Productivity Effects of Human Resource Practices PDF Download
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Author: Thomas Zwick
Publisher:
ISBN:
Category :
Languages : en
Pages : 159
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Book Description
Author: Thomas Zwick
Publisher:
ISBN:
Category :
Languages : en
Pages : 159
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Book Description
Author: Takao Kato
Publisher:
ISBN:
Category : Labor productivity
Languages : en
Pages : 50
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Book Description
Author: Bagabo John
Publisher: GRIN Verlag
ISBN: 3346177041
Category : Business & Economics
Languages : en
Pages : 105
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Book Description
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.
Author: Carolina Machado
Publisher: Walter de Gruyter GmbH & Co KG
ISBN: 3110355795
Category : Science
Languages : en
Pages : 180
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Book Description
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.
Author: Wayne F. Cascio
Publisher: Irwin/McGraw-Hill
ISBN:
Category : Business & Economics
Languages : en
Pages : 744
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Book Description
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.
Author: Casey Ichniowski
Publisher:
ISBN:
Category : Industrial productivity
Languages : en
Pages : 42
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Book Description
Increasingly, firms are considering the adoption of new work practices, such as problem-solving teams, enhanced communication with workers, employment security, flexibility in job assignments, training workers for multiple jobs, and greater reliance on incentive pay. This paper provides empirical evidence to address the question: do these human resource management practices improve worker productivity? For this study, we constructed our own data base through personal site visits to 26 steel plants which contained one specific steelmaking process, and collected longitudinal data with precise measures on productivity, work practices, and the technology in these production lines. The empirical results consistently support the following conclusion: the adoption of a coherent system of these new work practices, including work teams, flexible job assignments, employment security, training in multiple jobs, and extensive reliance on incentive pay, produces substantially higher levels of productivity than do more 'traditional' approaches involving narrow job definitions, strict work rules, and hourly pay with close supervision. In contrast, adopting individual work practice innovations in isolation has no effect on productivity. We interpret this evidence as support for recent theoretical models which stress the importance of complementarities among a firm's work practices
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN: 9781091311992
Category : Business & Economics
Languages : en
Pages : 386
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Book Description
- Can HRM practice influence employee individual skills through the HR development of a firm's human capitals in organization?It will need long time to implement HR development in any organization, if the organization decides to implement long term HR development strategy, e.g. it can provide formal and informal training experiences, such as basic skills training, on-the-job experience, coaching, mentoring, and managemet development can further influence employee individual skills to be improved in other to achieve raising productive efficiency to every department.Other raising productivity and efficient method is that employee psychological method. The HRM practices can attempt to encourage employees themselves motivates to work both harder and smarter. So, when some employees have higher skills, they can do tasks more better, but these igher skillful employees limit their effort to work in lazy. So, their productive efficiency can not achieve the best performance. The question is concerned how to persuade or encourage them to motivate and perform work hard? The solution may be performance appraisals that assess individual or work group performance, linking these appraisals to incentive compensation systems, the use of internal promotion systems that can focus on employee merit, e.g. the performance evaluation may have three levels: excellent performance, good performance and poor performance three levels. Thus, the oftenhigh performance employees can earn more reward to compensate their efforts or promote them to higher positions in short time in order to persuade how they perform their tasks to improve their productivities and efficiencies in short time.The another raising productive efficient method is to change organizational culture to be better. It seems that organizational culture can influence turnove. I shall assume that it has relationship between productivity and organizational culture. For example, if the organization's culture or policy is not one punishment method. Then, it can enourage the lazy workers to apply many leaving pay holidays and the lazy workers will be encouraged to absence and the absenteeism number will increase. It needs to change its traditional organizational culture in order to threaten the lazy employees need to hard to work. When the firm changes punishment method to treat these often absent employees, then these lazy workers number will be possible to reduce, due to they do not want be punished. When the organization has punishment method and disciplinary actions to treat the employees who have higher absenteeism, due to they feel afraid to be punished. Thus, the positive consequencey may be increasingly product quality and direct labor efficiency, lower absenteeism, and labor high teams increased productivity.In conclusion, it seems that when one organization can achieve to implement one long term human resource management development strategy to its any departmental employees, it have more chance to bring long term raising productivities and efficiencies and improving employee individual behavioral performance consequence.
Author: Carolina Machado
Publisher: Springer
ISBN: 3319063766
Category : Technology & Engineering
Languages : en
Pages : 185
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Book Description
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.
Author: David Holman
Publisher: John Wiley & Sons
ISBN: 0470859156
Category : Psychology
Languages : en
Pages : 464
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Book Description
"Just-in-time", "total quality management", "lean manufacturing", "call centres", "team work", "empowerment" - most people in business have heard these buzz words, often offered as a panacea to all profit ills. So why don't they always work? Can you combine them anyhow? If not, why not? The New Workplace Handbook is a comprehensive guide to the evidence available on how modern working practices and technology affect the people in organizations. Within a broad psychological framework, leading experts examine how people work, their experience of work, the impact on productivity and performance and the human resource implications. Guidance is offered on a range of different methods, tools and practices that can be used to guide the design and implementation of modern working practices to ensure that pitfalls are avoided and the best possible results are obtained from new initiatives. Indispensable for consultants, this Handbook will also be useful for students and scholars in the psychology of business, human resource professionals and anyone involved in the management of new working practices.
Author: Edward Lawler
Publisher: Stanford University Press
ISBN: 0804782687
Category : Business & Economics
Languages : en
Pages : 213
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Book Description
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.
