Relevant bibliographies by topics / Human resources management functions

Contents

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

Academic literature on the topic 'Human resources management functions'

Author: Grafiati
Published: 3 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Human resources management functions"

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Tanjung, Bahdin Nur. "Human Resources (HR) In Education Management." Budapest International Research and Critics in Linguistics and Education (BirLE) Journal 3, no. 2 (2020): 1240–49. http://dx.doi.org/10.33258/birle.v3i2.1056.

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Human resources (HR) has a significant role in every activity in an institution including educational institutions. Human resources (HR) must be able to be managed or managed properly in accordance with their functions so that these human resources (HR) can play a role in accordance with their duties and functions in the institution they are in. Human resource management is a very important aspect in the education process in general. Therefore functions in the management of human resources must be carried out optimally so that the needs relating to the goals of individuals, organizations / ins
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Farkašová, V., and T. Klieštik. "HUMAN RESOURCES MANAGEMENT IN SLOVAK TRANSPORT COMPANY." Science and Transport Progress, no. 6 (March 25, 2005): 232–33. http://dx.doi.org/10.15802/stp2005/20289.

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The article deals with human resource management in a transport company. It shortly examines the following: quality management, the functions of human resources management and requirements to the human resources personnel.
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Yusrawati, Yusrawati, and Muhardi Muhardi. "Hospital Management Functions: A Literature Review." Andalas Obstetrics And Gynecology Journal 7, no. 2 (2023): 363–71. http://dx.doi.org/10.25077/aoj.7.2.363-371.2023.

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Hospital management is a process of organizing the available resources to support the efficiency and effectiveness of healthcare services provided. The main functions of hospital management include operational management, cost and financial management, materials management, and human resource management. This literature study aims to review each hospital management function based on previous studies within the last five years (2019-2023) obtained from scientific database searches. The inclusion criteria were studies with topics correlated to the four categories of hospital management functions
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Sukmo Hadi Nugroho. "The role of human resources management in organizational perspective." Global Journal of Engineering and Technology Advances 10, no. 3 (2022): 012–18. http://dx.doi.org/10.30574/gjeta.2022.10.3.0040.

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This research aims to determine the role of human resource management in organizations. This research uses a literature review method. From the discussion, it can be concluded that human resource management has three functions, namely managerial functions, operational functions, and functions to achieve organizational goals in an integrated manner. Meanwhile, the duties of human resource management are staff procurement, human resource development, compensation management, occupational safety and health, labor relations, and industrial relations. The main objective of human resource management
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Sukmo, Hadi Nugroho. "The role of human resources management in organizational perspective." Global Journal of Engineering and Technology Advances 10, no. 3 (2022): 012–18. https://doi.org/10.5281/zenodo.6402328.

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This research aims to determine the role of human resource management in organizations. This research uses a literature review method. From the discussion, it can be concluded that human resource management has three functions, namely managerial functions, operational functions, and functions to achieve organizational goals in an integrated manner. Meanwhile, the duties of human resource management are staff procurement, human resource development, compensation management, occupational safety and health, labor relations, and industrial relations. The main objective of human resource management
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Lobanova, Liudmila. "Human Resources Management Value in Knowledge-Based Society." Business: Theory and Practice 10, no. (3) (2009): 233–46. https://doi.org/10.3846/1648-0627.2009.10.233-246.

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While building knowledge-based society and economy, particular importance in human resources management falls on the value of human resources and management expertise. The article analyses the features of human resources management competences in terms of completing human resources management functions in practice with a view to advantages of human resources management approaches compared with traditional approaches to human resources management. Upon research on personnel management functions and competencies associated with the study of theoretical and empirical research, the article analyze
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Chauhan, Dr Pravinsinh R. "Functions of Human Resource Management and emerging changes in HRM." Paripex - Indian Journal Of Research 3, no. 7 (2012): 1–3. http://dx.doi.org/10.15373/22501991/july2014/42.

