Download or read book Managing the Human Factor written by Bruce E. Kaufman and published by Cornell University Press. This book was released on 2019-06-30 with total page 392 pages. Available in PDF, EPUB and Kindle. Book excerpt: Human resource departments are key components in the people management system of nearly every medium-to-large organization in the industrial world. They provide a wide range of essential services relating to employees, including recruitment, compensation, benefits, training, and labor relations. A century ago, however, before the concept of human resource management had been invented, the supervision and care of employees at even the largest companies were conducted without written policies or formal planning, and often in harsh, arbitrary, and counterproductive ways. How did companies such as United States Steel manage a workforce of 160,000 employees at dozens of plants without a specialized personnel or industrial relations department? What led some of these organizations to introduce human resources practices at the end of the nineteenth century? How were the earliest personnel departments structured and what were their responsibilities? And how did the theory and implementation of human resources management evolve, both within industry and as an academic field of research and teaching? In Managing the Human Factor, Bruce E. Kaufman chronicles the origins and early development of human resource management (HRM) in the United States from the 1870s, when the Labor Problem emerged as the nation's primary domestic policy concern, to 1933 and the start of the New Deal. Through new archival research, an extensive review and synthesis of the historical and contemporary literatures, and case studies illustrating best (and worst) practices during this period, Kaufman identifies the fourteen ideas, events, and movements that led to the creation of specialized HRM departments in the late 1910s, as well as their further growth and development into strategic business units in the welfare capitalism period of the 1920s. The research presented in this book not only uncovers many new aspects of the early development of personnel and industrial relations but also challenges central parts of the contemporary interpretation of the concept and evolution of HRM. Rich with insights on both the present and past of human resource management, Managing the Human Factor will be widely regarded as the definitive account of the early history of employee management in American companies and a must-read for all those interested in the indispensable function of managing people in organizations.

Download or read book The Relationship Between Human Resource Department written by Johnny Ch LOK and published by . This book was released on 2019-03-27 with total page 418 pages. Available in PDF, EPUB and Kindle. Book excerpt: ⦁How can HR improve public sector efficiency?Any country's public service organizations will concern how to improve service servants' service performance in order to satisfy itself country's citizen's needs. Any public service organization's HR department needs to concern how to decentralize of political power and spend responsibility to sub-national government, arrange appropriate humwn resource management to any departments in the public education and health sector, there is evidence tht increasing the scale of operations may improve efficiency.However, some important factors to any publis service organizations, they need to concern: thre is no one model of performance budgeting comtinue need to adapt their approach to the relevant political and or institutional content. A fixed common whole-of-government planning and reporting framework importance to any country's public service organization, every country's public service organization's HR department ought design itself government wide systems that can automatically link performance results to resource allocation should be avoided, because they may distort incentives and because it is difficult to design systems that take chance to avoid to cause of poor performance to any country's orgnization public service absolutely independent assessments of performance information should be carried out, the support of political and administratoin leaders is vital for implementation , the staff and resource capacity of the ministry of finance and spending ministries is critical, reform approaches need to be adapted to evolving circumstances . It is also important to develop incentives to motivate civil servants and politicians to change their behaviors, learning -by-doing process is important to influence every country's public service organization's success, e.g. learning to make the budget process more responsive to priorities, learning to make management, practices more flexible , such that defined priorities are easier to achieve, learning how to strengthen competitive pressures among providers of public services and where not incompatible with equity considerations, containing the demand for public services . Hence, all above of any one issues which will be public service organization's solve consideration issues if they expect public servants can raise service performance to let themselves citizens to feel in themselves countries.In conclusion, any public or private organizations need have on effective human resource management strategy to raise employee individual performance efficiency. In summary, these several aspects, they need to consider that they many include: avoiding to lack of continuous training and education , when the organizaton's top manager feels to consider investments in itself human assets. It trends to see human expenses as something which needs to be minimised. For example, lack of continuous learning opportunities is because the organization only consider to devolve to bottom line profit award aim in short term. In general, leaders have not consider how to develop talent employees in their organizations. They have mistakenly highly consider they need to truly reward the qualities that provide for long term stability.

Download or read book Global Talent Management written by Hugh Scullion and published by Routledge. This book was released on 2011-04-27 with total page 217 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book draws on recent theoretical contributions in the area of global talent management and presents an up to date and critical review of the key issues which MNEs face. Beyond exploring some key overarching issues in global talent management the book discuses the key emerging issue around global talent management in key economies such as China, India, the Middle East and Eastern Europe. In contrast to many of the currently available texts in the area of global talent management which are descriptive and lacking theoretical rigor, this text emphasizes the critical understanding of global talent management in an organizational context. Drawing on contributions from the leading figures in the field, it will aid students, practitioners and researchers alike in gaining a well grounded and critical overview of the key issues surrounding global talent management from a theoretical and practical perspective.

