HRM & Organisational Behaviour Research Papers (original) (raw)

The main objective of this qualitative research is to examine the relationship between manager's Emotional Intelligence (EI) level and effective delegation in industry. In order to test and discuss this relationship, some perception from... more

Leadership persistently continues to be a hot topic and as researches continue to happen trying to uncover what makes a leader productive and successful; there is a persistent need of an academic text that provides a blend of theory and... more

Leadership persistently continues to be a hot topic and as researches continue to happen trying to uncover what makes a leader productive and successful; there is a persistent need of an academic text that provides a blend of theory and real cases for understanding and providing training on leadership. Connecting theory to practice in this book, W Glenn Rowe and Laura Guererro provide an opportunity for the readers to stay updated with the latest in leadership concepts and confront real-world issues and dilemmas pragmatically.W. Glenn Rowe’s experience in the Canadian Navy for 22 years and academic experience in teaching strategy and strategic leadership in Ivey business school coupled with Laura Guerrero rich experience in teaching management and human resources at the University of Texas and Houston is reflected in this well- thought book that is a welcome addition for students, academicians and people in business.

How a counceling based methodology can help to nurture, improve and grow the organizations

Briefly describing each of the following methods of performance appraisal.

This book prepares students of management who specializes in HRM, or HR related subjects, HR practitioners, Researchers in HR, and includes the dynamic concepts of newer HR paradigms happening across the world, and also caters to the... more

This book prepares students of management who specializes in HRM, or HR related subjects, HR practitioners, Researchers in HR, and includes the dynamic concepts of newer HR paradigms happening across the world, and also caters to the syllabus for BBA and MBA of all the leading Indian Universitities specifically to Anna University, Bharathiar University, Kerala University, Calicut University, and other Indian Universities
This concepts in this book will prepare all HR professionals who are evolving into a higher level professionals who can use this book for their challenging and rewarding career. The readers can apply these concepts in their day to day HR functions to have effective practical advancements in their career.
Who will benefit from this Book
All students and practitioners of HR management and practioners of HR at various levels in any kind of organization will benefit form learning to manage Human Resources. This includes all the students, faculties in colleges and universities, and those who already have HRM and want to become more effective and other professionals who want an improved understanding of managing human resource. This book also fits to the non-business organization like the nongovernment organizations (NGOs), Government Organisations, Health Care Administrative HR Professionals, and non-profit enterprises. The HR functions though occasionally are dynamic as well intriguing, the basics remain the same related the Human nature. The dynamics of HR are now more glocalised in nature as the culture and work practices are almost multicultural and multinational in nature, and hence updating of newer and practically evolving HR practices are required for the HR managers, and this Advances in HRM will definitely fit in. The dynamism in the newer paradigms will soon become the secondary skill for the practicing as well as budding HR practioners.

Introduction: In hospital doctors are the key human resource for providing the health care services to patients. Doctors are not only health care providers but they also fulfill the role of managers and leaders in health care... more

Introduction: In hospital doctors are the key human resource for providing the health care services to patients. Doctors are not only health care providers but they also fulfill the role of managers and leaders in health care organizations.
Objective: To explore the barriers to career development of doctors and to find out the factors responsible for working with such district hospitals in Delhi.
Material and Methods: A cross-sectional study was conducted in the three district hospitals of Delhi in 2012. The responses of the doctors were recorded by a self administered questionnaire. During the time of data collection, 90 doctors were available in all the hospitals. Data was entered into MS excel sheet and analyzed by SPSS version 18.
Results: Out of total 90 doctors only 72 doctors filled the self administered questionnaire completely. Lack of training policy (44.4%) and lack of adequate infrastructure (36.1%) in hospitals were the major barriers in the career advancement of doctors. Main factors responsible for retaining more than half doctors in same hospitals were pension benefits in job (55.5%) and non transferable job (50%). To keep up the motivation of doctor’s salary enhancement (38.8%), reward system (36.1%), good working environment (36.1%), need based training or sponsoring for trainings (33.3%) and recognition of good work by administration (22.2%) were various suggestions given by the doctors.
Conclusion: To overcome career development barriers, human resource development policy is recommended at policy level keeping at forefront the present barriers and binding factor responsible for working in such hospitals by the doctors.
Key words: Human Resource, Trainings, Salary, Motivation.

