Relevant bibliographies by topics / Human resources and industrial relations

Contents

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

Academic literature on the topic 'Human resources and industrial relations'

Author: Grafiati
Published: 10 January 2023
Last updated: 28 January 2023

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Journal articles on the topic "Human resources and industrial relations"

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Kaufman, Bruce E. "Human resources and industrial relations." Human Resource Management Review 11, no. 4 (December 2001): 339–74. http://dx.doi.org/10.1016/s1053-4822(01)00045-6.

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Morgan, David. "Book Reviews : Managing Human Resources and Industrial Relations." Journal of Industrial Relations 36, no. 2 (June 1994): 299–302. http://dx.doi.org/10.1177/002218569403600207.

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Gerhart, Paul F. "Book Review: Human Resources: Human Resource Management and Industrial Relations: Text, Readings, and Cases." ILR Review 39, no. 3 (April 1986): 465–66. http://dx.doi.org/10.1177/001979398603900329.

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Greenwood, Michelle. "Book Review: The Ethics of Human Resources and Industrial Relations." Journal of Industrial Relations 48, no. 4 (September 2006): 550–52. http://dx.doi.org/10.1177/0022185606067921.

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Shepheard, Jennie. "Industrial Relations and Human Resources: Management Challenges for Health Information Managers." Health Information Management Journal 40, no. 1 (March 2011): 4–6. http://dx.doi.org/10.1177/183335831104000101.

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Klikauer, Thomas, Bruce E. Kaufman, Richard A. Beaumont, and Roy B. Helfgott. "Industrial Relations to Human Resources and beyond: The Evolving Process of Employee Relations Management." Industrial and Labor Relations Review 57, no. 2 (January 2004): 302. http://dx.doi.org/10.2307/4126622.

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Schuler, Randall S. "Strategic Human Resource Management and Industrial Relations." Human Relations 42, no. 2 (February 1989): 157–84. http://dx.doi.org/10.1177/001872678904200204.

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Guest, David E. "HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1]." Journal of Management Studies 24, no. 5 (September 1987): 503–21. http://dx.doi.org/10.1111/j.1467-6486.1987.tb00460.x.

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Jain, Nikunj Kumar, Subhashis Sinha, and N. S. Iyer. "Industrial relations (Union) issues at Asian Paints Ltd." Emerald Emerging Markets Case Studies 8, no. 2 (June 20, 2018): 1–22. http://dx.doi.org/10.1108/eemcs-05-2017-0086.

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Subject area Human Resources Management (HRM), Industrial Relations and Strategic Management. Study level/applicability Post-graduate students or executive post-graduate students, Core course in Human resources Management (HRM), Industrial Relations or Strategic Management or in elective courses in Industrial Relations and Strategic HRM. Case overview The Personnel manager of Asian Paints Ltd., Cuddalore (Tamil Nadu) factory, found himself in a Catch 22 situation when a Union leader of the manufacturing unit refused to work. The Union leader had been transferred from the Quality Assurance department to the Production department. The case describes the sequence of events and the backdrop in which the aforementioned situation had unfolded. Given the circumstances that prevailed in the factory, the personnel manager’s decision was likely to have significant impact on the factory’s output. Expected learning outcomes The student will be able to understand the industrial relations/Union issues in a company and the role of different stakeholders, namely, management, Union, workmen and the government in a conflict scenario. The student will learn the application of principles of natural justice and will be able to evaluate the Industrial Relations (IR) strategy adopted by the organizations to prevent labor unrest at the workplace. The student will understand the impact of critical management decisions on the organization’s performance in an uncertain global environment. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.
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Heller, Frank. "The under-utilization of human resources in industrial relations theory and practice." International Journal of Human Resource Management 4, no. 3 (September 1993): 631–44. http://dx.doi.org/10.1080/09585199300000040.

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Dissertations / Theses on the topic "Human resources and industrial relations"

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Donnelly, Sióbhan Noelle. "The management of industrial relations (IR) and human resources (HR) in Irish-owned multinationals (MNCs)." Thesis, University of Warwick, 1999. http://wrap.warwick.ac.uk/36428/.

