Academic literature on the topic 'HR policies'
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Journal articles on the topic "HR policies"
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WOŹNIAK, JACEK. "HR POLICIES." sj-economics scientific journal 24, no. 1 (2017): 20–41. http://dx.doi.org/10.58246/sjeconomics.v24i1.220.
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Term HR policy is not frequently in use in Polish HR literature. The article presents – based on some selection of scientific literature – different meaning of this term and the ways of research on HR policies, as well as some weaknesses of common research practice in this field. It shows that common in Polish literature two models approach to HR policies (sieve and human capital development) are absent in literature in English, where the empirical approach is frequent. The empirical approach is described and its’ assumptions and commonly made mistakes are presented, as well as proper methodology for study of HR policies in the organization. Discussion of differences between Polish and English approaches are presented and some recommendation formulated, as well as future research agenda.
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Krammer, Sorin. "HUMAN RESOURCE POLICIES AND FIRM INNOVATION: HR Policies and firm innovation." Academy of Management Proceedings 2021, no. 1 (2021): 11797. http://dx.doi.org/10.5465/ambpp.2021.11797abstract.
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Veni, T. Krishna, and G. Kalyani. "Hr Practices And Hr Policies At Icici Prudential Life Insurance Company Ltd." Think India 22, no. 3 (2019): 348–54. http://dx.doi.org/10.26643/think-india.v22i3.8262.
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The job of Human Resources is changing as quick as innovation and the worldwide commercial center. Generally, the HR Department was seen as organization, kept individual documents and different records, dealt with the enlisting procedure, and gave other authoritative help to the business. Those circumstances are different.
 The positive consequence of these progressions is that HR experts have the chance to assume a progressively vital job in the business. The test for HR chiefs is to stay up with the latest with the most recent HR developments—mechanical, lawful, and something else.
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Jain, Vidit, and Dipannita Barua. "HR POLICIES AND THEIR IMPLEMENTATION AT COSCO, INDIA." International Journal of Advanced Research 8, no. 7 (2020): 1363–73. http://dx.doi.org/10.21474/ijar01/11407.
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Stehle, Wolfgang, and Ronel Erwee. "Cultural Differences Influencing German HR Policies in Asia." Journal of Asia Business Studies 2, no. 1 (2007): 34–47. http://dx.doi.org/10.1108/15587890780001281.
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Shonfield, David. "The Euro's Impact on Pay and HR Policies." Compensation & Benefits Review 31, no. 4 (1999): 75–79. http://dx.doi.org/10.1177/088636879903100411.
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Tahir, Dr Sumbul. "UNETHICAL HR PRACTICES AND THEIR IMPACT ON EMPLOYEES." BSSS Journal of Management 12, no. 1 (2021): 35–44. http://dx.doi.org/10.51767/jm1204.
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Purpose: To throw light on some unethical Human resource policies followed by companies and suggest ways to overcome them. Approach: This is a theoretical paper designed to provide conceptual clarity on the subject. An exploratory study aims to enhance recognition and understanding of some policies and practices causing discomfort to employees. Findings: Several policies reported to be unethical by employees worldwide have been described in detail. Practical implications: This paper will offer insights to HR professionals encouraging them to realize and change some policies and practices that have become a part of their organizations. It also will encourage people from other fields to learn how they can flag unethical practices in their organizations.
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Theodorou, Vassiliki, and Despina Karakatsani. "Eugenic Concerns, Population Policies and Puericulture in Interwar Greece." Historical Review/La Revue Historique 17 (May 26, 2021): 53. http://dx.doi.org/10.12681/hr.27067.
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The scientific origins and the development of eugenic and racial theoriesformulated by physicians, jurists and intellectuals since the early twentieth century have only recently attracted scholarly attention. However, the dissemination of eugenic measures regarding the social policy that Greek interwar governments implemented to protect the health of mothers and children still remains an underresearched topic. Our contribution presents the main points of the discussion about the relation of eugenics and puericulture and traces its development among paediatricians in the 1920s and 1930s. It further looks into the stakes, the ambivalent attitude and the eugenic proposals of both liberal and authoritarian governments concerning the protection of childhood and motherhood as well as into their respective demographic policies during the interwar period.
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Krajewska-Nieckarz, Małgorzata, and Monika Sobczyk. "HR policies in non-financial reporting of listed companies." Studia i Prace WNEiZ 48 (2017): 173–83. http://dx.doi.org/10.18276/sip.2017.48/2-15.
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Everly, Benjamin, and Joshua Schwarz. "Predictors of the adoption of gay-friendly HR policies." Academy of Management Proceedings 2012, no. 1 (2012): 16937. http://dx.doi.org/10.5465/ambpp.2012.16937abstract.
Full textDissertations / Theses on the topic "HR policies"
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Namazie, Pari. "Factors affecting the transferability of HR policies and practices in Iranian IJVs." Thesis, Middlesex University, 2007. http://eprints.mdx.ac.uk/6518/.