This paper addresses a key social–cultural aspect of sustainability in the Gulf region: Workforce localization (WL). Our research objective is to empirically explore organizational socialization (OS) practices in the context of WL in the... more

This paper addresses a key social–cultural aspect of sustainability in the Gulf region: Workforce localization (WL). Our research objective is to empirically explore organizational socialization (OS) practices in the context of WL in the United Arab Emirates (UAE), where National Citizens (NCs) are a powerful minority in the workforce. This research adopts a qualitative methodology, using semi-structured interviews with managers in charge of the WL program in 14 organizations in the UAE, across different industrial sectors and ownership. We found five major OS practices: Establishing thorough orientation programs, providing formal training programs (skills, diversity/cultural awareness, supervisor, mentoring and coaching team building), redesigning NCs’ jobs and work teams, engaging expatriates in NCs’ OS processes, and organizing networking events. All organizations rigorously evaluated the effectiveness of their OS practices. This study contributes to the empirical literature on m...

Corporate life in India is getting increasingly lucrative and challenging, at the same time. Over the past couple of decades, in the wake of globalization, the collectivist country has gone through massive changes with respect to the... more

Corporate life in India is getting increasingly lucrative and challenging, at the same time. Over the past couple of decades, in
the wake of globalization, the collectivist country has gone through massive changes with respect to the organizational culture. This study aims
to research some fresh and newly evolved concepts of personality and organizational psychology and their coherent effects. We conducted
a study on 150 Indian corporate employees across various sectors. They filled out a survey, which essentially had two components: the first
one denoting how much of corporate psychopathic tendencies do they observe in their immediate supervisors and the latter one gauging
what type of psychological contract do they extend towards the organization. Results asserted that employees who rated their supervisors
higher on corporate psychopathic tendencies showed significantly higher transactional contract with the organization as opposed to those
who rated their managers lower and extended a relational contract. In addition, there was also no difference found with regard to gender in
portraying corporate psychopathic tendencies.

This essay explores how management of creative organisations can communicate a flat organisational structure with emphasis on co- leadership and division of responsibility. Through a comparison of the language used in ordinary businesses... more

This essay explores how management of creative organisations can communicate a flat organisational structure with emphasis on co- leadership and division of responsibility. Through a comparison of the language used in ordinary businesses with that of artistic organisations (especially theatres and symphonies), the essay suggests that by implementing the ‘artistic’ language into ordinary businesses, organisations can underpin a creative working culture and to a larger extend communicate the flat organisational structure that help organisations fulfil their potential in the creative economy.

Emotional intelligence (EI) is known to contribute for the success of individual or group, and plays an important role in organizational effectiveness through positive behavior. The purpose of the study was to find out the relationship... more

Emotional intelligence (EI) is known to contribute for the success of individual or group, and plays an important role in organizational effectiveness through positive behavior. The purpose of the study was to find out the relationship between EI and different components of organization effectiveness viz., teamwork effectiveness, conflict-handling modes and leadership competencies of the scientific personnel in National Agricultural Research and Education System (NARES) in India. The data was collected from 234 respondents by administering EI Test (EIT), Teamwork Skill Questionnaire, Thomas-Kilmann Conflict Mode Instrument (TKI Test) and Leadership Effectiveness Profile. The results indicated that 93.2% of the participants recorded an average level of EI; whereas, only 6.8% have a high level of EI. Majority of participants (78.6%) recorded lower levels of teamwork effectiveness as against 19.2 and 2.2% having average and high levels of team work effectiveness, respectively. Among the conflict-handling modes, avoiding (37.2%), compromising (20.5%) and accommodating (20.1%) are the dominant modes employed by the participants. Among the leadership competencies, people enablement, directional clarity, driving persistence and change orchestration are the dominant reported competencies. EI is significantly and positively correlated with teamwork effectiveness and all the attributes of leadership effectiveness. Among the domains of EI, self-awareness, motivating oneself and handling relationships are significantly related to the teamwork effectiveness and leadership competencies. The findings of the study revealed the importance of EI in contributing the overall success of the organization through building up the teamwork effectiveness and contributing to the leadership competencies. The implication of the study includes the role of EI as important criteria in selection and recruitment and a competency to be trained in employee’s in-service capacity building programs in order to improve the overall organizational effectiveness.

