Thematische Bibliographien / Human resource management practitioners

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Auswahl der wissenschaftlichen Literatur zum Thema „Human resource management practitioners“

Autor: Grafiati

Veröffentlicht am 26. Juni 2021

Zuletzt aktualisiert am 29. Juli 2025

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Zeitschriftenartikel zum Thema "Human resource management practitioners"

Cosenza, Ana C. S., José Salvador da Motta Reis, Cristina Gomes de Souza, Rafael Garcia Barbastefano, Gilberto Santos, and Luis Cesar Ferreira Motta Barbosa. "Sustainable Human Resource Management, Green Human Resource Management, and Environmental Human Resource Management: Analysis of New and Emerging Terms Related to the Human Resource Area." Quality Innovation Prosperity 28, no. 1 (2024): 127–53. http://dx.doi.org/10.12776/qip.v28i1.1904.

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Purpose: Sustainable Human Resource Management (S-HRM), Green Human Resource Management (GHRM), and Environmental Human Resource Management (Environmental HRM) are terms that have been increasingly used in the field of human resources. This article aims to analyse how these terms are being used in the literature to identify if there are conceptual differences between them. Methodology/Approach: The study was based on analysing publications on the subject indexed in the Web of Science, covering 543 articles. Clustering techniques based on co-citation and co-occurrence of keywords were used to v

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Mwita, Kelvin M. "Tanzania Graduate Employability: Perception of Human Resource Management Practitioners." International Journal of Human Resource Studies 8, no. 2 (2018): 263. http://dx.doi.org/10.5296/ijhrs.v8i2.12921.

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Higher Education Institutions (HEI’s) produce many qualified graduates in different fields of study annually but almost half of them become frustrated or desolate because they cannot secure jobs in the labour market and some have huge student loans to settle. Moreover, Tanzania education stakeholders have been arguing that the education offered is not adequately geared to integrate the individual into the strong competitive labour markets. The study used a sample of 100 human resource practitioners to assess their perception of Tanzania graduate employability. It was found that HR practitioner

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Channa, Khalil, and Aneel Kumar. "HUMAN RESOURCE MANAGEMENT AMONG ACADEMICS AND PRACTITIONERS VIA CAPITAL RESOURCE EXCHANGE MECHANISM." Journal of Academy of Business and Economics 18, no. 4 (2018): 103–18. http://dx.doi.org/10.18374/jabe-18-4.9.

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Yong, Jing Yi, M. Y. Yusliza, and Olawole Olanre Fawehinmi. "Green human resource management." Benchmarking: An International Journal 27, no. 7 (2019): 2005–27. http://dx.doi.org/10.1108/bij-12-2018-0438.

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Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper

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Higgins, Paul, and Li‐fang Zhang. "The thinking styles of human resource practitioners." Learning Organization 16, no. 4 (2009): 276–89. http://dx.doi.org/10.1108/09696470910960374.

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Erasmus, Barney J. "Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners." Management: Journal of Contemporary Management Issues 23, no. 2 (2018): 65–86. http://dx.doi.org/10.30924/mjcmi/2018.23.1.65.

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Dr.Aajaz Ahmad Hajam and Alphonsa S John. "MODERN ERA OF HUMAN RESOURCE MANAGEMENT:A STRATEGIC EDGE TO HUMAN TALENT MANAGEMENT." International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) 2, no. 4 (2023): 1355–65. http://dx.doi.org/10.54443/ijset.v2i4.151.

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Increasing theoretical and conceptual understanding of human talent management (HTM) is the aim of this research. To clarify the important connections between competency emphasis, talent pooling, talent investment, and talenting orientation and value generation, authors have put out a conceptual framework and a few propositions. A human talent management model has been presented by the authors, which could help academics and practitioners alike better comprehend the talent management orientation. Also, using this approach, practitioners may be able to intelligently match talent strategies with

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Chikhaoui, Fatma. "Employability and Human Resource Management Tools." Journal of Business and Management Review 3, no. 12 (2022): 841–56. http://dx.doi.org/10.47153/jbmr312.5402022.