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This thesis is concerned with HRM in Irish-owned multinational companies (MNCs). For the purpose of this research, HRM is understood in its broadest sense as encompassing the policies, processes and procedures involved in the management of people within organisations (Sisson, 1989). Adopting a head office-centred approach, this thesis specifically focuses on two dimensions of FIRM: (i) the collective management of non-managerial employees, that is the management of industrial relations (IR), and (ii) the management of non-operational human resources (HR), that is the management of managers. Chapter four will outline in greater detail the rationale for this focus. Finally, given the paucity of empirical research into the behaviour of Irish-owned MNCs and the broad leaning of the Irish HRM literature towards the practices of foreign-owned MNCs based within Ireland, this research is exploratory in nature.
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Xi, Jing. "Industrial relations and human resources management : a comparative analysis of cultural barriers in Chinese companies." Thesis, London South Bank University, 2017. http://researchopen.lsbu.ac.uk/1973/.

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Given the impact of global commercialization, this research focuses on the multinational corporations (MNCs) and their subsidiaries in the newly developing transition economy in China, on the different forms of foreign direct investment (FDI) and joint-venture companies (JVCs). The conceptual models on which this research is based show that, in terms of industrial relations (IRs) and human resources management (HRM), culture and languages, as invisible and forgotten factors, play important roles in promoting or hindering managerial efficiency. The research objective is to determine whether or not the linguistic and cultural barriers have a significant influence on the MNCs in particular, IRs and HRM. As China transforms its economy, MNCs play a strategic role and, in order to acquire international competitive advantages, search for efficient IRs and HRM systems and practices. The research has identified a conceptual model that allows a hypothesis to be formed. The model has the advantage of combining cultural and linguistic factors, a synthesis so far largely ignored by researchers. It is designed to explain the shape of industrial relations institutions in the fields of bargaining, the amount of federal and government involvement, the existence of works councils, the payment structure, etc. It is suggested that, in the light of what has been learned from empirical studies (Warner, 1993; Greif, 1994; Globe, 1994; Child, 2003; Feely, 2003; Black, 2005), the research will explore how cultural factors in different stratifications have had an impact on FDI and JVCs industrial relations and HRM strategies in China. The empirical work mentioned has demonstrated a deficit of research focusing on culture and language so this research will make a valuable contribution to the field. To answer what role culture/language play and how and why, both quantitative and qualitative research methods are deemed suitable. Two typical MNCs, one located in Shanghai, the Yangtze Delta Zone and the other in Canton, the Pearl River Delta Zone, are planned to be used as subjects of case studies. The research also includes a survey by using questionnaires focusing on the mass FDIs and JVCs in east and south China. We therefore have two goals: first, to build up theories of culture and language functions in international management and present evidence scientifically for further research; second, to provide references for practitioners dealing in international business, especially those who work as expatriates in transition economies. This research is expected to contribute to both theory and practice in IRs and HRM management for Anglo-Saxon culture based MNCs in China.
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Ip, King-ming Olivia. "The building of labour market in the Shenzhen Special Economic Zone : and its impact on workplace industrial relations and human resources /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18540077.

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Ying, Chen. "'Managing labour' : transforming industrial relations in China's local state-owned sector." Thesis, University of Bath, 2017. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.720655.

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China’s achievement of developing a vigorous market economy is based on Chinese communist party (CCP)’s top-down reform and opening-up policies since 1978. Meanwhile, political reform of the second largest economy in today’s world is continuously delayed. Without an agenda of bringing democracy and regulation-making process into workplaces, China’s state-owned enterprises were swiftly transformed to be profit-oriented economic entities with managerial supremacy. As an authoritarian regime still run by communist party, China has to negotiate with its own socialist tradition, which entails not only restructuring labour relations in workplaces but its national ideology. This study explores Chinese Communist Party’s (CCP) politics of labour management in China’s local state sector. With use of multiple qualitative inquiring techniques, the study selects two state-owned corporations located in Shanghai region as cases, and provides an in-depth analysis on Chinese Communist Party’s (CCP) politics of managing labour force formulation as well as re-shaping employment relationship within those transitioning SOEs. The study is expected to illuminate the diversity within and across regions and industrial sectors in China. Also, these case studies suggest that CCP adopts pragmatic approaches over labour managing matters so as to ensure its sovereign influence. I will argue that the key to understand SOEs’ management rebuilding is CCP’s governing tradition of co-option and elite selection, which is a prolong legacy that has shaped the party’s personnel managing system since revolutionary era. It is also hoped that the findings of my empirical research will lead to theoretical discussion on China’s path of industrial relations in future: if such dynamic managerialism in the state sector is able to guarantee further delays of workplace political liberalisation of labour relation, or not.
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Cutcher, Leanne Rose. "'Banking on the Customer': customer relations, employment relations and worker identity in the Australian retail banking industry." University of Sydney. Business, 2004. http://hdl.handle.net/2123/632.

