Relevant bibliographies by topics / Human resource organisations

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Human resource organisations'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Human resource organisations"

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Lin, Song, and David Lamond. "Human resource management practices in Chinese organisations." Chinese Management Studies 8, no. 1 (April 1, 2014): 2–5. http://dx.doi.org/10.1108/cms-04-2014-0090.

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Purpose – The aim of this special issue of Chinese Management Studies (CMS) focuses attention on a central activity of Chinese organisations – managing people. The aim is to support efforts to move beyond human resource management (HRM) research in China as a subset of international or comparative HRM research and promote indigenous approaches to research in China. Design/methodology/approach – Review and reflection. Findings – The research presented in the eight articles that constitute this special issue not only use sample data from China but also explore the mechanisms of different variabl
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Garavan, Thomas N., Harris Neeliah, Raj Auckloo, and Raj Ragaven. "Human resource development in Mauritius: context, challenges and opportunities." European Journal of Training and Development 40, no. 4 (May 3, 2016): 210–14. http://dx.doi.org/10.1108/ejtd-04-2016-0018.

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Purpose The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and tourism organisations. It also reports on human capital development in the Mauritian economy generally. Research limitations/implications There is a paucity of knowledge and understanding on HRD in Mauritian organisations. There is significant scope to
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Bahl, Jyoti. "Human Resource Management: A Rationale behind Organisations’ Value Chain." SIJ Transactions on Industrial, Financial & Business Management 06, no. 01 (February 28, 2018): 10–12. http://dx.doi.org/10.9756/sijifbm/v6i1/0102530102.

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Soman, Dilip. "Human Resource Management: For Humans." NHRD Network Journal 14, no. 2 (February 14, 2021): 173–85. http://dx.doi.org/10.1177/2631454120982115.

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Marketing departments, governments and policymakers all around the world have increasingly started embracing the field of behavioural sciences in improving the design of products and services, enhancing communications, improving managerial decision-making, encouraging desired behaviour by stakeholders and, more generally, creating a human-centric marketplace. Within organisations, the human resources management (HRM) function is perhaps the one place that acknowledges that humans are central to the organisation’s success, so it is critical that HRM too actively embraces the insights and method
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Ameh, Oko John, and Emmanuel Itodo Daniel. "Human Resource Management in the Nigerian Construction Firms: Practices and Challenges." Journal of Construction Business and Management 1, no. 2 (July 10, 2017): 47–54. http://dx.doi.org/10.15641/jcbm.1.2.54.

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Improvement of human resource management is critical to overall productivity and cost effectiveness in the construction industry. This study assesses the current human resource management practices in the Nigeria construction organisation and the challenges confronting it. Questionnaire survey was adopted using purposive sampling technique. Ninety eight human resource managers and construction professionals in two categories of construction organisations (client organisations involved in real estate development and contractor organisations) were sampled. The results reveal that prevailing recr
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Nasir, Zafar Mueen. "S. S. Khanka. Human Resource Management: (Text and Cases). New Delhi: S. Chand & Company Ltd. 2007. 449 pages. Paperback. Indian Rs 300.00." Pakistan Development Review 48, no. 1 (March 1, 2009): 100–101. http://dx.doi.org/10.30541/v48i1pp.100-101.

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Human Resource Management (HRM) is a process of procuring, developing, maintaining and controlling competent human resource in the organisation so that the organisational goals are achieved in an effective manner. HRM has undergone tremendous change in its functions over the past 20-30 years. Many years ago, large organisations looked at the “Personnel Department,” mostly to manage the paperwork around hiring and paying people. But more recently, organisations consider the major role of HR Department as staffing, training and helping to manage people so that people and the organisation perform
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Christopher, Chidi Odogwu, Ogunyomi, Olusiji Paul, and Adedehinbo Ekundayo Badejo. "Promoting Ethical Human Resource Management Practices in Work Organizations in Nigeria: Roles of HR Professionals." International Journal of Human Resource Studies 2, no. 2 (June 2, 2012): 116. http://dx.doi.org/10.5296/ijhrs.v2i2.1889.

