Relevant bibliographies by topics / Labour, organization and personnel management

Contents

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

Academic literature on the topic 'Labour, organization and personnel management'

Author: Grafiati
Published: 4 June 2021
Last updated: 12 February 2022

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

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Labour, organization and personnel management.'

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

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

Journal articles on the topic "Labour, organization and personnel management"

1

Иваненко and Marina Ivanenko. "Systematic Approach to the Management of Labour Motivation of Personnel Service Organizations." Management of the Personnel and Intellectual Resources in Russia 4, no. 3 (June 17, 2015): 28–31. http://dx.doi.org/10.12737/12090.

Full text
Abstract:
The article discusses the components of the system of labour motivation. The author conducted a comparative analysis of the concept of “work motivation”. Presents the components of work motivation in the context of a systematic approach. The introduction of a systematic approach in the activities of the service organization will optimize the management of human resources, which in turn, will increase its competitive advantage. The author focuses on trichotomies the nature of labour motivation, namely the presence of three interdependent subsystems. In connection with this motivation should be considered it must be based on three components — a set of motives, incentives and employment. The main elements of the system work motivation service organizations include: the content of the work, wages, social contacts, self-education and support, autonomy, self-realization, organizational culture.
APA, Harvard, Vancouver, ISO, and other styles
2

Katkasova, Larisa. "Assessment of the labour potential ssessment of the labour potential of paramedical workers (fragment of f paramedical workers (fragment of research work)." Medsestra (Nurse), no. 2 (February 1, 2020): 48–56. http://dx.doi.org/10.33920/med-05-2002-08.

Full text
Abstract:
At present, in the process of innovative development of health care in the Russian Federation, the personnel policy of medical organizations is becoming important. In this regard, the basis of labour resources management is the increasing role of the personality of the specialist, knowledge of his or her motivation, ability to shape and direct them in accordance with the tasks facing the organization. The effectiveness of health workers, including nursing personnel, depends on such an indicator as labour potencial.
APA, Harvard, Vancouver, ISO, and other styles
3

Печеркина and A. Pecherkina. "Management of occupational health personnel of educational institution." Management of the Personnel and Intellectual Resources in Russia 3, no. 3 (June 17, 2014): 26–29. http://dx.doi.org/10.12737/4873.

Full text
Abstract:
Management of occupational health personnel of the educational institutions currently acquires special significance. This is because health provides performance and productivity of the employee’s activity and as a result the efficiency of the organization as a whole. In the article on the basis of the analysis of the works of domestic and foreign authors is given a definition of the notion of «professional health educators, determined the characteristics of educational activities, and symptoms of professional health of the teacher. This allowed to identify activities on health management educators in the following areas: the creation of a culture of a healthy way of life, organization and protection of labour and the workplace, the organization of psychological and emotional discharge, treatment and prevention activities.
APA, Harvard, Vancouver, ISO, and other styles
4

Yarasheva, Aziza. "Reproduction of labour resources in the Moscow health organizations." Living Standards of the Population in the Regions of Russia 17, no. 2 (June 9, 2021): 243–51. http://dx.doi.org/10.19181/lsprr.2021.17.2.8.

Full text
Abstract:
The article is aimed at studying topical issues related to the conditions for the reproduction of labour resources. Its key concepts and basic provisions are associated with a group of factors influencing this process: organizational and economic (improving the organization of production and management) and socio-psychological (improving working conditions, moral and psychological climate in the team). The results of a study (2019-2020) are presented on the development of the institution of mentoring in organizations of the capital's health care and methods for assessing the motivation of medical personnel to work. The main results of the study: the need and readiness of medical workers (doctors and nurses of metropolitan healthcare organizations) for mentoring, their incentives and degree of involvement in the mentoring / tutoring system (reasons for unwillingness to become mentors), indicators of effectiveness in mentoring were identified. The main group (material and non-material) incentives for the provision of services to the population at a high-quality level, as well as criteria for assessing the motivation of medical personnel to conscientiously perform their professional duties, have been identified. Shown: the relationship between the goals of reproduction of labour resources with the development of a motivational system for healthcare organizations; an algorithm for constructing a motivational map (a sample of the interpretation of the data obtained) is presented, which serves for: selection of personnel when hiring; evaluating the effectiveness of the adaptation period for newly hired medical personnel from other organizations; passing certification procedures; formation of a personnel reserve in health care organizations; when drawing up individual effective contracts for personnel; to prevent professional burnout and create a positive psychological climate in the team. The results obtained form the basis of the methodological recommendations used in the state metropolitan healthcare organizations
APA, Harvard, Vancouver, ISO, and other styles
5

KUDRYAVTSEVA, O. "ORGANIZATION OF LABOUR IN THE SYSTEM OF «ECONOMICAL» HUMAN RESOURCE MANAGEMENT." Economics of the transport complex, no. 37 (May 12, 2021): 60. http://dx.doi.org/10.30977/etk.2225-2304.2021.37.60.

