Strategic Human Resource Planning Applications

Section 1: Introduction -- Implementation of Strategic Human Resource Planning Applications -- Section 2: General Issues of Strategic Human Resource Planning -- Human Resource Management and Strategie Change: Challenges in Two Deregulated Industries -- Formulating Human Resource Strategies in a Professional Service Firm: A Systemic Approach -- Pay Policy, Organization Strategy and Structure: A Question of “Fit” -- Human Resource Costs and Business Strategy: Striving for Competitive Advantage in the Pharmaceutical Industry -- Section 3: Employee Responses to Organizational Strategies -- What Motivates Technical Professionals to Contribute Their Best Effort and Maintain Their Commitment to Their Organization? -- Employee Responses to Organizational Strategies: The Forgotten Variable in Human Resource Forecasting -- Executive Career Patterns and Organizational Adaptation to Change. -- Section 4: Strategies for Productivity Improvement -- Strategies for Managing Productivity Improvement -- Forecasting the Cost-Benefits of Job Training -- Individual Productivity: A Sourcing Analysis -- Section 5: Forecasting and Turnover Control -- Manpower Requirements Forecasting: A Case Example -- Use of Personnel Flow Models for Analysis of Large Scale Work Force Changes -- New Technology for Controlling Turnover -- Section 6: Work Force Dynamics and Compensation Policy -- A Model to Simulate the Effects of Work Force Dynamics on Compensation Policy -- Decision Information Support for a Comprehensive Retirement System Conversion -- Analyzing the Link Between Compensation and Quit Decisions of Civil Service Employees -- Section 7: Impact of Information Processing on Human Resource Planning -- Current Trends in the Use of Computer Technology by Human Resource Managers -- Deployment of a Micro-based HRMS as a Distributed Information System: H.R. Policy Management Implications and Impact -- About the Editor and Contributors.