Higher knowledge for higher aspirations
dc.contributor.author | Brockbank, Wayne | en_US |
dc.contributor.author | Ulrich, Dave | en_US |
dc.date.accessioned | 2006-05-17T14:42:28Z | |
dc.date.available | 2006-05-17T14:42:28Z | |
dc.date.issued | 2005 | en_US |
dc.identifier.citation | Brockbank, Wayne; Ulrich, Dave (2005)."Higher knowledge for higher aspirations." Human Resource Management 44(4): 489-504. <http://hdl.handle.net/2027.42/39117> | en_US |
dc.identifier.issn | 0090-4848 | en_US |
dc.identifier.issn | 1099-050X | en_US |
dc.identifier.uri | https://hdl.handle.net/2027.42/39117 | |
dc.description.abstract | With escalating expectations and opportunities for HR professionals to add greater value comes the mandate for greater knowledge about the fundamental driving forces of business. Business leaders and employees increasingly assume that HR professionals have foundational knowledge of HR concepts and practices. But to create competitive advantage from that knowledge, HR professionals must be fully versant about external business realities that directly or indirectly influence how to apply that knowledge. We examine four of the most central categories of external business knowledge: advancements in technology, the causes and effects of economic and regulatory turbulence, the dynamics of business globalization, and changes in population demographics. With knowledge about these fundamental business drivers and their supporting data, HR professionals will be more able to make credible and accurate strategic contributions to business discussions and to proactively build more centrally relevant HR practices. © 2005 Wiley Periodicals, Inc. | en_US |
dc.format.extent | 141378 bytes | |
dc.format.extent | 3118 bytes | |
dc.format.mimetype | application/pdf | |
dc.format.mimetype | text/plain | |
dc.language.iso | en_US | |
dc.publisher | Wiley Subscription Services, Inc., A Wiley Company | en_US |
dc.subject.other | Business, Finance & Management | en_US |
dc.title | Higher knowledge for higher aspirations | en_US |
dc.type | Article | en_US |
dc.rights.robots | IndexNoFollow | en_US |
dc.subject.hlbsecondlevel | Business (General) | en_US |
dc.subject.hlbsecondlevel | Computer Science | en_US |
dc.subject.hlbsecondlevel | Management | en_US |
dc.subject.hlbsecondlevel | Psychology | en_US |
dc.subject.hlbsecondlevel | Southeast Asian and Pacific Languages and Cultures | en_US |
dc.subject.hlbsecondlevel | Economics | en_US |
dc.subject.hlbtoplevel | Business | en_US |
dc.subject.hlbtoplevel | Engineering | en_US |
dc.subject.hlbtoplevel | Social Sciences | en_US |
dc.subject.hlbtoplevel | Humanities | en_US |
dc.description.peerreviewed | Peer Reviewed | en_US |
dc.contributor.affiliationum | University of Michigan ; Partner, The RBL Group and Clinical Professor, Ross Business School, University of Michigan, 701 Tappan, Ann Arbor, MI 48109 | en_US |
dc.contributor.affiliationum | University of Michigan | en_US |
dc.description.bitstreamurl | http://deepblue.lib.umich.edu/bitstream/2027.42/39117/1/20086_ftp.pdf | en_US |
dc.identifier.doi | http://dx.doi.org/10.1002/hrm.20086 | en_US |
dc.identifier.source | Human Resource Management | en_US |
dc.owningcollname | Interdisciplinary and Peer-Reviewed |
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