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This paper has become imperative in view of the on-going Federal Government’s initiative in charting an ethical roadmap for Nigeria. Ethics permeates all aspects of our national life and human resource management profession is no exception. Ethics refers to the principle of conduct governing an individual or a group. This paper examines ethical HRM practices in work organisations in Nigeria and the roles of HR professionals in promoting ethical practices with a view to achieving employee well-being, satisfaction at work and organisational performance. Based on theoretical and practical insight
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Margherita, Emanuele Gabriel, and Ilenia Bua. "The Role of Human Resource Practices for the Development of Operator 4.0 in Industry 4.0 Organisations: A Literature Review and a Research Agenda." Businesses 1, no. 1 (April 19, 2021): 18–33. http://dx.doi.org/10.3390/businesses1010002.

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In this study, we summarised the human resources practices for the development of Operator 4.0. Operator 4.0 is the worker operating in an Industry 4.0 organisation. Such organisations introduce novel digital technologies—including Big Data, robotics, and the Internet of Things—along the assembly line. Operators 4.0 can manage Industry 4.0 technologies, and Industry 4.0 technologies also support their activities. Some studies illustrate the enabling Industry 4.0 technologies for this role and the various qualitative benefits for Operator 4.0. However, organisations encounter issues to prepare
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Srinivasan, Vasanthi. "Understanding the Human Resource Challenges in Not-for-profit Organisations from a Lifecycle Perspective." Journal of Health Management 9, no. 2 (May 2007): 189–99. http://dx.doi.org/10.1177/097206340700900203.

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In the last two decades not-for-profit organisations in emerging countries like India have witnessed a phenomenal growth. This growth has been managed through a variety of organisational forms and structures. The complexity arises because the basic structure of the NGOs is a project organisation. Most Indian NGOs are externally funded and this funding is often provided only for a project. The projects are expected to deliver a set of activities and are necessarily short term in nature. An NGO often executes multiple projects simultaneously. As a consequence of this, the project tends to gain p
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Raidén, Ani B., and Andrew R. J. Dainty. "Human resource development in construction organisations." Learning Organization 13, no. 1 (January 2006): 63–79. http://dx.doi.org/10.1108/09696470610639130.

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Dissertations / Theses on the topic "Human resource organisations"

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Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations." Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.

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This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model wa
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Bredin, Karin. "Human Resource Management in Project-Based Organisations : Challenges and Changes." Licentiate thesis, Linköping : Department of Management and Economics, Linköping University, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-7662.

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Garbash, Dor Avraham. "Organisational awareness : mapping human capital for enhancing collaboration in organisations." Thesis, Sorbonne Paris Cité, 2016. http://www.theses.fr/2016USPCB134/document.

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Comment peut-on devenir plus conscients des sources de connaissance au sein des organisations des humains? Les changements économiques et technologiques rapides forcent les organisations à devenir plus souples, agiles et interdisciplinaires. Pour cela, les organisations cherchent des alternatives pour les structures de communication hiérarchiques traditionnelles qui entravent les pratiques de collaboration ascendantes. Pour que les méthodes ascendantes soient efficaces, il est nécessaire d'offrir aux membres l'accès à l'information et à l'expertise dont ils ont besoin pour prendre des décision
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Bredin, Karin. "Human Resource Management in Project-Based Organisations : Challenges, Changes, and Capabilities." Doctoral thesis, Linköping : Department of Management and Engineering, Linköping University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11533.

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Svensson, Anton, and Erik Dollerup. "Improving Project Resource Management in Project-Based Organisations : Improving project resource management in project-based organisations through a case study. A case study of a project-based organisation." Thesis, Tekniska Högskolan, Jönköping University, JTH, Produktionsutveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49749.