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Previously consigned to the anonymity of �the product market� by researchers in traditional fields such as labour economics and industrial relations, the customer has recently attracted the attention of scholars from a diverse range of disciplines, including organisational behaviour, work psychology, labour process studies, gender studies, and critical management studies. In large part, this emerging interest in the customer is a result of the increasing dominance of service industries in developed economies and the recognition that service work entails a complex, three-way interaction between customers, management and workers. The literature identifies a range of competing and, at times, contradictory images of the customer. Rather than seeking to reconcile these competing representations, this thesis explores the multi-faceted nature of the customer presence and the implications for managers and workers in the retail banking industry in Australia. The thesis highlights how structural change and shifting discourses of the �customer� have influenced customer relations, employment relations, and worker identity in three areas of the retail banking industry: traditional retail banks, the credit union movement, and community banks. Drawing on detailed qualitative case study evidence, the thesis highlights the range of customers, both �real� and �constructed�, that can be found in the case study organisations. The thesis identifies the ways in which customers influence employment relations and how workers can be active in either accommodating or resisting the impact of these �customers� on workplace practice and worker identity. The central argument of the thesis is that, in addition to customers having a physical presence in and influence on organisational life, management and workers also construct �discursive customers� as a means of influencing the employment relationship and the meanings attached to service work. The study examines how these competing concepts of the customer and customer service influence both the customer-service provider relationship and service workers� relationships with one another and with management. Despite the increasing recognition that service work entails a three-way relationship between customers, management and workers, our understanding of how workers either welcome or resist the presence of this third actor in the employment relationship has, until recently remained very limited. This thesis makes a significant contribution to our understanding that for workers the customer is ever-present physically, emotionally and discursively.
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葉景明 and King-ming Olivia Ip. "The building of labour market in the Shenzhen Special Economic Zone: and its impact on workplace industrialrelations and human resources." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31235864.

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Gould, Anthony Morven Francis, and n/a. "Employment Relations In The Fast Food Industry." Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20061106.114525.

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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
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Billot, Hugh. "From industrial relations to human resource management : a case study of the management of change from the steel industry." Thesis, University of Leicester, 1996. http://hdl.handle.net/2381/34518.

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Companies surviving the 1980s world recession have needed regularly to manage change in order to compete effectively in turbulent and often global markets. Frequently, such change has challenged the existing organization and the system of industrial relations. Today, there is considerable evidence to suggest that the more successful companies operate with more contingent forms of organization. Such forms of organization have few layers, encourage empowerment, multiskilling and job enrichment and incorporate a wide range of Japanese manufacturing techniques and personnel systems. The impact of these changes on working practices, together with continuing high unemployment and a marked decline in union membership and influence, have influenced a move from industrial relations towards human resource management approaches. This transformation has been accelerated as businesses have both realised gains and experienced further recession in the early 1990s. This case study examines how a steel company managed a complex cultural and structural change programme. Change commenced in the 1980s recession when benchmarking activities suggested that more successful steel companies invested in both capital and people. Since then, the company has invested in people through numerous programmes including continuous training, vocational education qualifications, job flexibility and mobility, delayering, standard and target setting, appraisal, performance pay to recognise individual behaviour and contribution, and management training to improve leadership and the company's ability to manage change. By 1988, the company had adopted an HRM approach. In 1992, the senior management introduced a 'harder' form of HRM by establishing a fully single status company and derecognizing the four trade unions. The company has become an exemplar of HRM. This case study adds to the HRM debate by demonstrating through a wide range of measures that HRM has given the company scope for high performance.
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Aliyu, Balarabe. "Developing a human resources organisational model for the effective management of labour relations in the Nigerian oil and gas sector." Thesis, University of Liverpool, 2015. http://livrepository.liverpool.ac.uk/2038839/.