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This study draws on the disciplines of human resource management (HRM), cross-cultural management and international business to examine how and why human resource (HR) policies and practices are transferred to international joint ventures (IJVs) in which a multinational corporation (MNC) based abroad finds a local partner or partners to set up a new organisation in the host country. The research sets out to identify the degree of influence environmental factors have on the transferability of HR policies and practices to IJVs in a developing country and their effect on HRM. Although the study is based on IJVs in Iran, its scope is wider in that it provides a generic model—ranking the importance of environmental factors on the transferability of HR policies and practices—that can be applied by companies for setting up IJVs in other developing countries. Iran is used as the transitional country for research partly because the author is an Iranian HR consultant based in Iran, but also because Iran is an emerging economy with potential to increase international business and attract foreign direct investment. Iran is just setting out on the path of HRM, thus providing a significant background for observing transferability. The research took the form of a qualitative study conducted through a series of semi-structured interviews carried out in two stages. The material gathered from the first stage helped shape the interviews for the second stage. The responses were content analysed to arrive at the results. The findings from this study show that the role of the MNC and the microenvironment of the IJV are the two most important factors affecting HRM transferability. The macro-environment, comprising national factors and local-partner inputs, ranks third in importance. As this study is the first to examine a broad host of factors in HRM transferability, it provides a contribution to knowledge about HRM transferability in IJVs in developing countries. The model ranking the degree of influence of the different factors on the transferability of HR policies and practices in IJVs will assist MNCs and local companies to better plan for IJV relationships and their strategy of HRM transferability in various countries and IJV relationships. The generic model now needs to be tested further in different countries to see if the same factors are seen in different environmental contexts.
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Alsaghir, Loubna. "Exploring HR policies and HR specialists' role in the context of innovation : the case of BPR in two large Lebanese banks." Thesis, University of Newcastle upon Tyne, 2011. http://hdl.handle.net/10443/1196.
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This research framed some aspects of two huge areas of research, namely the areas of human resources and of innovation management in one framework and built a model in which the role of the HR department could be considered as central and even critical in innovation management. In terms of research question, this thesis is exploring to what extent HR policies and HR specialists’ role is considered as critical for the success of BPR implementation. Surprisingly, the literature on BPR didn’t touch on the theme of a specific role that would be played by the HR function during introduction of BPR. In particular, although there were interesting researches making good case for the necessity to effectively manage HR, none of the studies mentioned the importance of the role of HR practitioners specifically as catalysts of change or as strategic partners during implementation of BPR. Also, none of the case studies of companies which have implemented BPR revealed any kind of relationships that could have had existed between the HR function and the BPR project team and that could have enhanced the effectiveness of BPR implementation. Therefore, the interest and the originality of this research is to try to fill this gap in the literature and analyze what might be the role of the HR function and what kind of interactions it might have with line managers for a better implementation of BPR. The literature review brought about some elements of answer and five propositions were formulated highlighting these potential roles and relationships. The main proposition stipulates that for a successful implementation of BPR, the role played by the HR department could be considered as critical. The four other propositions presented the main elements of this role. In particular, the HR department should be implementing innovative HRM practices. It should also act as a “change agent” and be considered as a “strategic partner”. The last proposition considered that the HR department should operate in close partnership with other functions and line managers for increased effectiveness in change adoption. These propositions were explored in two large Lebanese banks that had recently implemented BPR projects. From the findings, it was possible to provide the following answer to the research question: The HR department might play a critical role during implementation of BPR to the extent that it has the capability to play the role of “change agent” and also but to a minor extent, it is an innovative department and is strategically involved in the business with managers at all hierarchical levels.
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Schneider, Susanne [Verfasser]. "HR Policies and Maternal Labor Supply : The Example of Employer-Supported Childcare / Susanne Schneider." Frankfurt a.M. : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2017. http://d-nb.info/1133461476/34.
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Lopes, Helga Marta Machado Santa Comba. "O alinhamento entre estratégia, políticas e práticas de recursos humanos e as perceções dos militares do exército quanto às práticas de recursos humanos." Doctoral thesis, Instituto Superior de Economia e Gestão, 2021. http://hdl.handle.net/10400.5/21657.
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Doutoramento em Gestão<br>O alinhamento de Recursos Humanos proporciona diversas vantagens às organizações, tornando-as mais aptas a enfrentar os desafios da atualidade. O alinhamento de todas as componentes do Sistema de Gestão de Recursos Humanos permite potenciar essas vantagens.
Deste modo, fruto de um estudo realizado no Exército Português, o principal objetivo desta investigação foi contribuir para um melhor esclarecimento do conceito de alinhamento de Recursos Humanos, bem como compreender o alinhamento das políticas face à estratégia de Recursos Humanos, das práticas face às políticas implementadas, e a congruência da perceção dos militares em relação às práticas implementadas.
Para este propósito, foi adotada uma abordagem abdutiva. A metodologia posiciona-se no pragmatismo, apoiado numa metodologia mista, constituída por 27 entrevistas e 923 inquéritos por questionário.
Os resultados desta investigação, para além da contribuição teórica de um conceito de alinhamento, permite aferir a existência de alinhamento entre as políticas e a estratégia de Recursos Humanos, uma vez que maioritariamente ambas as componentes são criadas conjuntamente. Entre as práticas e políticas de Recursos Humanos foi possível aferir um alinhamento moderado em todas as componentes analisadas com exceção da área relativa a sistema de recompensas, equilíbrio vida/trabalho e comunicação. A análise à congruência entre as perceções dos militares e as práticas de Recursos Humanos indiciam um alinhamento mínimo, apesar de ser parcimonioso em todas as áreas excetuando as práticas de Recursos Humanos que se relacionam com legitimidade de autoridade.<br>The alignment of Human Resources provides several advantages to organizations, making them better able to face today's challenges. The alignment of all the components of the Human Resources Management Systems allows to enhance these advantages.