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Sriraman, Snehaa. "Human Resources in Changing Environment." Shanlax International Journal of Management 11, S1-Mar (2024): 71–76. http://dx.doi.org/10.34293/management.v11is1-mar.8061.

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Globalization, heightened competition, and increased information flow, alongside rising customer awareness, have driven significant changes in human resource management (HRM). This study aims to evaluate HR’s role in facilitating organizational change, exploring the interplay between change management and HR practices. The research seeks to propose a framework highlighting this interrelationship by identifying the functions and roles of HR and examining their interconnectedness. Data for this study is collected through semi-structured interviews to achieve these objectives. Human Resource Mana
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Lantang, Dani, Tinneke E M Sumual, Elni Jeini Usoh, Paulus Robert Tuerah, and Shelty D M Sumual. "Human Resource Management In Special Education." Interdiciplinary Journal and Hummanity (INJURITY) 2, no. 4 (2023): 344–65. http://dx.doi.org/10.58631/injurity.v2i4.67.

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Human resources need to be managed properly so that they can play a role in accordance with their functions. That is why there is a need for human resource management. Human resource management is a process related to the implementation of human resource management or management functions which are directly handed over to the school education unit to be developed in accordance with the potential possessed by the school. The scope of human resource management includes: employee planning; employee procurement; employee coaching and development; promotion and mutation; dismissal of employees; com
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NAS, Zekeriya. "IMPORTANCE OF FUNCTIONS OF HUMAN RESOURCES MANAGEMENT IN TOURISM." Socrates Journal of Interdisciplinary Social Researches 6, no. 7 (2020): 23–33. http://dx.doi.org/10.51293/socrates.16.

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Dissertations / Theses on the topic "Human resources management functions"

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Phosa, Lekgolo Lazarus. "Human resources management : the function of the public sector manager." Diss., University of Pretoria, 1998. http://hdl.handle.net/2263/27464.

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In this dissertation a study was undertaken of the function of the public sector manager at the central level of government and of the role which the public manager plays in the human resources management. South Africa is a three-tier state, which consists of the central, provincial and local levels of government. The central government is the supreme body of government entrusted with the responsibility of making policies, rules and giving direction to the entire citizenry. The central government is manned by politicians from different political parties who have to decide on behalf of their el
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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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Bogestedt, Victor, Viktor Johansson, and Kristian Xanthos. "HUMAN RESOURCE MANAGEMENT FUNCTIONS APPLIED TO HEALTHCARE SYSTEM IN DEVELOPING COUNTRIES." Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-52709.

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Ill-health has been identified as the cause and consequence of poverty in Uganda. In April, 2009 the ICT4MPOWER project was launched in order to improve health care delivery in the rural communities of Uganda using Information and Communication Technology. One of the aspects considered, was the development of a human resource management system. Studying quality literature, interviewing possible stakeholders and investigating the current healthcare management information system led to the finding of both tactical and strategic functions for the development of human resources. Mock up interfaces
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Dass, Ted K. "Human resource processes and the role of the human resources function during mergers and acquisitions in the electricity industry." Cincinnati, Ohio : University of Cincinnati, 2008. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1227303612.

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Thesis (Ph.D.)--University of Cincinnati, 2008.<br>Advisor: Ralph Katerberg PhD (Committee Chair), Paula Dubeck PhD (Committee Member), Gail Fairhurst PhD (Committee Member), Joseph Gallo PhD (Committee Member), Suzanne Masterson PhD (Committee Member), Philip Way PhD (Committee Member). Title from electronic thesis title page (viewed Jan. 17, 2009). Keywords: mergers and acquisitions; HR; HR processes; case study; HR function. Includes abstract. Includes bibliographical references.
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Conlin, Ronald P. "A comparative study of leadership skill requirements across sales, human resource and finance functions." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10102770.