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Human Resources practises and delivery models have evolved rapidly in recent decades, influenced largely by globalisation, technology and the quest for a strategic HR role. There is a lot of debate in literature about the impact of HRM practises on organisational performance, and various HR organisational structures have emerged in trying to improve organisational effectiveness and empower managers to deploy human capital efficiently. In particular, Ulrich’s (1997) three-legged stool HR organisational model has been adapted in various forms by many organisations as they seek to improve the HR function. Despite this, there is limited research or evidence of how HR organisational structures influence the management of Labour Relations (LR) in general. The rationale for this study therefore was to evaluate how HR organisational structures drive LR Management, particularly in highly unionised workplaces. I evaluated the HR and LR practises of a leading Nigerian Oil Company, with specific focus on the Nigerian Oil Industry and the objective of developing a HR organisational model that will promote positive LR. The NOC having recently adapted the three-legged HR model focused on building an embedded HR team but experienced challenges in integrating effective LR management across the organisation. The study recommends a structure that promotes LR consultation with employees, Supervisors and Managers. Clarity of authority and responsibility of the LR function is crucial within this model, led by an experienced and empowered Manager. A structured Information and Consultation (I&C) process needs to be embedded within the LR structures. A broader base of LR management competencies will be beneficial in a highly unionised workplace. All Embedded HR Advisors as well Business line Managers require in-depth LR development to empower them handle frontline labour issues they frequently encounter. Furthermore, I recommend an integration of the country LR structure with the Regional and Global LR Networks/Centres of Expertise as well as other local associations or platforms to promote sharing of best practises. HR should explore opportunities to collaborate effectively with the union. As trust grows in the organisation, the union can become a key stakeholder to serve as an effective platform for employee engagement. An engaged workforce is a productive workforce, and the LR model developed in this study seeks to improve productivity by adapting the three-legged HR model to suit the unionised workplace.
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McCabe, Darren. "Industrial relations, human resource management or Japanization? : a longitudinal case study of organizational change in the auto-components manufacturing sector." Thesis, University of Wolverhampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.260004.

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Books on the topic "Human resources and industrial relations"

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Keith, Sisson, ed. Managing human resources and industrial relations. Buckingham [England]: Open University Press, 1993.

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Shar, Rashid Ali. The industrial referee: Managing industrial relations & human resources. Lahore: Sanjh, 2008.

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Sodhi, J. S. Industrial relations and human resources in India. Delhi: B.R. Pub. Corp., 1996.

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W, Budd John, Scoville James G. 1940-, and Labor and Employment Relations Association, eds. The ethics of human resources and industrial relations. Champaign, IL: Labor and Employment Relations Association, University of Illinois at Urbana-Champaign, 2005.

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W, Bohlander George, ed. Practical study experiences: Managing human resources. 9th ed. Cincinnati: South-Western Pub. Co., 1992.

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1949-, Bamber Greg, and Lansbury Russell D, eds. New technology: International perspectives on human resources and industrial relations. London: Unwin Hyman, 1989.

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Lamberton, Lowell H. Human relations: Strategies for success. Chicago: Irwin/Mirror Press, 1995.

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Leslie, Minor-Evans, ed. Human relations: Strategies for success. 3rd ed. Boston, Mass: McGraw-Hill, 2007.

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Leslie, Minor-Evans, ed. Human relations: Strategies for success. 2nd ed. New York: Glencoe/McGraw-Hill, 2002.

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Leslie, Minor, ed. Human relations: Strategies for success. New York, NY: McGraw-Hill Education, 2014.

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Book chapters on the topic "Human resources and industrial relations"

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Bratton, John, and Jeffrey Gold. "Industrial Relations." In Human Resource Management, 282–313. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23340-3_11.

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Bratton, John, and Jeff Gold. "Industrial Relations." In Human Resource Management, 398–429. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-1-137-00095-8_12.

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Zhang, Wei. "Industrial relations and international conventions." In Managing Human Resources in the Shipping Industry, 72–91. First Edition. | New York : Routledge, 2018. | Series: Routledge maritime masters ; 4: Routledge, 2018. http://dx.doi.org/10.4324/9781315740027-5.

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Burchill, Frank, and Alice Casey. "Industrial Relations in the NHS." In Human Resource Management, 43–64. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_3.

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Bratton, John. "Human resource management and industrial relations." In Human Resource Management, 333–66. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27325-6_12.

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Klerck, Gilton. "Industrial relations and human resource management." In Human Resource Management, 311–34. Second edition. | Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9781315299556-16.

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Legge, Karen. "HRM and ‘new realism’ in industrial relations?" In Human Resource Management, 279–315. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-1-137-03601-8_9.

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Burchill, Frank, and Alice Casey. "Industrial Relations at the Place of Work." In Human Resource Management, 65–87. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_4.

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Legge, Karen. "HRM and ‘new realism’ in industrial relations?" In Human Resource Management, 247–85. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-24156-9_8.

