Subjects -> BUSINESS AND ECONOMICS (Total: 3853 journals)
    - ACCOUNTING (134 journals)
    - BANKING AND FINANCE (314 journals)
    - BUSINESS AND ECONOMICS (1435 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (235 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (146 journals)
    - INVESTMENTS (22 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (635 journals)
    - MARKETING AND PURCHASING (117 journals)
    - MICROECONOMICS (23 journals)
    - PUBLIC FINANCE, TAXATION (42 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 47)
Advances in Accounting     Hybrid Journal   (Followers: 14)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 49)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 33)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 66)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 91)
Human Resource Management Journal     Hybrid Journal   (Followers: 86)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 65)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 51)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 37)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
Journal of HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 14)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 77)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 28)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 9)


Similar Journals
Journal Cover
HR Future
Number of Followers: 4  
  Full-text available via subscription Subscription journal
ISSN (Print) 1608-8506
Published by Sabinet Online Ltd Homepage  [185 journals]
  • HR Professionals can help build a better future
    • Authors: Alan Hosking
      Abstract: What kind of future are you planning for' To help you formulate your answer, think about what you’re doing and why you are doing it. It may seem like stating the obvious, but everything we do should be done with the clear intention of creating a better future. That’s what hope is all about – a belief in a better future – as opposed to fear, which is a belief in a worse future. If you’re wanting a better future, there’s not just one thing you need to do. There is a combination of things you need to get right. And you need to get the mix or balance just right, too. While a certain amount of seasoning in food enhances the taste, too much of it makes the food unpalatable.
      PubDate: 2019-11-19T00:00:00Z
  • Meet our panel of expert contributors
    • Abstract: Meet our panel of expert contributors
      PubDate: 2019-11-19T00:00:00Z
  • Focus on health and wellness in 2020
    • Authors: Lee Callakoppen
      Abstract: Private healthcare is making headlines as a result of the National Health Insurance (NHI) Bill released in August, followed by the Health Market Inquiry report and ‘launch’ season for medical aids, when schemes present their new or revised products and benefits for the year ahead and notify members of contribution increases. But the South African healthcare landscape remains complicated. There is no doubt that access to quality healthcare for all citizens is a priority and the intention of the Department of Heath to introduce NHI has our fullest support. However, we believe more debate and engagement among all stakeholders – including employer groups – is required to make sure the process is fair, participatory and transparent, ultimately resulting in a NHI Bill that will ensure a sustainable, quality healthcare solution for all South Africans.
      PubDate: 2019-11-19T00:00:00Z
  • Take a look into the capacity-centric mindset
    • Authors: Alan Hosking
      Abstract: Profile

      Rita Trehan is a highly successful former Fortune 200 Chief Human Resources Officer turned Global HR and Transformation Consultant with a long track record of helping companies worldwide improve operational efficiency, performance, consistency and profits. Rita is a British national and resides in the US. Her new book, Unleashing Capacity: The hidden human resources is available now.
      PubDate: 2019-11-19T00:00:00Z
  • What’s wrong with free flu shot day'
    • Authors: David Creelman
      Abstract: In our book, The CMO of People, my co-author, Peter Navin, relates the story of “Free Cookie Day”. When he joined one organisation, he learned that one of the HR initiatives was to provide free cookies on Wednesday. The cookies were delivered to the lunchroom, employees would pick up a cookie then go back to their desks. That was it. It sounds nice but the business value was far from clear. Not long after the book came out, a business professional complained to me about their HR department’s “Free Flu Shot Day”. I could understand business managers frowning about the wisdom of spending money (and, all told, it amounted to hundreds of thousands of dollars) on free cookies, but why would they be angered by the obviously beneficial free flu shot day' The unflattering reaction was because it came across as yet another email from HR asking managers to do something that sounded “nice” with no apparent understanding that the managers’ days were already full, packed, overstressed, hectic! It would be, in the manager’s mind, by no means easy to squeeze in time for a visit to the onsite clinic. It wasn’t the free flu shots that angered managers, it was an HR department that seemed disconnected from the harsh realities of the business.
      PubDate: 2019-11-19T00:00:00Z
  • 6 Tips for choosing the best HRIS technology
    • Authors: Garrett Penn
      Abstract: Managing your workforce can be a challenging task, whether you run a large company with thousands of employees, or a smaller business. No matter your company size, it is essential that you select a human resource information system (HRIS) to help you stay organised. There is no shortage of options available, so here is a list of things to consider and do before choosing the best HRIS for your company.