Job Satisfaction is most indispensable factor for long term survivability of organization. Management has to play a crucial role in improving Job satisfaction among the employees. This study focuses on study of Job Satisfaction in IT... more

Job Satisfaction is most indispensable factor for long term survivability of organization. Management has to play a crucial role in improving Job satisfaction among the employees. This study focuses on study of Job Satisfaction in IT industry and Automobile industry. The researches were conducted among 602 employees from Automobile and Information Technology Industries in Pune city with the help of questionnaire. Data has been analyzed with the help of SPSS package. Result shows that IT employees are more satisfied and motivated than Automobile employees.

A gestão das Pessoas e a Gestão Internacional

This paper examines the level of job satisfaction of insurance employes in Bangladesh. It shows that job satisfaction factors are associated with the overall satisfaction of insurance employees. Factors including recognition, task... more

This paper examines the level of job satisfaction of insurance employes in Bangladesh. It shows that job satisfaction factors are associated with the overall satisfaction of insurance employees. Factors including recognition, task significance, pride of work, bureaucracy, and conflicts are important for improving job satisfaction of insurance employees in Bangladesh. These factors are significantly related to the overall satisfaction of the employees. The higher level of recognition, task significance, pride of work and lower level of bureaucracy and conflicts result in positive overall satisfaction on insurance employees. The results also show significant differences between the job satisfaction level of desk and development employees. The differences are concerned with the attitudes including fair pay, promotion chance, benefits, salary increase, supervisors' behavior, goal clarity, work appreciation, and co-workers relations.

This research study is investigating the role of human resources management (HRM) as a facilitator of more creative behaviours among (less creative) employees.

A company that seeks to achieve success, needs to invest in the efficiency of the people management whose development should gravitate according to the objectives of the organization and its own development and achievement. Thus, the new... more

A company that seeks to achieve success, needs to invest in the efficiency of the people management whose development should gravitate according to the objectives of the organization and its own development and achievement. Thus, the new philosophies and methodologies are of great interest to companies. They seek to develop specific methodologies to measure the impact of the relationship between the individual's behavior with the task and evaluete the level of satisfaction in the work environment. From this perspective, this work aims to analyze the evolution of studies regarding the methodologies developed for people management, as well as to identify the factors that most influence the worker's performance, through a systematic literature review. The search method used to search the databases was the consolidated meta-analytical approach (TEMAC). This method involved three steps: preparing the research, presenting and interrelating the data and, finally, detailing, integra...

 Broad measures of performance which take an organization-level view of HR management, using broad productivity measures like sales per employee, profit per employee, volume per employee, number of employees per HR specialists, and other... more

 Broad measures of performance which take an organization-level view of HR management, using broad productivity measures like sales per employee, profit per employee, volume per employee, number of employees per HR specialists, and other relevant "output-over-input" ratios;

HIGHLIGHT The study has recommended the Aetna to change the traditional recruitment policy and give more concentration on employee retention rate. Technology driven talent management practices should be the time worthy policy of the... more

HIGHLIGHT The study has recommended the Aetna to change the traditional recruitment policy and give more concentration on employee retention rate. Technology driven talent management practices should be the time worthy policy of the Aetna. Focusing more on LAMP and MCC frameworks would enhance the effectiveness and efficiency in recruitment, retention, and talent management policies for the Aetna. ARTICLE HISTORY ABSTRACT Submit : Apr 22, 2020 In the last few decades, globalization has changed the business strategies of the companies. The current case study has tried to evaluate the Aetna's diversity approaches named 'The Aetna Way' policy along with its complexity of implementation in people management issues. The finding consists of investigation background; talent management process and its significance for the company; the Aetna's recruitment and retention policies and then tried to compare the Aetna's policies with close competitors and top performing compan...