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Hanson, Charles G. "From Industrial Relations to Human Resource Management." In Taming the Trade Unions, 116–21. London: Palgrave Macmillan UK, 1991. http://dx.doi.org/10.1007/978-1-349-21319-1_11.

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Conference papers on the topic "Human resources and industrial relations"

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Crowder, Richard M., Gary Wills, and Wendy Hall. "Provision of Industrial Information Resources Through Hypermedia." In ASME 2001 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/detc2001/cie-21236.

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Abstract As information relating to manufacturing becomes more complex, it is inevitable that information overload will occur. When the information cannot be retrieved with ease, it is human nature to work without it. This paper discusses the use of an open hypermedia system, to resolve this problem. To be viable the hypermedia resource base must operate factory wide, and not centered on a single piece of plant. However the scale of the problem introduces a wide range of problems. We present a number of methodologies that need to be implemented to ensure that the introduction of hypermedia on the factory floor is successful. By considering two industrial applications, it is shown that in all cases information is retrieved faster and to a higher quality than current practice.
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Lindholm, Maria, Minna Rantala, and Sari Tappura. "Development needs for risk assessment – A case study of five Finnish companies." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002643.

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To reach the zero accident goal and prevent accidents and injuries, and to fulfill regulatory requirements, risk assessment at work needs to be improved. If risk assessment is conducted with an unfit method or otherwise inadequately, it may lead to ineffective safety prevention programs, the inefficient use of resources and criticism towards risk assessment. In addition to the chosen method, initial assumptions, risk assessment team, resources, and consultation and collaboration of relevant stakeholders, among others, affect the quality of a risk assessment. If decisions are based on incomplete or false results, significant sources of risks are failed to eliminate or reduce which in turn leads to unsatisfactory safety levels. Previous studies have shown that certain hazards have been identified and managed less well than others.This study aims to add knowledge of factors affecting risk assessment and which aspects of the risk assessment need to be focused on in five Finnish companies. The companies represent industries from manufacturing, transportation and storage, electrical power generation, transmission and distribution, and other technical testing and analysis. Four of the companies are large and one is medium-sized, employing about 200 people. The data was gathered with semi-structured interviews (n = 41). The interviewees (n = 53) were a part of a risk assessment team or managers. In this study, the focus is on interview questions “What factors contribute to and weaken the implementation of the risk assessment?”, “What works or does not work in hazard and risk assessment?”, “How should risk assessment be developed?”, and “What is the next step in risk assessment development?”. The answers revealed that composition and activities of the team, resources and preparation to risk assessment, individual's attitude, and experience and knowledge were four most often mentioned themes both contributing and weakening the implementation of the risk assessment. The interviewees thought that plans and models for risk assessment, composition and activities of the team, daily activities, and preventing unsafe activity were currently working well in hazard and risk assessment while individual’s attitude, communication, risk assessment guidance, documentation and reporting, and resourcing were seen as not working properly. Developing the concerted way to act, developing the OHS software, training and guidance, communication, and comparing own’s risk assessment with others’ risk assessments were named as development targets. When asked about the next step in risk assessment development, the interviewees chose developing and improving competence and knowledge, resources, and communication as the first targets. The results indicate that certain themes such as the risk assessment team, individual’s attitude, experience and knowledge, resources, and communication emerged as themes affecting the risk assessment and needed development, regardless of the topic discussed. Further research is needed to specifically focus on these themes, to study their relations with risk assessment more deeply and to develop effective intervention programs.
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Bulavko, O. A. "Transformation Of Socio-Economic Relations And Human Resources In The Digital Space." In Global Challenges and Prospects of The Modern Economic Development. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.04.02.59.

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BORSHCHEVSKA, Anzhela. "THE NEW SOCIAL REALITY OF HUMAN RELATIONS AND THE RESOURCES OF HAPPINESS." In Happiness And Contemporary Society : Conference Proceedings Volume. SPOLOM, 2020. http://dx.doi.org/10.31108/7.2020.5.

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Kawaji, Kouhei, Kazuki Yokoi, Mihoko Niitsuma, and Hideki Hashimoto. "Observation system of human-object relations in Intelligent Space." In 2008 6th IEEE International Conference on Industrial Informatics (INDIN). IEEE, 2008. http://dx.doi.org/10.1109/indin.2008.4618337.

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Lysenko, Elena. "The New Job Position In Human Resources Management: The Talent Manager." In icPSIRS 2018 - 5th International Conference on Political Science, International Relations and Sociology. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.03.02.5.