Full text
Abstract:
The human resource management system is dynamic because it requires transformation taking into account the changes in external and internal conditions, goals and objectives of the organization. The goal is the basis that determines the direction and nature of the behavior of the object of management to achieve the desired results. In modern conditions, achieving the goals of the organization requires integration of goals and interests of the organization and employees, changing attitudes and approaches to management based on an “economical” approach. To implement this approach to human resource management requires the formation of a subsystem of labour organization in the human resources management system. The introduction of the subsystem of labour organization is carried out using the introduction of new forms of labour organization; enrichment of labour content; creating conditions for professional and career growth; ensuring safe working conditions; participation of employees in the process of developing and making management decisions; ensuring fair and appropriate remuneration for work. To address this issue, the paper presents a model of labour organization, whose elements are divided into two levels of importance. The first level includes the content of work, and the elements of the second level are the remuneration of employees, their professional development, working conditions. In addition, the paper proposes to consider the system of human resource management, which introduces subsystems of formation, use and development of human resource, as well as labour organization. The links between the elements give the human resource management system certain properties, such as generation, interaction, transformation and development. Particular attention is paid to the subsystem of labour organization, which is designed to change management approaches in other subsystems, based on the principle of recognition of the main role of human resource in the organization. The introduction of the subsystem of labour organization in the human resource management system will reduce the severity of the problem of personnel management in organizations.
APA, Harvard, Vancouver, ISO, and other styles
6

Тавасиева, Z. Tavasieva, Позмогов, and A. Pozmogov. "INNOVATION IN PERSONNEL MANAGEMENT OF ORGANIZATION." Management of the Personnel and Intellectual Resources in Russia 6, no. 2 (May 4, 2017): 11–14. http://dx.doi.org/10.12737/25268.

Full text
Abstract:
In modern conditions of managing in the organizations introduction of innovative technologies in the sphere of human resource management becomes an urgent task. The most important factor of realization of innovative solutions of the tasks arising in modern collectives are personnel innovations. They are based on need of close interrelation of the development strategy of the company with planning of personnel; to assessment of extent of influence of costs for work with shots on economic indicators of production; formation of necessary amount of competences, professional skills for effective work in labor market. The main directions of innovative personnel technologies, and also forms of their realization in a control system are defined. The model of work with innovations in a personnel management system is offered. Dependences of introduction of innovations in human resource management with the solution of specific objectives, and also their basic orientations are established. It is claimed that a main goal of in human resource management, is providing the organization by the employees capable to the innovative ideas and technologies of their embodiment.
APA, Harvard, Vancouver, ISO, and other styles
7

Antipova, Ol'ga. "Model of Development of Competences of Workers and Experts As Element of Personnel Marketing in the Personnel Management System." Management of the Personnel and Intellectual Resources in Russia 8, no. 6 (February 19, 2020): 38–43. http://dx.doi.org/10.12737/2305-7807-2020-38-43.

Full text
Abstract:
Subject. Strategic management of human resources defi nes the general direction in which the organization intends to follow, solving strategic problems and achieving the planned objectives. Such management defi nes in the long term practice of formation and development of human resources, managements of indicators of personnel work, etc. The modern competitive strategy of improvement of quality of labor in modern productions, has to be based on formation at workers of the key competences caused by branch specifics. Purposes. A main objective is to open one of human resource management approaches — marketing of the personnel representing the system of relationship of the organization with personnel. In modern conditions marketing of personnel promotes planning and realization of functional management of human resources. Methodology. For achievement of the planned results modeling methods — a structurization method are used. Results. Need of use of personnel marketing as resource-saving mechanism is proved in a personnel management system: the model of development of competences of workers and experts as one of elements of personnel marketing directed to increase in labor productivity in structural divisions of the oil company is off ered; it is provided creations of the centers of development of competences of organizational structure of large corporations and its interaction with the structural divisions which are responsible for development of a production system, the educational organizations and the companies which are carrying out the assessment of competences. Conclusions. Within the research it is noted that the model of development of competences of workers and experts has to be in the center of attention when forming the development strategy of the organization, representing one of elements based on which the organization forms competitive advantages of the personnel.
APA, Harvard, Vancouver, ISO, and other styles
8

Коган, Ефим, Efim Kogan, С. Нисимов, S. Nisimov, Т. Фомина, and T. Fomina. "New Labour Market Instruments in Personnel Management at the Enterprises of Nanotechnology: Assessing the Effectiveness." Management of the Personnel and Intellectual Resources in Russia 6, no. 6 (January 23, 2018): 49–60. http://dx.doi.org/10.12737/article_5a462327a1a337.65974644.