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In the current context, the notion of employability is a huge hit in several research projects. Employability is a concept mobilized in different scientific fields and especially in the human resource management and specifically by practitioners to develop the employability of employees. We understand the growing emphasis on this concept as a result of the change of the psychological contract and the divorce between loyalty and job security. The employee-employment relationship is no longer the same. Accordingly, a new working relationship is being established from an employability-development

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Cameron, Bobby Thomas Robert. "Leadership, Change and Conflict: An Examination of Informal Human Resources Theory for Policy Capacity." Canadian Political Science Review 16, no. 1 (2022): 42–59. http://dx.doi.org/10.24124/c677/20221854.

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In recent times, academics and practitioners have focused on the optimal processes and capabilities required to increase an organization’s policy capacity, but there is little research on the human resource theory adopted by practitioners to improve public policy and its development. This article presents the results of a 2018 case study of policy capacity involving thirty-one interviews with civil servants in a small provincial government in Canada. An informal theory of policy capacity and human resources centering on leadership, conflict management, change management, and analytical capabil

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Gélinas, Daniel, Arman Sadreddin, and Rustam Vahidov. "Artificial Intelligence in Human Resources Management: A Review and Research Agenda." Pacific Asia Journal of the Association for Information Systems 14 (January 2022): 1–42. http://dx.doi.org/10.17705/1pais.14601.

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Background: Researchers and practitioners both exhibit a growing interest in the application of Artificial Intelligence in Human Resources Management. However, research shows that there remains a substantial gap between the promise of AI and its practical application in organizations. Previous research has identified some of the challenges facing the application of Artificial Intelligence in Human Resources Management. Among these challenges is the varied nature of Human Resources functions. To address this, we adopt the Human Resource Life Cycle, which is composed of 6 dimensions that closely

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Dissertationen zum Thema "Human resource management practitioners"

au, s. roberts@murdoch edu, and Susan Ann Roberts. "Re-thinking staff management in independent schools: An exploration of a human resource management approach." Murdoch University, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080411.121602.

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While the mission and core business of schools has always been directed towards the education and pastoral support of the children, the staff who work to fulfil the mission and business have received less attention. With recent media reporting on anticipated teacher shortages, pedagogical issues and the quality of teaching the focus has shifted to the staff in schools. With evidence linking student achievements and academic outcomes to teacher impact, recruitment and retention have become significant issues, particularly in independent schools where parental expectations are high. Expertise

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Hugo, Charmaine June. "Mental health literacy and attitudes of human resource practitioners in South Africa." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53498.

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Thesis (MA)--University of Stellenbosch, 2003.<br>ENGLISH ABSTRACT: Background: South African companies need to contend with numerous transformation and development issues since the country's re-entry into the international marketplace. One component that is receiving increasing attention is the wellbeing of employees in the drive to remain competitive within the global economy. This study argues that mental illness is a component of employee wellbeing that has been ignored, even though these conditions are highly prevalent and costly to businesses. The lack of recognition, research and

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Botha, Karien. "The relationship between dispositional employability and career success of human resources management practitioners." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/24712.

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Dispositional Employability and Career Success are constructs that when brought together leads to a multitude of questions regarding their meaning. This study attempted to determine whether there is a significant relationship between the two constructs of dispositional employability and career success. The study furthermore focused on expanding on the literature by elaborating on the sample group. This was done by determining whether or not there is a difference between the groups with regards to their Dispositional Employability and Career Success based on their individual characteristics. A

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Chambers, Stephen University of Ballarat. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/12765.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.<br>Master of Business

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Chambers, Stephen. "An investigation into the professional competencies required by Australian HRM practitioners." Thesis, University of Ballarat, 2006. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/32132.

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Chambers, Stephen. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/14600.

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Charlton, Helen. "Experiencing learning across academic-practice boundaries : an Interpretative Phenomenological Analysis of Human Resource Management practitioners engaged in part-time postgraduate study." Thesis, Northumbria University, 2016. http://nrl.northumbria.ac.uk/32303/.