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<p> The purposed of this quantitative study was to identify whether leadership skill requirements to perform one&rsquo;s job effectively varies by job function. This research focuses on leadership skill rather than other leadership constructs such as leadership traits because leadership skills can be developed and improved upon. Past research in this area has identified that leadership skill requirements vary by level within an organization (executive, middle management, lower management) but nothing exists examining by job function (Mumford, Campion, &amp; Morgeson, 2007). In this research, t
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Sozer, Seray. "An Evaluation Of Current Human Resource Management Practices In The Turkish Private Sector." Master's thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/12605640/index.pdf.

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This study explored human resource management (HRM) functions of 200 work organizations operating in Turkey using a questionnaire. The participating organizations were the members of either the Personnel Managers Association or the Quality Association in Turkey. Job analysis and design, recruitment and selection, orientation and employee training, performance appraisal, career planning and development, human resource planning, compensation management and incentives, managing employee health and safety were among the fields that were examined. In addition to the prevalent HRM functions, the pro
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Reed, Kevin E. "How Outsourcing Influences the Human Resource Functions in the Federal Government| An Exploratory Multiple Case Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10974137.

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<p> Outsourcing provides organizations the opportunity for cost-saving and increased opportunities to build a competitive advantage, while better utilizing limited resources and focusing efforts on their strategic goals. There was a risk associated with deciding to outsource human resources (HR) functions in the federal government, which can influence management&rsquo;s ability to make informed decisions and affect an organization&rsquo;s effectiveness. Social groups inside an organization can influence knowledge, innovation, and productivity. Research has shown nothing emerges from a social
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Low, Yuen-man Angela. "Would the role change of human resources function from being administrative to being strategic be successful in Hong Kong? /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18831345.

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Schlingemann, Thomas. "The management of human resources on cruise ships : the realities of the roles and relations of the HR function." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/the-management-of-human-resources-on-cruise-ships-the-realities-of-the-roles-and-relations-of-the-hr-function(0c1fdbb9-de5d-4234-9398-7298b7806404).html.

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This thesis aims to contribute to a deeper understanding of human resource management (HRM) within cruise ship organizations. The cruise ship industry is one of the fastest developing sectors within the tourism industry. Therefore, it should come as little surprise that the demand for seafaring human resources has also grown. Assuming that effective management of crew members is key to the effective operation of cruise ships, the specifics and challenges for HRM in this particular organisational context are identified and analysed as well as the realities of the roles and relations of the ship
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Jansson, Timothy, and David Persson. "Management of cross-functional teams: The impact of motivation and Human Resources on efficiency in Swedish organizations." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48729.

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Abstract Background: Facing an ever-changing, complex business world, organizations have become increasingly reliant on methods of dealing with complexity. One contemporary approach is the increasing utilization of cross-functional teams, composed of employees from different individual functions in business organizations. Ensuring the performances of cross-functional teams is increasingly important as their rate of utilization is increasing. Affecting cross-functional performance, motivation has been defined as one, among many factors affecting teams’ performance. Human Resources (HR) in organ
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Books on the topic "Human resources management functions"

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James, Ledvinka, Bergmann Thomas J. 1946-, and Scarpello Vida Gulbinas 1940-, eds. Human resource management: Environments and functions. 2nd ed. South-Western College Pub., 1995.

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James, Ledvinka, ed. Personnel/human resource management: Environments and functions. PWS-Kent Pub. Co., 1988.

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Lussier, Robert N. Human resource management: Functions, applications, skill development. SAGE Publications, 2013.

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R, Hendon John, ed. Human resource management: Functions, applications, skill development. SAGE Publications, 2013.

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Eimicke, Victor W. Managing human resources: Documenting the personnel function. Pergammon Press, 1987.

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Eimicke, Victor W. Managing human resources: Documenting the personnel function. Pergamon Press, 1988.

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W, Boudreau John, and University of Southern California. Center for Effective Organizations., eds. Achieving excellence in human resource management: An assessment of human resource functions. Stanford Business Books, 2009.

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Fitz-enz, Jac. A new vision for human resources : defining the human resources function by its results. Crisp Publications, 1998.

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Fonda, Nickie. Reviewing the personnel function: A toolkit for development. Institute of Personnel and Development, 1995.

