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Article
Publication date: 1 October 2005

Walter Sumetzberger

To develop more sensitivity for different patterns of human resource management in multinational companies.

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Abstract

Purpose

To develop more sensitivity for different patterns of human resource management in multinational companies.

Design/methodology/approach

Systemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management.

Findings

A concept of four typical varieties of human resource management, a model and important aspects for designing the cooperation processes between human resource departments and company management in multinational companies.

Originality/value

This paper provides a complex mindset about human resource management in a multinational context, which is a prerequisite for designing constructive cooperation processes between human resource departments and company management and for increasing the effectiveness of human resource activities.

Details

Journal of European Industrial Training, vol. 29 no. 8
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 24 October 2008

Patricia Ordóñez de Pablos and Miltiadis D. Lytras

The paper seeks to analyze in depth the organizational requirements for the exploitation of human resource management towards increased organizational performance, and to provide

21880

Abstract

Purpose

The paper seeks to analyze in depth the organizational requirements for the exploitation of human resource management towards increased organizational performance, and to provide a conceptual framework for the analysis of human resource management in learning organizations.

Design/methodology/approach

The paper takes the form of an extensive literature review on human resource management (HRM), organizational learning and human capital.

Findings

The major contribution is the Requirements Framework for the Adoption of Technology Enhanced Learning and Semantic Web Technologies, which can guide strategies of effective competencies management in modern organizations. This framework initiates an interesting discussion of technological issues that go beyond the scope of this paper.

Research limitations/implications

The Requirements Framework provides the basis for an extensive specification of knowledge management strategies. A follow‐up publication will present the practical implications of the “theoretical” abstraction of framework and empirical evidence.

Practical implications

The paper is a very useful source of information and impartial advice for strategists, HRM managers, knowledge management officers and people interesting in exploiting human resource management systems in a knowledge‐intensive organization.

Originality/value

This paper fulfills an identified need to outline methods and technologies for integrated knowledge and learning and competencies management support in organizations.

Details

Journal of Knowledge Management, vol. 12 no. 6
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 11 September 2017

Vincent Obedgiu

The purpose of the paper is to trace the historical perspectives in the development and evolution of human resource management as a field of study and profession.

20751

Abstract

Purpose

The purpose of the paper is to trace the historical perspectives in the development and evolution of human resource management as a field of study and profession.

Design/methodology/approach

The paper adopts a desk research to conduct a general review of literatures that are fundamental in tracing the historical routes, evolution, and professional development in the field of human resource management.

Findings

The literature reviewed reveals that human resource management is a product of the human relations movement of the early twentieth century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, human resource now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In start-up companies, human resource’s duties are performed either by a handful of trained professionals or even by non-human resource personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various human resource tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of human resource, as evidenced by several field-specific publications.

Originality/value

The study contributes to the body of knowledge in human resource management and practices, professional development, history of human resource management and the future of human resource functions. Further attempt is made in the study to present historical perspective of the evolution of the field to prepare professional managers in managing the human resource function and disseminate the human resource development philosophy and values to improve human resource practice and recognition within the management agenda.

Details

Journal of Management Development, vol. 36 no. 8
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 January 1993

Jamal Khan and Wayne Charles‐Saverall

Examines the relationships and problems that exist between thetheory and practice of human resource development in the public sector.Aims at enhancing the capability of human…

1703

Abstract

Examines the relationships and problems that exist between the theory and practice of human resource development in the public sector. Aims at enhancing the capability of human resource management systems to adapt and respond proactively to a constantly changing environment in the 1990s and beyond. Identifies and analyses the evolution and development of human resource management systems in the Barbados public sector with special reference to the role of the personnel agencies, systemic as well as sectoral problems, policy/political constraints and the relationships between management capability and national development.

Details

International Journal of Public Sector Management, vol. 6 no. 1
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 7 March 2023

Raphael Papa Kweku Andoh, Rebecca Dei Mensah, Stephen Tetteh, Georgina Nyantakyiwaa Boampong, Kofi Adom-Nyankey and Bernice Asare

Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is…

Abstract

Purpose

Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is crucial to the effective management of the employees and the success of the organization. It is evident, however, that personal information-related issues in organizations are of significant concern and that examining employees’ perceptions and attitudes regarding personal information management is extremely valuable. Yet, this is largely absent in the literature. This study, therefore, aims to investigate the influence of perceptions of employees concerning the uses and security of human resource records on their attitude toward human resource records in Ghana.

Design/methodology/approach

A descriptive survey design was used in this study. An online questionnaire was used to gather responses from employees for analyses. A structural equation model was developed and assessed because of the advantages that come with its use and the characteristics of this study. The assessment of the structural equation model was done to determine the significance of the hypothesized paths. In addition, effect size, coefficient of determination and predictive relevance of the structural model were assessed. Before that, the validity and reliability of the measurement model were examined through the assessment of the indicator loadings, average variance extracted, Cronbach’s alpha and composite reliability. An importance-performance map analysis (IPMA) was also conducted.

Findings

The hypotheses formulated in this study could not be rejected because the hypotheses tested were statistically significant. Thus, this study revealed that employees’ perception of the uses of human resource records influenced their attitude toward human resource records. Also, employees’ perception of the security of human resource records influenced their attitude toward human resource records. The IPMA revealed that the perception of uses of human resource records was more important, yet its performance was below the perception of security as significant.

Practical implications

Human resource records management professionals, particularly in Ghana, ought to ensure that the human resource records in their organizations are used for the purpose for which they are collected and also, secured. In addition, they should assure employees that their personal information is used as expected and secured. This could be realized with the use of international records management standards especially those in the ISO 30300 series. More so, human resource managers as part of their counseling duties also need to counsel employees so that they form positive perceptions about the uses and security of the personal information they give to their organization in the course of their employment.

