منابع
Anderson, N. R., & Shackleton, V. J. (1993). Successful selection interviewing. Oxford: Blackwell.
Armstrong, M. (2006). A handbook of human resource management practice. London: Kogan Page.in nhh
Bartram, D. (2004). Assessment in organizations. Applied psychology- an international review, 53,237-259
Beaumont, p. b. (1991). Trade unions and hrm. Industrial relations journal. Vol (22), 300-308.
Braun, W. H., & Warner, M. (2002). Strategic human re- source management in western multinationals in China: The differentiation of practices across different ownership forms. Personnel Review, 31, 553–579.
Brney, j. (1991). Firm resources and sustained competitive advantage. Journal of management, 17, 99-120.
Boyatzis, R. E. (1982), The Competent Manager: A Model for Effec- tive Performance, Wiley, New York, NY.
Foog, C. D. (1999). Implementing your strategic plan: how to turn" intent" into effective action for sustainable change. New York: American management association.
Fulmer, R. M.- conger, J. A. (2004). Identifying talent excellence, 21(4).
Gangani, nclean, & braden. (2006), a competency based human resource development strategy, performance improvement quarterly, 19(1) pp. 127-140
Lucia, A. & Lepsinger, R. (1999). The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations. san Francisco: jossey- bass/ pfieffer.
Mavondo, F. T., Chimhanzi, J., & Stewart, J. (2005). Learning orientation and market orientation: relationship with innovation, human resource practices and performance. European Journal of Marketing, 39(11/12), 1235-1263.
Palmer, Jan., kane, Bob. (1995). Strategic hrm or managing the employment.
Sandberg. J. (2001), interpretare to competenze. Sviluppo e organizzazione. N. 182
Zhou, K.Z. (2006), “Innovation, imitation, and new product performance: the case of China”, Industrial Marketing Management, Vol. 35 No. 3, pp. 394-402.
Wright, p. m., mcmahan, g. c. (1992). Theoretical perspectives for strategic human resource management. Journal of management, 18(2) 295-320