Download or read book How Human Resource Management Impacts written by Johnny Ch Lok and published by Independently Published. This book was released on 2019-03-21 with total page 386 pages. Available in PDF, EPUB and Kindle. Book excerpt: In any organizations, instead of their human resource department function includes: interview, selecting, training, peformance evaluation management, reward management etc. based human related responsibilities. Can human resource department assist any other departments to raise employee individual productivies and efficiencies? Although, it has only indirect relationship to productivity and efficiency issue. It does not represent that it can not assist any departments to attempt to raise employee individual productivity and efficiency. I shall indicate evidences to explain how it will possible occur.How to impact human resource (HR)management on turnover productivity and corporate financial performance? I believe that HR development has an economically and statistically significant impact on both intermediate employee outcomes ( turnover and productivity) and short and long term measures of corporate financial performance. In fact, the impact of human resource management policies and practices on firm performance is an important topic in the fields of human resource management. The high performance work practices may include comprenhensive employee recruitment, selection procedures, incentive compensation and performance management system, and implementing employee engagement, training strategies, which can improve the knowledge, skills, and abilities of a firm's current and potential employees.However, arguments made in related research are that a firm's current and potential human resources are important considerations in the development and execution of the firm's strategic plan. It brings this question: How and why organization's human resource development plan which can assist to raise employee individual productive efficiency. I shall assume that one organizational human resource policies, if it is effective, then it can bring properly contribution to provide a diect and economically significant contribution to the firm.An organization's effective HR department development is needed to support by the development and vaidation of an instrument that reflects the system of high performance work practices adpted by the firm's employees. Then, if the organization has high performance work practices, it implies that its all employees had adopted its working environment to do every task efficiently. The reasons include as below points: The first point, their employees must add value to the firm's production processes from effective training methods to achieve raising levels of individual performance successfully.The second point, the skills to the firm seeks must be rare. So, the firm's employees can have rare skills to contribute to their organization to compare the other similar industry's organizations, their owning general ordinary skills of employees. So, rare skillful employees and effective training both methods which will be important factors to assist different departments to improve performance and raise productive efficiency more easily. Also, it implies that an effective Hr department will have above characteristics when the organization's human resource department owns above these competitive advantages. Then, achieving the raising productivity and efficiency aim will achieve more easily.The third point, the human resource department needs to have long-term human capital development to invest to the firm's employees to continue to train them to improve their hard and soft both skills. Investments in human resource development, they are similar to organization's equipment or facilities investments. So, they both are such as to invest in the firm's specific human captial, which can further decrease the probability of such imitation by qualitatively differentiating between the firm's specific talent employees and the other same industry firms' employees .Thus, it means that the firm'

Download or read book How Human Resource Management Impacts Productivity And and written by Johnny Ch Lok and published by Independently Published. This book was released on 2019-03-20 with total page 386 pages. Available in PDF, EPUB and Kindle. Book excerpt: ⦁HRD ( human resource department) assistsdiversity in the workplace to be benefitsNowadays, globalization requires more interaction among people from diverse background. So, large organizations will need to consider when they have need to develop overseas markets. Their offices will have different countries' staffs to cooperate to work together. For this reason, profit and non-profit organizations need to become more diversified to remain competition. Maximizing and capitalizing on workplace diversity is an important issue for management. It brings this question: Can human resource department assist the organization's diversity development in order to let continue people to cooperate to work in order to raise performance or productivity or efficieny easily. For example, if the organization's HRD is effective, the interviewers can ensure to help their organizations to select whether what countriess' applicant whom is the most right applicant to do the departmental tasks, one China company's finance department needs one applicant who familizes US accounting/finance policy knowledge and owns US related finance and accountinr working experience to do this fiance manager position. Then, the China fiem needs to decide whether it ought to select the foreign US country's domestic applicant who owns many years of finance and accounting working experience and US accounting/finance university subject knowledge to do this finance manager position or select itself country's China domestic applicant who owns US finance/accounting related working experience and familizes US accounting/finance subjects knowledge. Although, if the China company selected the local applicant who owns finance/accounting knowledge and US company finance/accounting related working experience to do this finance manager positin. The advantages are that the finance manager and whose finance team staffs who can speak fluent chinese language. So, the finance manager and his/her finance department staffs can communicate to bring easier cooperation. But, it does not guarantee that he/she must lead or supervise his/her finance deparment staffs to raise peformance or efficiency daily. Otherwise, if the China firm select one foreign US applicant to do this finance manager position. Although, this US foreign finance manager can not speak fluent Chinese languare and he/she can only speaks American language. It is possible that the finance department staffs who all are Chinese. They can not understand English language easier. It is possible to bring communication difficult problem between the US foreign finance manager and his/her finance department staffs. But, the US foreign finance manager who has competitive effort is that his/her local US finance/accounting related working experience and university graduation of finance/accounting subject knowledge is better to compare to all China applicants whose own similar accounting/finance knowlege and related working experience in China. It seems that the foreign US finance manager applicant can perform more excellent to compare all China domestic finance manager applicants. If the finance manager's duty needs to familiarize US acocunting/finance policy to calculate tax and profit for US government tax department, due to this firm needs to sell products to US market often. It is possible that the foreign US finance manager applicant can lead or supervise whose finance department staffs to raise efficiency to work more easily, due to his/her familiar US accounting/finance policy and working experience is useful more than the China local applicants who owns more China accounting/finance knowledge and China accounting/finance related working experience.

