Sentence examples for human resources practice from inspiring English sources
While companies might have balked at such an expense in the past, said Timothy Dwyer, national director of KPMG's international human resources practice, they may be more open to it now.
"These construction companies wish to draw a line under this matter and continue to work together with the trade unions at national, regional and site level to ensure that the modern UK construction industry provides the highest standards of employment and HR (human resources)practice for its workforce," a statement said.
"Face time is not part of this business," says Lowell Williams, head of the human resources practice at EquaTerra, a firm that connects corporations with outsourcing partners.
After Megan told UK broadcaster Jason Solomons about the run of the mill human resources practice that is Michael Bay forcing her to wash his Ferrari while wearing a bikini during her audition for Transformers, Megan became known as a Hollywood pariah and certified idiot.
However, some departments go beyond minimum good human resources practices.
This can be achieved through QC, Kaizen and effective human resources practices.
Hence, once the foundation (the human resources practices) is ready then organization can launch the second phase of Lean journey simultaneously along with the first phase.
That elementary lesson is now being transferred to offices, too, where good human resources practices call for abandoning the idea that managers can cure a problem employee. .
To maintain a pool of good elf labor willing to work in the harsh North Pole climate, Santa pays close attention to human resources practices and policies to retain top talent.
The SCEQ is based on a theoretical safety culture model that is manifested in three fundamental components of the functioning and operation of any organization: strategic decisions, human resources practices, and daily activities and behaviors.
According to Birdthistle (2006), SMEs prefer informal learning strategies, rather than formal strategy because SMEs lack of funds; Ndiege et al. (2012) in the same vein found that SMEs have no resources to develop human resources practices with most preferring to adopt a 'wait and see' approach to formal training.