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Clutterbuck, David. Raising the profile: Marketing the HR function. Institute of Personnel Management, 1993.

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Book chapters on the topic "Human resources management functions"

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Sharma, R. C., and Nipun Sharma. "Importance, Nature, Scope, Objectives, Principles and Functions of HRM and HR Policy." In Human Resource Management. Routledge India, 2024. http://dx.doi.org/10.4324/9781032628424-3.

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Phillips, Jack J. "Measuring Specific Human Resources Functions." In Accountability in Human Resource Management. Elsevier, 1999. http://dx.doi.org/10.1016/b978-0-88415-396-2.50012-1.

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"Measuring Specific Human Resources Functions." In Accountability in Human Resource Management. Routledge, 2009. http://dx.doi.org/10.4324/9780080498492-12.

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Dale, Peter, and John McLaughlin. "Human Resources Management." In Land Administration. Oxford University Press, 2000. http://dx.doi.org/10.1093/oso/9780198233909.003.0016.

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Effective human resources management is a key ingredient in building and sustaining a country’s land administration infrastructure. Whether it is building new systems or reforming existing ones, the recruitment, training, provision of support for, and evaluation of employees will ultimately be far more important than matters pertaining to technology and process. Yet traditionally, human resources management has not been given much serious attention in the land administration field. Within the broader public administration arena, however, the human resources management function is increasingly
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Guilloux, Veronique, and Michel Kalika. "Human Resources Outsourcing Strategies." In IT Outsourcing. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-770-6.ch073.

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Often, organizations externalize work activities and use employment intermediaries (consulting firms, temporary help agencies, contract companies (Nesheim, Olsen, &amp; Kalleberg 2007). At a functional level, firms tend to externalize business as well so that boundaries of firms are extended. Historically production function, catering, cleaning, security, IT functions have been outsourced for several years. HR outsourcing is far more recent. Several elements will be discussed: HR outsourcing definition, typology, process management, and research perspectives on performance.
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Guilloux, Veronique, and Michel Kalika. "Human Resources Outsourcing Strategies." In Encyclopedia of Human Resources Information Systems. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch070.

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Often, organizations externalize work activities and use employment intermediaries (consulting firms, temporary help agencies, contract companies (Nesheim, Olsen, &amp; Kalleberg 2007). At a functional level, firms tend to externalize business as well so that boundaries of firms are extended. Historically production function, catering, cleaning, security, IT functions have been outsourced for several years. HR outsourcing is far more recent. Several elements will be discussed: HR outsourcing definition, typology, process management, and research perspectives on performance.
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Parry, Emma. "The Benefits of Using Technology in Human Resource Management." In Information Resources Management. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-965-1.ch301.

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The use of technology within human resource management has grown considerably over the last decade with the majority of organizations now using some form of HR information system (HRIS). For instance, in Europe, Watson-Wyatt (2002) found that 70% of the organizations surveyed used the Internet or Intranet to deliver HR services to employees with most respondents planning to enhance substantially their e-HR capabilities over the two years after the survey. In the UK alone, survey research by the Chartered Institute of Personnel and Development in 2005 showed that 77% of organizations used an HR
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Pande, Prof (Dr ). Mohan Chandra, and Ms Rajni. "HUMAN RESOURCE MANAGEMENT IN EDUCATION." In Futuristic Trends in Management Volume 3 Book 16. Iterative International Publisher, Selfypage Developers Pvt Ltd, 2024. http://dx.doi.org/10.58532/v3bfma16p3ch3.

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Human resources have a significant role in every activity of an institution, including educational institutions. Human resource management in education is a very important tool for the growth of teachers in educational institutions. This is due to the fact that educators are the main tool for fulfilling educational objectives and, as a result, contributing to national development. Human resources must be able to be managed or regulated properly in accordance with their functions. Human resources can play a vital role in accordance with their duties and functions in the institution in which the
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Li, Zhang, Wang Dan, and Chang Lei. "Implementation of ERP in Human Resource Management." In Information Resources Management. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-965-1.ch404.