Full text
Abstract:
The article gives the results of the sociological analysis of the impact on the organization of human resource management services in the nanoindustry by introducing professional standards and independent qualification assessment into practice. The latter are called upon to reorient personnel services to the management of personnel quality. The current position of the services regarding the use of professional standards and evaluation of qualifications in the personnel management is presented. The ways of using these tools in implementing the personnel policy of the enterprise are discussed.
APA, Harvard, Vancouver, ISO, and other styles
9

Nikulina, Yu, and O. Kablukova. "Innovative Technologies in the Implementation of Personnel Policy: Practical Approach." Management of the Personnel and Intellectual Resources in Russia 9, no. 4 (October 7, 2020): 58–62. http://dx.doi.org/10.12737/2305-7807-2020-58-62.

Full text
Abstract:
Effective innovative personnel policy is designed to create conditions for increasing labor productivity and job satisfaction of employees of the organization. Innovations in personnel management allow you to fully implement the strategic goals and objectives of the organization, involving the organization's personnel in non-standard ways in their solution. The article discusses the behavior models of employees of the organization and their relationship with the innovation strategy. The results of the use of innovative technologies in the implementation of human resources policies by Russian organizations are presented and the risk factors for their implementation are listed. The authors substantiate the need to implement distance learning as a tool for implementing innovative personnel policy and determine the impact of the results of implementing iSpring on the effectiveness of the organization's personnel technologies.
APA, Harvard, Vancouver, ISO, and other styles
10

z Baiganova, Zhuldyz, Raushan Magzumova, Nailya Delellis, and Ainagul Tulegenova. "SWOT analysis of the Human Resource Management Service of Medical Organizations in Kazakhstan." Journal of Health Development 2, no. 37 (2020): 31–36. http://dx.doi.org/10.32921/2225-9929-2020-2-37-31-36.

Full text
Abstract:
Abstract Purpose of the study: to conduct a SWOT analysis of the human resource management service of medical organizations in Kazakhstan. Methods. In this work, a SWOT analysis of the human resource management service of medical organizations in Kazakhstan was carried out using the expert method Results. The SWOT analysis of the human resource management service of medical organizations revealed the prevalence of weaknesses over strengths by 1.25 times, and the prevalence of opportunities over strengths by 1.75 times and weak by 1.4 times. The potential of the personnel of the human resource management service is limited by the current functional duties and legal responsibility of the personnel policy of a medical organization. Conclusions. Implementation of the capabilities of the acquired skills of personnel management for a public health specialist will allow avoiding threats to the personnel policy of a medical organization by strengthening competencies aimed at sociology of labor, rationing of wages and recruiting personnel. Key words: SWOT analysis, human resource management service, medical organization, public health
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Labour, organization and personnel management"

1

Kjellgren, Carina, and Adéle Larsson. "Ledarskap och delaktighet : en fallstudie om ledarskapets betydelse för medarbetarnas delaktighet." Thesis, Linköping University, Department of Behavioural Sciences, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2464.

Full text
Abstract:

Uppsatsens övergripande syfte är att studera fenomenen ledarskap och delaktighet i en kommunal verksamhet, mer specifik avses att undersöka ledarskapets betydelse för medarbetarnas delaktighet. Avsikten med föreliggande studie är således att studera vad i ledarskapet som ledarna och medarbetarna uppfattar påverkar delaktigheten, och hur dessa faktorer påverkar delaktigheten, stödjande eller hindrande. Den teoretiska referensramen presenterar en forskningsöversikt över ledarskapsforskning, delaktighetsbegreppets komplexitet samt faktorer i ledarskapet som påverkar medarbetarnas delaktighet.

Empirin har inhämtats genom tio kvalitativa intervjuer på två enheter inom en kommun belägen i Östergötland. Resultaten visar fler olika faktorer i ledarskapet som påverkar medarbetarnas delaktighet. Faktorerna som framkommit i studien som verkar stödjande är; visa intresse, förtroende, tillgänglighet, tillåtande, belöning och engagemang. De faktorer som påverkar både stödjande och hindrande är; relation och kommunikation. Även hur de intervjuade definierar begreppet delaktighet påverkar delaktigheten. Vi kan härleda alla faktorer förutom tillgänglighet till befintlig forskning. Undersökningen visar således att fler faktorer i ledarskapet har betydelse för medarbetarnas delaktighet.

APA, Harvard, Vancouver, ISO, and other styles
2

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
3

Fernström, Winberg Karin, and Lisa Hildingsson. "Anställningsintervjuns betydelse i rekryteringsprocessen." Thesis, Örebro University, Department of Education, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-131.