Human Resource is the one of the most important resource that have the ability to differentiate to identical firms. In a highly competitive business environment, it is very crucial to have talented as well as committed employees in order... more

Human Resource is the one of the most important resource that have the ability to differentiate to identical firms. In a highly competitive business environment, it is very crucial to have talented as well as committed employees in order to attain upper hand in the business field. That is the one thing that creates sustainable competitive advantage-and therefore ROI, company value and long-term strength-is the workforce, the people who are the company. Therefore, the HR managers are interested to measure and evaluate the commitment, motivation, positive feelings, and satisfaction of employees towards their work. The employee engagement is one of such concept that describes the overall employee-favour-to work and work environment. This paper focus on defining the concept of employee engagement through exploring the secondary data.

The aim of this study was to explore the impact of work autonomy and organizational commitment on organizational communication. To this end, a questionnaire was designed by using the scales of work autonomy and organizational commitment... more

The aim of this study was to explore the impact of work autonomy and organizational commitment on organizational communication. To this end, a questionnaire was designed by using the scales of work autonomy and organizational commitment to organizational communication. in this paper, the impact of work autonomy and organizational commitment on organizational communication was studied considering the perceptions of health employees. The results showed a high-reliability level (> .80) of organizational communication and organizational commitment scales which were applied in the research. Sub-dimensions of the organizational commitment scale, namely, normative commitment, affective commitment, continuance commitment, revealed a high-reliability values of dimensions. As a result of the applied structural equation model, work autonomy variable positively affects the organizational commitment variable. It was found that the increase in the organizational commitment and work autonomy variables affect the increase of the work autonomy variable. Confirmatory factor analysis of research scales was found to be meaningful because the model test values were x 2 , x 2 /df. Further, the fit index values GFI, CFI, SRMR, RMSEA were found to be within acceptable limits. In this model, work autonomy variable could be explained by 52% and organizational communication variable by 26%. In the designed model, Organizational Communication variable adversely affects the organizational commitment variable and work autonomy variable adversely affects it. The increase in the organizational commitment and work autonomy variables affect the organizational communication variable.

When bringing into discussion the process of competencies appraisal, the first thing that comes in our mind is the end of this process, more precisely, the report sheet. This is most of the times associated with terms like penalties and... more

When bringing into discussion the process of competencies appraisal, the first thing that comes in our mind is the end of this process, more precisely, the report sheet. This is most of the times associated with terms like penalties and punishment, or most of the time with terms that do not describe the reality. As in school, the grade, along other similar qualifications, would have helped to provide a certain feature, level of competency and label for each student. The proven fact is that there were days when the students had great to excellent contributions and other days when they were not at their full potential. That is why a grade, a mark, a qualification, taken into consideration for a short period of time, could not reflect the actual potential of the student. The same thing could happen to all types of employees. And this is to the knowledge of the very human resource expert. Furthermore, in order to achieve the most accurate image on someone's competencies, together with his/her performance at the workplace, for a given period of time, we should take into consideration a well-planned and detailed process of evaluation which lasts long enough to cover as many aspects and features as possible, in order to generate a wide and clear profile that is going to help both the evaluator and the person that is evaluated. The world largest companies came in Romania and brought their well-developed know-how on employee assessments, while the SMEs have tried to duplicate their strategies at a narrow scale and the result was surprisingly bad. Our study would bring into discussion facts about performance appraisals of SMEs employees, the results undertaken so far, while providing a framework of the actual necessities. 1 OBJECTIVES OF PERFORMANCE APPRAISALS Even though there is no novelty when talking about the human resources performance appraisals, no matter the work environment or field of activity, both HR managers and employees admit that the whole process of appraisal is rather informal, that evaluation comes both ways and the results do not have any immediate effects most of the times. In order to conduct a concise analysis for SMEs employees in Romania, we should first consider what the main objectives of these processes are. We will have to take into consideration the company

Executive coaching is now seen in many organisations, both private and public, as an essential professional development intervention. While in the recent past, coaches may have been engaged by individual senior managers, it is... more

Executive coaching is now seen in many organisations, both private and public, as an essential professional development intervention. While in the recent past, coaches may have been engaged by individual senior managers, it is increasingly the case that they are used throughout the management structure of organisations. As a result, many organisations have had to engage the services of teams or ‘faculties’ of coaches, either recruited individually, engaged ‘en mass’ from coaching or management consultancy organisations, or developed internally. This raises a number of questions, not least of which are:
• Should an organisation use internal or external coaches?
• How should these coaches be recruited and selected?
• How should coaches and coachees be match?
• How should the coaching faculty be managed?
This chapter will offer a tentative model for answering these questions, based partly on the author’s personal experience of being recruited into a corporate coaching faculty, partly on recruiting a coaching faculty for a government-sponsored initiative, and, in part, on recent research findings.