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Stojanović, Nikola, and Mojca Bernik. "Strategic Human Resources Management: Challenges and Opportunities." In Society’s Challenges for Organizational Opportunities: Conference Proceedings. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.3.2022.68.

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Recent events (COVID -19 pandemic, the Ukrainian war) not only have an impact on the business operations of organizations, but have also a broader impact on individual work processes in organizations. One of these is strategic human resource management, which includes the connection of personnel management with the policy of the organization. The article represents an scientific explanatory study, developed on the information collected from the literature from journals and books related to strategic human resources management. It tries to discover connections and relations between strategic HR management and employee performance, engagement, and communication. The conclusion of the literature review is, that employee performance, as the key element of strategic human resources management, cannot be analyzed without a thorough knowledge of communication and employee engagement.
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Pan, Yushan. "Designing the interactive relations of complex systems : Ocean operations as research resources." In The 18th annual International Conference Dilemmas for Human Services: Organizing, Designing and Managing. Llinnaeus University, 2017. http://dx.doi.org/10.15626/dirc.2015.14.

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Ushikubo, M., H. Tashiro, K. Nakajima, N. Fujii, and I. Sakata. "Critical practices in TQM Human Resources Development." In 2013 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2013. http://dx.doi.org/10.1109/ieem.2013.6962595.

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Dedukić, Dinka. "Human Resources and Labor Market in Croatia." In 6th International Scientific Conference – EMAN 2022 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2022. http://dx.doi.org/10.31410/eman.2022.239.

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At a time of demographic changes and a growing labor shortage, finding employ­ees, and above all competent employees, is the focus of companies. This paper will discuss hu­man resources and the Croatian labor market. The research was conducted in 2018, and the fi­nal sample for analysis included 1041 respondents, the results obtained on the research ques­tions are the result of the respondents’ judgment. From the analysis of the conducted research, it emerges that 11% of respondents believe that they are not ready for the Croatian labor mar­ket. Respondents cited unfair relations in the labor market (bribery, corruption, employment through connections) as the main reason for insufficient readiness for the Croatian labor mar­ket. They cite the lack of application of knowledge in practice as the main disadvantage of high­er education, and considering the situation of mismatch between the education system and the labor market, 60% of respondents are aware that they are responsible for their competitiveness in the labor market.
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Reports on the topic "Human resources and industrial relations"

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Rajarajan, Kunasekaran, Alka Bharati, Hirdayesh Anuragi, Arun Kumar Handa, Kishor Gaikwad, Nagendra Kumar Singh, Kamal Prasad Mohapatra, et al. Status of perennial tree germplasm resources in India and their utilization in the context of global genome sequencing efforts. World Agroforestry, 2020. http://dx.doi.org/10.5716/wp20050.pdf.

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Tree species are characterized by their perennial growth habit, woody morphology, long juvenile period phase, mostly outcrossing behaviour, highly heterozygosity genetic makeup, and relatively high genetic diversity. The economically important trees have been an integral part of the human life system due to their provision of timber, fruit, fodder, and medicinal and/or health benefits. Despite its widespread application in agriculture, industrial and medicinal values, the molecular aspects of key economic traits of many tree species remain largely unexplored. Over the past two decades, research on forest tree genomics has generally lagged behind that of other agronomic crops. Genomic research on trees is motivated by the need to support genetic improvement programmes mostly for food trees and timber, and develop diagnostic tools to assist in recommendation for optimum conservation, restoration and management of natural populations. Research on long-lived woody perennials is extending our molecular knowledge and understanding of complex life histories and adaptations to the environment, enriching a field that has traditionally drawn its biological inference from a few short-lived herbaceous species. These concerns have fostered research aimed at deciphering the genomic basis of complex traits that are related to the adaptive value of trees. This review summarizes the highlights of tree genomics and offers some priorities for accelerating progress in the next decade.
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Rosser, Andrew, Phil King, and Danang Widoyoko. The Political Economy of the Learning Crisis in Indonesia. Research on Improving Systems of Education (RISE), July 2022. http://dx.doi.org/10.35489/bsg-rise-2022/pe01.