Full text
Abstract:

I arbetslivet blir det mer och mer viktigt att företag och organisationer rekryterar rätt person. Den nyrekryterade måste ha rätt kompetens och samtidigt vara den person som passar in i företagets kultur. I det här arbetet har vi behandlat rekryteringsprocessen med inriktning mot anställningsintervjun. Uppsatsens syfte är att belysa rekryterares syn på anställningsintervjun och dess betydelse i rekryteringsprocessen. För att kunna besvara vårt syfte har vi valt att göra kvalitativa intervjuer med fem rekryterare. I vår studie beskrivs rekryteringsprocessen och anställningsintervjun ur rekryterarnas perspektiv. I intervjumanualen finns frågor om hela rekryteringsprocessen för att kunna sätta in anställningsintervjun i sitt sammanhang och ge en bild av dess betydelse. Frågeställningar som studien bygger på är: hur genomförs rekryteringsprocessen, hur genomförs anställningsintervjun för att få fram relevant information om den sökande samt vilken typ av information söker rekryteraren i anställningsintervjun och varför är den viktig. I vårt resultat har vi kommit fram till att rekryterarna har i stort sett samma syn på rekryteringsprocessen och anställningsintervjuerna. Samtliga rekryterare genomför alltid någon form av anställningsintervju och intervjun är en viktig del av rekryteringsprocessen. I vår studie har vi sett att rekryteringsprocessen följer i stort sett samma mönster: arbetsanalys, annonsering, urval, intervju, eventuellt olika tester och referenstagande. Anställningsintervjuerna genomförs ofta som panelintervjuer och den sökande får svara på nutids/dåtidsinriktade frågor. Rekryterarna söker information om den sökandes personliga egenskaper, sociala situation och i viss mån kompetens. Rekryterarna vill förvissa sig om att den potentiella medarbetaren ska passa in i arbetsgruppen och organisationen.

APA, Harvard, Vancouver, ISO, and other styles
4

Andersson, Leila, and Linda Ortiz. "55+ - äldre anställdas föreställningar om att arbeta till pensionsålder och deras upplevelser av ett friskvårdsprojekt." Thesis, Linköping University, Department of Behavioural Sciences, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-98.

Full text
Abstract:

Studien har genomförts på ett stålföretag som startade friskvårdsprojektet 55+ för anställda som är 55 år eller äldre. Syftet med denna studie är att få en bild över vad äldre anställda har för föreställningar om att arbeta till 65 och diskutera hur friskvårdsprojektet 55+ kan påverka deras förutsättningar att vara kvar i arbete till pensionsålder. I studien användes kvalitativ intervju som metod och undersökningsgruppen bestod av tio anställda på företaget.

Förutsättningar som de intervjuade tog upp för att arbeta kvar rörde arbetet, hälsan, tajming med partner och ekonomin och många upplevde att de inte skulle kunna arbeta till 65 som de gör idag. Det fanns en besvikelse över att företaget inte längre erbjöd avtalspension i samma utsträckning som tidigare, eftersom de intervjuade mentalt hade förberett sig inför en pensionärstillvaro. Att de intervjuade från början inte var inställda på att arbeta till 65 kan ha påverkat deras upplevda förutsättningar i arbetet. De ställde dock om sina förväntningar och genom jämförelser med andra, såsom utländska kollegor, fann de sig i situationen. En osäkerhet över vad som gäller med pension fanns bland de intervjuade. Friskvårdprojektet kan ha fungerat hälsofrämjande, eftersom det för de intervjuade bidrog till ökad medvetenhet om hälsan. Det enligt oss största bidraget med friskvårdsprojektet var att deltagarna kände välbefinnande i att företaget satsade på just dem. Ett friskvårdprojekt kan därmed leda till ökad motivation hos äldre anställda att arbeta kvar till 65, men eftersom de intervjuade fortfarande upplevde hinder i arbetet skulle insatser även i arbetet kunna öka deras möjligheter och vilja att arbeta till 65.

APA, Harvard, Vancouver, ISO, and other styles
5

Quinones, Amy Ines. "Effects of goal congruence on withdrawal behavior, as mediated by organizational commitment." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2243.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Lawrence-Fuller, Marilyn Susie. "The effect of perceived control on the decision to withdraw from an organization in an inequitable situation." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2664.

Full text
Abstract:
This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.
APA, Harvard, Vancouver, ISO, and other styles
7

Лобанов, А. В., and A. V. Lobanov. "Оптимизация работы персонала на предприятии ООО «ТФК «ЕВРАЗИЯ» : магистерская диссертация." Master's thesis, б. и, 2020. http://hdl.handle.net/10995/94616.

Full text
Abstract:
Процедура оптимизации персонала на предприятии во многом зависит от того, какая методология будет внедрена. Таким образом, классический подход к оптимизации персонала выглядит довольно простым событием, однако он имеет много недостатков и не является актуальной методологией в современном управлении персоналом. Однако многие работодатели прибегают к этому, поэтому каждый участник трудовых отношений должен с ним ознакомиться. Оптимизация численности работников предприятия по стандартной методике предусматривает избавление от тех работников, которые непосредственно не участвуют в формировании прибыли компании или чей вклад в ее формирование минимален. Более того, иногда довольно жесткие меры могут применяться в виде массовых сокращений с учетом чисто экономических показателей. В этом случае негативными аспектами этого процесса могут стать снижение производительности оставшегося персонала, отстранение работников, косвенно положительно повлиявших на производительность труда, снижение имиджа предприятия и другие риски.
The procedure for optimizing personnel in an enterprise depends to a large extent on which methodology will be implemented. Thus, the classic approach to staff optimization looks quite simple, but it has many shortcomings and is not an actual methodology in modern personnel management. However, many employers resort to this, so each employee must familiarize himself with it. Optimization of the number of employees of the enterprise according to the standard methodology provides for the disposal of those workers who do not directly participate in the formation of the company's profit or whose contribution to its formation is minimal. Moreover, sometimes rather stringent measures can be applied in the form of mass reductions, taking into account purely economic indicators. In this case, the negative aspects of this process may be a decrease in the productivity of the remaining personnel, the removal of employees who indirectly positively affected labor productivity, a decrease in the image of the enterprise and other risks.
APA, Harvard, Vancouver, ISO, and other styles
8

Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

Full text
Abstract:
Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
APA, Harvard, Vancouver, ISO, and other styles
9

Singh, Jyothsna A. "Customer expectations of employee emotional labour in service relationships." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5715/.

Full text
Abstract:
Emotional labor has been defined by Hochschild (1983) as “the management of feeling to create a publicly observable facial and bodily display” (p. 7, 1983). Many jobs contain an emotional component that goes beyond the normal burden on feelings caused by work and thus require “emotional labor”. Hochschild (1983) distinguished between two approaches available to the emotional laborer - surface acting and deep acting. This thesis examines the relationships between employee emotional labour (Hochschild, 1983), customer perceived interaction quality and customer intention to continue the private banking service relationships. It also tests the mediating effects of customer expectations of emotional labour on the relationship between employee emotional labour and customer perceived interaction quality. Dyadic data was generated from customer-relationship manager pairs involved in private banking service relationships. Key findings demonstrate that employee deep acting relates positively with customer perceived interaction quality; however, employee surface acting does not relate negatively. At a more specific level, the greater the customer expectations of deep acting - the more positive the relationship between employee deep acting and customer perceived interaction quality and the more negative the relationship between employee surface acting and customer perceived interaction quality. The lower the customer expectations of surface acting, the more positive the relationship between employee deep acting and customer perceived interaction quality. Higher levels of customer perceived interaction quality then relate positively to the customer intention to continue the service relationship. This work helps simultaneously explore the flow of emotional labour from employees to customers and helps understand the service relationship holistically. Findings establish the importance of emotional labour and how it influences customers’ perception of their interactions. This knowledge is useful in building sustainable and fruitful service relationships for the benefit of the customers, employees and organizations.
APA, Harvard, Vancouver, ISO, and other styles
10

Pokela, S. (Saara). "Strategic management of personnel productivity:case study in Finnish healthcare organization." Master's thesis, University of Oulu, 2016. http://urn.fi/URN:NBN:fi:oulu-201606072418.

Full text
Abstract:
The modern management theories show that workers perform best when they are happily engaged in what they do. The management of human productivity is all about advancing human factors which cause the employees’ welfare and reasonableness at work. These factors combine the context of work suction: the gumption, devote and getting absorbed in work. Single human competencies and human resource development of employees have strong connection not only to the organizational business performance, but also the quality of working life and organizational development, organizational creativity and innovations. The aim of developing personnel management lay in the deepest heart of organizational productivity and business efficiencies. The way in which an organization manages its human resources is also one of the centrally important factors to execution of its business strategy. When optimizing working life and organization’s productivity, the look turns to qualified management. The strategic management of personnel management includes the deep understanding of grounds and consequences of human behavior amongst working context. In optimal circumstances, human will be effective and innovative employee, when the demands and responsibilities as human being, as a family member and as a team member will be in optimal balance with working life. Opportunities for personal and occupational development and experience of success will cause work productivity, product quality and working flow. In my research I have tried to find means to improve the performance of Caritas Palvelut Corporation so, that the corporation’s vision settled for the future can be reached. I’ve tried to find out what are the effective human resources development processes, that focus on the development of organization specific ambition and intrinsic motivation drivers. I have research the aspects of lived workplace experiences including motivation drivers and every day welfare, cognitive participation like ambition stimulus, group coherence and management aspects related. I have found out, that good organizational culture verifies individuals’ willingness and talents to success together, I’ve noticed that workplace stimuli does not cause any occupational ambitions. Ambition and intellectual curiousness seem to be related more on working joy and inner reward of working tasks, than any kind of managerial approach or external factor. My research evidences, that belonginess to a group does not correlate to working joy, but rather management satisfaction and experience of knowledge leverage inside the organization. My research also verifies that the workers of target organization are willing to carry out responsibilities without too much guiding. On the other hand, working demands are seen to be adequate low. Positive managerial approach seems to correlate most favourable outcomes, but according to previous academic studies the level of managerial demands also matter. The occupational self-esteem and preciousness of one’s work relate to knowledge of one’s role in the team and organizational entity. These factors together correlate strongly with expressions of rewarding and gladness among work. Since the spirit of instrinsic motivation seems to be stemming from personal traits, the quality of working life will have only limited means for the enhancement. Still, person’s social environment and organizational culture can have a significant effect on person’s level of intrinsic motivation. In organizational context very small push and moves to the desirable direction may have remarkable outcomes. Therefore, management should be aware of the motivational drivers and existing values among working contexts.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Labour, organization and personnel management"

1

Rajan, Amin. Britain's flexible labour market: What next? Southborough: Create, 1997.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

Durakova, Irina, Aleksandra Mitrofanova, Tat'yana Rahmanova, Ekaterina Mayer, Marina Holyavka, Ol'ga Gerr, Asya Vavilova, et al. Personnel management in Russia: from the ego to the ecosystem. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1567065.

