Relevant bibliographies by topics / HRM/employee performance relationship / Books

To see the other types of publications on this topic, follow the link: HRM/employee performance relationship.

Books on the topic 'HRM/employee performance relationship'

Author: Grafiati

Published: 19 February 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 17 books for your research on the topic 'HRM/employee performance relationship.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse books on a wide variety of disciplines and organise your bibliography correctly.

Guest, David. Getting inside the HRM-performance relationship. Swindon: Economic and Social Research Council, 2000.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

David, Guest, and Economic and Social Research Council., eds. Getting inside the HRM-performance relationship. Swindon: Economic and Social Research Council, 2000.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Hartline, Michael D., and David Bejou. Internal Relationship Management: Linking Human Resources to Marketing Performance. Taylor & Francis Group, 2012.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Hartline, Michael D., and David Bejou. Internal Relationship Management: Linking Human Resources to Marketing Performance. Taylor & Francis Group, 2012.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Ashton, David, Caroline Lloyd, and Chris Warhurst. Business Strategies and Skills. Edited by John Buchanan, David Finegold, Ken Mayhew, and Chris Warhurst. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199655366.013.15.

Full text

Abstract:

This chapter examines the link between business strategies and skill in the context of the the latter being regarded as key to economic growth and competitive advantage. A high-skilled workforce is viewed both as a driver of this approach and one of its outcomes. A number of countries have attempted to create more high-skilled jobs through raising the qualification levels of their workforces. The idea behind this supply-side intervention is that a high-skilled workforce will attract businesses that wish to or already do compete on quality and/or innovation or will encourage existing organisations to make better use of these skills and improve organisational performance. The problem is increasing evidence of growing levels of over-qualification amongst these workforces as too few high skilled jobs are created. Moreover many firms have remained successful operating with low skilled jobs competing on cost. Drawing on existing research, this chapter explores these developments and issues. It starts by making an important contextual distinction between skill levels and skill use, how they feature in firm business strategies, and their relevance to governments, employers and employees. It then presents the two key theories of skill and business strategies: the HRM Approach and the Institutional/Comparative Approaches. Questioning the determinism of these approaches, the chapter then seeks to move debate beyond assumptions of direct relationships between strategy and skill. The conclusion presents an alternative approach to developing the relationship between business strategies and skill that incorporates managerial agency.

APA, Harvard, Vancouver, ISO, and other styles

(Editor), Michael D. Hartline, and David Bejou (Editor), eds. Internal Relationship Management: Linking Human Resources To Marketing Performance (Journal of Relationship Marketing Monographic Separates) (Journal of Relationship Marketing Monographic Separates). Haworth Press, 2004.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Employment Relations, Hrm and Business Performance: An Analysis of the 1998 Workplace Employee Relations Survey. Beekman Books Inc, 2000.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Kessler, Ian. Exploring the Relationship Between Human Resource Management and Organizational Performance in the Healthcare Sector. Edited by Michael A. Hitt, Susan E. Jackson, Salvador Carmona, Leonard Bierman, Christina E. Shalley, and Douglas Michael Wright. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780190650230.013.13.

Full text

Abstract:

This article examines the impact of human resource management (HRM) on organizational performance in the healthcare sector. It reviews the literature on the relationship between HRM practice and organizational outcomes in healthcare, as well as the current state of knowledge and debate on this relationship. It then considers how the HRM agenda in healthcare and its connection to organizational outcomes might be influenced by broad contextual factors, with particular reference to institutional developments mainly in the British National Health Service. It discusses public policy developments and the growing pressure faced by developed countries to address the performance of their healthcare systems, including workforce management issues, and considers research framed in large part by mainstream debates in the field of HRM with regard to the HRM-performance connection. Finally, it analyzes a more refined research stream that explores the association between patterns of staffing and various outcomes.

APA, Harvard, Vancouver, ISO, and other styles

(Editor), Michael D. Hartline, and David Bejou (Editor), eds. Internal Relationship Management: Linking Human Resources To Marketing Performance (Journal of Relationship Marketing) (Journal of Relationship Marketing). Haworth Press, 2004.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Woods, Stephen A. Job Performance Measurement: The Elusive Relationship Between Job Performance and Job Satisfaction. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0014.

Full text

Abstract:

This article reviews recent literature on job performance measurement to examine advances in theories of job performance measurement, and their implications for the practice of job performance assessment. It also considers the antecedents of job performance and, in particular, revisits the issue of whether happy, satisfied workers are also productive workers. The focus in the article is on measuring the job performance of individuals and teams, which most commonly involves the use of surveys or rating forms to assess and evaluate employee behavior or job competencies. Subjective ratings may be provided by supervisors, peers, subordinates, or clients and customers. Performance measurement may also make use of data from archival records (such as productivity or absence data), often referred to as objective data.

APA, Harvard, Vancouver, ISO, and other styles

Employee Wellbeing, Work Behaviours and Work Outcomes in a Hybrid Work Context: A Study of the Relationship Between Work, Health and Performance Using Novel Workplace Data. RAND Corporation, 2022. http://dx.doi.org/10.7249/rra2083-1.