      PubDate: 2019-11-19T00:00:00Z
  • Chaos theory and learning organisations : friends or foes'
    • Authors: Archan Mehta
      Abstract: Organisations are based on predictability of human behaviour as well as the environment in which organisations work. Chaos is built into all organisations over a long period of time because some variables are stable and other variables are unstable in all organisations. For example, people in organisations change over a period of time and there is a turnover in all organisations over a long period of time, which changes the nature of organisations. This requires us to think over disorder, chaos and instability. Sometimes, they all come together at one moment, for example, when there was an accidental explosion at Chernobyl or at Bhopal in India. In such disastrous situations, we need to create order out of chaos and such order can be created through human agencies. Thus, chaos is a non-linear situation but creating order out of chaos is a linear situation. An organisation may be chaotic at a point in time but this does not mean that order cannot be created by a chaotic organisation. This is because all non-linear relationships are not uncontrollable or undeterministic.
      PubDate: 2019-11-19T00:00:00Z
  • What does HR do and what does it deliver'
    • Authors: M. Amr Sadik
      Abstract: CEOs are not satisfied with HR’s performance despite the evolution in the discipline, and keep asking, “Does Human Resources practice make a difference in business results'” The answer in some organisations is, “This function is still doing marginal, mainly administrative, tasks and shows no demonstration of their initiatives. They give us lip service and no deliverables.” From their side, HR leaders and practitioners are depressed and frustrated. They are not appreciated, ignoring the fact that they do what they are asked to do. This is, however, one of the most important, if not critical, topics for discussion in the HR arena – the way HR contributes to business success. For the function to effectively partner with business, there needs to be a combination of knowledge, expertise and tools to properly act upon business requirements and demands. Measuring HR’s performance is an increasingly important concern for both HR Professionals and CEOs.
      PubDate: 2019-11-19T00:00:00Z
  • Beat or prevent occupational fraud
    • Authors: Sergey Ozhegov
      Abstract: Any bank employee having access to useful data can put the power in the hands of fraudsters and create problems for a financial organisation – by evil will or mere negligence. Knowing what the danger is and where to soften the blow, you can significantly reduce insider risks. So who in a financial company creates risks, and why'
      PubDate: 2019-11-19T00:00:00Z
  • Difficult conversations at work - part 1
    • Authors: Tom Anderson
      Abstract: Difficult conversations at work. They’re awkward, sometimes unpleasant and, ultimately, inevitable in any workplace dynamic. You know when you have to talk to Justin about how he keeps showing up 45 minutes late or Ashley because she’s under-delivering on projects' We’ve all been there. Seventy percent of employees avoid difficult conversations in the workplace, according to a study by career-coaching startup Bravely. This can lower morale and cause a toxic work environment. Facebook COO Sheryl Sandberg encourages her employees to have tough conversations at least once a week. If you’re not having them, you’re not growing, she says. So, how do we encourage tough conversations and handle them eloquently'
      PubDate: 2019-11-19T00:00:00Z
  • Future-ready people are made not hired
    • Authors: Tom Cheesewright
      Abstract: Two questions frequently asked are: “What skills does our company need for the future'” or “How do we ensure sustained success in this age of uncertainty'” Alongside “Why don’t we have jetpacks yet'” and, “What are next week’s lottery numbers'” these are some of the questions most frequently asked of a futurist. As the rocketing salaries in digital disciplines show, many companies are trying to hire their way into future-readiness. Every company is a technology company now. Few can operate without some level of inhouse technical capability.
      PubDate: 2019-11-19T00:00:00Z
  • Industry 4.0 and our love-hate relationship with change
    • Authors: Gerhard van Rensburg
      Abstract: We have a love-hate relationship with change. In some cases we welcome change with open arms, in others we resist or try to escape it. We love it when the immediate benefits are obvious to us. We hate it when it is demanding of us – when we feel it threatens our comfort, security, or way of life. When we set our eyes on the future and we want to do so in a sincere and meaningful way, not merely as an academic exercise, we need to consider our emotional response to the accelerated change we experience in the 21st century – not only our views about it. From the earliest days, people had to deal with disruptions. The forces behind it were however simple and recognisable. They were mainly those of nature or hostile people competing for land and resources. Even with three industrial revolutions behind us, we could still be reasonably comfortable with our ability to reflect and learn from past experiences by identifying the cause-and-effect relationships. However, it is our shared experience today that what used to be obvious is not obvious anymore – drafting three and five-year strategic plans feels like a waste of time. It is all happening too fast, too unpredictable and complex. And yet, we cannot be self-defeating, throw our arms in the air and stop trying to apply our minds.