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In the current market situation today which is changing rapidly, many companies have decided to adopt the project-based organisational structure. However, the literature on this area has been lacking, particularly in the multi-project environment. This is an important subject to explore since it has a substantial impact on a company’s productivity. Therefore, the purpose of this work is to expand the knowledge on project resource management in multi-project organisations. The methodological approach of this work was a case study, where interviews and observations were conducted at a large PBO
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Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.

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Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead t
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Chimanzi, Jacqueline S. "An empirical investigation of factors affecting collaboration between marketing and human resource management." Thesis, Cardiff University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366354.

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Battal, Khalid Mohammed A. "Investigating the concept, practice and strategy of human resource development in Saudi public organisations." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:11867.

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This thesis explores how HRD is conducted in the under-researched context of the Arab Middle East, specifically in Saudi Arabian public organisations. Four research questions are addressed: how HRD is conceptualized by practitioners; what systems, processes and approaches are currently prevalent in these organisations, to what extent the HRD function in these organisations is strategic and what are the main challenges facing HRD now and in the future in Saudi public organisations. A mixed – methods approach was adopted, grounded on a pragmatic rationale. Quantitative data were collected from a
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Nitsche, Sabine. "Human resource management of multinational organisations operating in Europe : finding the proper balance between standardisation and differentiation of human resource policies and practices /." [S.l.] : [s.n.], 2003. http://aleph.unisg.ch/hsgscan/hm00089786.pdf.

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Barratt, Edward. "Representing and interpreting organisations in the recruitment process : a study of recruitment texts and job candidates readings." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285055.

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Books on the topic "Human resource organisations"

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1956-, Madella Alberto, ed. Human resource management in Olympic sport organisations. Champaign, IL: Human Kinetics, 2006.

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Kumar, C. Ajith. Human resource development in non governmental organisations: A case study of Watershed Organisation Trust, India. Wolverhampton: University of Wolverhampton, 1998.

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Roche, William K. The human resource policy sophistication of organisations in Ireland: Institutions,markets and internal influences. Blackrock (Co. Dublin, Ireland): UCD, Centre for Employment Relations and Organisational Performance, 1995.

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Fowler, Marabelle L. Can strategic human resource planning and evaluation lead to improved business performance in small to medium sized organisations?. Oxford: Oxford Brookes University, 2000.

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Toulson, Paul K. Testing the value-human resource management relationship in New Zealand organisations: Findings of a cross-national replication study. New South Wales: University of New South Wales, School of Industrial Relations and Organisational Behaviour, 1998.

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The innovation imperative in health care organisations: Critical role of human resource management in the cost, quality, and productivity equation. Cheltenham, UK: Edward Elgar, 2012.

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Atyeo, David. Human resource organisation. London: HCIMA, 1991.

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Atyeo, David. Study area C3: Human resource organisation. London: HCIMA, 1991.

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Black, Kate, and Russell Warhurst. Organisation Studies and Human Resource Management. London: Routledge, 2021. http://dx.doi.org/10.4324/9780429262937.

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Swinden, D. R. Human resource support unit to monitor the effectiveness of human resources within a police organisation. London: North East London Polytechnic, 1986.

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Book chapters on the topic "Human resource organisations"

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Engström, Annika. "Effective Interaction in Organisations." In Human Resource Management: A Nordic Perspective, 30–41. Abingdon, Oxon; New York, NY: Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9780429489761-4.

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Kempton, John. "The People Who Work in Organisations." In Human Resource Management and Development, 25–47. London: Palgrave Macmillan UK, 1995. http://dx.doi.org/10.1057/9780230374799_2.

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Kilhammar, Karin. "Developing Co-Workership in Organisations." In Human Resource Management: A Nordic Perspective, 17–29. Abingdon, Oxon; New York, NY: Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9780429489761-3.

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Szymańska, Elżbieta. "Problems of Human Resource Management in Regional Nongovernmental Organisations." In Country Experiences in Economic Development, Management and Entrepreneurship, 885–98. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-46319-3_57.

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Gillberg, Claudia. "Working in Knowledge-Intensive Organisations when it is Impossible to be Physically Present." In Human Resource Management: A Nordic Perspective, 177–89. Abingdon, Oxon; New York, NY: Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9780429489761-15.