Full text

APA, Harvard, Vancouver, ISO, and other styles

Marsden, David, and Almudena Cañibano. An Economic Perspective on Employee Participation. Edited by Adrian Wilkinson, Paul J. Gollan, Mick Marchington, and David Lewin. Oxford University Press, 2010. http://dx.doi.org/10.1093/oxfordhb/9780199207268.003.0006.

Full text

Abstract:

The approach of this article is to look at participation against the canvas of the employment relationship, its organization, core processes, and their outcomes for organizational performance and social well-being. The article starts with a brief historical overview of developments over the past forty years because it is useful to set theories in their wider historical context: why people posed the questions they did at a particular time. It then reviews a selection of the major theoretical approaches that illustrate the broad tent which encompasses the ‘economic approach’. The article considers the diffusion and the ecology of participatory practices and how these have been interpreted. Next, it presents a partial survey of recent quantitative work on the performance effects of participatory practices updating that of Levine and Tyson. Finally, the article examines some of the conceptual problems posed by these studies.

APA, Harvard, Vancouver, ISO, and other styles

Leisink, Peter, Lotte B. Andersen, Gene A. Brewer, Christian B. Jacobsen, Eva Knies, and Wouter Vandenabeele, eds. Managing for Public Service Performance. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192893420.001.0001.

Full text

Abstract:

How does management make a meaningful contribution to public service performance? This is the overall question of this volume. The sixteen chapters aim to clarify conceptual issues; critically reflect on assumptions underlying public management and public service performance understandings; theoretically explain direct and indirect relationships between management and performance; and outline a research agenda based on a review of the extant literature. In order to achieve these aims, this volume takes a multidisciplinary, critical, rigorous, and context-sensitive approach. The disciplines of public management, leadership, human resource management, and work and organization psychology are combined because they focus differently on aspects of management, public service performance, employee outcomes, and linking mechanisms such as employees’ attitudes and behaviors. Multidisciplinarity is illustrated by the variety of management aspects examined: different types of leadership behaviors, people management, performance management, human resource management systems, diversity management, and change management. Stakeholders often emphasize different public values that influence what they hold desirable in public service provision. The authors critically reflect on which stakeholder interests are included and excluded in empirical studies. The institutional perspective informs critical reflection on public sector context factors that affect the management–performance relationship in democratic societies. By paying attention to distinctive features of the public sector context, the volume contributes to both knowledge growth and the improvement of public services in practice.

APA, Harvard, Vancouver, ISO, and other styles

Lepak, David P., and Scott A. Snell. Employment Subsystems and the ‘HR Architecture’. Edited by Peter Boxall, John Purcell, and Patrick M. Wright. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199547029.003.0011.

Full text

Abstract:

There is an interesting tension that exists within the HRM literature with regard to employment subsystems. On the one hand, a clear pattern is emerging in strategic HRM research that suggests that HR systems geared toward increased commitment and employee involvement can have a dramatic impact on organizational outcomes. Terms such as commitment-oriented HR systems, high-performance work systems, high-involvement HRM, and the like exude a connotation of extensive investment in, and reliance on, employees. This article first reviews the ‘HR architecture’ to provide a backdrop for our discussion of employment subsystems and changing forms of employment. Second, it examines the implications of globalization, strategy, and managing knowledge flows for how companies structure their portfolio of employment subsystems. Throughout the discussion it offers suggestions for future research.

APA, Harvard, Vancouver, ISO, and other styles

Ahmad, Rozila, and Nurhazani Mohd Shariff. Introduction to human resource management in tourism and hospitality industry. UUM Press, 2019. http://dx.doi.org/10.32890/9789672210368.

Full text

Abstract:

Introduction to Human Resource Management in Tourism and Hospitality Industry is written for the reference of students taking courses related to human resource management in tourism and hospitality industry. This book contains some information of tourism and hospitality industry in Malaysia. Included in this book is information regarding industrial relations in Malaysia which applies Malaysian laws as some of the international laws are not applicable in Malaysia.This book applies new theories and information from a new source of reference to help students gain a new perspective on human resource management in the tourism and hospitality industry. The scope of the content is comprised of the overview of human resource management in tourism and hospitality industry, recruitment and selection, motivation, training and development, performance appraisal, reward, organization communication, employee relations and labour relations, leadership, international HRM, and the future of HRM in the tourism and hospitality industry.

APA, Harvard, Vancouver, ISO, and other styles

Mouton, Angela R., and Monica N. Montijo. Hope and Work. Edited by Matthew W. Gallagher and Shane J. Lopez. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199399314.013.30.

Full text

Abstract:

The world has an employee engagement crisis. Low employee engagement has a detrimental impact not only on employee performance and well-being but also on organizational outcomes, including revenue and profitability. This chapter sets out the argument that a key predictor of employee engagement (and therefore performance and well-being) is hope. The relationship between these variables is unpacked from a theoretical and empirical perspective. While the literature has tended to focus on the agency and pathways components of hope theory, this chapter argues that much more attention should given to the fact that hope rests on the pursuit of positively valenced, personally valued, meaningful goals. The chapter offers suggestions on how organizations and employees might amplify hope, engagement, and positive outcomes in the workplace by focusing on goals that matter not only to the organization but to employees also.

APA, Harvard, Vancouver, ISO, and other styles

Attain a Happy & Peaceful Life by Nikhil Anshuman: Live a life filled with happiness and inner peace. Nikhil Anshuman, 2019.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!