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Human Resource Management (HRM) is a contested academic discipline and professional space, in which mid‐career entry is not uncommon, and where study and professional membership are often key to career advancement. Subsequently, engagement with study while working full‐time occurs frequently, commonly at postgraduate level. However, understanding of the student‐practitioner experience is limited due to recognised gaps around research of part‐time, taught postgraduate and mature student experience. This is an odd omission given that it represents a potential growth area following recent funding

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Petritz, Steven C. "Comparison of Hiring Strategies of Orthodontic Private Practitioners." VCU Scholars Compass, 2018. https://scholarscompass.vcu.edu/etd/5330.

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COMPARISON OF HIRING STRATEGIES OF ORTHODONTIC PRIVATE PRACTITIONERS By Steven C. Petritz, D.D.S. A thesis submitted in partial fulfillment of the requirements for the degree of Master of Science in Dentistry at Virginia Commonwealth University Virginia Commonwealth University, 2018 Thesis Director: Bhavna Shroff, D.D.S., M.Dent.Sc., M.P.A. Virginia Commonwealth University Department of Orthodontics Program Director Purpose: Evaluate factors that influence hiring outcomes of clinical and non-clinical staff in orthodontic private practices. Methods: Orthodontists (n=1968) were surveyed regard

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Murphy, Glen Desson. "HRM innovation : determinants of adoption and the role of the HR practitioner / Glen Desson Murphy." Thesis, Queensland University of Technology, 2001.

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Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and A. Kuzmenko. "Human resource management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.

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Bücher zum Thema "Human resource management practitioners"

O'Sullivan, Maria Olivia. Computerised human resource management systems: Emerging technologies for human resource practitioners. University College Dublin, Graduate School of Business, 1998.

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Cabulay, Danny A. Human Resource Management in the Tourism and Hospitality Industry: A comprehensive guide for teachers, practitioners, students and industry mentors. Rex Book Store, Inc., 2009.

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Carpio, Christine P. Human Resource Management in the Tourism and Hospitality Industry: A comprehensive guide for teachers, practitioners, students and industry mentors. Rex Book Store, Inc., 2009.

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Huckstepp, John. The human resource practitioner's guide to health, safety and corporate risk. A Blank Canvas Ltd., 2015.

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Tracey, William R. The human resources glossary: The complete desk reference for HR executives, managers and practitioners. 2nd ed. St. Lucie Press, 1998.

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Universities and Technikons Advisory Council (South Africa). Committee of Technikon Principals. Leading change and managing transformation in higher education: Report of workshops for human resources practitioners. [Centre for Higher Education Transformation], 2001.

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Thompson, Neil. Meeting the stress challenge: A training and staff development manual for social welfare managers, trainers and practitioners. RHP, 1996.

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Neil, Thompson. Meeting the stress challenge: A training and staff development manual for social welfare managers, trainers and practitioners. Russell House, 1996.

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Herberg, Dorothy Chave. Frameworks for cultural and racial diversity: Teaching and learning for practitioners. Canadian Scholars' Press, 1993.

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Ivancevich, John M. Human resource management. 8th ed. McGraw-Hill/Irwin, 2001.

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Buchteile zum Thema "Human resource management practitioners"

Winship, Guy. "Human Resource: Development and Management." In Conversations with Practitioners. Practical Action Publishing, 2007. http://dx.doi.org/10.3362/9781780440743.007.

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Paynter, Macie, Kerri Ferstl, and Ryan O'Leary. "Contracts Administration for HR Practitioners." In Advancing Human Resource Project Management. John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118915912.ch10.

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Al Hashmi, Waddah S. Ghanem, and Rob Cooling. "Organisation behaviour and human resource management." In The 10 Step MBA for Safety and Health Practitioners. Routledge, 2018. http://dx.doi.org/10.4324/9781315743011-5.