Download or read book The Relationship Between Human Resource Department And Efficiency written by Johnny Ch Lok and published by Independently Published. This book was released on 2019-03-30 with total page 418 pages. Available in PDF, EPUB and Kindle. Book excerpt: -HRD ( human resource deapartment) assists training management strategic developmentDoes HRD assist training strategic arrangement more easily? When one large organization needs to spend too much expenditure for training and development. If it had not set up one human resource department to control its cost spending, it will be possible to implement poor trainings to cause failed training. Hence, if one HRD could help every different knids of training course to focus on issues, such as training methods, selecting the most right trainer to teach different training courses, program design and following trainee characteristics to choose the most right training courses to let them to learn. Then, it will be more easier to implement every training chouse to let trainees to learn successfully.In fact, when one organization has none one effective Human resource department, it will bring high change of training failure. So, it seems that training failure has relationship with poor HRD, include: unskilled practitioner provides invalid training, skilled practitioner provides invalid training or valid training but learning does not transfer of valid training, learning transfer, but hierarchical level, organizational ( dominant) is too much limited to grow up its human resource department to develop, lacking effective characteristics of human resource development, e.g. poor performance appraise standards, restricted standardized training.All of these above issues will have relationship to HRD. HRD includes psychology, sociology, managment and adult education. This is not a comprehensive review of related to training effectiveness, HRD and organizatonal culture, but is intended to be representatives. HRD needs to know there is no single measure of training success, such as productivity or job satisfaction. There are numerous qualitative and quantitative evaluation, approaches useful in determining training effectiveness.However, successful training depends on the benefits of various groups including: organizational leaders, supervisors, trainees, HRD managers and training facilitators. So, organizations need have one good HRD plan ( human resource development) plan in order to train every training teachers to provide effective training courses to let every trainee to learn in order to apply to work to raise efficiency or improve performance successfully. So, HRD is important to influence every training whether it is successful or failure training course.Thus, any large organization needs have one effective HRD strategy in order to provide enough number of excellent training teachers ( trainers) to assist its different departments to provide useful training courses to let every trainee to learn. Every trainer individual knowledge, skill, working experience will help his/her organization to train the new employment staff to learn their knowledge, skill effectively. So, it seems that one effective HR department can assist its organization to develop HR ( trainers) to be excellent training teachers to teach their traineers ( new employment staffs) to absord their knowledge, skill to prepare to do their new position more to avoid none training cost waste successfully.-HRD ( human resource department) assistsdiversity in the workplace to be benefits

Download or read book The Relationship Between Human Resource Function And Raising Performance written by Johnny Ch Lok and published by Independently Published. This book was released on 2019-03-10 with total page 330 pages. Available in PDF, EPUB and Kindle. Book excerpt: ChapterTwelveThe relationship between human resource department and raising employee individual productive performance efficiencyThere are one considering question to any business leaders: Does human resource department need to set up to assist them to raise themselves employee individual productive performance efficiency in order to satisfy client attitude to their performance needs as well as their managers' work efficient needs? It is one very important question to be worth to any organizations' considerations. Because if the organization's human resource department can not achieve it's aim to raise employee individual efficient aim or raise product number productive aim or improve service performance aim to let their customers or managers to earn positive emotion feedback. Then, it seems that the organization's human resource department can not bring valued attribution to let its organization to earn long term economic or non-economic positive benefits from its overall employees' performance in its organizations. So, it means that it doe not need to set up one human resource department to assist the ineffective organization's human resource department. It is one non-essential effective department to the ineffective organization, even it is wasting time and management's nervous and effort and resource to develop its internal human resource department to be grown up. Thus, it also brings this question: Does it essential to set up one human resource department in any small, medium, large organizations? I shall give some useful cases and assumptions to describe whether what factors will have possible to influence employee individual efficiency or productive performance to any organizations when they have one human resource department or have no one human resource department in their organizations. Firstly, I assume the organization's one human resource department can bring some related human resource issue related benefits or causes any one of below factors as well as the organization's human resource department can cause any one of these factors to bring any one below of human resource issue related benefits to the organization when the organization had set up one in house human resource department in its organization. Then, any one of these factors can bring benefits, such as the raising productive efficiency or the improving service performance or the raising productive number etc. different human resource related benefits to the organization.