Thus, as a result of a study developed in the Portuguese Army, the main objective of this investigation is to contribute to a better clarification of the concept of Human Resources alignment, as well as to understand the alignment of policies in relation to the Human Resources strategy, to understand the alignment of practices in view of the implemented policies, and the congruence of the military's perception of the implemented practices.
In this way, an abductive approach was adopted to explore the objectives of this investigation. The methodology is positioned in pragmatism, supported by a mixed methodology, consisting of 27 surveys per interview and 923 surveys per questionnaire.
The results of this investigation, in addition to the theoretical contribution of an alignment concept, allow to assess the existence of alignment between the policies and the HR strategy, since mostly both components are created together. Among the HR practices and policies, it was possible to assess a moderate alignment in all the components analysed, excepted the area related to the reward system, life / work balance and communication. Analysis of the congruence between the military's perceptions and HR practices indicates minimal alignment, despite being parsimonious in all areas except HR practices that are related to legitimacy of authority.<br>Entidade financiadora: Exército Português (Academia Militar)<br>info:eu-repo/semantics/publishedVersion
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Saqib, Syed Imran. "Human capital resources, human resource management policies, and employee perceptions : an investigation of young professionals in the banking sector of Pakistan." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/human-capital-resources-human-resource-management-policies-and-employee-perceptions-an-investigation-of-young-professionals-in-the-banking-sector-of-pakistan(4961f666-91ae-4baf-a924-8dad3f811839).html.
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Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.
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Axelsson, Martin. "HR-medarbetares upplevelser kring spelprevention och policyimplementering på arbetsplatsen." Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-154516.
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Skadligt bruk är ett brett begrepp som omfattar många olika former av bruk, till exempel av alkohol, droger eller spel om pengar vilket kan påverka arbetsprestationen negativt hos en arbetstagare. På uppdrag av Folkhälsomyndigheten ville man värdera verkningsgraden av genomförda utbildningsinsatser kopplat till problematiskt spelande. Syftet med den här studien är att kvalitativt utvärdera upplevelser av genomförda utbildningsinsatser som organisationen Alna genomfört kring skadligt bruk med fokus på spelproblem. Tematisk analys användes och datainsamling skedde genom semistrukturerade intervjuer med tio HR-medarbetare, vars fem organisationer ingick i utbildningsprojektet Spel och spelförebyggande insatser för arbetslivet. Resultatet visar att Alnas metoder och verktyg upplevs som effektiva och värdefulla av undersökningsdeltagarna. Vissa hinder för effektiv implementering av uppdaterade policys och riktlinjer identifierades och dessa kunde bestå av tidsbrist, underbemanning eller eftersatt prioritering av spelfrågan. Vidare framgår det att Alnas utbildningsinsatser främjat utformandet av policys och riktlinjer kring skadligt bruk med fokus på spel och spelproblem i organisationerna.<br>The complex concept regarding harmful use of different nature, could be related to the use of alcohol, drugs or gambling. Such activities could affect the efficiency and productivity of an employee in a workplace environment in a negative way. At the request of the Public Health Agency of Sweden, a group of scientist was given the task to evaluate a project regarding education concerning problematic gambling. The purpose of the current study is to evaluate a project regarding education concerning gambling and gambling prevention, and was carried out by the organization Alna. Thematic analysis was used and collection of data was done with semi structured interviews, with ten HR-employees whose five organisations was included in the project Gambling and gambling preventive efforts directed towards the labour market. The results show that the methods and tools used by Alna is perceived as efficient and valuable by the participants. Some obstacles which works against efficient implementation of updated policies and guidelines were identified and these could consist of time constraints, under staffing or subordinated priority of the gambling issue per se. Furthermore it seems that the education project regarding gambling prevention performed by Alna has contributed to the development of policies and guidelines regarding harmful use of different kinds with focus on the gambling issue.<br>Utvärdering av projektet Spelförebyggande Insatser för Arbetslivet – Praktisk Tillämpning och utvärdering.
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Pacheco, Marcela Soares. "Evolução da Gestão de Recursos Humanos: um estudo de 21 empresas." Universidade de São Paulo, 2009. http://www.teses.usp.br/teses/disponiveis/96/96132/tde-27072009-173738/.
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As empresas têm observado as mudanças no ambiente externo e têm notado a necessidade de se adaptarem a essas mudanças para se manterem no mercado, criarem vantagem competitiva e buscarem a excelência dos seus serviços. Para a área de recursos humanos as mudanças também são necessárias, pois ela congrega as pessoas na organização e determina as políticas e práticas condizentes ao negócio da empresa. Assim, as empresas se reestruturam frente às alterações vindas do seu ambiente de atuação e para isso, elas contam com a área de RH para que os funcionários desempenhem suas funções adequando-as aos objetivos estratégicos propostos por elas. Este trabalho buscou pesquisar empresas brasileiras classificadas entre as 150 melhores para se trabalhar segundo a revista VOCÊ S/A EXAME (2007) com a finalidade de identificar e descrever o papel que a área de RH das empresas brasileiras tem adotado diante dos desafios organizacionais e da evolução da função de RH e de suas políticas e práticas. Por meio de um questionário baseado no estudo americano de Lawler et al. (2006), aplicou-se a pesquisa e com a contribuição de 21 responsáveis da área de RH, pode-se concluir que as mudanças estão sendo trabalhadas na busca de atribuir ao RH o papel de parceiro estratégico, porém o papel identificado nos resultados da pesquisa como o mais forte, das áreas de RH das empresas, foi o papel de parceiro de negócios.<br>Companies have seen the changes in the external environment and have noted the need to adapt to these changes to stay in the market, creating competitive advantage and to pursue excellence of its services. In the area of human resources changes are also necessary because it brings people together in the organization and determines the policies and practices consistent to the business of the company. Thus, companies restructure its ahead of the coming changes to their environment of work and for this, they hope that HR area contribute with employees perform their duties adapting them to the strategic objectives proposed by them. This study aimed searching Brazilian companies classified among the 150 best to work according to the magazine VOCÊ S/A EXAME (2007) in order to identify and describe the role that the area of HR of Brazilian companies have adopted before the organizational challenges and the evolution of the function of HR and their policies and practices. By means of a questionnaire based on the american study of Lawler et al. (2006), applied to research and with the contribution of 21 responsible people of HR area, we can conclude that the changes are being worked in seeking to give the role of the HR strategic partner, but the paper identified in the results of search as the strongest, that human resources areas of enterprises have the role of business partner.
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Korpunen, Päivi, and Andrea Nápravníková. "Work to live, don’t live to work! : A cross-sectional study of the work-life balance of higher managers." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1239.
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<p>The work-life balance is currently in vogue among governments, organizations as well as researchers. Higher managers in organizations all over the world are exposed to significant pressures in their jobs, which further influence the balance between their work and private lives, job satisfaction and overall well-being. In this thesis, we apply a different perspective on the topic of work-life balance than most of the previous scientific research. We have focused on the governmental, organizational and individual factors that affect the work-life balance of higher managers and the consequent influence on their job satisfaction and overall well-being.</p><p>The objective of this study is to contribute to the work-life balance research by exploring the fit between companies’ human resource practices and higher managers’ actual perceptions and needs. In order to gain different perspectives, our empirical research consists of a series of interviews with both HR managers and members of higher management.</p><p>The key findings in terms of the factors influencing higher managers are reported. They suggest that the individuals are influenced by several aspects. The responsibility for personal work-life balance does not only lie on individuals themselves, but the organizations and governments play an important role in treating this issue as well.</p>
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Serafini, Giovanni Oscar. "Comprehending HR policies and practices in the multinational firm within the hotel industry : explaining variety and commonality in countries of domicile : evidence from developed economies and the transitional periphery." Thesis, University of Sheffield, 2016. http://etheses.whiterose.ac.uk/12378/.
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Baker, Marzena. "Gender equality in project-based organisations." Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/205245/1/Marzena_Baker_Thesis.pdf.
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This thesis is a mixed methods research study that focuses on the evaluation of gender equality in the project-based organisations. It aimed to explore how gender equality initiatives affect representation of women at various levels of organisations and to understand the impact of women’s representation on organisational outcomes. It also aimed to explore the issues of selection and implementation of HR initiatives designed to address equality and diversity. This research extends our knowledge of the effectiveness of gender equality initiatives on women’s representation and the organisational practices in the selection and implementation of formal HR initiatives designed to address it.
Books on the topic "HR policies"
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Nobile, Robert J. Guide to HR policies & procedures manuals. Warren, Gorham & Lamont, 1996.
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Nobile, Robert J. Guide to HR policies & procedures manuals. Warren, Gorham & Lamont, 1997.
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Alys, Novak, and Medical Group Management Association, eds. HR policies & procedures manual for medical practices. 4th ed. Medical Group Management Association, 2006.
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Association, Medical Group Management, ed. HR policies and procedures manual for medical practices. 5th ed. MGMA, Medical Group Management Association, 2014.
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Hartsfield, William E. HR audit: How to evaluate your personnel policies & practices. Business & Legal Reports, 1990.
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Craggs, R. Andrew. Entering global markets: An approach to designing HR programs and policies. American Compensation Association, 1997.
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Sangiuliano, Maria, and Agostino Cortesi. Institutional Change for Gender Equality in Research Lesson Learned from the Field. Fondazione Università Ca’ Foscari, 2019. http://dx.doi.org/10.30687/978-88-6969-334-2.
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Gender balance in research organizations is considered as a key step for ensuring research excellence and quality and inclusive-sustainable innovation. Still, in spite of an increasing number of HE and research institutions committed to make science more equal and some positive trends in figures on Gender equality in STEM research, it still appears to be difficult to prioritize gender equality. This is particularly true for disciplines such as ICT/IST where female representation at all levels is among the lowest ones among STEM topics and where a gender sensitive approach to ICT design and programming is far from being understood in its implications among computer and information systems scientist. H2020 (PGERI and SWAFS programmes in particular), promoted the concept of institutional change for gender equality, insisting on the need for merging change management and gender policies. The volume is focusing on a presentation and reflexive review of results and tools from the H2020 EQUAL-IST project to discuss opportunities to innovate and transform HR management and Institutional communication, research design, teaching & students services, via gender equality, and how such innovations could be multiplied and sustained with a focus on ICT and IST research organizations. The volume is complemented by contributions from other projects on institutional change in research.
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McConnell, John H. How to Develop Essential HR Policies and Procedures. AMACOM, 2004.
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Price, Courtney. HR Policies and Procedures: Manual for Medical Practices. Medical Group Management Association (M G M A), 2014.
Find full textBook chapters on the topic "HR policies"
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Hoang, Thu G., Huong H. Do, and Andrew Le. "Human resources management practices in the tourism industry." In Vietnam tourism: policies and practices. CABI, 2022. http://dx.doi.org/10.1079/9781789242782.0013.
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Abstract Acknowledging the necessity to help organizations deal with the challenges from within, this chapter reviews the common HR practices of businesses in the tourism industry in Vietnam, focusing on the issues related to these practices. Commencing with a brief review of the HR practices in the tourism and hospitality sector contexts, the chapter then draws an overall picture of the HR for Vietnam tourism and discusses the widespread concerns about the quantity and quality of tourism workers. Finally, based on the review of extant studies and reports concerning HR management in the tourism sector, specific recommendations are provided to the industry's key stakeholders.
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Anne Bardoel, E. "Managing Work-Life Tensions: The Challenges for Multinational Enterprises (MNEs)." In The Palgrave Handbook of Family Policy. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54618-2_23.
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AbstractManaging work-life issues presents a number of challenges for HR departments in multinational enterprises (MNEs) because of the complexity of implementing policies that require sensitivity to local issues such as cultural traditions and legislation. However, there has been limited discussion among researchers regarding the roles and responsibilities of HR managers in MNEs and even less attention given to work-life management in the global context. A tension-centered approach to analyzing these complexities in MNEs particularly focusing on work-life management and strategy development provide insight into constraints and challenges into organizations operating globally. There is evidence that tensions often exist in MNEs between corporate/global HR, local HR, and operational line managers involved in implementing work-life policies and practices. The promise of the tension-centered approach is that is provides insight into the ways these tensions are resolved in practice, and can point toward strategies to improve practices.
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Demmke, Christoph. "The Europeanization of Civil Services and Human Resources (HR) Policies." In The Palgrave Handbook of the European Administrative System. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137339898_26.
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Begall, Katia, and Tanja van der Lippe. "The Educational Gradient in Company-Level Family Policies." In The Palgrave Handbook of Family Policy. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54618-2_22.
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AbstractIn this chapter, the educational gradient in access to different organizational work-family policies is examined using unique multilevel survey data from the European Sustainable Workforce Survey covering nine European countries. A total of six different work-family policies are studied, representing working-time arrangements, leaves, and services. By combining information provided by the organization, the direct supervisor, and the employee we show that for all policies, access reported by employees is substantially lower than provision reported by the team managers, which in turn is lower than the provision reported by the HR managers. This points to complex processes in the distribution of information in organizations. Moreover, at the organizational as well as the employee level, higher skilled employees have more access to working-time arrangements. We conclude that the skill gaps in the access to organizational work-family policies identified in this chapter form an important dimension of social inequality in today’s labor market.
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Maybery, Pauline. "Work-Life Balance Policies and Practices in the UK: Views of an HR Practitioner." In Work-Life Integration. Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1007/978-1-349-72927-2_3.
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Iglesias, Oriol, and Fathima Z. Saleem. "The Key Role of HR Policies and Practices in Implementing a Relationship Marketing Orientation." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science. Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10951-0_268.
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Lopes, Helga Santa Comba, and Jorge Filipe da Silva Gomes. "The Alignment of the Top Structure of the Portuguese Armed Forces. Focus on HR Strategy and Policies." In Smart Innovation, Systems and Technologies. Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-4884-7_34.
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Serafini, Giovanni Oscar, and Leslie Thomas Szamosi. "Variations and differences in the application of HR policies and practices by US hotel multinational firm's subsidiaries across coordinated and transitional periphery economies: a case approach." In International HRM in an Uncertain World. Routledge, 2022. http://dx.doi.org/10.4324/9781003316749-4.
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Roycroft, Mark. "Erratum to: “Police Chiefs in the UK: Politicians, HR Managers or Cops?”." In Police Chiefs in the UK. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-44105-4_11.
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Diez, Fermin, Mark Bussin, and Venessa Lee. "HR Policies vs Profits." In Fundamentals of HR Analytics. Emerald Publishing Limited, 2019. http://dx.doi.org/10.1108/978-1-78973-961-920191011.
Full textConference papers on the topic "HR policies"
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Gharrawi, Azhar M. "HR Planning Pharma Case Study." In 2020 International Conference on Resources Management. Koya University, 2021. http://dx.doi.org/10.14500/icrm2020.gen323.
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In a number of real-life situations, organisations are confronted with taking decisions to adopt different human resource management policies and practices in order to meet the challenges of dynamic business environment. In the case of Pharma, changing business environment and the associated challenges have necessitated the initiation of some HR-related actions. Some of the policies and decisions to meet the market dynamics are likely to affect the employment relationships in Pharma site, because the circumstances have forced the organisation to pursue employee head count reduction measures and implement flexible work designs. Pharma site considers introducing flexible work patterns which are expected to have serious implications like evolution of conflicts within the workplace affecting functional employment relations within the Pharma site. This is likely to lead to breach or violation of psychological contract in the organisation. In order to cope up with the change, Pharma site needs to consider implementation of HR strategies that would help in reducing workplace conflicts and bring back harmony in employment relationships by mitigating the adverse impact of any breach or violation in psychological contract. The work also evaluates possible implications of head count reduction and flexibility strategies on employment relationships and details the courses of action for restoring effective functional employment relationships in the Pharma site.
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Gustave, Nicole, and Abdullah Alarfaj. "Is Digital Nomadism the Answer to Work Life Balance?" In SPE Middle East Oil & Gas Show and Conference. SPE, 2021. http://dx.doi.org/10.2118/204874-ms.
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Abstract The world is currently experiencing a rude awakening because of the COVID-19 pandemic and in a matter of months businesses averse to trust the benefits of remote working have been compelled to adapt. This advantage has enabled many Human Resource (HR) Professionals to revisit the dreaded topic of flexible working, as the new normal has shown that it is not where you work but the work you produce that matters. Ironically, the age-old question of work-life balance surfaces as individuals search for the purpose of life as the pandemic brings everyone to their knees and philosophically people question what exactly is this balance. For HR Professionals this question is not personal but a matter of their profession in providing companies with a wider lens to understand that in order to remain competitive they need to adapt to change. One of the ways is to develop an open mindset and flexibility to revise their policies on types of flexible working, which offers work-life balance and positively impacts their ability to retain and attract highly skilled talent. This article examines the concept of Digital Nomadism as one of the radical yet realistic ways to achieve work-life balance. Digital Nomadism puts a new spin on work arrangements and is a movement of highly mobile workers who dictate where they work, how they adapt to the demands of work to suit their lifestyle and find balance; with digital technologies. The concept has been around since 2014, the history of nomadism even longer but what is new, and why this subject adds value is the ingenuity of technology, how it makes this way of working a reality and the increasing numbers of digital nomads. The research suggests that approximately several hundred thousand of digital nomads exist throughout the world and numbers continues to rise due to globalization and the need for talent to be flexible with their lifestyles and work. Interestingly, while many companies are convinced of the technological disruptors and how it changes the face of work from a technical perspective, the flexibility of work patterns remains a hard sell in some cases. Consequently, recruiting for talent, employment contracts and the way work is organized, remains the same and lacks flexibility. This limits the opportunity to remain competitive, retain or attract top talent and drive innovation at all angles of the business. This paper will confirm whether the solution to work-life balance is the notion of digital nomadism, detailing how it works, its benefits and issues, with the intention to offer an option to forward thinking companies, reasons to adapt their flexible working policies.
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Herdhianta, Dhimas, and Hanifa Maher Denny. "Implementation of Hospital Safety and Health Management System: Resource, Organization, and Policy Aspects." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.09.
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ABSTRACT Background: Hospital occupational health and safety is all activities to ensure and protect the safety and health of hospital human resources, patients, patient companions, visitors, and the hospital environment through efforts to prevent occupational accident and occupational disease in the hospital. It is necessary to support resources, organization, and policies in the implementation of occupational safety and health in hospitals in order to create a safe, secure and comfortable hospital condition. This study aimed to analyze the implementation of occupational safety and health at Hospital X Semarang, Central Java. Subjects and Method: This was a qualitative study conducted at Hospital X Semarang, Central Java. A total of 6 informants consisting of the main informants (members of the hospital occupational health and safety team) and triangulation informants (head of the hospital occupational health and safety team) were enrolled in this study. The data were obtained from in-depth interview method. The data were analyzed descriptively. Results: The hospital already had and provided the special budget needed in the field of hospital occupational health and safety, such as 1) Activity and provision of hospital occupational health and safety infrastructure; 2) Human Resources (HR) and assigns personnel who have clear responsibilities, authorities, and obligations in handling hospital occupational health and safety; 3) Hospital occupational health and safety official team but with double work burden; and 4) Policies were owned and compiled in written form, dated, and endorsed by the main director as well as commitment from the top leadership. Conclusion: The implementation of occupational safety and health in hospital X is quite good. Meanwhile, there is still a double work burden and have no independent hospital occupational health and safety team. Keyword: resources, organization, policy, work safety, occupational health, hospital Correspondence: Dhimas Herdhianta, Masters Program of Health Promotion, Faculty of Public Health, Universitas Diponegoro. Email: herdhianta@gmail.com. Mobile: 085749312412 DOI: https://doi.org/10.26911/the7thicph.04.09
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Almeida, Raissa Janine de, Carolina Terra de Moraes Luizaga, and Cristiane Murta Nascimento. "SURVIVAL AND PROGNOSTIC FACTORS OF BREAST CANCER IN WOMEN IN THE STATE OF SÃO PAULO." In Scientifc papers of XXIII Brazilian Breast Congress - 2021. Mastology, 2021. http://dx.doi.org/10.29289/259453942021v31s1031.
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Introduction: Breast cancer is the first most common malignancy in the female population worldwide. Monitoring the survival of women with breast cancer has been a strategy frequently adopted at the international level as a measure to assess the progress of public policies for the control of the disease. Objectives: To estimate the probabilities of five and ten year survival and to investigate the prognostic factors of women with breast cancer included in the hospital-based cancer registry (RHC) of Fundação Oncocentro de São Paulo (FOSP). Methods: It was a historical cohort study. The sample consisted of women with breast cancer diagnosed between 2002 and 2012 and included in the RHC-FOSP. The event of interest was breast cancer-specific mortality. Living cases at the end of follow-up (December 31, 2017), loss to follow-up, and death other than that due to breast cancer were considered censored on the date of the last contact or date of death. Descriptive analysis and survival analysis were performed using the Kaplan-Meyer method. Survival curves were compared using the log-rank test. Hazard ratios (HR) and their 95%CI were estimated using Cox’s proportional hazards model. This study was approved by the Human Research Ethics Committee of the Botucatu Medical School, São Paulo State University, Brazil. Results: Between 2002 and 2012, 53,146 cases of invasive breast cancer were registered at RHC-FOSP. The median age of women at diagnosis was 55.9 years. By the end of the follow-up, 20,683 patients died and 71.4% of such deaths were due to breast cancer. The five and ten year breast cancer-specific survival for the entire cohort was 76.1% (95%CI 75.7–76.5) and 64.8% (95%CI 64.2–65.3), respectively. In the multivariate analysis, the factors associated with prognosis were: age at diagnosis, year of diagnosis, educational level, grouped clinical stage, and histological type. Conclusions: Specific survival for breast cancer in the state of São Paulo is significantly associated with several characteristics. The knowledge of these characteristics can contribute to the development of public policies in the area.
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SHOAIB, Muhammad, Roman ZÁMEČNÍK, Zuhair ABBAS, Mohsin JAVED, and Asad Ur REHMAN. "GREEN HUMAN RESOURCE MANAGEMENT AND GREEN HUMAN CAPITAL: A SYSTEMATIC LITERATURE REVIEW." In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.649.
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Purpose – green human resource management (GHRM) and green human capital (GHC) are relatively over- looked aspects in the existing literature of human resource management. Keeping in view, this systematic literature review attempts to highlight and explore its related avenues in the fresh domains of GHRM-GHC and provide a future research agenda for the development of knowledge. Research methodology – this study employs a systematic literature review methodology. The review analyses 25 studies especially focused on secondary data of peer-reviewed articles published in academic journals from 2008 to 2020. Findings – this study demonstrated that green HRM is imperative for the implementation of environmental sustain- ability. More importantly, green human capital is considered an important strategic tool for HR managers and policy makers for devising human resource policies. Research limitations – this study only focus on articles reported in high-quality research journals. However, other scholarly materials, such as books and conference articles have not been included in the review analyses. Practical implications – this study provides guidelines to policymakers and managers to pay attention towards environ- mental sustainability and future research agenda to carry out analytical and empirical research. Originality/Value – this study enhances the body of knowledge on GHRM field. This study provides a pathway for scholars to explore the emerging areas of human resource management such as green intellectual capital and green human capital to achieve sustainable development and competitive advantage.
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Almeida, Raissa Janine de, Carolina Terra de Moraes Luizaga, José Eluf-Neto, et al. "THE IMPACT OF EDUCATION ON BREAST CANCER SURVIVAL IN THE STATE OF SÃO PAULO." In Abstracts from the Brazilian Breast Cancer Symposium - BBCS 2021. Mastology, 2021. http://dx.doi.org/10.29289/259453942021v31s2108.
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Objectives: To estimate 5- and 10-year breast cancer–specific survival probabilities of patients admitted in the hospitalbased cancer registry (HBCR) of the Fundação Oncocentro de São Paulo (FOSP, in Portuguese) and to assess the prognostic factors for this neoplasm. Methods: Historical cohort study that included women with breast cancer included in HBCRFOSP and diagnosed between 2002 and 2012. The event of interest was breast cancer–specific mortality. Living cases at the end of follow-up (December 31, 2017), loss to follow-up, and death other than that due to breast cancer were considered censored on the date of the last contact or date of death. Descriptive analysis and survival analysis were performed using the Kaplan–Meyer method. Survival curves were compared using the log-rank test. HR and 95%CI were estimated using Cox proportional hazards model. This study was approved by the Human Research Ethics Committee of the Botucatu Medical School, São Paulo State University, Brazil. Results: The HBCR-FOSP registered 53,146 cases of invasive breast cancer between 2002 and 2012. The median age at diagnosis was 55.9 years. The 5- and 10-year breast cancer–specific survival for the entire cohort was 76.1% (95%CI 75.7–76.5) and 64.8% (95%CI 64.2–65.3), respectively. In the multivariate analysis, the factors clinical stage and educational level were with the greatest impact on survival. The other factors associated with prognosis were age at diagnosis, histological type, and year of diagnosis. Conclusion: The results show that patients in more advanced stages and with less level of education have a higher risk of death from breast cancer. Besides, these findings may contribute to the development of policies for the identification of breast tumors at earlier stages.
