Part One identifies common principles that underlie sound performance and rewards management. Chapter One sets the stage for defining these principles by describing how a human resource management str
Part One identifies common principles that underlie sound performance and rewards management. Chapter One sets the stage for defining these principles by describing how a human resource management str
Theory matters in applied disciplines—fields that apply scholarly research to professional practice, such as management, social work, health care, human resource development, education, and many other
An essential text for PA courses on Human Resource Management as well as Public Management and Law, this book illuminates the role of the reasonable public servant, who strives to perform authorized f
In this book, human resource management and training expert Judy Hale demystifies training outsourcing and details how companies can successfully outsource their training and development needs—from th
Inclusive Business Models talks about organizations that employ principles of business to address the needs of the poor. It takes an analytical approach to derive insights about business models by comparison with other inclusive models seen within the same sector and through comparisons with models from a different sector. This cross sector comparison, especially with a number of case studies, would enable readers to cumulate their learning, and act as a guide to management students, practicing managers and entrepreneurs for understanding and analyzing any business model that intends or claims to be inclusive. This book is beneficial for students of entrepreneurship, social enterprises and human resource management. Sections of this book would be relevant for courses on social enterprises, developmental economics and inclusive business models taught globally, given that India today has emerged as a hotbed of experiments and innovations to deal with the problems of poverty and inequalit
This handbook makes a unique contribution to the fields of organizational psychology and human resource management by providing comprehensive coverage of the contemporary field of employee recruitment
"This is a huge achievement. The book is worthwhile reading for professionals and scientific researchers in the fields of organizational behavior, human resource management, social psychology and othe
The process of globalization has brought into focus the central role of culture in understanding work behavior. In parallel to the accelerating process of globalization, there has been an explosion of empirical studies on culture and organizational behavior. The Oxford Handbook of Cross-Cultural Organizational Behavior integrates this research into one coherent framework with a rich collection of chapters that highlight the role of culture at the multi-levels of the organization, from the individual level to the meso-level of the social group, the macro-level of the organization, and up to the global work culture. Written by a diverse group of experts in the field, this handbook provides critical knowledge on how cultures vary, and how culture influences basic psychological processes, communication, trust, social networks, leadership, and negotiation. It also covers how to manage multicultural teams, culture and human resource management practices, joint ventures, organizational change
This book presents Social Dialogue as a social innovation strategy for managing diversity at any step of the human resource circle. It showcases empirical research on how to improve open dialogue and
This new book, The Future of Organizations: Workplace Issues and Practices, provides some valuable insights into how organizations are changing and evolving and how human resource personnel, employers
This text is for advanced undergraduates and graduate students in courses in organization theory and organizational behavior who are studying areas such as human resource management, strategic managem
Employers all over the world are engaged with implementing human resource management (HRM) policies in order to encourage and facilitate longer working lives for an aging workforce. While there has be
Japanese labour market practices have attracted considerable attention in the West for two reasons. Firstly, innovative human resource management (HRM) is responsible for the development of competitive industrial sectors. Secondly, inner flexibility of the labour market has produced low unemployment and wage flexibility. This study, originally published in 2000, provides a thorough investigation of the distinctive features of Japanese internal labour markets (ILM) and occupational labour markets (OLM), closely analyses important changes in ILM and considers future developments. It combines a mixture both of descriptive and of theoretical and econometric work and builds on the authors' wel- known previous research in this area. Also contains a detailed case study and the econometric analysis of HRM policies used by a large Japanese firm. Although the focus is on Japanese ILM, international comparisons are made throughout, mainly with reference to Europe and the United States.
Many managers are frustrated by a bewildering array of advice about what works in the workplace. This volume contributes to a growing consensus about effective workplace practices. The collection combines detailed studies of single industries (automobile assembly, apparel, and machine tools) with cross-industry studies of financial performance. Compared to most past investigations, the research here has better measures of both workplace practices and organizational performance. The contributors find that systems of innovative human resource management practices can have large effects on business performance. Success does not come from any single innovation, but from a coherent system encompassing pay, training, and employee involvement. Although a majority of contemporary US businesses now have adopted some innovative work practices, only a small percentage of businesses have adopted a coherent new system. A concluding chapter outlines barriers to diffusion and discusses public policie
The fragmented nature of modern working life is leading to fundamental changes in our understanding of the term 'career'. Few people now expect to have a lifetime of continuous employment, regardless of their qualifications or the sector they work in. This book presents a kaleidoscopic view of the concept of career, reviewing its past and considering its future. International specialists in psychology, sociology, counselling, education and human resource management offer a multi-layered examination of career theories and practice, identifying the major changes taking place in the world of work that are challenging and extending the meaning of the word career. The overall aim is to redefine it in ways that are relevant to the newly emerging network society of the 21st century. The chapters are wide-ranging, exploring topics such as the changing contexts of career, individual career experiences, women's careers, multicultural issues, and implications for practice and policy-making.
Japanese labour market practices have attracted considerable attention in the West for two reasons. Firstly, innovative human resource management (HRM) is responsible for the development of competitive industrial sectors. Secondly, inner flexibility of the labour market has produced low unemployment and wage flexibility. This study, originally published in 2000, provides a thorough investigation of the distinctive features of Japanese internal labour markets (ILM) and occupational labour markets (OLM), closely analyses important changes in ILM and considers future developments. It combines a mixture both of descriptive and of theoretical and econometric work and builds on the authors' wel- known previous research in this area. Also contains a detailed case study and the econometric analysis of HRM policies used by a large Japanese firm. Although the focus is on Japanese ILM, international comparisons are made throughout, mainly with reference to Europe and the United States.
Information technology (IT) has transformed human resource management across our society, and its influence on higher education has been profound. Technology Everywhere addresses the dual role played
Many managers are frustrated by a bewildering array of advice about what works in the workplace. This volume contributes to a growing consensus about effective workplace practices. The collection combines detailed studies of single industries (automobile assembly, apparel, and machine tools) with cross-industry studies of financial performance. Compared to most past investigations, the research here has better measures of both workplace practices and organizational performance. The contributors find that systems of innovative human resource management practices can have large effects on business performance. Success does not come from any single innovation, but from a coherent system encompassing pay, training, and employee involvement. Although a majority of contemporary US businesses now have adopted some innovative work practices, only a small percentage of businesses have adopted a coherent new system. A concluding chapter outlines barriers to diffusion and discusses public policie
