MARC details
| 000 -LEADER |
|---|
| fixed length control field |
01966 a2200217 4500 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
|---|
| fixed length control field |
130912b xxu||||| |||| 00| 0 eng d |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
|---|
| International Standard Book Number |
978-0-7619-4944-2 |
| 082 ## - DEWEY DECIMAL CLASSIFICATION NUMBER |
|---|
| Classification number |
658.301 |
| 100 ## - MAIN ENTRY--PERSONAL NAME |
|---|
| Personal name |
GRIEVES, JIM |
| 9 (RLIN) |
10812 |
| 245 ## - TITLE STATEMENT |
|---|
| Title |
STRATEGIC HUMAN RESOURCE DEVELOPMENT |
| Statement of responsibility, etc |
GRIEVES, JIM |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) |
|---|
| Name of publisher, distributor, etc |
SAGE PUBLICATIONS INDIA PVT. LTD. |
| Date of publication, distribution, etc |
2003 |
| Place of publication, distribution, etc |
NEW DELHI |
| 300 ## - PHYSICAL DESCRIPTION |
|---|
| Extent |
VI, 210 |
| Other physical details |
PAPER |
| 505 ## - FORMATTED CONTENTS NOTE |
|---|
| Formatted contents note |
The Roots of Strategic Human Resource Development <br/>Planned Strategies for Change <br/>The Evolution of Strategic Human Resource Development <br/>Analyzing Culture <br/>The Emergence of Strategic Human Resource Development <br/>Consultants, Clients and Change Agents <br/>Strategic Human Resource Development Interventions |
| 520 ## - SUMMARY, ETC. |
|---|
| Summary, etc |
`I thoroughly enjoyed this book which is well-argued, well-structured and superbly referenced. It will be of value to those studying change and strategic management and human resource development at masters level.... Whether it heralds a new approach to organizational change for the new century remains to be seen but it most certainly demolishes many of the recipes of the final part of the last one!' - The Leadership & Organization Development Journal<br/><br/>By challenging the reactive, prescriptive and formulaic theories of late 20th century change management, Strategic Human Resource Development seeks to draw the boundaries for a new discipline that views change as an internal and proactive approach to organizations.<br/><br/>As middle managers, supervisors and team leaders become increasingly involved in change, they need to learn how to become proactive by developing change from within. Leadership, strategy and critical thinking are today no longer simply the prerogatives of the top team. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
STRATEGIC HUMAN RESOURCE DEVELOPMENT |
| 9 (RLIN) |
10813 |
|
|---|
| Topical term or geographic name as entry element |
MANPOWER PLANNING |
| 9 (RLIN) |
11307 |
|
|---|
| Topical term or geographic name as entry element |
ORGANISATIONAL CHANGE |
| 9 (RLIN) |
11308 |
|
|---|
| Topical term or geographic name as entry element |
EMPLOYEE |
| Form subdivision |
TRAINING |
| 9 (RLIN) |
11309 |
|
|---|
| Topical term or geographic name as entry element |
DTRATEGIC PLANNING |
| 9 (RLIN) |
11310 |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Source of classification or shelving scheme |
Dewey Decimal Classification |
| Item type |
Book |