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Indonesia has done much to improve access to education in recent decades but it has had little success in improving learning outcomes. This paper examines the political origins of this problem. It argues that Indonesia’s learning crisis has reflected the political dominance during the New Order and post-New Order periods of predatory political, bureaucratic and corporate elites who have sought to use the country’s education system to accumulate resources, distribute patronage, mobilize political support, and exercise political control rather than produce skilled workers and critical and inquiring minds. Technocratic and progressive elements, who have supported a stronger focus on basic skills acquisition, have contested this orientation, with occasional success, but generally contestation has been settled in favour of predatory elites. The analysis accordingly suggests that efforts to improve learning outcomes in Indonesia are unlikely to produce significant results unless there is a fundamental reconfiguration of power relations between these elements. In the absence of such a shift, moves to increase funding levels, address human resource deficits, eliminate perverse incentive structures, and improve education management in accordance with technocratic templates of international best practice or progressive notions of equity and social justice—the sorts of measures that have been the focus of education reform efforts in Indonesia so far—are unlikely to produce the intended results.
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Pillay, Hitendra, and Brajesh Pant. Foundational ( K-12) Education System: Navigating 21st Century Challenges. QUT and Asian Development Bank, 2022. http://dx.doi.org/10.5204/rep.eprints.226350.

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Foundational education system commonly referred to as K-12 school education is fundamental for people to succeed in life as noted in United Nations declaration of human rights. Consequently, decades of investments have helped K-12 sector evolve and respond to new demands but many of the traditional thinking has remained and thus hinder agility and disruptive evolution of the system. In most countries the national school education systems are perhaps the largest single enterprise and subjected to socio-cultural, economic and political influences, which in turn make it reluctant and/or difficult to change the system. However, as the world transitions from industrial revolution to information revolution and now to knowledge economy, the foundational education sector has been confronted with several simultaneous challenges. The monograph reviews and analyses how these challenges may be supported in a system that is reliant on traditional rigid time frames and confronted by complex external pressures that are blurring the boundaries of the school education landscape. It is apparent that doing more of the same may not provide the necessary solutions. There is a need to explore new opportunities for reforming the school education space, including system structures, human resources, curriculum designs, and delivery strategies. This analytical work critiques current practices to encourage K-12 educators recognize the need to evolve and embrace disruptions in a culture that tends to be wary of change. The key considerations identified through this analytical work is presented as a set of recommendations captured under four broad areas commonly used in school improvement literature
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Just, Richard E., Eithan Hochman, and Sinaia Netanyahu. Problems and Prospects in the Political Economy of Trans-Boundary Water Issues. United States Department of Agriculture, February 2000. http://dx.doi.org/10.32747/2000.7573997.bard.

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The objective of this research was to develop and apply a conceptual framework for evaluating the potential of trans-boundary bargaining with respect to water resource sharing. The research accomplished this objective by developing a framework for trans-boundary bargaining, identifying opportunities for application, and illustrating the potential benefits that can be gained thereby. Specifically, we have accomplished the following: - Developed a framework to measure the potential for improving economic efficiency considering issues of political feasibility and sustainability that are crucial in trans-boundary cooperation. - Used both cooperative and non-cooperative game theory to assess feasible coalitions among the parties involved and to model potential bargaining procedures. - Identified empirically alternative schemes of cooperation that both improve upon the economic efficiency of present water usage and appease all of the cooperating parties. - Estimated the potential short-run and long-run affects of water reallocation on the agricultural sector and used this information to understand potential strategies taken by the countries in bargaining processes. - Performed case studies in Israeli-Jordanian relations, the relationship of Israel to the Palestinian Authority, and cooperation on the Chesapeake Bay. - Published or have in process publication of a series of refereed journal articles. - Published a book which first develops the theoretical framework, then presents research results relating to the case studies, and finally draws implications for water cooperation issues generally. Background to the Topic The increase in water scarcity and decline in water quality that has resulted from increased agricultural, industrial, and urban demands raises questions regarding profitability of the agricultural sector under its present structure. The lack of efficient management has been underscored recently by consecutive years of drought in Israel and increased needs to clean up the Chesapeake Bay. Since agriculture in the Middle East (Chesapeake Bay) is both the main water user (polluter) and the low-value user (polluter), a reallocation of water use (pollution rights) away from agriculture is likely with further industrial and urban growth. Furthermore, the trans-boundary nature of water resources in the case of the Middle East and the Chesapeake Bay contributes to increased conflicts over the use of the resources and therefore requires a political economic approach. Major Conclusions, Solutions, Achievements and Implications Using game theory tools, we critically identify obstacles to cooperation. We identify potential gains from coordination on trans-boundary water policies and projects. We identify the conditions under which partial (versus grand) coalitions dominate in solving water quality disputes among riparian countries. We identify conditions under which linking water issues to unrelated disputes achieves gains in trans-boundary negotiations. We show that gains are likely only when unrelated issues satisfy certain characteristics. We find conditions for efficient water markets under price-determined and quantity-determined markets. We find water recycling and adoption of new technologies such as desalination can be part of the solution for alleviating water shortages locally and regionally but that timing is likely to be different than anticipated. These results have been disseminated through a wide variety of publications and oral presentations as well as through interaction with policymakers in both countries.
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Bykova, Tatyana B., Mykola V. Ivashchenko, Darja A. Kassim, and Vasyl I. Kovalchuk. Blended learning in the context of digitalization. [б. в.], June 2021. http://dx.doi.org/10.31812/123456789/4441.

