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Academic literature on the topic 'Industrial relations Personnel management Industrial relations Personnel management Labor policy Corporations'
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Journal articles on the topic "Industrial relations Personnel management Industrial relations Personnel management Labor policy Corporations"
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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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Breen, William J. "Social Science and State Policy in World War II: Human Relations, Pedagogy, and Industrial Training, 1940–1945." Business History Review 76, no. 2 (2002): 233–66. http://dx.doi.org/10.2307/4127839.
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During World War II, the organization Training Within Industry (TWI) developed programs to help industry cope with the flood of new and unskilled war workers. Guided by representatives of the new profession of personnel management and assisted by university-based social scientists, the organization developed innovative methods of industrial training that drew on both the scientific management tradition and the newer human relations approach fostered by the Hawthorne experiments. The introduction of the human relations approach was severely criticized in the postwar era for its manipulative potential, but the wartime training program on which it wasbased did not exhibit that tendency. Moreover, management, which theoretically should have embraced TWI programs, was unsupportive, and organized labor, which had reason to be suspicious, wasvery responsive. Workplace reform, not the psychological conditioning of workers, drove the TWI programs.
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Doherty, Robert E. "Book Review: Historical Studies: The Facts on File Dictionary of Personnel Management and Labor Relations, Roberts' Dictionary of Industrial Relations." ILR Review 40, no. 4 (July 1987): 636–37. http://dx.doi.org/10.1177/001979398704000439.
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Nikolaev, Nikolay Alekseevich. "Methods of improving personnel management at enterprise as factor of labor efficiency and productivity." Vestnik of Astrakhan State Technical University. Series: Economics 2020, no. 2 (June 30, 2020): 38–49. http://dx.doi.org/10.24143/2073-5537-2020-2-38-49.
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The paper highlights the relevance of increasing the labor efficiency of personnel at the enterprise level. The level of labor productivity at Russian industrial enterprises is found several times lower than at the enterprises in the United States of America. There has been carried out a review of modern Russian scientific and methodological literature to evaluate the effectiveness of the personnel management systems. A significant number of methodological tools for assessing and improving the personnel management system of the enterprise have been identified. At the same time, there are no studies of methods assessing the personnel management systems ensuring the key properties of the personnel, which is especially important for the survival, increase of competitiveness and enterprise development in a highly competitive innovation environment. There has been presented the methodical approach to the assessment and improvement of the personnel management system of the enterprise as a factor in increasing the productivity and efficiency of labor. The criteria and indicators for assessing the personnel management system of the enterprise are developed. The key properties of the personnel management system are the goal-directedness of the personnel’s activities, the level of motivation to achieve the goals of the enterprise, the coordination
of staff interaction, the correspondence of the quantity and quality of personnel to the requirements for the performance of labor functions and the goals of the enterprise, and the quality of personnel labor management. The author’s approach to assessing the type of social and labor relations of staff based on the ratio of values, interests, coordination of interaction and socio-psychological working conditions is formulated. There has been revealed an empirical dependence of the impact of the state of the personnel management system on performance indicators, personnel labor productivity, as well as the dynamics of the enterprise. Based on the studies, a direct empirical dependence
of personnel performance factors on the integral indicator of the state of the personnel management system was established. The results of testing methodological recommendations on improving the personnel management system at the enterprise using the author's approach are presented.
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Stozhko, Dmitriy, and Konstantin Stozhko. "Creative personnel management of a regional agroindustrial complex in conditions of macroeconomic instability." Agrarian Bulletin of the 201, no. 10 (October 29, 2020): 73–83. http://dx.doi.org/10.32417/1997-4868-2020-201-10-73-83.
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Abstract. The purpose of the study is to analyze and evaluate creative innovative technologies for personnel management of agricultural enterprises in the context of macroeconomic instability and uncertainty. The object of the study. The development of innovative technologies is an important condition for the formation of creative management of the personnel of enterprises. In the context of the transition to a new technological structure and the modern scientific and industrial revolution, fundamentally new technologies for human resource management arise and develop. Modern society is a society of a new type, a “risk society” (W. Beck). Therefore, creative management includes not only innovative approaches to solving the problems of personnel policy, but also new technologies for working with risks. In the context of growing macroeconomic instability and uncertainty, creative personnel management is a risk-oriented practice of recruiting, placing and organizing the work of specialists, developing their professional qualities. Methods. The study used the methods of structural-functional, program-target and comparative analysis. The subject of the research is new technologies of risk-oriented creative personnel management of agricultural enterprises. The object of the research is the personnel management system as an integral element of the system of social and labor relations. Results. The main factors of macroeconomic instability and uncertainty are identified. A detailed classification of existing personnel risks is given. The features are revealed and the practice of new technologies of personnel management is analyzed (blockchain, crowdstaffing, crowdfunding, crowdsourcing, etc.). The difficulties of adapting creative technologies of personnel management to modern conditions are shown. The thesis about the expediency of developing the practice of labor self-government at modern enterprises is argued. Scientific novelty. The author's interpretation of the essence of creative personnel management is formulated and reasoned, and its difference from innovative management is revealed. Shown is the most important manifestation of the creativity of personnel management associated with the management of personnel risks in the context of macroeconomic instability.