Full text
Abstract:
The monograph contains the results of research concerning, firstly, the ecosystem as a response to the challenges of the XXI century. Secondly, the problems of labor longevity and success in organizations that form an ecosystem approach to working with personnel, including through the use in practice of biomedical factors, socio-economic conditions, nagging as a "soft power" to push older workers to productive work. Thirdly, the realities and problems of combining work and private life, studied from several positions. Among them: the formation of corporate policy, corporate interest, professional orientation; the actual balance of "work — private life", as well as the optimization of labor behavior through the formation of a sense of self-esteem in the workplace, the management of employees ' experience. Fourth, systematization of the results of the health management study, taking into account the experience gained during the coronavirus pandemic — occupational safety management, health promotion in the organization, including the situation of self-isolation. Fifth, the concept of compliance in the personnel management system. For students, undergraduates, postgraduates, doctoral students, researchers studying or conducting research in the field of personnel management, as well as the teaching staff of universities and employers.
APA, Harvard, Vancouver, ISO, and other styles
3

Sajkiewicz, Alicja. Harmonizacja pracy: Czynniki społeczne, ekonomiczne i organizacyjne. Warszawa: Państwowe Wydawn. Ekonomiczne, 1986.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Savall, Henri. Maîtriser les coûts et les performances cachés: Le contrat d'activité périodiquement négociable. 4th ed. Paris: Economica, 2003.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Savall, Henri. Maîtriser les coûts cachés: Le contrat d'activité périodiquement négociable. Paris: Economica, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

L, Lesser Eric, and Ringo Tim, eds. Calculating success: How the new will revitalize your organization. Boston, Mass: Harvard Business Review Press, 2012.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Jill, Rubery, and Grimshaw Damian, eds. The organization of employment: An international perspective. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2003.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Lapygin, YUriy. Management consulting. ru: INFRA-M Academic Publishing LLC., 2017. http://dx.doi.org/10.12737/24402.

Full text
Abstract:
The textbook contains systematized material on key topics of the discipline "Management consulting", including information about the goals and objectives of consulting work, the organization of the consulting system, methods and methods of diagnostics and testing of the objects under study, among which may be enterprises and organizations, management systems, labor and training teams. The textbook includes exercises, business games, tests, analysis of specific situations that arise in the business environment, on the materials of which practical training sessions can be built. The thematic scope and depth of the textbook material fully meet the requirements of the Federal state educational standard of higher education of the last generation. The publication is intended for students and teachers of higher education institutions, postgraduates, as well as managers of personnel management services and consultants on management and organizational development.
APA, Harvard, Vancouver, ISO, and other styles
9

Richard, Scase, ed. Managing creativity: The dynamics of work and organization. Buckingham: Open University Press, 2000.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Trukeschitz, Birgit. Im Dienst Sozialer Dienste: Oekonomische Analyse der Beschaeftigung in sozialen Dienstleistungseinrichtungen des Nonprofit Sektors. Bern: Peter Lang International Academic Publishers, 2018.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Labour, organization and personnel management"

1

Itoh, Hideshi, and Osamu Hayashida. "Decentralised Personnel Management." In Internal Labour Markets, Incentives and Employment, 98–125. London: Palgrave Macmillan UK, 1998. http://dx.doi.org/10.1057/9780230377974_5.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Dresang, Dennis L. "Organization for Personnel Management." In Personnel Management in Government Agencies and Nonprofit Organizations, 100–118. Sixth edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315545387-6.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Yang, Jianming. "Team Organization and Personnel." In Environmental Management in Mega Construction Projects, 15–20. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3605-7_3.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Staehle, Wolfgang H. "The Changing Face of Personnel Management." In Management Under Differing Labour Market and Employment Systems, edited by Günter Dlugos, Wolfgang Dorow, Klaus Weiermair, and Frank C. Danesy, 323–34. Berlin, Boston: De Gruyter, 1988. http://dx.doi.org/10.1515/9783110859379-029.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Christiansen, James A. "Corporate and Business Unit Management Tools 3: Personnel Management and Culture." In Building the Innovative Organization, 127–82. London: Palgrave Macmillan UK, 2000. http://dx.doi.org/10.1057/9780333977446_5.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Gramatzki, Hans-Erich. "Employment Policy in the USSR - Limitations on Enterprises' Personnel and Wage Policies." In Management Under Differing Labour Market and Employment Systems, edited by Günter Dlugos, Wolfgang Dorow, Klaus Weiermair, and Frank C. Danesy, 247–60. Berlin, Boston: De Gruyter, 1988. http://dx.doi.org/10.1515/9783110859379-023.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Gillingham, John. "The Many Lives of the International Labour Organization (ILO)." In Economic Globalization, International Organizations and Crisis Management, 237–54. Berlin, Heidelberg: Springer Berlin Heidelberg, 2000. http://dx.doi.org/10.1007/978-3-642-57110-7_9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Tailby, Stephanie. "Taylorism in the Mines? Technology, Work Organization and Management in British Coalmining before Nationalization." In A Business and Labour History of Britain, 155–81. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230337008_8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Sommerer, Susanne. "Service Business Is People Business – Strategic Personnel Management in a Global Shared Services Organization." In Finance Bundling and Finance Transformation, 447–72. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-00373-9_22.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Mitrofanova, E., V. Konovalova, and A. Mitrofanova. "Methodical Approach to Conflict Management in the System of Social and Labour Relations in the Organization." In Proceeding of the International Science and Technology Conference "FarEastСon 2019", 397–406. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-2244-4_37.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Labour, organization and personnel management"