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The realities of digitalization require changes in strategies for choosing educational technologies. The modern educational process is not possible without the use of digital technologies. Digital technologies have led to the arising and development of blended learning. However, its effectiveness is determined not only by technology. The human factor receives special attention in this direction. Analysis of the World Development Report 2016: Digital Dividends allows us to identify digital competence as a necessary condition for the successful use of digital technologies, and hence blended learning. Learning interactions designing in the process of implementing blended learning requires timely diagnosis of the level of digital competence. A popular tool for this is the Digital Competence Framework for Citizens. To clarify the peculiarities of its use was made an analysis of the experimental implementation results of blended learning in the industrial training in sewing for intended masters. During the research, it was revealed that the most important digital competence areas for the variable learning establishment in the training of future professionals are Information and data literacy, Communication and collaboration and Problem solving. In addition, competence for area Problem solving conduce to increase the level of competence for all other areas. The level of digital competence of the subjects mainly coincide to the characteristics of basic and secondary levels. The obtained data clarified the reasons for the difficulties, decrease motivation and cognitive activity that occur among students using distance courses-resources learning designed for blended learning. Thus, the use of the Digital Competence Framework for Citizens at the initial stage of implementing blended learning can make a rational choice of strategies for combining face-to-face and distance learning technologies.
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Tuller, Markus, Asher Bar-Tal, Hadar Heller, and Michal Amichai. Optimization of advanced greenhouse substrates based on physicochemical characterization, numerical simulations, and tomato growth experiments. United States Department of Agriculture, January 2014. http://dx.doi.org/10.32747/2014.7600009.bard.

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Over the last decade there has been a dramatic shift in global agricultural practice. The increase in human population, especially in underdeveloped arid and semiarid regions of the world, poses unprecedented challenges to production of an adequate and economically feasible food supply to undernourished populations. Furthermore, the increased living standard in many industrial countries has created a strong demand for high-quality, out-of-season vegetables and fruits as well as for ornamentals such as cut and potted flowers and bedding plants. As a response to these imminent challenges and demands and because of a ban on methyl bromide fumigation of horticultural field soils, soilless greenhouse production systems are regaining increased worldwide attention. Though there is considerable recent empirical and theoretical research devoted to specific issues related to control and management of soilless culture production systems, a comprehensive approach that quantitatively considers all relevant physicochemical processes within the growth substrates is lacking. Moreover, it is common practice to treat soilless growth systems as static, ignoring dynamic changes of important physicochemical and hydraulic properties due to root and microbial growth that require adaptation of management practices throughout the growth period. To overcome these shortcomings, the objectives of this project were to apply thorough physicochemical characterization of commonly used greenhouse substrates in conjunction with state-of-the-art numerical modeling (HYDRUS-3D, PARSWMS) to not only optimize management practices (i.e., irrigation frequency and rates, fertigation, container size and geometry, etc.), but to also “engineer” optimal substrates by mixing organic (e.g., coconut coir) and inorganic (e.g., perlite, pumice, etc.) base substrates and modifying relevant parameters such as the particle (aggregate) size distribution. To evaluate the proposed approach under commercial production conditions, characterization and modeling efforts were accompanied by greenhouse experiments with tomatoes. The project not only yielded novel insights regarding favorable physicochemical properties of advanced greenhouse substrates, but also provided critically needed tools for control and management of containerized soilless production systems to provide a stress-free rhizosphere environment for optimal yields, while conserving valuable production resources. Numerical modeling results provided a more scientifically sound basis for the design of commercial greenhouse production trials and selection of adequate plant-specific substrates, thereby alleviating the risk of costly mistrials.
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