The effects of human resource management practices on productivity PDF Download
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Author: Casey Ichniowski
Publisher:
ISBN:
Category :
Languages : es
Pages : 41
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Book Description
Author: Casey Ichniowski
Publisher:
ISBN:
Category :
Languages : es
Pages : 41
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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: Caroline L. Weber
Publisher: Kingston, Ont. : IRC Press
ISBN:
Category : Business & Economics
Languages : en
Pages : 50
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Book Description
Covers the period from 1980 to 1993.
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: David E. Guest
Publisher: John Wiley & Sons
ISBN: 1118482638
Category : Business & Economics
Languages : en
Pages : 351
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Book Description
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?
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: 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: 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.
Author: Maike Andresen
Publisher: Springer
ISBN: 3319081861
Category : Business & Economics
Languages : en
Pages : 235
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Book Description
This book is designed to help practitioners and academics to assess the added value of HR practices. It provides hands-on recommendations for choosing effective means to manage HR and specific suggestions aimed at facilitating the measurement of HR practices’ impact on value creation. Evidence-based recommendations are made by drawing on thorough empirical research from various research traditions and academic disciplines. It covers a wide variety of tasks faced by the HR function and specifically addresses new challenges such as assessing the added value of work-life balance practices.
Author: Edward E. Lawler III
Publisher: Stanford University Press
ISBN: 0804794553
Category : Business & Economics
Languages : en
Pages : 216
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Book Description
Since 1995, USC's Center for Effective Organizations (CEO) has conducted the definitive longitudinal study of the human resource management function in organizations. By analyzing new data every three years since then, the Center has been able to consistently chart changes in how HR is organized and managed, while at the same time providing guidance on how professionals in the field can drive firm performance. Global Trends in Human Resource Management, the seventh report from CEO, provides the newest findings about what makes HR successful and how it can add value to organizations today. Edward E. Lawler III and John W. Boudreau conclude that HR is most powerful when it plays a strategic role, makes use of information technology, has tangible metrics and analytics, and integrates talent and business strategies. To adapt to the demands of a changing global marketplace, HR is increasingly required to span the boundaries between its function, the organization as a whole, and the dynamic environment within which it operates. This report tracks changes in a global sample of firms that shows how HR differs across Europe, the U.S., and Asia, providing an international benchmark against which to measure a company's practice and shows how HR can adapt in a rapidly changing landscape.