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Hoeppe, Jens C. "Practitioner’s View on Sustainability and HRM." In Sustainability and Human Resource Management. Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-37524-8_12.

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Mahapa, Mildred, and Lekhooa Matela. "Ethical Dilemmas Faced by Human Resource Management Practitioners in African Small Micro and Medium Enterprises." In The Future of Entrepreneurship in Southern Africa. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-55935-8_6.

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Hughes, Claretha, and Matthew W. Gosney. "Human Resource Development as a Knowledge Management System." In Human Performance Technology. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8356-1.ch084.

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The crux of the challenge in bridging the scholar-practitioner gap in Human Resource Development is in creating effective mechanisms for the transfer of knowledge between scholars and practitioners. Emerging literature on the topic of knowledge management, and of knowledge management systems, provide a compelling point of view in which to consider the scholar-practitioner gap in HRD. In the chapter, knowledge management systems, as a functional outcropping of systems theory, are considered along with the use of logic models to develop and evaluate organization and program effectiveness. Prelim

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Hasan, Ikramul, MD Nazmul Islam, and Mohammad Ashraful Ferdous Chowdhury. "Transformational Human Resource Management." In Research Anthology on Human Resource Practices for the Modern Workforce. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch019.

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Human Resource Management plays an essential role for attaining organizational goals. Nowadays, practitioners, researchers, and academicians around the world are emphasizing to transform and reshape the practice of human resource. However, very few research works have been done in the area of Transformational Human Resource Management (T-HRM). Hence, the aim of this chapter is to propose an integrated framework of T-HRM and organizational efficiency. In light of that, this study has proposed potential factors of the T-HRM. Secondly, this study presented positive effect of the factors of T-HRM

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Hasan, Ikramul, MD Nazmul Islam, and Mohammad Ashraful Ferdous Chowdhury. "Transformational Human Resource Management." In Handbook of Research on Managerial Practices and Disruptive Innovation in Asia. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0357-7.ch015.

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Yılmaz, Sıdıka Ece. "Reshaping Human Resource Management." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-4412-5.ch004.

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The COVID-19 pandemic has had a major effect on the field of Human Resource Management HRM, prompting quick adaptation and innovation by organizations around the world. This chapter examines the pandemic's multifaceted effects on HRM practices, highlighting both the challenges that were encountered and the innovative measures implemented in response. The pandemic has hastened the adoption of digital technology, resulting in a considerable increase in remote work habits and digital transformation within organizations. While these developments have increased operational efficiency, they have als

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Bailey, Catherine, David Mankin, Clare Kelliher, and Thomas Garavan. "Strategic human resource management and performance." In Strategic Human Resource Management. Oxford University Press, 2018. http://dx.doi.org/10.1093/hebz/9780198705406.003.0008.

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This chapter discusses the circumstances in which HRM might be associated with improved performance outcomes. First, it considers some of the key findings arising out of research on the topic, differentiating between outcomes at the individual, unit, and organizational levels. Second, it evaluates the theoretical frameworks that have been used to explain the mechanisms underpinning the HRM–performance linkage and explain the process by which interventions in the-HRM arena are expected to give rise to outcomes. It then explores some of the critiques relating to this body of research, before con

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Konferenzberichte zum Thema "Human resource management practitioners"

Cuarez, Ryan O., Christian Mar G. Pulido, Rosalyn Deligero, and Christian Novicio. "Streamlining Human Resource Leave Management System." In 2024 Global Conference on Communications and Information Technologies (GCCIT). IEEE, 2024. https://doi.org/10.1109/gccit63234.2024.10862298.

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Venkatesan, S., Prithu Sarkar, Thiyagarajan V S, Ritesh Sharma, Gururaj Dangare, and Melanie Lourens. "Human Resource Management: Analytics of Big Data." In 2024 International Conference on Trends in Quantum Computing and Emerging Business Technologies (TQCEBT). IEEE, 2024. http://dx.doi.org/10.1109/tqcebt59414.2024.10545036.