Download or read book Productivity and Organizational Management written by Carolina Machado and published by Walter de Gruyter GmbH & Co KG. This book was released on 2017-04-10 with total page 180 pages. Available in PDF, EPUB and Kindle. Book excerpt: Effective work practices and good employee relations are a real necessity of nowadays organizations, as they can help to reduce absenteeism, turnover, organizational costs, conducting to high levels of commitment, effectiveness, performance as well as productivity. Addressing these questions, this book focuses on the implications of changes in productivity and organizational management, exploring models, tools and processes.

Download or read book The Impact of Human Resource Development Practices on Organizational Productivity written by Bagabo John and published by GRIN Verlag. This book was released on 2020-06-08 with total page 105 pages. Available in PDF, EPUB and Kindle. Book excerpt: Master's Thesis from the year 2020 in the subject Business economics - Business Management, Corporate Governance, grade: Very Good, University of Lay Adventists of Kigali (UNILAK), course: PROJECT MANAGEMENT /M&E, language: English, abstract: The primary objective of this study is to assess the effect of Human Resource Development practices regarding the productivity of an organization The author aims to investigate the impact of Human Resource Development practices that are implemented in the financial institution BPR ATLAS MARA. Furthermore, the level of organization productivity of the employees of BPR ATLAS MARA is evaluated and the relationship between Human Resource Development practices and organization productivity in BPR ATLAS MARA examined. The management of Human Resource Development practices is an effective way of achieving organizational productivity. It has been discovered that most organizations are not performing well in this area and as a result have been experiencing a decline in productivity as well as failure in achievement of their goals and objectives.

Download or read book Human Resource Management How Impacts Productive Efficiency written by Johnny Ch LOK and published by . This book was released on 2020-01-03 with total page 385 pages. Available in PDF, EPUB and Kindle. Book excerpt: six situation factors can influence management's choice of HR strategyBeer , M., et al. (1984) explained that HRM and the issue of management goals and specific HR outcomes. The Harvard framework consists of six basic components as below: Beer, M., et al. (1984) indicated these six situation factors can influence management's choice of HR strategy. Firstly, situation factors include workforce characteristics, business strategy and conditions, management philosophy, labor market, unions , task technology , laws and societal values. Any one of situation factor can influence management's choice of HR strategy. The situation factor can bring influences to other two components. Stakeholder interests component means shareholders, management, employee groups, government, community, union as well as human resource management policy choices component, it means employee influence, human resource flow, reward system and works systems. It emphaises that management' decisions and actions in HR management can be fully appreciated only if it is recognized that they result from an interaction between constraints and choices will be influenced by situational factor component and shakeholder interests components and long-term consequences component influences.The human resource management policy choices component will influence the human resource outcomes component, it includes commitment, competence, cost -effectiveness. It means that it needs to understand the importance of management's goals, the HR outcomes of high employee commitment and competence are linked to longer term effects on organizational effectiveness and societal well-being.The assumptions are built into the framework are that employees have talents that are rarely fully utilized in the workplace and that they show a desire to experience growth through work. The, the human resource outcomes component will influence the long-term consequences component. It includes individual well-being, organizational effectiveness and societal well-being . The long-term consequences distinguish between threee goals: individual , organizational and societal. At the level of the individual employee, the long-term HR outputs comprise the psychological rewards that workers receive in exchange for their effort. At the organizational level, increased effectiveness ensures the survival of the firm. Ath the societal level, as a result of fully utilizing people at work, some of society's goals ( for example, employment and growth are attained. Finally, the sixth component is a feedback loop component, it is through which the outputs flow directly into the organization and to the stakeholders. However, long-term outputs can influence situational factors, stakeholder interests and HR mangement policy choices in cycle two way relationship.

Download or read book Managing Human Resources written by Wayne F. Cascio and published by Irwin/McGraw-Hill. This book was released on 2006 with total page 744 pages. Available in PDF, EPUB and Kindle. Book excerpt: Wayne Cascio's Managing Human Resources, 7/e, is perfect for the general management student whose job inevitably will involve responsibility for managing people. It explicitly links the relationship between productivity, quality of work life, and profits to various human resource management activities and, as such, strengthens the students' perception of human resource management as an important function, which affects individuals, organizations, and society. It is research-based and contains strong links to the applicability of this research to real business situations.

Download or read book Human Resource Management written by Prakash Talwar and published by Gyan Publishing House. This book was released on 2006-07 with total page 268 pages. Available in PDF, EPUB and Kindle. Book excerpt: Human Resource Management (HRM) is the effective use of human resources in order to enhance organizational performance. The HRM function includes a variety of activities, and key among them is deciding what staffing needs the establishment have and whether to use independence contractors or hire employees to feel these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring the personnel and management practices conform to various regulations. Managing human resources is increasingly recongnised as a central challenge in international settings. This book offers many insights into the possibilities of creative response to the challenges. It provides an understanding of the theoretical foundation and the practical implications of international approaches to human resource management. It will be highly informative to practicing managers, students and teachers in various management courses.

Download or read book HRM and Performance written by David E. Guest and published by John Wiley & Sons. This book was released on 2012-12-19 with total page 351 pages. Available in PDF, EPUB and Kindle. Book excerpt: The link between HRM and performance has become an important policy issue at both a national and a corporate level. HRM and Performance draws on the knowledge and expertise of a number of leading international scholars in the field of HRM to provide a comprehensive overview of the current state of HRM and identify fruitful directions for theory, research and practice. A central question throughout is - what's next for HRM and what are the keys to the future of managing people and performance?

Download or read book Human Resource Management in China written by Fang Lee Cooke and published by Routledge. This book was released on 2013-07-03 with total page 429 pages. Available in PDF, EPUB and Kindle. Book excerpt: The approach to managing human resources has changed significantly in China over the last twenty-five years as its transformation from a state planned economy to a market-oriented economy continues. By adopting a broad notion of HRM, while remaining sympathetic to the strong emphasis on relationship management in the Chinese culture, Fang Lee Cooke builds on the foundations of traditional Chinese HRM practice and brings it right up to date, including analysis of currently under-explored issues such as diversity management, talent management, new pay schemes, and performance management. Including extensive first hand empirical data and pedagogical features such as vignettes, case studies, and further reading lists. This book will be of great use on upper level undergraduate, post graduate and MBA courses covering international/Chinese management and HRM as well as appealing to practitioners, students and scholars of Chinese Business, Asian Business and Human Resource Management.