This paper presents the first empirical evidence on the nature and effects of human resource practices (HRM) in the Finnish manufacturing sector. In the analysis, we use the novel survey on HRM practices, based on a representative random... more

This paper presents the first empirical evidence on the nature and effects of human resource practices (HRM) in the Finnish manufacturing sector. In the analysis, we use the novel survey on HRM practices, based on a representative random sample from the population of the Finnish manufacturing firms who had 50 or more employees in 2005. In the sample, we have firm-level information on several HRM and employee participation practices of 398 firms, which is 38% of the firms in the population and almost 50% of the survey respondents. To study how HRM practices affect the level of firm productivity, we first combined the HRM survey data with financial statement data and then estimated crosssectional and panel data estimators for the Cobb-Douglas production functions. We find that both the incidence of employee participation practices and the incidence of HRM tools have increased in the manufacturing sector from 2002 to 2005. The empirical findings support the view of a positive association with the HRM practices and the level of firm productivity. Perhaps more importantly, however, we find that not all forms of employee financial and decision-making participation practices have favorable productivity effects: consultative committee and profit sharing scheme has a positive effect, but other practices do not have statistically significant effects.

Career development is the most effective tool for organizations through which they develop their employee’s career to make them more productive on workplace. The study examines the relationship between career development practices and... more

Career development is the most effective tool for organizations through which they develop their employee’s career to make them more productive on workplace. The study examines the relationship between career development practices and three types of organizational commitment namely affective commitment, continuance commitment, and normative commitment in the telecom sector of Pakistan. Six hypotheses were developed and tested through tests including
regression, correlation and descriptive statistics. Data have been collected from 100 employees of 5 companies of telecom sector of Pakistan. Primary and secondary data are used to collect information for this research. Questionnaire is used in this research to gather information from employees. Analysis shows that career development practices have positive impact on three types of organizational commitment. The leading limitation of this research is the number of sample N=100. IN spite this research is effectively conducted, the sample size is too small as population is large, due to the small sample size the outcome of research is not exactly accurate. With a bigger sample size, there will be more accurate and reliable results.

Noble and concerted efforts have been made in many respects in the development of Africa. Although a lot seems to have been achieved, a lot more is still left to be desired in order to attain the optimum level of development and boost the... more

Noble and concerted efforts have been made in many respects in the development of Africa. Although a lot seems to have been achieved, a lot more is still left to be desired in order to attain the optimum level of development and boost the contributions of African States, particularly those in the Sub-Saharan region, in key areas of positive global best practices. The need for the consciousness of maintenance culture cannot be over stressed if the continent is to attain her full potentials. Maintenance culture Management could act as a key driver in sustaining competitive advantage in as well as ensuring sustainability of processes in social and organizational settings. Thus, this is one critical area of immense potential developmental benefit to the continent and a veritable avenue to impact the global space. Through participative observation and desk research, this exploratory paper took an introspective look at the macro, micro and mini level perspectives of Maintenance culture Management. This was done to trigger behavioral alterations in the different dimensional perspectives and within the African continental environment with a view to changing the current unfavorable narrative and increasing her potentials for better global impact.

Het mobiliteitsbudget wordt de laatste jaren prominent naar voren geschoven als een van de antwoorden op het verduurzamen van het woon-werkverkeer of de bredere mobiliteitsproblematiek. Meer specifiek wordt het MB gezien als alternatief... more

Het mobiliteitsbudget wordt de laatste jaren prominent naar voren geschoven als een van de antwoorden op het verduurzamen van het woon-werkverkeer of de bredere mobiliteitsproblematiek. Meer specifiek wordt het MB gezien als alternatief of aanvulling op de bedrijfswagen. In deze paper gaan we dieper in op de problemen die geassocieerd worden met het huidige stelsel van vergoedingen en de bedrijfswagen. We snijden enkele onderwerpen aan die in onze optiek ontbreken in de discussies. Voorts behandelen we de ontwerpaspecten van het MB en enkele ervaringen met vormen van het MB. We doen dit aan de hand van internationale literatuur. Dit alles met als doel de huidige discussie te voeden en uiteindelijk te komen tot een optimaal ontwerp van het mobiliteitsbudget.