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Acharya, Ravi. "Abstracts Indian Management Research." Vikalpa: The Journal for Decision Makers 12, no. 1 (January 1987): 77–86. http://dx.doi.org/10.1177/0256090919870111.
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Abstracts of management research in India are intended to facilitate research in management. The Indian Council of Social Science Research. New Delhi, sponsors the abstracting service. Vikalpa would very much appreciate it if the authors send a reprint of their articles in management and related disciplines to Vikalpa office. Their inclusion will help render the referencing service complete. The areas of management covered in the abstracts are: Financial Management. Management Accounting, and Control; Marketing; Organization and Administration; Personnel Management and Industrial Relations; production management, Computers, and Operations Research; General Management; and Policy, Planning, and Development.
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Jacoby, Sanford M. "Employee Attitude Testing at Sears, Roebuck and Company, 1938–1960." Business History Review 60, no. 4 (1986): 602–32. http://dx.doi.org/10.2307/3115660.
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Despite recent interest in the history of the American worker, relatively little attention has been paid to the evolution of corporate employment and labor relations practices, particularly in the nonunion sector. In this article, Professor Jacoby examines the employee attitude testing program at Sears, Roebuck and Company and places it in a larger historical context as well as in the narrower framework of developments in personnel relations. During the 1940s and 1950s the Sears program was one of the most innovative and sophisticated applications of behavioral science to workplace problems, and it served as a model for many other companies. Although the testing program was developed as part of an ongoing effort to forestall unionization, it also had a research component that made important contributions to a number of academic disciplines, particularly organizational theory and industrial sociology.
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Stewart, Andrew. "Fair Work Australia: The Commission Reborn?" Journal of Industrial Relations 53, no. 5 (November 2011): 563–77. http://dx.doi.org/10.1177/0022185611419600.
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Fair Work Australia is a new institution created in 2009 to perform a range of functions under the Fair Work legislation – although it is far from the ‘one-stop shop’ that Labor had originally promised. It has much in common with the body it principally replaced, the Australian Industrial Relations Commission, not least in terms of its personnel. Yet, at the same time, it has the freedom to operate in ways that have more in common with two other antecedents, the Workplace Authority and the Australian Fair Pay Commission. This article explores the character of the new agency and the processes it has chosen to adopt for four key functions: the approval of enterprise agreements; the resolution of unfair dismissal claims; wage fixation; and the setting and variation of minimum standards.
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Quick, R. C., W. J. Sonnenstuhl, and H. M. Trice. "Educating the Employee Assistance Professional: Cornell University's Employee Assistance Education and Research Program." Public Personnel Management 16, no. 4 (December 1987): 333–43. http://dx.doi.org/10.1177/009102608701600406.
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This article outlines in considerable detail Cornell University's Employee Assistance Education and Research Program which is funded by the New York State Department of Alcoholism and Alcohol Abuse, in cooperation with the Christopher D. Smithers Foundation of Mill Neck, NY. It utilizes an academic curriculum in combination with field experience to further develop the EAP profession. It has been on-going since the Fall of 1985 in various New York State cities (Syracuse, New York, Rochester, and Albany) and will soon expand to include Buffalo and Long Island. The authors were assisted with implementation of the program by Bernard Flaherty, who acts as its co-director, and who is Director of the Central District of Cornell's Extension Division of the School of Industrial and Labor Relations. In addition, the article addresses a dilemma faced by personnel executives as they try to reach decisions about how to assure quality in the EAP programs, and in the personnel who staff them. On the one hand, they seek practical, applied programs that can be readily implemented and attractive to employees. On the other, there is a need to feel confident that the EAP personnel they employ are thoroughly acquainted with the workplace, and with the treatment place, and have a sound understanding of the emotional disturbances that cause troubled employees to be poor performers.