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Kuriyama, Naoki. "Labour Standards of International Corporate Social Responsibility Initiatives and the Perspectives of Asian Employers—With Reference to a Survey of Asian Employers’ Organisations in 2011." In Japanese Human Resource Management, 267–92. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-43053-9_13.

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Miebach, Bernhard. "Organisation." In Handbuch Human Resource Management, 433–522. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-10239-5_8.

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Kitson, Alan, and Robert Campbell. "Ethical Issues in Human Resource Management." In The Ethical Organisation, 208–20. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24405-8_14.

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Mishra, Paritosh, Balvinder Shukla, and R. Sujatha. "Organisational Culture and Organisational Change." In Human Resource Management for Organisational Change, 62–65. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003191346-6.

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Afedzie, Richard, Richard Brace, Fidelis Quansah, and James Attah-Panin. "Green Human Resource Management." In Human Resource Management Practices for Promoting Sustainability, 20–37. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4522-5.ch002.

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This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmental degradation. It contends that organisational policies and behaviour on environmental responsiveness should be of greatest priority to the 21st-century businesses in sub-Saharan Africa.
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Conference papers on the topic "Human resource organisations"

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Rojc Štremfelj, Livija, Iztok Podbregar, and Eva Jereb. "Human Resource Management and Manager’s Competences in Non-governmental Organisations." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.54.

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The article deals with the Slovenian non-governmental organisations (NGO), NGO classification in Slovenian legislation and stresses the specific task of human resource management of the non-governmental organisations, namely for the work processes to be executed managers have to engage the volunteers at hand not only their employees. The employees in the Slovenian NGO sector are scarce, even though the European average (EU-28) of NGO paid employment compared to total paid employment is five times higher than in Slovenia. The text therefore presents the comparison of paid employment to total em
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Hawking, Paul, Andrew Stein, and Susan Foster. "e-HR and Employee Self Service: A Case Study of a Victorian Public Sector Organisation." In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2757.

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The application of the internet to the Human Resource function (e-HR) combines two elements: one is the use of electronic media whilst the other is the active participation of employees in the process. These two elements drive the technology that helps organisations lower administration costs, improve employee communication and satisfaction, provide real time access to information while at the same time reducing processing time. This technology holds out the promise of challenging the past role of HR as one of payroll processing and manual administrative processes to one where cost efficiencie
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James, B. "New Methodologies for Human Factors in Process Safety." In SPE Energy Resources Conference. SPE, 2014. http://dx.doi.org/10.2118/spe-169907-ms.

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Abstract Process Safety has been a major focus for the Oil and Gas and Petrochemical industries since the Flixborough disaster of 1974. Through the efforts of leaders in Safety there have been a number of key methodologies that has assisted Process Safety professionals in identifying “what went wrong” and how do we learn from disasters to prevent similar incidents from occurring again. Industry professional Dr. Trevor Kletz has gone as far as saying “Organisations have no Memory” Kletz (1993). However, over the last few decades, the industry seems to be making the same mistakes every few years
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Knox, Karl. "The Various and Conflicting Notions of Information." In InSITE 2007: Informing Science + IT Education Conference. Informing Science Institute, 2007. http://dx.doi.org/10.28945/3154.

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There are identified within the discourse a number of notions regarding the term information. This paper sets out to explore these sometimes-conflicting notions of information. The reason why conflicting notions occur is the result of different perspectives and understanding of the term information. Within the discourse two camps are identified, firstly, those who identify information as a resource and those who identify information as a processual approach enacted by individuals. The former is not uncommon within the business environment given the relationship seen between information and tec
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Romanelli, Mauro. "Rethinking Public Administration through Managers as Leaders." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/2.