Download or read book Fundamentals of Human Resource Management written by Raymond A. Noe and published by McGraw-Hill/Irwin. This book was released on 2004 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Introduction to Business written by Lawrence J. Gitman and published by . This book was released on 2018 with total page 732 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction to Business covers the scope and sequence of most introductory business courses. The book provides detailed explanations in the context of core themes such as customer satisfaction, ethics, entrepreneurship, global business, and managing change. Introduction to Business includes hundreds of current business examples from a range of industries and geographic locations, which feature a variety of individuals. The outcome is a balanced approach to the theory and application of business concepts, with attention to the knowledge and skills necessary for student success in this course and beyond.

Download or read book Professional Practices of Human Resource Management in Hong Kong written by Anna P.Y. Tsui and published by Hong Kong University Press. This book was released on 2009-08-01 with total page 369 pages. Available in PDF, EPUB and Kindle. Book excerpt: Faced with external and internal challenges such as globalization, social changes and responsiveness to customers, technological development, cost containment and structural changes, organizations now experience increasing levels of competition. Evidence has shown a positive relationship between HR practices and business performance outcomes such as increased profitability and productivity. Indeed, HRM practices influence employee skills through the acquisition and development of human capital. Also, the use of well-designed performance management systems and pay-for-performance incentives are important motivations in the workplace. Written by HR professionals, consultants, legal experts and academics with decades of professional experience, this volume covers the full spectrum of HRM practices in relation to their strategic contributions to organizations. In a hands-on and lively fashion, it provides up-to-date HRM knowledge and skills with practical guidelines. The purpose of the book is to enhance people management and gain competitive advantage in the fast-moving business environment.

Download or read book Talent Wins written by Ram Charan and published by Harvard Business Press. This book was released on 2018-03-06 with total page 192 pages. Available in PDF, EPUB and Kindle. Book excerpt: Radical Advice for Reinventing Talent--and HR Most executives today recognize the competitive advantage of human capital, and yet the talent practices their organizations use are stuck in the twentieth century. Typical talent-planning and HR processes are designed for predictable environments, traditional ways of getting work done, and organizations where "lines and boxes" still define how people are managed. As work and organizations have become more fluid--and business strategy is no longer about planning years ahead but about sensing and seizing new opportunities and adapting to a constantly changing environment--companies must deploy talent in new ways to remain competitive. Turning conventional views on their heads, talent and leadership experts Ram Charan, Dominic Barton, and Dennis Carey provide leaders with a new and different playbook for acquiring, managing, and deploying talent--for today's agile, digital, analytical, technologically driven strategic environment--and for creating the HR function that business needs. Filled with examples of forward-thinking companies that have adopted radical new approaches to talent (such as ADP, Amgen, BlackRock, Blackstone, Haier, ING, Marsh, Tata Communications, Telenor, and Volvo), as well as the juggernauts and the startups of Silicon Valley, this book shows leaders how to bring the rigor that they apply to financial capital to their human capital--elevating HR to the same level as finance in their organizations. Providing deep, expert insight and advice for what needs to change and how to change it, this is the definitive book for reimagining and creating a talent-driven organization that wins.

Download or read book Realities Of Human Resource Management written by Sisson , Keith and published by McGraw-Hill Education (UK). This book was released on 2000-05-01 with total page 300 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book provides a succinct, affordable, up-to-date analysis of themes and topics relevant to the management of human resources today. It covers issues of critical contemporary importance such as restructuring, continuous improvement, involvement and participation, pay and working time, training and development, recruitment and selection.

Download or read book Human Resources Management Concepts Methodologies Tools and Applications written by Management Association, Information Resources and published by IGI Global. This book was released on 2012-05-31 with total page 1548 pages. Available in PDF, EPUB and Kindle. Book excerpt: Human resources management is essential for any workplace environment and is deemed most effective when a strategic focus is in place to ensure that people can facilitate that achievement of organizational goals. But, effective human resource management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance. Human Resources Management: Concepts, Methodologies, Tools, and Applications compiles the most sought after case studies, architectures, frameworks, methodologies, and research related to human resources management. Including over 100 chapters from professional, this three-volume collection presents an in-depth analysis on the fundamental aspects, tools and technologies, methods and design, applications, managerial impact, social/behavioral perspectives, critical issues, and emerging trends in the field, touching on effective and ineffective management practices when it comes to human resources. This multi-volume work is vital and highly accessible across the hybrid domain of business and management, essential for any library collection.

