer Nature eBook | |
| 776 | 0 | 8 |
_iPrinted edition: _z9789811379710 |
| 776 | 0 | 8 |
_iPrinted edition: _z9789811379734 |
| 776 | 0 | 8 |
_iPrinted edition: _z9789811379741 |
| 856 | 4 | 0 | _uhttps://doi.org/10.1007/978-981-13-7972-7 |
| 912 | _aZDB-2-SCS | ||
| 912 | _aZDB-2-SXCS | ||
| 942 | _cSPRINGER | ||
| 999 |
_c185423 _d185423 |
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