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Rethinking public administration helps to drive public managers as agents of change who assume behaviours coherently with a leadership identity. Public administration is rediscovering the sustainability as a key source and goal for strategic and organisational change by promoting the organisational dimension that relies on enhancing the quality of people as human resources, strengthening both the public manager as a leader and public servants as employees who are committed and motivated to public service. Managers as leaders help to drive public administration as an organisation which is able
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Crowder, Richard, and Yee-Wie Sim. "An Approach to Extracting Knowledge From Legacy Documents." In ASME 2004 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2004. http://dx.doi.org/10.1115/detc2004-57677.

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Organisations are increasingly information intensive; hence providing access to data that is trapped in various proprietary forms including catalogues, databases, human resource systems and internally generated documents is now becoming a significant and challenging task. The authors have undertaken research into approaches to capture relevant knowledge from legacy documents. This is achieved by converting the legacy documents to XML, (eXtensible Markup Language), documents where the output is semantically tagged. Once in an XML form, the data can be easily transformed. This paper describes th
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Zakrizevska-Belogrudova, Maija, and Sanita Leimane. "Gamification and Using It in Organisational Consulting." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.054.

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Gamification has been a topical item in education, marketing, human resources management, business, and organisational consulting in the past decade. Nowadays, companies have a wider range of available organisational consultations: organisational supervision is developing, coaching is popular, and there is a wide offer of business training sessions. This study aims to research gamification in organisational consulting, analyse the differences in the opinions regarding the use and availability of gamification in the professional activities of coaches, supervisors and business trainers. The surv
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Veldsman, Theo H., and Dieter Veldsman. "Can a leopard change its spots? An Exploratory Study of Organisational Identity in a Multi-National Organisation." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age – HRM&PD 2017. Global Science & Technology Forum (GSTF), 2017. http://dx.doi.org/10.5176/2251-2349_hrmpd17.31.

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Stachová, Katarína, Zdenko Stacho, and Jana Blštáková. "Human Resource Management Department as Strategic Partner in Organisation." In Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/emt-19.2019.9.

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Ogar, Aleksey, and Lyudmila Stepnova. "A Psychological Competence Assessment System for Trade Business Professionals Based on Economic Performance Indicators." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-61.

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The high demand for businesses to objectively assess their employees in order to make human resource decisions and further business development faces the issue of a lack of reliable staff assessment methodologies and the difficulty of interpreting the resulting assessment reports for practical use. Despite the fact that the competence approach to the assessment of specialists has been repeatedly considered by both domestic and foreign scientists, there is still no systematic psychological research aimed at establishing a link between the level of competence development of trade business specia
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Reports on the topic "Human resource organisations"

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring f
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Gordoncillo, Mary Joy N., Ronello C. Abila, and Gregorio Torres. The Contributions of STANDZ Initiative to Dog Rabies Elimination in South-East Asia. O.I.E (World Organisation for Animal Health), January 2016. http://dx.doi.org/10.20506/standz.2789.

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A Grant Agreement between the Government of Australia and the World Organisation for Animal Health (OIE), the Stop Transboundary Animal Diseases and Zoonoses (STANDZ), initiative includes a rabies component with an overarching intended outcome of reducing dog rabies incidence in targeted areas. This initiative envisaged regional rabies activities in South-East Asia as well as specifically designed pilot projects in the Philippines, Myanmar and Cambodia. While remaining anchored to the envisioned outcome, its implementation from 2013 to 2016 also leveraged on the resources made available throug
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Brophy, Kenny, and Alison Sheridan, eds. Neolithic Scotland: ScARF Panel Report. Society of Antiquaries of Scotland, June 2012. http://dx.doi.org/10.9750/scarf.06.2012.196.

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The main recommendations of the Panel report can be summarised as follows: The Overall Picture: more needs to be understood about the process of acculturation of indigenous communities; about the Atlantic, Breton strand of Neolithisation; about the ‘how and why’ of the spread of Grooved Ware use and its associated practices and traditions; and about reactions to Continental Beaker novelties which appeared from the 25th century. The Detailed Picture: Our understanding of developments in different parts of Scotland is very uneven, with Shetland and the north-west mainland being in particular nee
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