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Kozlova, Olga, Elena Dolbnya, and Maria Vasilyeva. "Expats in Russian Insurance Management." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2020, no. 3 (October 16, 2020): 368–74. http://dx.doi.org/10.21603/2500-3372-2020-5-3-368-374.
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The article considers the issues of attracting expats to Russia. They were first employed in insurance management in the 1990s. The process was connected with the formation of market relations and the need to attract qualified foreign specialists. Employing expats has several advantages, e.g. advanced business technologies, improving the image of enterprises, personnel training, etc. However, attracting expats has a number of drawbacks, such as the costs associated with remuneration, family support, and extra bonuses. Employing expats has not found wide application in insurance management, since insurance markets vary significantly in institutional and industrial aspects. The automatic transfer of foreign business technologies is limited by legislation, as well as by cultural and historical traditions of Russia. The research objective was to evaluate the activities of expats in Russia, to identify the positive and negative aspects of this phenomenon both for the expats themselves and the country that attracted them, and to justify the limitations of their involvement in insurance management. The research featured the phenomenon of expats in labor markets and their activities in the Russian insurance market. The study revealed the problems associated with the insurance market of the Russian Federation, as well as some options for attracting expats to the Russian insurance management.
Dissertations / Theses on the topic "Industrial relations Personnel management Industrial relations Personnel management Labor policy Corporations"
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Oladeinde, Olusegun Olurotimi. "Management and the dynamics of labour process: study of workplace relations in an oil refinery, Nigeria." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003087.
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The focus of this thesis is on labour-management relations in the Nigerian National Petroleum Corporation (NNPC), Nigeria. The study explores current managerial practices in the corporation and their effects on the intensification of work, and how the management sought to control workers and the labour process. The study explores the experiences of workers and their perception of managerial practices. Evidence suggests that managerial practices and their impacts on workplace relations in NNPC have become more subtle, with wider implications for workers’ experience and the labour process. Using primary data obtained through interviews, participant observation, and documentary sources, the thesis assesses how managerial practices are varieties of controls of labour in which workers’ consent is also embedded. This embeddedness of the labour process generates new types of worker subjectivity and identity, with significant implications for labour relations. The study suggests that multiple dimensions of workers’ sense-making reflect the structural and subjective dimensions of the labour process. In NNPC, the consequence of managerial practices has been an emergence of a new type of subjectivity; one that has closely identified with the corporate values and is not overtly disposed towards resistance or dissent. While workers consent at NNPC continues to be an outcome of managerial practices, the thesis examined its implications. The thesis seeks to explain the effects of managerial control mechanisms in shaping workers’ experience and identity. However, the thesis shows that while workers remain susceptible to these forms of managerial influence, an erasure or closure of oppositions or recalcitrance will not adequately account for workers’ identity-formation. The thesis shows that while managerial control remains significant, workers inhabit domains that are ‘unmanaged’ and ‘unmanageable’ where ‘resistance’ and ‘misbehaviour’ reside. Without a conceptual and empirical interrogation, evidence of normative and mutual benefits of managerial practices or a submissive image of workers will produce images of workers that obscure their covert opposition and resistance. Workers ‘collude’ with the ‘hubris’ of management in order to invert and subvert managerial practices and intentions. Through theoretical reconceptualization, the thesis demonstrates the specific dimensions of these inversions and subversions. The thesis therefore seeks to re-insert “worker-agency” back into the analysis of power-relations in the workplace; agency that is not overtly under the absolute grip of managerial control, but with a multiplicity of identities and multilevel manifestations.
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Prendergast, Canice John. "Theories of internal labor markets." 1989. http://catalog.hathitrust.org/api/volumes/oclc/29347477.html.
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Landis, Helga. "An investigation into the effectiveness of a decentralised human resources structure in a South African financial institution in comparison with world class practices." Thesis, 2014. http://hdl.handle.net/10210/12163.
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Olivier, Pieter. "Kritiese evaluering van die bestaande prestasie-evalueringstelsels in die Departement van Korrektiewe Dienste." Thesis, 2011. http://hdl.handle.net/10210/4169.