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Nursamsu, Luckman, Rizal P., and Dyah Srirahayu. "Human Resource Management Library Perbanas STIE Surabaya." In 3rd International Conference on Record and Library. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008668100002300.

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Soika, Inita, and Natalja Vronska. "Career Counselling in Human Resource Management." In 16th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2023. http://dx.doi.org/10.22616/reep.2023.16.002.

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The relevance of the research is related to the expansion of the career counsellors' professional activity, which has been affected by the continuous socio-economic changes in society. This, in turn, has created various challenges in people's career development and life design, and made career counselling look at from the point of view of human resources management. The purpose of the study is to evaluate how career counselling fits into human resources management. Research methodology includes theoretical studies and analysis of guidelines in career counselling, career support and human resou

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ANGHEL (ALMĂȘAN), Cristiana Maria, and Alexandru Ionuț ALMĂȘAN. "HUMAN RESOURCE MANAGEMENT IN PUBLIC HEALTH: STRATEGIES AND BEST PRACTICES FOR EFFECTIVE HEALTHCARE DELIVERY." In INTERNATIONAL MANAGEMENT CONFERENCE. Editura ASE, 2024. http://dx.doi.org/10.24818/imc/2023/04.07.

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Human resource management (HRM) plays a vital role in the field of public health, where effective management of human capital is crucial for delivering quality healthcare services and ensuring positive population health outcomes. This scientific article explores the unique challenges facing HRM in the public health sector and examines strategies to manage human resources effectively. Through an in-depth analysis of key areas of HRM in public health, including workforce planning, recruitment and retention, training and development, performance management, and leadership development, the article

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Higgins, Paul, Ian Roper, and Man Fung Lo. "Profiling the knowledge and behaviors of qualified HR practitioners in Hong Kong and the United Kingdom: results from an exploratory factor analysis." In Annual International Conference on Human Resource Management and Professional Development for the Digital Age. Global Science & Technology Forum (GSTF), 2014. http://dx.doi.org/10.5176/2251-2349_hrmpd14.15.

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Beijia Zheng and Shanshan Liu. "Notice of Retraction: General practitioner team building based on human resource management." In 2010 IEEE International Conference on Advanced Management Science (ICAMS). IEEE, 2010. http://dx.doi.org/10.1109/icams.2010.5553202.

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Hüllmann, Joschka Andreas. "Reconciling the Debate on People Analytics in Academia and Practice." In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.34.

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People analytics depicts the algorithmization of human resources management characterized by the data-driven automation and support of people-related processes or tasks. On the one hand, people analytics promises productivity increases through optimizing workforce planning, hiring, or talent development. On the other hand, the extensive data collection and analysis of employees’ behaviors can be perceived as invasive, raising privacy concerns. This debate cannot only be explained by diverging norms and values, for example, practitioners realizing commercial opportunities while being criticized

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Druzhilovskaya, Tatyana, Emilia Druzhilovskaya, Natalia Morozova, Yulia Prikazchikova, and Tatyana Stozharova. "Problems of financial reporting transparency in the implementing national projects." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.ddjl7862.

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The most important factor in information transparency (IT) realization in the implementation of national projects (NP) is to increase the transparency of financial reporting (FR) of organizations. At the same time, our studies have shown the existence of a number of significant problems in this area. This article analyzes these problems and ways to solve them. The purpose of the study is to determine the current state of FR transparency of organizations as a factor in ensuring IT in the implementation of NP and to develop recommendations for solving the most pressing problems in this area. Dur

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Nakash, Maayan. "Human and Social Factors in Intellectual Capital Management [Abstract]." In InSITE 2024: Informing Science + IT Education Conferences. Informing Science Institute, 2024. http://dx.doi.org/10.28945/5271.