1

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.

Full text
Abstract:
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 and financial sources, make management decisions as a leading resource in any organization. Research methodology is related in personnel policy and the comprehensive study of strategic human resource management. Human resource management in industrial enterprises is the main subsystem management system. This issue affects on the development of the enterprise, increasing the quality of products, economic efficiency and profits. The importance of the research paper - is to apply the results in the management of industrial enterprises. Human resource management contributes to sustainable operation in enterprises and organizations. The scientific novelty of the research is the definition of a successful personnel policy in the enterprise. Thus, the article identifies strategic goals in human resource management, and develops a corporate concept in this area. The article discusses the application of new technologies for career development. The application of innovations and methods in the implementation of management functions is the basis for motivating the workforce in an organization. All functions and management methods are applied in the process of strategic management of human resources. Management methods are social in nature, as well as ensure the direct development of employees, labor resources and actively influence on the outcome. Management methods lead to the expansion of financial and economic activities of the enterprise, the development of economic activities, the growth of labor resources. Management methods allow to increase competitiveness, as well as to attract partners, suppliers, customers and others. In this regard, our research can be commended in terms of the application of innovation in management.
APA, Harvard, Vancouver, ISO, and other styles
2

Leonova, I. S., L. N. Zakharova, and A. I. Makhalin. "Organizational culture and socio-psychological age of female personnel of medical institutions." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.496.505.

Full text
Abstract:
The results of an empirical study of the socio-psychological age of female doctors of clinics that have successfully entered into the innovative format of development and clinics experiencing many years of difficulty in introducing innovations are presented. It is shown that the organizational culture of innovative clinics is characterized by a pronounced adhocratic component, and a clan-hierarchical model dominates in problematic clinics, therefore, the introduction of innovations is carried out by inconsistent administrative methods typical of this model. As a result, the personnel experiences a high level of stress, which makes them feel unwell, tired, it rejects innovations and strives to maximize the clan component of the organizational culture as a means of protection against the stress of innovative changes. The results are an «older» socio-psychological age and a low level of labour involvement, which, in general, shows the correspondence of the characteristics of the female personnel of problematic clinics to gender stereotypes. In innovative clinics, female personnel feel more alert, healthy and younger, shares, regardless of the chronological age, innovative values traditionally associated with younger ages, is personally involved in the work process and does not fall under the characteristics of gender stereotypes. It is shown that the socio-psychological age of female personnel and the value of readiness for innovation depend on the type of organizational culture. In the future, female doctors are oriented towards an innovative way of market development of their clinics, but not in the managerial paradigm that is currently being implemented by management. Successful management of the socio-psychological age and the introduction of innovation involve the abandonment of administrative methods, the prevention of the stress of organizational change and the establishment of innovative values as the basis of a new organizational culture.
APA, Harvard, Vancouver, ISO, and other styles
3

Khon, Alexandra, Zukhra Sadvakassova, Akmaral Magauova, and Malika Nazarova. "Development of Corporate Culture Based on Improving the Motivation System of the Bank's Staff." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.048.

Full text
Abstract:
The relevance of the topic lies in the fact that the transition to innovative personal management is currently a global trend to improve enterprise management processes in the context of deep integration of the world market, high-tech industries, increased competition and improved uncertainty of the external environment in relation to the enterprise, considering the motivational system. The purpose of the research is to study the role of motivation and corporate culture as the basis for innovative development and improving the productivity of an organization. The database was used by a banking organization; for instance, during the study the approaches of scientists were studied and diagnostic methods for studying the components of corporate culture were selected. Based on the results, a model of practical implementation was formulated, and a sociological experiment was conducted. On this ground using results of the experiment, statistical data on labour productivity were obtained and methodological recommendations were made for using the model proposed in the article. The results obtained are presented as a diagnostic tool and used to include the contact centre management in the work process.
APA, Harvard, Vancouver, ISO, and other styles
4

Ivanovska, Nika, and Violeta Cvetkovska. "INVESTIGATING THE VOLUNTARY EMPLOYEE TURNOVER IN IT COMPANIES IN THE REPUBLIC OF NORTH MACEDONIA: A DELPHI APPROACH." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0028.