Since a group of McKinsey consultants coined the phrase the War for Talent in 1997 (Michaels, Handfield-Jones, & Axelrod, 2001; Axelrod, Handfield-Jones, & Michaels, 2002), the topic of talent management has received a... more

Since a group of McKinsey consultants coined the phrase the War for Talent in 1997 (Michaels, Handfield-Jones, & Axelrod, 2001; Axelrod, Handfield-Jones, & Michaels, 2002), the topic of talent management has received a remarkable degree of practitioner and academic interest. In our developing world the organizations have to choose their personnel under different complicated and changing environment. This makes the managers obligate with the importance of choosing right personnel according to the different situations. Becoming one of the important topics of HRM, talents effect directly the organization and the organization success. Nevertheless, competitions of organizations become the competition of talents. Talent management (or succession management) is the on-going process of analysing, developing and effectively utilizing talent to meet business needs. It involves a specific process that compares current talent in a department to the strategic business needs of that department. Results lead to the development and implementation of corresponding strategies to address any talent gaps or surpluses. Talent management have becoming need of an hour because business have become more complex and dynamic, positive relation between better talent and better performance, employees expectations are also changing, to save on wastage of funds due to employee absenteeism and turnover etc. In an interview Lenovo India's MD Amar Babu, his focus is on talent: coaching, team-building and making the right pitch for the right people and said. "Talent management today tops my agenda and role," he says. People and teams, he knows, are what go into making a successful organization. "Especially at the middle and senior management levels, it is becoming increasingly difficult to get good talent which matches the company's culture [1]

The drive to create integrated and collaborative project teams has seen the behavioural assessment of suppliers become increasingly common in construction procurement exercises. Within the stated objectives of this are the desire to... more

The drive to create integrated and collaborative project teams has seen the behavioural assessment of suppliers become increasingly common in construction procurement exercises. Within the stated objectives of this are the desire to procure supply partners with the right 'collaborative working capabilities' and 'cultural alignment'. Belief in the benefits of behavioural assessments in procurement has become so prevalent as to be referenced in the Infrastructure Client Group's 'Alliancing Code of Practice' published by HM Treasury in 2015. However, the spread of this resource intensive practice has occurred without published evidence that it increases the effectiveness of procurement objectives. The purpose of this study is to examine the efficacy and value of behavioural assessment practices commonly used in UK infrastructure procurement exercises. The analysis draws on theories of organizational psychology and sociology as well as the industry experience of the co-authors. Importantly, the study addresses practices attempting to secure integration but which evidence suggests that they generate actual and potential waste. It is concluded that for several reasons the practices commonly used in behavioural assessment in construction procurement have little validity. The study's findings shed light on institutional pressures in the development and introduction of management policies and construction procurement practices, and call for greater collaboration between behavioural scientists and construction management disciplines. Such collaboration can be used to critically examine change proposals that may go on to generate 'institutional waste'.

Businesses struggle to deliver a consistent customer experience across a broad and complex number of touch points: succeeding requires coordination of functionally diversified departments, which is a challenge to many organizations. The... more

Businesses struggle to deliver a consistent customer experience across a broad and complex number of touch points: succeeding requires coordination of functionally diversified departments, which is a challenge to many organizations. The authors propose a coordinated approach to overcome departmental silo thinking, in which visionary leadership anchors customer-focused purpose and installs design management to integrate the function of design into the core competency of the business. Design managers, in this solution, require skills equivalent to an evolved role of design management. To determine, which abilities design managers need to successfully integrate functional units the authors developed a competency framework. Fourteen competencies, grouped in four clusters contributed to this framework. The clusters are: managing the design process; mediating business value; building a creative environment and connecting and convincing others. To test the significance of the individual competencies practitioners were asked to rate the relevance of the competencies in effectively overcoming diversification. To 'disseminate purpose' was rated most important, followed by 'aligning design processes with business objectives', as well as the ability to 'remain self-motivated and open-minded' when dealing with others. The study revealed that specific competencies are relevant in integrating functional departments in support of delivering holistically designed customer experiences. Furthermore, the results provide valuable insights for curriculum development in educational programs, which are focused on the development of professionals equipped for the evolved role in design management.