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M.Phil.A critical task in the management of human resources is the evaluation of employees. All organizations must face up to the challenge of how to evaluate, utilize and develop the skills and abilities of their employees to ensure that organizational goals are achieved, and also to ensure that individuals gain as much satisfaction as possible from their jobs while making effective contributions. The objective of performance evaluation is the following: • To identify management potential • To recognize performance through: promotion merit awards • To identify shortcomings and to rectify it • To establish training needs • To consider transfer/redeployment In order to succeed with this important management task, it is essential for any organization to have a performance evaluation system which can guarantee an objective, factual and reliable result.
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Cameron-Dow, George Xavier. "Factors influencing the formulation and implementation of human resource policy." Thesis, 1994. http://hdl.handle.net/10539/22063.
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A research report submitted to the Faculty of Management, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Management. Johannesburg, January 1994.The purpose of this study was to identify the factorS involved in the process of Human Resource policy formulation and implementation as well as to determine who the stakeholders are and to what extent they are consulted in the process. A further objective of this exploratory research was to gather empirical date that would serve as the basis for the development of a generic human resource policy formUlation and implementation model. [Abbreviated Abstract. Open document to view full version]
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Claassen, Petrus. "Ondernemingsrasionalisasie : die uitdagings wat dit aan mannekragbestuur bied." Thesis, 2014. http://hdl.handle.net/10210/12944.
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Heppell, Nancy. "Le roulement du personnel et la performance organisationnelle : l’effet modérateur des pratiques de gestion des ressources humaines." Thèse, 2011. http://hdl.handle.net/1866/6168.
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Notre recherche a pour but d’étudier la relation entre le roulement du personnel et la performance organisationnelle tout en mettant en évidence l’effet modérateur des pratiques de gestion des ressources humaines (GRH). De type empirique, cette étude utilise des données provenant de 241 caisses populaires Desjardins faisant partie de la Fédération des caisses Desjardins de Montréal et de l’Ouest-du-Québec dans le secteur bancaire.
Notre étude repose sur les fondements théoriques d’Arthur (1994) et de Guthrie (2001) qui soutiennent qu’un roulement élevé dans les organisations diminue la performance organisationnelle. De plus, ces auteurs soutiennent que la stratégie de gestion des ressources humaines (GRH) adoptée par les organisations intervient dans le lien entre le roulement du personnel et la performance organisationnelle. C’est ainsi que, plus les organisations investissent dans leurs pratiques de GRH, plus les départs d’employés seront coûteux car celles-ci perdront alors les investissements faits et les retours attendus, ce qui affectera encore plus négativement la performance organisationnelle. C’est pourquoi, il apparaît nécessaire et intéressant de prendre en compte la gestion des ressources humaines comme contexte dans l’étude du lien entre le roulement du personnel et la performance organisationnelle.
Nos résultats montrent que le roulement du personnel influence la performance organisationnelle. Plus particulièrement, nous constatons que le roulement du personnel diminue la productivité et augmente les coûts. Qui plus est, nos analyses ont décelé un effet modérateur des pratiques GRH. En effet, nous observons que l’impact du roulement du personnel sur la performance organisationnelle est plus nuisible pour les entreprises lorsque celles-ci implantent plus de pratiques de mobilisation. De plus, on observe que l’impact du roulement du personnel sur la performance organisationnelle est atténué lorsque les entreprises implantent plus de pratiques d’implication.
Cette étude illustre bien la pertinence de tenir compte de la gestion des ressources humaines implantée dans les organisations afin d’expliquer de l’impact du roulement du personnel sur la performance organisationnelle. Ainsi, cette étude permet aux gestionnaires de mieux saisir l’effet du roulement du personnel sur la performance organisationnelle et de les aider à adopter les stratégies ressources humaines adéquates susceptibles d’influencer l’impact du roulement sur la performance de l’organisation.
Mots clés : roulement, taux de roulement, performance organisationnelle, gestion des ressources humaines, productivité, efficience, rentabilité.The purpose of this study is to examine the relationship between turnover and organizational performance, as well as to highlight the moderating effect of human resources practices on this relationship. This empirical research is based on sample of 241 Desjardins caisses populaires establishments, members of la Fédération des caisses Desjardins of Montréal and West of Québec in credit union sector. This study uses the theoretical framework of Arthur (1994) and Guthrie (2001) which suggests that turnover has a negative effect on organizational performance. Moreover, these authors suggest that human resources strategies will moderate in the relationship between turnover and organizational performance. In fact, the more organizations invest in human resources practices, the more employees’ departures are expensive because organizations lose this investment and the expected benefits related to it, which will, in return, affect organizational performance. Therefore, it would be relevant to consider the human resources strategies in the relationship between turnover and organizational performance. The results of the present study show a negative relationship between turnover and organizational performance. More precisely, we notice that turnover decreases productivity and increases costs. The moderating effect of human resources practices was significant. In fact, the effect between turnover and organizational performance is more negative when “commitment” human resources practices are implemented. Also, the association between turnover and organizational performance is attenuated when “involvement” human resources practices are implemented. This study illustrates the importance to consider human resources strategies in the organization to better qualify the impact of turnover on organizational performance. Therefore, this study might help management to adjust their human resources strategies to influence the impact of turnover on organizational performance. Key words: quit rate, turnover, organizational performance, human resources management, productivity, financial profit.