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In 1999, Peter Drucker said: “A new Information Revolution is well under way. It is not a revolution in technology, machinery, techniques, software or speed. It is a revolution in concepts.” As a result of information technology (IT) innovation and reorganization, enterprise resource planning (ERP) was proposed by the Gartner Group in the early 1990s. It is a successor to manufacturing resource planning (MRP II) and attempts to unify all departmental systems together into a single, integrated software program that runs off a single database so that the various departments can more easily share
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Bal, Yasemin, and Serdar Bozkurt. "Globalization and Human Resources Management." In Cultural and Technological Influences on Global Business. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-3966-9.ch001.

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As a result of globalization, many firms have begun to compete on a worldwide basis. This situation has led Human Resources Management (HRM) to gain more importance in the global arena and “international HRM” field. Over the past few decades, international HRM has gained considerable attention from both academicians and practitioners. The increasing globalization of business has required organizations to manage their workforces effectively. Managing a foreign workforce can differ drastically from managing a domestic one. HRM in the international context requires managing diverse workforces ori
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Conference papers on the topic "Human resources management functions"

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Coman, Ecaterina, and Radu Tudorica. "LEAN SOLUTIONS IN CASE MANAGEMENT IN SOCIAL WORK." In 11th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2024. SGEM WORLD SCIENCE, 2024. https://doi.org/10.35603/sws.iscss.2024/s07/42.

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The transition to the market economy and the recalibration of budgets, financial independency and the transfer of responsibility to the local level in the management of social work budgets have caused concerns for the rational spending of money intended for these activities. We are still very far from managing these budgets fairly and efficiently, but the direction is very clear: the money will be little and must be used efficiently. The health and economic crisis that followed should lead to efficiency in the first phase and then to effectiveness and sustainability in the second. This require
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Chilikova, Mila. "THE BULGARIAN TICHA RESERVOIR FUNCTION IN 2017-2023 PERIOD." In 24th SGEM International Multidisciplinary Scientific GeoConference 2024. STEF92 Technology, 2024. https://doi.org/10.5593/sgem2024/5.1/s20.34.

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The sustainable water management is a process based on a brief knowledge about the water resources availability. The water lack or excess in the form of droughts or flooding, and/or improper water use can cause serious disruptions in the water management process with negative effects on the water supply, economy, and the human and ecosystems well-being. To minimize the negative consequences a specialized research is needed. It requires a complex study that allows objectively detecting of critical aspects in the water management process. In help of water managers and professionals in the area t
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Zdravković, Ljubiša, and Ljubica Zdravković. "NTERNATIONAL HUMAN RESOURCES MANAGEMENT." In International scientific conference challenges and open issues of service law. Vol. 2. University of Kragujevac, Faculty of law, 2024. http://dx.doi.org/10.46793/xxmajsko2.613z.

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In search of labor force, cheaper raw materials, tax benefits and new markets, an increasing number of companies are involved in international flows and business. On that occasion, they face numerous challenges related to the diversity of the environment, where the business partners come from, that is, the countries in which the branches are opened. As a consequence of that, a special segment of human resource management - international human resource management - has been intensively developing over the past few decades. International human resources management is a set of activities, functio
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Sadigov, Rahim. "CONCEPTUAL BASES OF STRATEGIC HUMAN RESOURCE MANAGEMENT." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.62.

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The main purpose of the research paper is to study the strategic management of human resources in industrial enterprises, career development and stimulation in the activity. Labor resources are active elements in the production of goods, the creation of material wealth and the provision of services to society. Human resources are important ones in all areas of the national economy. Human resources act as a creative component in the organization and management using their mental, spiritual and psychological capabilities. Human resources study and analyze technical, technological possibilities a
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Cheng, Xinghua. "Relationship Between Performance and Other Functions of Human Resources Management." In Proceedings of the 2019 International Conference on Economic Management and Cultural Industry (ICEMCI 2019). Atlantis Press, 2019. http://dx.doi.org/10.2991/aebmr.k.191217.081.