Full text
Abstract:
Globally, the voluntary turnover of labor is an inevitable reality which every organization must face. The voluntary mobilization means that a person leaves the organization as a result of a personal decision, whereas for the organization it is a loss of a specific knowledge, skills and abilities. Therefore, to keep the talents inside the organization, the human resources specialists have to be proactive instead of reactive. Bearing in mind the high level of turnover and deficit of labor in the IT sector in the Republic of North Macedonia, being able to keep the quality employees is a challenge for the domestic companies in this sector. The human resource management is requested to apply specific measures that will affect the process of keeping the talents in the organization and will keep the organizational performance on a long term. The purpose of this paper is to identify the key factors that lead to a voluntary turnover of the IT employees in the country and to show how in modern conditions the human resource management manages the labor turnover. An empirical research has been made with the qualitative method for forecasting - Delphi where the analysis sample is constructed by human resource managers of IT companies in the Republic of North Macedonia. The obtained results are presented and analyzed and they show valuable insights for the management of the IT companies in North Macedonia.
APA, Harvard, Vancouver, ISO, and other styles
5

Yakimovich, M. F. "MANAGEMENT, AS ANTIKRIZISNOY PROGRAM ELEMENT, PERSONNEL OF ENTERPRISE." In CONTEMPORARY ECONOMIC PROBLEMS OF RUSSIA AND CHINA. Amur State University, 2021. http://dx.doi.org/10.22250/medprh.55.

Full text
Abstract:
In the article the basic moments of management an enterprise are examined in the new terms of crisis situation, consequences of financial crisis, closing and reduction of production volumes, creation of mechanism of adaptation to the domestic terms of labour.
APA, Harvard, Vancouver, ISO, and other styles
6

Merkevičius, Juozas. "Aspects of Personnel Loyalty of Virtual Organization." In The 7th International Scientific Conference "Business and Management 2012". Vilnius, Lithuania: Vilnius Gediminas Technical University Publishing House Technika, 2012. http://dx.doi.org/10.3846/bm.2012.112.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Bakhtin, M. B., S. E. Dovbysh, and A. A. Arinushkina. "Improving the Educational Organization Management System: Personnel Aspect." In Proceedings of the International Conference on the Development of Education in Eurasia (ICDEE 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icdee-19.2019.17.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Gallivan, Michael J. "Changes in the management of the information systems organization." In the 1994 computer personnel research conference. New York, New York, USA: ACM Press, 1994. http://dx.doi.org/10.1145/186281.186296.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Kondaurova, Inna, Tatiana Kovalenko, Aleksandra Kulik, Irina Gorchakova, and Olga Shtager. "Individualized HR Management Concept of the Organization." In VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.142.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Kirillova, Elena A., Umar M. Yakhutlov, Xi Wenqi, Guo Huiting, and Wang Suyu. "Information Security in the Management of Personnel in a Modern Organization." In 2020 International Conference on Quality Management, Transport and Information Security, Information Technologies (IT&QM&IS). IEEE, 2020. http://dx.doi.org/10.1109/itqmis51053.2020.9322884.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Labour, organization and personnel management"

1

Baxter, Carey, Susan Enscore, Ellen Hartman, Benjamin Mertens, and Dawn Morrison. Nationwide context and evaluation methodology for farmstead and ranch historic sites and historic archaeological sites on DoD property. Engineer Research and Development Center (U.S.), March 2021. http://dx.doi.org/10.21079/11681/39842.

Full text
Abstract:
The Army is tasked with managing the cultural resources on its lands. For installations that contain large numbers of historic farmsteads, meeting these requirements through traditional archaeological approaches entails large investments of personnel, time and organization capital. Through two previous projects, Engineer Research and Development Center, Construction Engineering Research Laboratory (ERDC-CERL) cultural resource management personnel developed a methodology for efficiently identifying the best examples of historic farmstead sites, and also those sites that are least likely to be deemed eligible for listing on the National Register of Historic Places. This report details testing the applicability of the methodology to regions across the country. Regional historic contexts were created to assist in the determination of “typical” farmsteads. The Farmstead/Ranch Eligibility Evaluation Form created by ERDC-CERL researchers was revised to reflect the broader geographic scope and the inclusion of ranches as a property type. The form was then used to test 29 sites at five military installations. The results of the fieldwork show this approach is applicable nationwide, and it can be used to quickly identify basic information about historic farmstead sites that can expedite determinations of eligibility to the National Register.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Labour, organization and personnel management' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography