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Journal articles on the topic 'HR practices deployment'

Author: Grafiati
Published: 4 June 2021
Last updated: 2 February 2022

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1

Echavarren, Alfonso Urquiza. "A Dynamic Approach to Introduce Competency Frameworks." International Journal of Human Capital and Information Technology Professionals 2, no. 1 (2011): 18–32. http://dx.doi.org/10.4018/jhcitp.2011010102.

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Although a wide consensus exists about potential business benefits derived from Competency based HR management practices, reality shows that in practice, Competency Management deployment cases are scarce and difficult to implement. This HR business related problem directly affects IT Software industries, both in HRMS applications development and consultancy related services. Market indicators reflect ‘unbalance’ between potential organizational benefits and actual applications deployment. In this context, defining useful, business-oriented Competency Frameworks has become an important challeng
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2

Norsworthy, Jason K., Sarah M. Ward, David R. Shaw, et al. "Reducing the Risks of Herbicide Resistance: Best Management Practices and Recommendations." Weed Science 60, SP1 (2012): 31–62. http://dx.doi.org/10.1614/ws-d-11-00155.1.

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Herbicides are the foundation of weed control in commercial crop-production systems. However, herbicide-resistant (HR) weed populations are evolving rapidly as a natural response to selection pressure imposed by modern agricultural management activities. Mitigating the evolution of herbicide resistance depends on reducing selection through diversification of weed control techniques, minimizing the spread of resistance genes and genotypes via pollen or propagule dispersal, and eliminating additions of weed seed to the soil seedbank. Effective deployment of such a multifaceted approach will requ
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3

Francis, Helen, and Tom Baum. "HR transformation within the hotel industry: building capacity for change." Worldwide Hospitality and Tourism Themes 10, no. 1 (2018): 86–100. http://dx.doi.org/10.1108/whatt-10-2017-0064.

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Purpose This study aims to identify recent trends in the strategic repositioning of the human resources (HR) function within the hotel industry, and to explore challenges facing HR professionals as they engage in strategies to develop talent and organisational capability, while adjusting to the shifting boundaries of the HR function. Design/methodology/approach The study provides a case study investigation based on a qualitative research design. It draws on a series of informal discussions with key informants, in-depth round table discussions with members of the HR function and a rich source o
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4

Longoni, Annachiara, and Raffaella Cagliano. "Human resource and customer benefits through sustainable operations." International Journal of Operations & Production Management 36, no. 12 (2016): 1719–40. http://dx.doi.org/10.1108/ijopm-11-2014-0564.

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Purpose Sustainable operations are increasingly part of firms’ competitive strategies. Research widely investigates the relationship between sustainable operations and competitive advantage, considering financial performance as a dependent variable, and shows controversial results. The purpose of this paper is to operationalize competitive advantage as internal and external intangible benefits, such as human resource (HR) and customer benefits. HR benefits concern the deployment of a workforce pursuing a firm’s goals and strategy; customer benefits concern the improvement of a firm’s relations
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5

Baldi, Francesco, and Lenos Trigeorgis. "Valuing human capital career development: a real options approach." Journal of Intellectual Capital 21, no. 5 (2020): 781–807. http://dx.doi.org/10.1108/jic-06-2019-0134.

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PurposeThere has been a long controversy in the literature on assessing the value of human capital – a long-sought but elusive and challenging task. The ability to quantify flexible human capital (FHC) has been a shortcoming in extant literature. We make a meaningful contribution by showing how real options (RO) methodology can be used to quantify FHC and we provide complementary case study evidence from Fortune 500 “best companies to work for” that the value of employee career development is higher in more volatile sectors in line with real options theory (ROT).Design/methodology/approachThis
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6

Denning, Stephen. "The emergence of Agile people management." Strategy & Leadership 46, no. 4 (2018): 3–10. http://dx.doi.org/10.1108/sl-04-2018-0042.

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Purpose As senior executives increasingly explore Agile management in their operations they are discovering that their practices in managing people also require transformation. Design/methodology/approach The article, with an attached case, explores how some leading companies are radically changing their HR practices to prioritize fostering talent that adds customer value and champion the work experience of their talent. The article explains why transformation will involve, not merely HR process improvements, but a fundamentally different kind of management. It offers a case to illustrate new
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7

Belizón, María Jesús, Michael J. Morley, and Patrick Gunnigle. "Modes of integration of human resource management practices in multinationals." Personnel Review 45, no. 3 (2016): 539–56. http://dx.doi.org/10.1108/pr-09-2014-0207.