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Sitnikov, D. Catalina, Ionela Staneci, Mariana Paraschiva Olaru, Costinel Cristian Militaru, and Silvia Mioara Troi. "INTERNAL AUDIT OF HUMAN RESOURCES - BASIC FUNCTION OF HUMAN RESOURCES MANAGEMENT." In 7th SWS International Scientific Conference on SOCIAL SCIENCES - ISCSS 2020 Proceedings. STEF92 Technology, 2020. http://dx.doi.org/10.5593/sws.iscss.2020.7.1/s04.28.

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Karaman, Ömer Faruk. "Human Resource Management Problems in Turkish Business in Bishkek." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01423.

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Human Resource Management of the basic concepts of this study, applications, functions, International Human Resources Development of management, the impact of globalization, showing the current location and activities in Kyrgyzstan aimed to determine international firms HRM issues. These problems have been introduced as a result of business manager one to one meeting with. Selected businesses are based in Turkey. The reason are Turkish companies seeking to operate in Kyrgyzstan. Especially in recent years, bilateral relations between Kyrgyzstan and Turkey are developing. Proliferation of Turki
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Qasim Husein Haidar, Sinan. "Human resources strategies and their implications for achieving sustainable competitive advantage /." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/uhdicearnc/8.

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Human resource management is one of the most important functions of management ‎because it focuses on the human element, which is considered the most valuable resource ‎for management and the most influential in productivity at all. Rather, the productivity of ‎the organization depends on the extent to which business organizations possess qualified ‎individuals who are considered among the competitive sources on which the organization ‎depends within the business sector. Business companies are not a competition within the ‎financial sector or profits, but competition is based on the extent to
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Qasim Husein Haidar, Sinan. "Human resources strategies and their implications for achieving sustainable competitive advantage /." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/icearnc/8.

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Human resource management is one of the most important functions of management ‎because it focuses on the human element, which is considered the most valuable resource ‎for management and the most influential in productivity at all. Rather, the productivity of ‎the organization depends on the extent to which business organizations possess qualified ‎individuals who are considered among the competitive sources on which the organization ‎depends within the business sector. Business companies are not a competition within the ‎financial sector or profits, but competition is based on the extent to
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Vochin, Oana Alexandra, Alexandra Maria Sârbu, Rodica Pamfilie, and Roxana Sârbu. "The Role of Human Resources Function in Promoting Sustainability on Oil & Gas Industry." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/069.

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This article presents the level of awareness among Human Resources managers and professionals of an Austrian oil &amp; gas company with regards to Green Human Resource Management (GHRM). This is an approach with focus on integrating environmental sustainability practices into various HR functions within an organization. In addition, it recognizes that HR plays a crucial role in promoting and supporting sustainability by aligning the related policies and practices when it comes to talent attraction and retention, diversity, equity and non-discrimination or training and organizational effectiven
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Reports on the topic "Human resources management functions"

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Jakubonis, Džiugas, and Rasa Romerytė-Šereikienė. Application of Innovations in Human Resources Management. Vilnius Business College, 2024. http://dx.doi.org/10.57005/ab.2024.1.5.

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Innovation in human resources management in today's fast forward changing world became crucial for the success of modern businesses. It is believed that human resources management (HRM) is one of the most important functions of the organisation, which helps to ensure business efficiency, competitiveness, and stability. Human resources management is no longer just instructions from a higher manager to the lower, that is the entire system of employee management, whereby the company seeks to be innovative, competitive, attractive to employees, creating workplaces, adapting to both economic and ma
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Eng, Netra, and David Craig. Accountability and Human Resource management in Decentralised Cambodia. Cambodia Development Resource Institute, 2009. https://doi.org/10.64202/wp.40.200903.

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This working paper explores the complexities of accountability and human resource management (HRM) within Cambodia’s civil service, particularly in the context of decentralisation and deconcentration (D&amp;D) reforms. It critically examines how centralised control, politicisation, and neo-patrimonial governance structures undermine sub-national accountability and the effectiveness of HRM. Drawing on fieldwork, case studies, and literature review, the paper identifies key constraints such as non-meritocratic recruitment, low pay, fragmented donor modalities, and weak institutional capacity. Th
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3

Pak, Kimchoeun, and David Craig. Accountability and Public Expenditure Management in Decentralised Cambodia. Cambodia Development Resource Institute, 2008. https://doi.org/10.64202/wp.38.200807.

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Cambodia is entering a new phase of decentralisation and deconcentration (D&amp;D), aiming to restructure sub-national administration, particularly at the provincial level. The reform seeks to establish unified provincial and district administrations accountable to both the central government and local populations, supported by transparent allocation of functions and funding. However, the mechanisms for achieving accountable fiscal relationships remain unclear, and provincial public finance arrangements are poorly understood. Drawing on three years of research within a broader study on sub-nat
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4

Kraynova, O. S., and E. E. Egorov. Human resources management in services industry. Ljournal, 2015. http://dx.doi.org/10.18411/kray-2015-book-00075.

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Agrawal, Asha Weinstein, Evelyn Blumenberg, Anastasia Loukaitou-Sideris, and Brittney Lu. Understanding Workforce Diversity in the Transit Industry: Establishing a Baseline of Diversity Demographics. Mineta Transportation Institute, 2024. http://dx.doi.org/10.31979/mti.2024.2213.

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This study provides baseline data on the status of the racial/ethnic and gender diversity of the transit agency workforce in the U.S. and identifies potential barriers and promising practices for diversifying this workforce. Public transit agencies function best when the diversity of their workforce represents the communities they serve, yet previous research finds an underrepresentation of women and minorities in senior and managerial roles, along with an overconcentration of men and workers of color—particularly Black workers—in operational roles (e.g., drivers, janitors). The study updates
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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds th
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Soldano, Miguel, Michelle Fryer, Euric Allan Bobb, et al. Evaluation of the Results of the Realignment. Inter-American Development Bank, 2014. http://dx.doi.org/10.18235/0010579.

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The Realignment defined four key goals to respond to a perceived loss of Bank relevance and presence in LAC: sharpening sector focus and expertise, sharpening country focus, strengthening risk- and results-based management, and enhancing institutional efficiency. To achieve these goals, it proposed adjustments to the Bank's structure, processes, and human resources and incentives which included, among other things, the introduction of a new matrix organization, the delegation of additional responsibilities to country offices and project team leaders, the updating of operational and corporate p
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Kraynova, O. S., and D. M. Sataeva. The maintenance of human resources for the concept total quality management in services industry. Ljournal, 2018. http://dx.doi.org/10.18411/kray-2018-book-00072.

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9

Williams, Penny, Tyge Kummer, Mazlan Maskor, and Catherine Kennon. The State of AI in Australian Human Resources. Australian Human Resource Institute, 2024. https://doi.org/10.5204/rep.eprints.254106.

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Alongside work of all forms, the human resources profession is undergoing a transformation fuelled by rapid developments in artificial intelligence (AI) and the automation of HR and Management processes. This report presents findings from research undertaken as a collaboration between Queensland University of Technology (QUT) and the Australian Human Resources Institute (AHRI), to understand how these transformations are shaping the experiences of HR professionals in Australia, including their concerns and perspectives on the use of Generative AI in the workplace.
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10

Journeay, M., J. Z. K. Yip, C. L. Wagner, P. LeSueur, and T. Hobbs. Social vulnerability to natural hazards in Canada. Natural Resources Canada/CMSS/Information Management, 2022. http://dx.doi.org/10.4095/330295.

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While we are exposed to the physical effects of natural hazard processes, certain groups within a community often bear a disproportionate share of the negative consequences when a disaster strikes. This study addresses questions of why some places and population groups in Canada are more vulnerable to natural hazard processes than others, who is most likely to bear the greatest burden of risk within a given community or region, and what are the underlying factors that disproportionally affect the capacities of individuals and groups to withstand, cope with, and recover from the impacts and dow
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