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Al-Abdulwahed, Khalid, and Nouf Al-Ashwan. "Female Vocational Training." In SPE Middle East Oil & Gas Show and Conference. SPE, 2021. http://dx.doi.org/10.2118/204528-ms.
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Abstract The development of any country lies in all members of society in a country, the old generation to the younger and new ones. After launching the vision of 2030 pillars, the circle of women barriers becomes wider and unlimited in the field of employment. In order to merge women in the oil and gas industry, the first milestone must be considered is creating opportunities in the labour market alongside educating and training them to acquire great learning and hone skills that qualify the women to be in the industrial workforce. It will widely contribute to the socio-economic change in a country. The female has individual skills and capabilities that the companies’ needs to achieve its business objectives. The institutes which are fundamentally structured; can open another facility which is targeted the female vocational and technical training based on the same assets (strategies & policies). Another way to do so is through collaboration with international vocational institutions, local female universities and colleges. These days there is no doubt that the oil and gas companies are critically needed for the local talents and diversity of its range. As an example, SPSP has planned to inaugurate a new female vocational & technical center, in the meantime will offer a major source of job opportunities for well trained and qualified young Saudi women that how we encourage and retain more Saudi female to the petroleum energy sector. The training programs will include Health & Safety, and Electrical Diploma. There is a lack of trained and qualified Saudi female technical workforce at the industry sector. To solve this problem, the education and the labour sectors must work simultaneously to empower the female in this field. Many companies need to retool the female candidates from functional roles such as HR or Finance to target them into practice hands-on roles. To sum up, as Vision 2030 of rewarding opportunities to the women stated, ‘’ we are directing significant investment toward unlocking their talents and supporting their contribution to the Kingdom’s economic growth.’’ Business leaders should call for an action to increase female’s opportunity at the energy sector side by side the government’s efforts in the female vocational training programs.
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Gijare, Sumant, Karthick K, Simhachalam Juttu, Sukrut Thipse, Akbar Badusha, and Jan Melin. "Development of Mission Profile Based Simulation Methodology for Fuel Consumption Prediction and Validation for Light, Medium and Heavy Commercial Vehicles." In FISITA World Congress 2021. FISITA, 2021. http://dx.doi.org/10.46720/f2020-epv-047.
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"The very main objective for any innovative process to begin is the necessity. In doing so, the need of the automobile sector is mainly focused on passenger safety, comfort, reliability and above all the most defining factor would be to reduce fuel consumption (FC). In view of the Paris climate agreement in December 2015 and India’s commitment towards the ratification of the agreement to reduce the emission intensity of the GDP by 33%-35% by 2030 below 2005 levels and to create a cumulative carbon sink of 2.5 to 3.0 billion CO2 equivalent by 2030 about 36% compared to the 1990's levels, it is imperative to lay down strong policies and procedure to curb the fuel consumption and thereby reducing the carbon foot print. The growing imports on crude oil and the increasing CO2 emission per capita activity are major concern for authorities. In India one of the key sector which is responsible for the Greenhouse Gas Emission(GHG) contribution is transportation sector, of which road transportation alone contributes nearly 73% of overall GHG’s emission. Further bifurcation, it was found that the highest contribution of CO2 emission is from commercial vehicles, although the sales figures for this segment just hover around 4% of the overall annual sales volume of all vehicles. In view of the above factors, the regulation to bring a very robust methodology for the CO2 monitoring of commercial vehicle above Gross Vehicle Weight of 3.5-ton and possibility of making it a mandatory procedure is in progress. The fuel consumption measurement approach by simulation methodology shall be a substitute for the present legislation on constant speed fuel consumption (CSFC) where, the FC test would be carried only for defined speeds of 40,50 and 60 km/hr. As most of the countries like US, EU, Japan, China and Canada have moved towards mission profile based simulation for FC certification. India has also initiated the measures for simulation based FC prediction. As a precursor for simulation based FC prediction, in this paper we have followed a methodology which is comparable to the present FC prediction and monitoring procedure available in Europe. This pilot project involves strenuous testing of all the individual components of a vehicle as per defined methodology. With these inputs, we carried out simulation and compared with the real world fuel consumption. The results of the study revealed variations in the simulation compared to on-road test results. These deviations were due to the default table values in the software that are in-built which are more suited for the European conditions than for Indian conditions. To make the simulation tool more compatible with Indian driving and road conditions, it is proposed to have detailed study on vehicle acceleration limit, deceleration limit, gear shift pattern, driver behavior, auxiliary power consumption and above all, to formulate India specific mission profile which would be more relevant for bringing a more holistic fuel consumption prediction approach by simulation methodology."
Reports on the topic "HR policies"
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Harden, Erika, Douglas Kruse, and Joseph Blasi. Who Has a Better Idea? Innovation, Shared Capitalism, and HR Policies. National Bureau of Economic Research, 2008. http://dx.doi.org/10.3386/w14234.
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Age Diversity and Performance: Negative Stereotypes and HR Policies. IEDP Ideas for Leaders, 2013. http://dx.doi.org/10.13007/256.
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