The aim of this paper is to determine whether Australian small and medium enterprises (SMEs) could be described as 'bleak houses' or whether they have developed over the last decade into 'bright prospects' typified by human resource... more

The aim of this paper is to determine whether Australian small and medium enterprises (SMEs) could be described as 'bleak houses' or whether they have developed over the last decade into 'bright prospects' typified by human resource innovations. This study builds on empirical work (n = 1425) from ten years ago (1998), and re-examines the prospects of SMEs through the lens of human resource management (HRM) practices. Uniquely, the 2008 cross-sectional data provides for the large-scale tracking of strategic HRM practices. Specifically, 110 HRM practices over five traditional areas across 1230 SMEs are analysed. The prevalence, change, and patterning of HRM practices used by Australian SMEs in 2008 are investigated. It was found that SMEs need less of a make-over in relation to the adoption of HR practices, compared to a decade ago. From a practitioner viewpoint, the study provides cross-sectional benchmarking against the previous time-point, 1998, as well as extending that work with an examination of a more extensive range of new and emerging HRM practices. This project was conducted with a USQ research grant. Given the nature of our two-point longitudinal panel data, this research question uniquely investigates the extent of change in HRM practices over the last decade. Question 3. To what extent do key firm characteristics differentiate the patterning and prevalence of HRM practices?

Uit: Werk verandert: 21st century skills in de praktijk • Door technologie en digitalisering verandert de maatschappij van een industriële naar een kennis-en netwerksamenleving. In de toekomst zal technologie een nog grotere rol spelen in... more

Uit: Werk verandert: 21st century skills in de praktijk • Door technologie en digitalisering verandert de maatschappij van een industriële naar een kennis-en netwerksamenleving. In de toekomst zal technologie een nog grotere rol spelen in de samenleving. Werk dat nu wordt gedaan door mensen, wordt straks uitgevoerd door machines, of mensen worden bij hun werk ondersteund door ICT. Veel functies veranderen daardoor drastisch. • Er wordt veel geschreven over de 21st Century Skills. Deze 21ste eeuwse vaardigheden zijn nodig om op de veranderingen voorbereid te zijn. Dit zijn competenties als creativiteit, samenwerken, probleemoplossend vermogen en kritisch denken. Verder is een betrokken, ondernemende, nieuwsgierige houding belangrijk in de 21ste eeuw. Ook ICT vaardigheden spelen een belangrijke rol. (zie bijv. www.P21.org) • Hierna staan eigenschappen genoemd die gerelateerd zijn aan de 21st century skills. Vul de lijst in en check of je voorbereid bent op de toekomst! Dat doe je door jezelf een rapportcijfer te geven. Denk niet te lang na en antwoord snel. Deze test hoor bij het boek: Werk verandert: 21st century skills in de praktijk. Een publicatie van Inholland en De Haagse Hogeschool.

Although the importance of positive, trusting, and cooperative relations between HR professionals and line managers has been well documented, little is known about how organizations can systematically nurture such relationships. This... more

Although the importance of positive, trusting, and cooperative relations between HR professionals and line managers has been well documented, little is known about how organizations can systematically nurture such relationships. This article specifies the “HR–line-connecting HRM system,” which consists of a bundle of HRM practices designed to improve the relationship between HR and line managers. Drawing on the social capital perspective and HR strength theory, we propose that such HRM practices develop HR managers' social networks with line managers and facilitate the formation of a shared language between them, which should in turn result in low employee turnover. Our theory is generally supported by empirical analyses on data from Chinese high-tech firms.

