tailieunhanh - Corporate Reputations, Branding and People Management 16

Corporate Reputations, Branding and People Management 16. This book is essential reading for CEOs, marketing and HR practitioners who are serious about making a valued contribution to the success of their organization. This book outlines the future scope and contribution of human resources to business strategy. It is one of the first serious studies of the corporate landscape and is very well researched and practical. I hope you get as much out of this book as I have. | 134 Corporate Reputations Branding and People Management employeesperceivebeing delivcredagainstweattheafeelihey are entitled to expect weighted by their importance value to employees The psycholo cal contract j ap E X Arf - h We regard this weighting element coheirnportant because it is of litde use to employees or employers to have expectations satisfied that ate net important to them c topic wc will rnturn to in Chapters 5 and 6 when dtseussing wprkforce segrnentattnn. Some organicationp tpcnda pmmdeai ofwcsttd ttateang effort in meeting or even over elivnritn on too eyne exppntatinnt that are not pastkulntlynalpnbintnoettnininOhiiducleorgroupSi while under-pubvehng on on tga me. Tin ethtnpnteinKi o Huselid a Altnponthnnp poinledout can beoepnmihortantno t strategy eneeuuun or oe harn tinhie etO hpn oxamming the employabilitythosi s. Engaging employees We will look at engagement in its more specific sense in the last partofthischapter first however we want to focus on the nodon Of engagernent in a moo gene rnl se . see . From our perspgaige employee engagement ma la rnsodated behavioumin en ergnnizaugndepeng onfoenSev peneetsee individual ideneficafio n gnd identities wle am I ineegnaiiznllon twhaidoibeti eve e psychongicviowzetaWn Ifiii ruinntt awd comrntaienUwZlllsrd . These four com iom nts ofmnie dtlrldOgganizahona- i ola-tionships have beentu supert olin tcntnresearch and speculation and ere at die cure of modem hmttan retnnrcv 0131139010 Ar tOpenrow ooh Ooper tt OetJl ht aptued An rndmidwiKpre n o hm mnpbymrnl iCam klp hit been nne uh the most impotantdetehipmentsofrecern gmeamooooiAthta. dons in mosldevelopedcounnie especially herethe influonee of made umeos hut eet rniKo d and Pt not nf nnn-stanPord Pent of emploprennt cpmraos has Otc ren . Suet deeclopmenn Chapter 4 The quality of individual employment relationships 135 toward individualization am be seen intwoways. On the one hand some writers and critics have highlighted the negative side by