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Aim/Purpose Given the widely acknowledged significance of intellectual capital (IC) for organizational success, managing knowledge assets remains a multifaceted challenge. This study investigates the role of human and social factors in intellectual capital management (ICM) within businesses. Background. A company’s IC is the collective embodiment of knowledge resources that provide a strategic advantage. The literature often blurs the lines between ICM and knowledge management (KM) due to their shared focus on knowledge and processes, leading to a conflation of the terms within certain discour

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Berichte der Organisationen zum Thema "Human resource management practitioners"

Rangiwai, Byron, Marcel Croul, Allanna Goldsmith, Manaaki Fletcher, and Atareta Moses. Using Kaupapa Māori Research to Inform Practice. Unitec ePress, 2023. http://dx.doi.org/10.34074/ocds.104.

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This paper explores the profound connections between Kaupapa Māori research and practice through the reflections of Māori practitioners. As part of a Kaupapa Māori research internship funded by Te Whatu Ora, hosted at Ngā Wai a Te Tūī, and co-led by Dr Hinekura Smith and Associate Professor Byron Rangiwai, this paper presents the perspectives of four Māori practitioners. Marcel Croul (Ngāti Tamaterā) discusses his film-editing practice in the context of a collaboration with Dr Hinekura Smith to create a short documentary on the wahine-led practice of whatuora. Allana Goldsmith (Ngāti Porou, Ng

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Bridges, Todd, Jeffrey King, Johnathan Simm, et al. International Guidelines on Natural and Nature-Based Features for Flood Risk Management. Engineer Research and Development Center (U.S.), 2021. http://dx.doi.org/10.21079/11681/41946.

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To deliver infrastructure that sustain our communities, economy, and environment, we must innovate, modernize, and even revolutionize our approach to infrastructure development. Change takes courage, but as one starts down the path of innovation, what was once novel becomes more familiar, more established. The U.S. Army Corps of Engineers (USACE) is walking this path with our partners through the Engineering With Nature (EWN) Initiative, integrating human engineering with natural systems. The International Guidelines on Natural and Nature-Based Features for Flood Risk Management are the next s

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Bloom, Nicholas, and John Van Reenen. Human Resource Management and Productivity. National Bureau of Economic Research, 2010. http://dx.doi.org/10.3386/w16019.

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de Carvalho, Antonio Geldson, Charles Calomiris, and Joao Amaro de Matos. Venture Capital as Human Resource Management. National Bureau of Economic Research, 2005. http://dx.doi.org/10.3386/w11350.

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DEFENSE LOGISTICS AGENCY ALEXANDRIA VA. Total Quality Management Implementing Plan for Human Resource Management. Defense Technical Information Center, 1989. http://dx.doi.org/10.21236/ada212915.

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Eng, Netra, and David Craig. Accountability and Human Resource management in Decentralised Cambodia. Cambodia Development Resource Institute, 2009. https://doi.org/10.64202/wp.40.200903.

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This working paper explores the complexities of accountability and human resource management (HRM) within Cambodia’s civil service, particularly in the context of decentralisation and deconcentration (D&D) reforms. It critically examines how centralised control, politicisation, and neo-patrimonial governance structures undermine sub-national accountability and the effectiveness of HRM. Drawing on fieldwork, case studies, and literature review, the paper identifies key constraints such as non-meritocratic recruitment, low pay, fragmented donor modalities, and weak institutional capacity. Th

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Ichniowski, Casey, Kathryn Shaw, and Giovanna Prennushi. The Effects of Human Resource Management Practices on Productivity. National Bureau of Economic Research, 1995. http://dx.doi.org/10.3386/w5333.

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Abowd, John, George Milkovich, and John Hannon. The Effects of Human Resource Management Decisions on Shareholder Value. National Bureau of Economic Research, 1989. http://dx.doi.org/10.3386/w3148.

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Harper, Zachary. Human Resource Management and Internship Development in Small Apparel Businesses. Iowa State University, 2023. http://dx.doi.org/10.31274/cc-20240624-849.

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Ichniowski, Casey. Human Resource Management Systems and the Performance of U.S. Manufacturing Businesses. National Bureau of Economic Research, 1990. http://dx.doi.org/10.3386/w3449.

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