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Purpose – The purpose of this paper is to examine variations in the use of international integration mechanisms across individual human resource management (HRM) practices in MNCs. Design/methodology/approach – Drawing upon data from a sample of over 450 MNC subsidiaries located in Ireland and Spain and an ordinal regression methodology, several models were tested. Findings – The findings provide evidence that people, information and formalized-based mechanisms are positively related to the use of centralization-based integration processes. The results also demonstrate that the use of personal
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8

Ahmed, Allam, and Mohamed Elhag. "SMART KM model." World Journal of Science, Technology and Sustainable Development 14, no. 2/3 (2017): 172–93. http://dx.doi.org/10.1108/wjstsd-01-2017-0001.

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Purpose The purpose of this paper is to critically address the key issues facing organisations in implementing knowledge management (KM) initiatives and frameworks and how to develop fit-for-purpose an integrated knowledge management framework (KMF) for organisational excellence. In doing so, the paper critically review concepts, frameworks and models of KM to introduce the SMART KM model to support the successful introduction of KM to an organisation through systematic and well-defined steps. In addition to well-founded theories, SMART KM model is also driven by best-in-class KM practices fro
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9

Alziari, Lucien. "A chief HR officer’s perspective on talent management." Journal of Organizational Effectiveness: People and Performance 4, no. 4 (2017): 379–83. http://dx.doi.org/10.1108/joepp-05-2017-0047.

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Purpose The HR function has been through a palette of names and identities, with talent management or human capital management being one more. There is a lack of consistency in the way that HR practitioners think about talent management and this is often the cause of credibility issues with business colleagues. The purpose of this paper is to identify core beliefs that underpin the practice of talent management if the function is to build credibility. Design/methodology/approach The paper identifies five core beliefs that should structure a discussion around, and underpin, the practice of tale
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10

Shortland, Susan. "International rotational assignments: women's challenge to occupational gender segregation." Career Development International 25, no. 7 (2020): 693–714. http://dx.doi.org/10.1108/cdi-02-2020-0031.

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PurposeThe purpose of this exploratory research is to understand how women have accessed male-dominated oil and gas international rotational assignments and why they believe these roles to be professionally worthwhile.Design/methodology/approachThis cross-sectional qualitative study is based on semi-structured interviews and correspondence with female international rotational assignees, and interviews with HR professionals involved in selection and deployment for such assignments.FindingsHR personnel stereotype women as unsuitable for international rotational assignments. Women must be excepti
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11

A. Johnston, Kevin, and Grandon Gill. "Standard Bank: The Agile Transformation." Journal of Information Technology Education: Discussion Cases 6 (2017): 07. http://dx.doi.org/10.28945/3923.

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South Africa’s largest bank has recently completed a transformation from traditional systems development to the scaled agile framework. The individual leading the transformation is now considering how to keep the momentum going and possible new directions. Josef Langerman, Head of IT Transformation for Standard Bank, reflected on the extraordinary transformation that his organization’s IT group had recently experienced. Over the past three years, Standard Bank’s IT group had changed from the relatively well accepted systems development lifecycle/waterfall model to a revolutionary large scale a
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12

"Due Diligence Deployment Model for HR Transformation." International Journal of Recent Technology and Engineering 8, no. 6 (2020): 626–29. http://dx.doi.org/10.35940/ijrte.f7143.038620.

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Organizations with human resources are facing many challenges while providing high quality service to their employees. Worldwide, HR organizations deployed HR helpdesk for handling the queries and inquiries of employees. They are managing employee queries over email, chats and over telephone by providing consistent solution and assistance to them. Many organizations already deployed helpdesk system which handles the employee queries. This method can work well for smaller organizations, but in larger organizations they often lead to frustration and confusion among HR. HR Case Management technol
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13

Jyothi, Hima, and Salini Rosaline. "HUMAN RESOURCE ANALYTICS KEY ROLE IN DIGITALIZING HR PROCESS IN BUSINESS ORGANIZATIONS: A REVIEW." Towards Excellence, March 31, 2021, 76–93. http://dx.doi.org/10.37867/te130108.

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HR analytics refers to the process of quantifying and visualizing HR data to enhance man power performance. It acquired a sky-high prominence recently in estimating the effectiveness of every HR policy/process in the organization to discern value-added employees and HR activities that enhance the business performance. It is proficient in furnishing data-driven decisions that enhance succession planning and best hiring practices, retain qualified workforce, and measure various HR metrics such as turnover, the employee engagement rate for optimizing job experience, focusing on learning and caree
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14

"The Human Resource (HR) Factor and the Impact of Construction and Demolition (C&D) Waste on Environment: An Integrated Remedial Method." International Journal of Recent Technology and Engineering 8, no. 2S10 (2019): 535–38. http://dx.doi.org/10.35940/ijrte.b1094.0982s1019.