Download or read book The Relationship Between Human Resource Department written by Johnny Ch LOK and published by . This book was released on 2019-03-26 with total page 418 pages. Available in PDF, EPUB and Kindle. Book excerpt: How to impact human resource (HR)management on turnover productivity and corporate financial performance? I believe that HR development has an economically and statistically significant impact on both intermediate employee outcomes ( turnover and productivity) and short and long term measures of corporate financial performance. In fact, the impact of human resource management policies and practices on firm performance is an important topic in the fields of human resource management. The high performance work practices may include comprenhensive employee recruitment, selection procedures, incentive compensation and performance management system , and implementing employee engagement, training strategies, which can improve the knowledge, skills, and abilities of a firm's current and potential employees.However, arguments made in related research are that a firm's current and potential human resources are important considerations in the development and execution of the firm's strategic plan. It brings this question: How and why organization's human resource development plan which can assist to raise employee individual productive efficiency. I shall assume that one organizational human resource policies, if it is effective, then it can bring properly contribution to provide a diect and economically significant contribution to the firm.An organization's effective HR department development is needed to support by the development and vaidation of an instrument that reflects the system of high performance work practices adpted by the firm's employees. Then, if the organization has high performance work practices, it implies that its all employees had adopted its working environment to do every task efficiently. The reasons include as below points:The first point, their employees must add value to the firm's production processes from effective training methods to achieve raising levels of individual performance successfully.The second point, the skills to the firm seeks must be rare. So, the firm's employees can have rare skills to contribute to their organization to compare the other similar industry's organizations, their owning general ordinary skills of employees. So, rare skillful employees and effective training both methods which will be important factors to assist different departments to improve performance and raise productive efficiency more easily. Also, it implies that an effective Hr department will have above characteristics when the organization's human resource department owns above these competitive advantages. Then, achieving the raising productivity and efficiency aim will achieve more easily.The third point, the human resource department needs to have long-term human capital development to invest to the firm's employees to continue to train them to improve their hard and soft both skills. Investments in human resource development, they are similar to organization's equipment or facilities investments. So, they both are such as to invest in the firm's specific human captial, which can further decrease the probability of such imitation by qualitatively differentiating between the firm's specific talent employees and the other same industry firms' employees .Thus, it means that the firm's employees' skills and efforts will be better to compare its same industry competitors' employees, if the firm has long-term human resource talent development strategy to its different departments' employees to prepare to raise heir skills and efforts level. The final point, a firm's human resources must not be subject to replacement by technological development, e.g. artificial intelligence, computer, information technology, internet or other substitutes of they are to provide a source of competitive advantage.

Download or read book Work Organization and Human Resource Management written by Carolina Machado and published by Springer. This book was released on 2014-05-07 with total page 185 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book provides support to academics as well as managers, who deal with policies and strategies related to work issues. Effective work practices and good employee relations are a real necessity of nowadays organizations, as they can help to reduce absenteeism, employee turnover and organizational costs. Instead, they support high levels of commitment, effectiveness, performance as well as productivity. The book focusses on the implications of those changes in productivity and organizations management. It explores the models, tools and processes used by organizations in order to help managers become better prepared to face the challenges and changes in work and consequently, in the way how to manage todays' organizations.

Download or read book Human Resource Management in Business Success written by Mohan Raghunath Khanvilkar and published by Notion Press. This book was released on 2021-10-04 with total page 216 pages. Available in PDF, EPUB and Kindle. Book excerpt: The role of the employees working for a business activity of any organization is very crucial. Every industrial organization must strive for getting the best quality of works from its employees at a higher grade of productivity. For better results in terms of organizational growth, prosperity and development of individuals working, higher-grade productivity and quality are essential. Most of the time it is always believed that the man behind the machine is more important than any other factors of production. Therefore, more important thing is to understand the necessities of the employees as human beings, and their various aspects responsible for employee motivation to work with efficiency and effectiveness. The prime objective of this book is to provide its readers with the basic knowledge of various aspects of the employees as human beings which determines their motivation level to produce better results for the organization. I strongly believe that the managers, executives and even entrepreneurs who are engaged in managing human resources for their professional business organizations shall be benefited from the use of this book. Also, this book will be most useful to those management students who are pursuing their MBAs in the subject of human resources.