Download or read book The Dynamics of Human Resources written by Yasser Al Salman and published by iUniverse. This book was released on 2009-09-17 with total page 122 pages. Available in PDF, EPUB and Kindle. Book excerpt: The human resources department performs an indispensable function for companies large and small. It's not the battlefield viewed by some, but is an integral part of any business. In "The Dynamics of Human Resources," author Yasser Al Salman uses his own experiences as an HR executive to provide a focused look at human resource variables and the role of HR staff. Human resource functions have changed considerably in the last twenty years; the functions of the department have evolved with the changing economic times. In "The Dynamics of Human Resources," Yasser identifies these changes and discusses the important facets of a human resource department. This guide provides a non-academic look at how to: Hire the best candidates Retain the best employees Build trust between management and employees Train and instruct employees Distinguish a great employee from a good employee Establish and protect the organization's values "The Dynamics of Human Resources" supplies the necessary details to manage a successful HR department which involves hiring the best employees and sustaining and retaining the high-performing employees. It demonstrates how a position in human resources can be a rewarding career.

Download or read book Leading for Justice written by Rita Sever and published by Simon and Schuster. This book was released on 2021-08-03 with total page 333 pages. Available in PDF, EPUB and Kindle. Book excerpt: Leading in organizations working for justice is not the same as leading anywhere else. Staff expect to be treated as partners and demand internal practices that center equity. Justice leaders must meet these expectations, as well as recognize and address the ways that individuals and organizations inadvertently replicate oppression. Created specifically for social justice leaders, Leading for Justice addresses specific concerns and issues that beset organizations working for social justice and offers practices and models that center justice and equity. Topics include: the role of a supervisor in a social justice organization, the importance of self-awareness, issues of power and privilege, human resources as a justice partner, misses and messes, and clear guidelines for holding people accountable in a manner that is respectful and effective. Written in a friendly, accessible, and supportive tone, and offering discussion questions at the end of each short section to make the book user-friendly for both individuals and teams, Leading for Justice is a book for leaders who want to walk the talk of supporting social justice, in their organizations and in the world.

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.

Download or read book The HR Value Proposition written by David Ulrich and published by Harvard Business Press. This book was released on 2005-05-11 with total page 336 pages. Available in PDF, EPUB and Kindle. Book excerpt: The international best seller Human Resource Champions helped set the HR agenda for the 1990s and enabled HR professionals to become strategic partners in their organizations. But earning a seat at the executive table was only the beginning. Today's HR leaders must also bring substantial value to that table. Drawing on their 16-year study of over 29,000 HR professionals and line managers, leading HR experts Dave Ulrich and Wayne Brockbank propose The HR Value Proposition. The authors argue that HR value creation requires a deep understanding of external business realities and how key stakeholders both inside and outside the company define value. Ulrich and Brockbank provide practical tools and worksheets for leveraging this knowledge to create HR practices, build organizational capabilities, design HR strategy, and marshal resources that create value for customers, investors, executives, and employees. Written by the field's premier trailblazers, this book charts the path HR professionals must take to help lead their organizations into the future. Ulrich is a professor at the University of Michigan School of Business and the author of 12 books and more than 100 articles on the subject of human resources. Brockbank is a clinical professor of business at the University of Michigan School of Business, the author of award-winning papers on HR strategy, and an adviser to top global organizations.

Download or read book Strategic Human Resource Management in the Public Arena written by John Cunningham and published by Bloomsbury Publishing. This book was released on 2017-09-16 with total page 416 pages. Available in PDF, EPUB and Kindle. Book excerpt: Accompanying online resources for this title can be found at bloomsburyonlineresources.com/strategic-human-resource-management. These resources are designed to support teaching and learning when using this textbook and are available at no extra cost.

Download or read book International Human Resource Management written by Mila Lazarova and published by Routledge. This book was released on 2014-01-02 with total page 152 pages. Available in PDF, EPUB and Kindle. Book excerpt: The extent to which organisational performance is related to the Human Resource policies and practices adopted has been a question debated by both academics and practitioners for the past two decades. This book takes the debate into the international field by drawing upon the well respected Cranet data set, which provides longitudinal and comparative data drawn from 40 countries across the world. International Human Resource Management highlights the dominant institutional factors embedded in the societal contexts of different cultures which impact on corporate HR policies and practices, and illustrates how these variables influence Human Resource Management and performance. It examines how the HR function can impact upon HR policies and influence organisational performance. It also discusses the role of the HR department; specifically, how the distribution of responsibilities between HR managers and line managers moderates the relationship between HR strategic integration and organizational performance. Finally, it investigates the impact of societal factors on the strategic integration of female HR directors. These contributions show the complexity of the relationship between HRM and organisational performance, and modify the current prevailing models of this relationship, where scant attention has been paid to institutional forces and the cultural, economic and social contexts in which organisations are located. This book was originally published as a special issue of The International Journal of Human Resource Management.