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Around the globe, all the quarters are seriously concerned about the environment. The construction sector in particular, whilst contributing to largely socio-economic advancement of a country has become a foremost exploiter of natural non-renewable resources and a polluter of the atmosphere, contributing to environmental deprivation and waste generation in the process of acquirement of raw material and its deployment. Therefore, to combat the situation of regulating construction and demolition wastes a strong and stringent organizational and governmental policy is necessitated. But for impleme
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15

Damicone, John, Felipe Cevallos, Mark Trent, Claudia I. Diaz, Brett Johnson, and Zhaorigetu Hubhachen. "Biology and Management of Bacterial Spot of Peppers in Oklahoma." Plant Disease, September 18, 2020. http://dx.doi.org/10.1094/pdis-05-20-0926-re.

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Bacterial spot, an important disease of bell and chili peppers grown in Oklahoma, is caused by Xanthomonas euvesicatoria. Isolates from 1995 to 2015 (n=72) were evaluated for avirulence alleles and race by assessing hypersensitive responses (HR) on differentials with resistance genes Bs1, Bs2, Bs3, or Bs4. Most isolates (96%) expressed AvrBs2 (races 1,3,7,8) and only three were virulent on Bs2 (race 6). Chili cultivars, grown locally for capsaicin production, were susceptible to all races. Copper-based spray programs were evaluated on bell pepper hybrids with and without Bs2 resistance from 20
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16

Bullman, Tim, and Aaron Schneiderman. "Risk of suicide among U.S. veterans who deployed as part of Operation Enduring Freedom, Operation Iraqi Freedom, and Operation New Dawn." Injury Epidemiology 8, no. 1 (2021). http://dx.doi.org/10.1186/s40621-021-00332-y.

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Abstract Background There has been concern about the risk of suicide among veterans returning from deployment to Afghanistan and Iraq as part of Operation Enduring Freedom, Operation Iraqi Freedom, and Operation New Dawn (OEF/OIF/OND). This study assessed suicide risk among OEF/OIF/OND veterans by gender and unit component. Firearm related suicide was also briefly examined. Findings The study cohort was identified from records of the US Department of Defense. Vital status and cause of death through 2016 was obtained from the Mortality Data Repository, which obtains data from the National Death
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17

García-Medina, José, Ana B. Maldonado-Cárceles, Juan J. García-Alfonso, Julián J. Árense-Gonzalo, and Alberto M. Torres-Cantero. "Stent graft deployment in haemodialysis fistula: patency rates in partially thrombosed aneurysm and residual thrombi." Clinical Kidney Journal, February 10, 2020. http://dx.doi.org/10.1093/ckj/sfz193.

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Abstract Background Current evidence is insufficient to determine the contribution of stent grafts as treatment in partially thrombosed aneurysms or residual wall-adherent thrombi in arteriovenous fistulae (AVFs) for haemodialysis. The overall purpose of this study was to analyse patency rates of post-interventional covered stent deployment in those cases. We also assessed if patency rates differed when fistulas were punctured through the stent during dialysis sessions. Methods We conducted a retrospective study between 2006 and 2014 analysing post-intervention primary patency rates using the
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18

Takagi, Daisuke, Takashi Unoki, Tomoko Nakayama, et al. "Abstract 267: Impact of Regular Comprehensive Simulation Training for Extracorporeal Cardiopulmonary Resuscitation to Improves the Outcome in Patients with Refractory Cardiac Arrest." Circulation 142, Suppl_4 (2020). http://dx.doi.org/10.1161/circ.142.suppl_4.267.

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Background: Extracorporeal CPR (E-CPR) has been utilized as a rescue strategy for cardiac arrest (CA) patients unresponsive to conventional CPR. Although the time from cardiac arrest to starting extracorporeal membrane oxygenation (ECMO) is known as a predictor for a good outcome, the opportunities to establish the E-CPR initiation flow are limited. Objective: We developed a protocol for the E-CPR simulation program and investigated whether the faster deployment of ECMO improves the neurological outcome and mortality in patients with refractory CA. Methods: In this single-center observational
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19

"Standard Bank: The Agile Transformation." Muma Case Review 2 (2017): 001–31. http://dx.doi.org/10.28945/3911.

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Josef Langerman, Head of IT Transformation for Standard Bank, reflected on the extraordinary transformation that his organization’s IT group had recently experienced. Over the past three years, Standard Bank’s IT group had changed from the relatively well accepted systems development lifecycle/waterfall model to a revolutionary large scale agile approach. The results had been gratifying. But it left a question unanswered. Now that things were starting to stabilize, what should be the next steps? The 154-year-old Standard Bank was the largest banking group in Africa, and the 5th largest company
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