Download or read book Advances in Human Factors Business Management Training and Education written by Jussi Ilari Kantola and published by Springer. This book was released on 2016-07-26 with total page 1228 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book reports on practical approaches for facilitating the process of achieving excellence in the management and leadership of organizational resources. It shows how the principles of creating shared value can be applied to ensure faster learning, training, business development, and social renewal. In particular, the book presents novel methods and tools for tackling the complexity of management and learning in both business organizations and society. It covers ontologies, intelligent management systems, methods for creating knowledge and value added. It gives novel insights into time management and operations optimization, as well as advanced methods for evaluating customers’ satisfaction and conscious experience. Based on the AHFE 2016 International Conference on Human Factors, Business Management and Society, held on July 27-31, 2016, Walt Disney World®, Florida, USA, the book provides both researchers and professionals with new tools and inspiring ideas for achieving excellence in various business activities.

Download or read book Sustainability and Human Resources Management written by Daniel Roque Gomes and published by . This book was released on 2024-06-27 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although sustainability is hardly a new subject for research, recent years have moved the theme toward the perspective of human resource management (HRM). In effect, it has become a recent target of attention for HRM researchers in the search for valid ways to stimulate the area and be committed and resourceful regarding structural paths leading to overall sustainable development. Consequently, identifying the way in which sustainable human resource management (SHRM) practices that support organizational strategy, performance, or internal development can and should be devised has become a challenge of investigation. HRM has always been a management area permeable to new challenges aimed at enhancing organizational productivity, internal efficiency, or organizational strategic development. Sharing this alignment with the new millennium development agenda, the area has recently been influenced by research dedicated to understanding in what ways sustainability can work alongside HRM to achieve structural progress for organizations.

Download or read book The Essentials of the New Workplace written by David Holman and published by John Wiley & Sons. This book was released on 2005-05-05 with total page 270 pages. Available in PDF, EPUB and Kindle. Book excerpt: The original hardback edition of The New Workplace examined modern business terms such as total quality management, just-in-time production, e-business, lean manufacturing and teleworking. It explored what these terms really mean and what effect they have in practice - especially their impact on productivity and performance and their social and psychological consequences. This paperback is a shorter, revised version of the original book. It will focus on working practices, especially technology orientated ones, which are the most relevant and innovative for consultants.

Download or read book Building More Effective Organizations written by Ronald J. Burke and published by Cambridge University Press. This book was released on 2007-12-13 with total page 363 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizations today are facing heightened challenges in their efforts to perform effectively. These challenges are reflected in the failure of many long-standing organizations and the shortened tenure of senior level executives. There is increasing agreement that the unique competitive advantage organizations have today lies in their people, their human resource management practices and their cultures. All other elements of production can be readily obtained, bought or copied. We are now in the era of human capital; to be successful organizations need to unleash the talents of their people. Fortunately we now have considerable understanding of what high performing organizations look like. However, a large gap still exists between what we know and what managers actually do. With contributions from a team of leading academics and practitioners, Building More Effective Organizations provides an extensive survey of human resource management and the organizational practices associated with the high performance of individuals.

Download or read book Effective Human Resource Management written by Edward Lawler and published by Stanford University Press. This book was released on 2012-07-04 with total page 213 pages. Available in PDF, EPUB and Kindle. Book excerpt: Effective Human Resource Management is the Center for Effective Organizations' (CEO) sixth report of a fifteen-year study of HR management in today's organizations. The only long-term analysis of its kind, this book compares the findings from CEO's earlier studies to new data collected in 2010. Edward E. Lawler III and John W. Boudreau measure how HR management is changing, paying particular attention to what creates a successful HR function—one that contributes to a strategic partnership and overall organizational effectiveness. Moreover, the book identifies best practices in areas such as the design of the HR organization and HR metrics. It clearly points out how the HR function can and should change to meet the future demands of a global and dynamic labor market. For the first time, the study features comparisons between U.S.-based firms and companies in China, Canada, Australia, the United Kingdom, and other European countries. With this new analysis, organizations can measure their HR organization against a worldwide sample, assessing their positioning in the global marketplace, while creating an international standard for HR management.