      PubDate: 2019-11-19T00:00:00Z
  • Create a “sticky” organisation
    • Authors: Ravi Panthi
      Abstract: An employee experience is defined as what people encounter, observe or feel during the course of their employee journey at an organisation. In short, employee experience is everything an employee experiences at work – their interactions with their boss, their team, work-place infrastructure and a multitude of other things. The relationship between an employer and an employee is the most important aspect of the employee experience, which in turn is a major contributor to employer branding. The brand value of an organisation, as well as the environment within the organisation, will determine how favourable it is for the employer to experiment with new ways of working and growing its talent. Today, jobs are not structured as they were before and retaining talent is not just about providing them with nine-to-five jobs, but it’s about navigating and exploring new ways of working and creating a culture of hunger and appetite for learning among the employees.
      PubDate: 2019-11-19T00:00:00Z
  • Help your finance leaders to embrace new roles
    • Authors: Sara Bux
      Abstract: The CGMA Africa Conference on “Finance transformation in the digital world” that took place on 11 to 12 September in Cape Town, explored the ways in which new technology is changing the shape of the finance function. Out of the many insights shared by the expert speakers that stood out was the changing role and competencies of the finance professional of the future. It is predicted that the advent of new technologies like RPA, AI and blockchain will significantly reduce the size of the traditional finance function, requiring finance professionals to assess the relevance of their skills and capabilities for the future. Skills like transaction processing, reporting and insight and action are currently considered the essential skills for finance professionals; but soon, they will be required to provide insights that informs strategy and implementation, while still adhering to reporting and compliance needs. The shift from producing financial information to combining financial and non-financial data to produce a holistic representation of the business will become a requirement and a competency that finance professionals must develop. This presents finance leaders with an opportunity to play a more dynamic and central role in the business. But what will this new role entail'
      PubDate: 2019-11-19T00:00:00Z
  • Invest your employees’ retirement funds wisely
    • Authors: Malusi Ndlovu
      Abstract: When investing employee retirement savings as part of an employee benefits scheme, the responsibility is on the board to make investment decisions with the best outcome for employees in mind. However, an economic and investment environment in constant flux, and an overwhelming choice of portfolios can be daunting for decision makers, many of whom are not investment experts. It is thus essential to partner with the right consultant who has the appropriate experience, skills and resources to guide the board – a consultant who understands the fund and its membership – one who sets clear objectives and designs an appropriate investment strategy that complies with the various regulations. A professional consultant will also do due diligence in researching and selecting asset managers, and then monitor and report on the strategy on a regular basis.
      PubDate: 2019-11-19T00:00:00Z
  • Reduce the true cost of stress
    • Authors: Kerry Rudman
      Abstract: In South Africa, depression caused by stress and anxiety is measured to cost more than R232 billion or 5.7% of the country’s GDP in lost productivity – either due to absence from work or attending work while unwell. So, with an economic hit like that in mind, what exactly is the true definition of stress and anxiety; and what can we realistically do about it' Stress is the body’s reaction to a threat or dangerous situation – be it real or perceived. When you feel threatened, a chemical reaction While stress has an impact on the economy, it can be effectively dealt with. Reduce the true cost of stress occurs in your brain and body that allows you to act in a specific manner to prevent injury. This stress reaction is the typical “fight-or-flight,” response. During the stress response, your heart rate increases, breathing quickens, muscles tighten and blood pressure rises. Your body and mind are ready to act. It is how you protect yourself.
      PubDate: 2019-11-19T00:00:00Z
  • Is your coach in supervision'
    • Authors: Veronica Wantenaar
      Abstract: COMENSA has a commitment to assist people and their organisations in the area of coaching and mentoring to help them achieve the benefits that coaching and mentoring can bring to the organisation. There are many ways in which they can be utilised to improve business performance:
      • Executive coaching;
      • Transitional coaching, when individuals are moving roles or have been promoted and would benefit from assistance to settle in more quickly and perform at the   desired levels;
      • Team coaching to create cohesive high performing teams;
      • Cross functional team coaching to build strong relationships and networks throughout the organisation to facilitate performance;
      • Individual coaching in skills or for development;
      • Specialist external subject mentors if the organisation does not have capacity;
      • Coaching skills for leaders and managers; and
      • Mentoring skills for leaders at all levels.
      PubDate: 2019-11-19T00:00:00Z
  • Pay is 2019’s main cause of employee exit
    • Authors: Mark Bussin; Daniela Christos
      Abstract: The working world, as we know it, started off in an era of industrialisation. Employees, at this stage, could be likened to an ant colony – having to carry out structured, monotonous tasks where each person had a role which was repeated day by day. These employees kept organisations alive by way of production and pulled themselves through the laborious tasks to get their stipend. So that’s what employees worked for – money. The more employees would work, the more money they would get. This was a concrete and formalised contract where, if one party upheld their end of the bargain, so would the other. However, as time evolved, so did organisational needs … and so did employee needs. Organisations began to find new ways to compete. This required innovation. But at the same time, they found that the people they relied upon for innovation … were actually people. This resulted in the emergence of the discipline of industrial psychology where human performance in the industry, was attributed to psychology. Hence, the rise in all the special types of treatment we see today – gyms in companies, paternity leave, virtual work, flexitime, you name it! The employer-employee contract thus migrated from a formal one, to a psychological, unspoken one. The underlying principle of work for reward in some form, however, stayed the same.