Purpose of the article: The general objective of this study was to examine the impact of working tools, training, organisation's physical environment, organisational communication and organisational structure on employees' job... more

Purpose of the article: The general objective of this study was to examine the impact of working tools, training, organisation's physical environment, organisational communication and organisational structure on employees' job satisfaction and organisational performance. Methodology: The study adopted random sampling technique in selecting the participants. Self-structured questionnaires were used to elicit information from a sample size of one hundred and thirty-two respondents. One hundred and twenty-five instruments were properly completed and fit for analysis. Scientific aim: This study investigated the impact of some selected factors (working tools, training, organisation's physical environment, organisational communication, and organisati-onal structure) in determining job satisfaction of employees and organisational performance. Findings: The study found out that working tools, training, work environment, organisational communication and organisational structure significantly affected employees' satisfaction and organisational performance. Conclusions: It was recommended that management and other decision makers in organisations should pay good attention to effective communication, conducive work environment, and appropriate organisational structure, provide appropriate tools for the employees, and give right training to the employees; these would enhance employees' satisfaction and also improve the performance of the organisation.

For the past 20 years, the attention of human resource specialists and other stakeholders has been drawn to the usage of psychological tests and assessment instruments that give an insight into potential employees' personality,... more

For the past 20 years, the attention of human resource specialists and other stakeholders has been drawn to the usage of psychological tests and assessment instruments that give an insight into potential employees' personality, interpersonal style, and their response to stressful situations (Gatewood & Feild, 1998; Ryan & Sackett, 1987).

Organisations are economic powerhouses. They pose an enticing impact on individual lives, societies and countries through media, openings for work; effect on public policy, governments and in particular the leaders driving these... more

Organisations are economic powerhouses. They pose an enticing impact on individual lives, societies and countries through media, openings for work; effect on public policy, governments and in particular the leaders driving these associations. Employees respond to comprehensive culture in organisations. Such comprehensive cultures are often developed by leaders in the organisations. With reference to the literature review and a survey conducted, this paper attempts to study the effect of inclusive leadership traits on the discretionary behaviours of employees. Research Objective: • To study the impact of Inclusive leadership on organisations, societies and countries. • To study the impact of positive relationship between management and employees of the organization. • To study the present status of employee execution. Research Design : A total of 100 questionnaires were appropriated among full time employees and received 80 usable responses; response rate was 80%. The Statistical Package for Social Science (SPSS) version 20 was used to test the theories and to decide the relative relationship between the variables under examination. The data was analyzed by using Pearson's moment connection and to test the effect, linear regression is applied. Research findings: The present study demonstrates that altruism, sportsmanship, conscientiousness, courtesy and civic virtue are emphatically and fundamentally correlated with organizational effectiveness. The correlation value of organizational citizenship behavior with organizational effectiveness proves a critical connection between these two variables. There exists a causal relationship among leadership and employee's OCB attributes. Implications : The study adds to the OCB literature, demonstrating a co-connection between leaders' conduct and organizational level indicators. Future research should consider the external factors affecting the inclusiveness of leaders in the organisations.

This study analyzed the impact of human resource capital on organizational performance with specific reference to Nigerian banks. The investigation made utilized an ex post facto research design and auxiliary data from 2010 to 2019. Data... more

This study analyzed the impact of human resource capital on organizational performance with specific reference to Nigerian banks. The investigation made utilized an ex post facto research design and auxiliary data from 2010 to 2019. Data were sourced through the Annual Report and Accounts of inspected five recorded Deposit Money Banks from the Nigerian Stock Exchange. The study utilized descriptive and inferential statistics to analyze the data. The study uncovered that organizational financial related execution relies on the presentation of the people that make up the organization. The investigation has indicated that workers' wages and salaries have a positive and noteworthy impact on the benefit making capacity of chose banks. This further reveals that for the chosen banks to continue to sustain and improve on their revenue generation ability in terms of profitability, there is a demand for the management to comprehend and value the contribution of its workforce towards the achievement of organizational goals. The study concluded that a strong impact exists between profit after tax and intellectual capital and opine that human resource info is very relevant for management decision making. In this manner, the proper advances must be taken by regulatory accounting bodies to create uniform adequate principles and models for the estimation and revealing of the value of a human resource in the statement of financial position of organizations, while, the workforce ought to be viewed as the most significant resources of an organization that drives different resources.