Originality/value

To the best of the authors’ knowledge, this study brings to light the attitude of employees toward human resource records based on their perceptions of uses and security in the Ghanaian context which is absent in the literature as previous studies have focused mainly on personal information management behavior only at the individual level.

Article
Publication date: 1 August 2002

Eleni Stavrou‐Costea

The present study identified and addressed some important issues related to human resource management and its role within organizations. These issues involve human resource…

11868

Abstract

The present study identified and addressed some important issues related to human resource management and its role within organizations. These issues involve human resource planning, training, management and career development, and work flexibility. Cyprus was used as a case study and practices among Cypriot organizations were compared with their counterparts in the EU.

Details

Journal of European Industrial Training, vol. 26 no. 6
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 1 January 2000

CONCHA ÁLVAREZ‐DARDET, GLORIA CUEVAS‐RODRÍGUEZ and RAMÓN VALLE‐CABRERA

This his paper focuses on a specific aspect of Value‐Based Management (VBM), the design of performance measurement systems. This remains an important challenge not only in…

3816

Abstract

This his paper focuses on a specific aspect of Value‐Based Management (VBM), the design of performance measurement systems. This remains an important challenge not only in Management Accounting but also in Human Resources Management. Performance measurement on various levels of organisation should be aligned to value creation, and management compensation should be tied to the achievement of targets set to these measures according to VBM proponents. In the present article definitions of concepts and issues associated with the design of performance measurement systems are discussed. Furthermore, the paper presents a review of four tools available to measure and manage intangible resources: human resource accounting, economic value‐added (EVA), balanced scorecard (BSC) and intellectual capital (IC). The role of non‐financial measures is also analysed from a VBM framework. Finally, some concluding remarks are highlighted in the last section.

Details

Journal of Human Resource Costing & Accounting, vol. 5 no. 1
Type: Research Article
ISSN: 1401-338X

Article
Publication date: 1 February 1997

Wen‐Hsien Chen

Total quality management (TQM) is widely recognized as an effective approach to enhance a firm’s competitive advantage. In addition to technical elements such as statistical…

9006

Abstract

Total quality management (TQM) is widely recognized as an effective approach to enhance a firm’s competitive advantage. In addition to technical elements such as statistical process control, product design, etc. the successful implementation of TQM requires senior executive leadership and effective human resources management. Examines the leadership and human resources management of TQM in Taiwan. Data were collected from field interviews and questionnaire surveys conducted in US and Japanese subsidiaries, and local firms. Criteria stipulated in the Malcolm Baldrige National Quality Award of the USA were used to assess the quality of leadership and human resources management. Results of MANOVA (Multivariate analysis of variants) reveal that a company with larger sales revenue, a larger number of employees, or with greater production automation manifests better leadership and human resources management. The chi‐square test shows that foreign‐invested companies are superior to local firms in leadership. Canonical correlation analysis concludes that both leadership and human resources management are positively correlated with the management effectiveness of the quality department. Discusses the managerial implications of these research findings.

Details

International Journal of Quality & Reliability Management, vol. 14 no. 1
Type: Research Article
ISSN: 0265-671X

Keywords

Article
Publication date: 1 April 1998

Ian Clark

This paper provides a case study of a previously unresearched industry, Engineering Process Plant Contracting, it examines how a project management firm responded to heightened…

7498

Abstract

This paper provides a case study of a previously unresearched industry, Engineering Process Plant Contracting, it examines how a project management firm responded to heightened competitive pressures through a process of entrepreneurial innovation. A key component in this focused on the corporate human resource function as a full business partner in project management and its contribution to the “bottom line”, a clear recognition of its positive strategic significance. The evidence suggests that prevailing competitive conditions determine the nature and direction of HRM’s strategic integration with a firms entrepreneurial goals. Where cost reduction strategies prevail the function is likely to institutionalize entrepreneurial goals determined elsewhere. Where cost containment and the reduction of internal inefficiencies prevail a more positive integration between the function and the firms entrepreneurial goals is necessary.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 4 no. 1
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 23 February 2022

Sanaz Hadji, Peyman Gholizadeh and Neda Naghavi

With drastic changes in the external environment, many organizations today cannot continue their activities and create sustainability in achieving long-term goals without having…

1047

Abstract

Purpose

With drastic changes in the external environment, many organizations today cannot continue their activities and create sustainability in achieving long-term goals without having carefully designed and coordinated systems with each other. The human resource performance management system is considered as one of the most important process pillars of any organization that without any specific strategic mechanism, such as inclusive learning, faces challenges and harmful conflicts. The purpose of this study is to diagnose human resource performance management based on the lack of ambidextrous learning themes in the banking system.

Design/methodology/approach

In this study, theoretical screening based on similar research was used to identify the components (diagnosing of human resource performance management) and research propositions (ambidextrous learning themes). Then, Delphi analysis was used to determine the reliability of research components and propositions by the participation of 13 management specialists and experts. In the quantitative part, the components and propositions identified in the form of matrix questionnaires were evaluated by interpretive analysis by 18 managers of banking system.

Findings

The results showed that the proposition of lack of strategic tendencies in learning is considered as the most effective theme of ambidextrous learning in reinforcing the damage of strategic incompatibility in the performance functions of human resource management (HRM).

Originality/value

This result shows that the lack of strategic orientations due to the ineffectiveness in identifying environmental capacities in the banking system in the field of HRM performance is a new challenge.

Details

International Journal of Ethics and Systems, vol. 38 no. 3
Type: Research Article
ISSN: 2514-9369

Keywords

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