      PubDate: 2019-11-19T00:00:00Z
  • Fight fraud with emerging technology
    • Authors: Rob Bothma
      Abstract: I recently spent some time travelling the country speaking at the South African Payroll Association’s regional annual conferences. Being a technologist, I spoke about the impact emerging technologies are having on organisational compliance. My talk primarily focused on the area of payroll fraud, as this has again reared its ugly head with many organisations trying to fight the scourge of “ghost employees”. During my research on this topic, one of the scariest things I found was that, although on the one hand technology can be used to assist the HR and Payroll teams in fighting fraud, it was also being used to assist employees in committing fraud.
      PubDate: 2019-11-19T00:00:00Z
  • When Directors and companies have fall outs
    • Authors: Brian van Zyl
      Abstract: The Constitutional Court, in Gbenga- Oluwatoye v Reckitt Benckiser SA (Pty) Ltd and Another (2016) 27 SALLR 3 (CC), considered the following important issues: (a) What is the test adopted by the Constitutional Court in Barkhuizen v Napier 2007 (5) SA 323 (CC) to determine whether the terms of a contract were contrary to public policy (contra bonos mores) and how was such test applied by the Constitutional Court in casu' (b) What is the type of ‘waiver clause’ apparently identified by the Constitutional Court in casu as being valid' (c) What is the type of ‘full and final settlement’ clause apparently viewed by the Constitutional Court in casu as being valid' (d) When considering whether or not a clause in a contract breaches s23(1) of the Constitution and/or s34 of the Constitution, what is the approach to be adopted, with reference to the Constitutional Court judgment in Barkhuizen v Napier (supra)' (e) How did the Constitutional Court in casu resolve the interest of public policy against the obligation of parties to be bound by solemnly concluded agreements and operating from positions of approximate equality of bargaining power'
      PubDate: 2019-11-19T00:00:00Z
  • Dual and multiple citizenship for South African citizens
    • Authors: Julian Pokroy
      Abstract: This is a topic on which I have written previously in HR Future, but I wish to highlight some of the complexities and procedures of dual and multiple citizenship for South Africans, as the question keeps coming up and in most instances causes confusion. At the outset, it is important to note that social media is not the ideal place to be searching for information on this complex topic. It is also important to note that the Constitution of the Republic of South Africa does allow for Dual and/or Multiple Citizenship for South Africans. The important fact is that there are processes to follow prior to obtaining citizenship of another country. The critical date in all of the above is October 1995 when the South African Citizenship Act 88 of 1995 (subsequently amended) came into operation. Two distinct possibilities now present themselves. The first possibility is where the person acquired citizenship of another country prior to the coming into operation of The Citizenship Act.
      PubDate: 2019-11-19T00:00:00Z
  • Use your most valuable asset wisely
    • Authors: Alan Hosking
      Abstract: If you were to ask anybody responsible for managing people what their most valuable asset is they would probably automatically recite the, “People are our greatest asset,” mantra. Now this may be true in a corporate context, but what about in our personal capacity' What is any person’s most valuable asset' You may be tempted to say it’s your talent, your experience, your unique gifts, your education and training or a host of other such things, and you couldn’t be faulted for those answers. If, however, you think about it deeply, you may come to realise that your and my most valuable asset is ... time.
      PubDate: 2019-11-19T00:00:00Z
  • Become a relationship guru
    • Authors: Alan Hosking
      Abstract: HR Professionals can be forgiven for feeling like they may have Multiple Personality Disorder.
      PubDate: 2019-10-01T00:00:00Z
  • Meet our panel of expert contributors
    • Abstract: Meet our panel of expert contributors
      PubDate: 2019-10-01T00:00:00Z
  • Put people first – for the next 100 years and more
    • Authors: Jeanett Modise
      Abstract: The people agenda will enjoy increasing priority for many years to come.
      PubDate: 2019-10-01T00:00:00Z
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Tel: +00 44 (0)131 4513762

Your IP address:
Home (Search)
About JournalTOCs
News (blog, publications)
JournalTOCs on Twitter   JournalTOCs on Facebook

JournalTOCs © 2009-