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"Die uitwerking van nuwe munisipale wetgewing op menslike hulpbronpraktyke by 'n middel grootte plaaslike bestuur in Mpumalanga." Thesis, 2012. http://hdl.handle.net/10210/5569.
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M.Phil.Na die nasionale munisipale verkiesings staan nuwe plaaslike munisipaliteite voor die grootste uitdaging ooit ten opsigte van dienslewering aan die gemeenskappe wat hulle bedien (Business Day, 2000, 12 Julie). Daar word berig dat slegs 20% van huishoudings in die Suid Afrikaanse samelewing het nie toegang tot skoon drinkwater en basiese sanitasie dienste het nie. Meer as 30% huishoudings het nie elektrisiteit nie en ongeveer 40% beskik nie oor vullisverwyderingsdienste nie (Business Day, 2000, 12 Julie). Van die huishoudings wat wel dienste ontvang, betaal 68% hulle munisipale rekenings stiptelik terwyl 1,4 miljoen huishoudings hulle huur en dienste gelde nie gereeld betaal nie. (Sake Beeld, 2000, 4 Julie). Gevolglik gaan plaaslike owerhede gebuk onder geweldige finansiele nood. Ongeveer 151 van die 843 munisipaliteite van Suid Afrika is in 'n krisis situasie terwyl byna die helfte van hulle finansiele probleme het. (Beeld, 1999, 22 Julie). Daar is selfs plaaslike owerhede wat pensioenfonds-, werkloosheidsversekering- en belastingbydraes gebruik om te betaal vir operasionele kostes. (Beeld, 2000, 27 Maart). Die Munisipale Afbakeningsraad het die aantal munisipaliteite in Suid Afrika verminder van 843 tot 232. In Mpumalanga alleen is die bestaande 55 munisipaliteite verminder na 25, 'n vermindering van ongeveer 50%. (Beeld, 1999, 16 November). Slegs 3 munisipaliteite in Mpumalanga funksioneer behoorlik terwyl 12 in 'n kritieke toestand is (Provinsiale Beeld, 1999, 25 November). Nader aan die tuisfront het die munisipale funksies van Ogies in duie gestort as gevolg van gebrek aan bekwaamheid van personeel. Ongeveer 20% van die inwoners betaal vir munisipale dienste (Provinsiale Beeld, 1999, 26 Julie). Die samevoeging van munisipaliteite behoort Iewensvatbaar in die hand te werk.
Books on the topic "Industrial relations Personnel management Industrial relations Personnel management Labor policy Corporations"
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Bhargava, P. P. Issues in personnel management. Jaipur, India: Printwell Publishers, 1990.
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Blyton, Paul. The dynamics of employee relations. 3rd ed. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2004.
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A, McLean Robert, and Dreher George F, eds. Labor markets and human resource management. Glenview, Ill: Scott, Foresman, 1988.
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China's changing workplace: Dynamism, diversity and disparity. New York, NY: Routledge, 2011.
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M, Shafritz Jay, and Facts on File Inc, eds. The Facts on File dictionary of personnel management and labor relations. 2nd ed. New York, N.Y: Facts on File, Inc., 1985.
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Sengo Nihon ni okeru rōmu kanri to rōdō seisaku. Nagoya-shi: Chūkyō Daigaku Shōgaku Kenkyū Sōsho Henshū Iinkai, 1986.
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KOILAF. A manual for labor management for foreign investors. Seoul, Korea: KOILAF, 2001.
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Petzall, Stanley B. Australian industrial relations: In an Asian context. 2nd ed. Emerald, Vic: Eruditions Pub., 2003.
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O'Grady, John. Job control unionism vs. the new human resource management model. Kingston, Ont., Canada: IRC Press, Queen's University of Kingston, 1995.
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