Relevant bibliographies by topics / Strategic human resource management and performance

Contents

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

Academic literature on the topic 'Strategic human resource management and performance'

Author: Grafiati
Published: 5 June 2025
Last updated: 1 August 2025

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Journal articles on the topic "Strategic human resource management and performance"

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Baker, David. "Strategic human resource management: performance, alignment, management." Librarian Career Development 7, no. 5 (1999): 51–63. http://dx.doi.org/10.1108/09680819910276347.

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Brauns, Melody. "Aligning Strategic Human Resource Management To Human Resources, Performance And Reward." International Business & Economics Research Journal (IBER) 12, no. 11 (2013): 1405. http://dx.doi.org/10.19030/iber.v12i11.8179.

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In a rapidly changing business environment, one may recognise the words the only thing constant in life is change by French author Francois de la Rockefoucauld. Yet, with on-going change, it can be difficult to know what to do and how to do it. The world out there is harsh and competition is fierce. Indeed, the world is changing at a rapid pace. Therefore, both public and private sectors have to plan for the future and prepare for any unforeseen circumstance. This paper will discuss the link between Strategic Human Resource Management, Human resources, Performance and Reward, what we know, and
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Wang, Xiao. "Strategic Human Resource Management and Corporate Performance." Modern Economy 10, no. 01 (2019): 311–33. http://dx.doi.org/10.4236/me.2019.101021.

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Kouhy, Reza, and Rishma Vedd. "Performance measurement in strategic human resource management." International Journal of Business Performance Management 2, no. 1/2/3 (2000): 137. http://dx.doi.org/10.1504/ijbpm.2000.000073.

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Murugesan, Anbarasu. "Designing and Enhancing the Performance of SMEs in Strategic Human Resource Management." International Journal of Science and Research (IJSR) 11, no. 6 (2022): 456–58. http://dx.doi.org/10.21275/sr22517220205.

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Anwar, Syaiful, and Erna Herlina. "THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE." Jurnal Indonesia Sosial Teknologi 3, no. 12 (2022): 1303–9. http://dx.doi.org/10.36418/jist.v3i12.555.

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Strategic Human Resource Management (SHRM) is concerned with the role human resource management systems play in firm performance, primarily focusing on the alignment of human resources as a means of gaining competitive advantage. The purpose of this research is to identify the Impact of Strategic Human Resource Management (SHRM) on Performance Organizations. The method used is literature by using an approach that uses specific examples from academic research on the impact of human resource strategy management on organizational performance. From this review, descriptions and conclusions will be
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Zhang, Jinlan. "Analysis of Strategic Human Resource Management Practices." Frontiers in Business, Economics and Management 8, no. 3 (2023): 215–22. http://dx.doi.org/10.54097/fbem.v8i3.7872.

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In the hospitality industry, human resources are considered one of the most essential and significant resources. This report aims to explore the influence of strategic human resource management through analysing three main HR strategies of Hilton Worldwide on achieving organisational goals and performance. And three models including resource-based view, best practice model, and best fit model will be adopted in the case analysis. It is hoped that this report will provide some insight for hotel enterprises and can indicate a direction for future study with comparison of other valuable human res
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Chlivickas, Eugenijus, Palmira Papšienė, and Arnas Papšys. "HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS." Business, Management and Education 8, no. 1 (2010): 51–65. http://dx.doi.org/10.3846/bme.2010.04.

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The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing
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Akong'o Dimba, Beatrice. "Strategic human resource management practices: effect on performance." African Journal of Economic and Management Studies 1, no. 2 (2010): 128–37. http://dx.doi.org/10.1108/20400701011073455.

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Richard, Orlando C., and Nancy Brown Johnson. "Strategic human resource management effectiveness and firm performance." International Journal of Human Resource Management 12, no. 2 (2001): 299–310. http://dx.doi.org/10.1080/09585190121674.

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Dissertations / Theses on the topic "Strategic human resource management and performance"

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Elfman, Charlotte, and Elin Olofsson. "Strategic Human Resource Management : en strategi för att uppnå framgångsrika organisationer?" Thesis, Högskolan Väst, Avd för företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9626.

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Bakgrund: I dagens samhälle präglas organisationer av ekonomiska förändringar, detta genom globalisering, förändrade kundförhållanden och en ökad konkurrens. Organisationer behöver hela tiden förbättra sin konkurrenskraft genom att effektivisera sin verksamhet. Idag ses medarbetarna som organisationers viktigaste tillgång eftersom att de förser organisationer med viktiga källor för att bli konkurrenskraftiga. Strategic Human Resource Management (SHRM) är ett arbetssätt som handlar om att utforma HR-strategier som gör att medarbetarnas kunskap och kompetens bidrar till att nå organisationens öv
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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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Belsito, Carrie Anne. "Toward an understanding of the impact of discretion upon the hr-performance link." Thesis, [College Station, Tex. : Texas A&M University, 2008. http://hdl.handle.net/1969.1/ETD-TAMU-2782.

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Darwish, Tamer Khalil. "Strategic human resource management and organisational performance : an investigation in the country of Jordan." Thesis, Brunel University, 2012. http://bura.brunel.ac.uk/handle/2438/17221.

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The purpose of this research is to contribute to the understanding of the debate surrounding strategic human resource management (SHRM) and organisational performance. The relationship between SHRM and organisational performance has been a heavily deliberated issue over the last decade. A survey of literature on SHRM and its impacts in terms of performance reveals that empirical results on this topic are, as yet, inconclusive. Whilst some studies have found the impact to be positive, the results from several other studies cast doubts concerning the overall efficacy of (positive) HR practices o
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Hoppas, Costas A. "Strategic human resource management and oganisational performance : a study of the university administrators in Cyprus." Thesis, University of Wolverhampton, 2013. http://hdl.handle.net/2436/322367.

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Nowadays, organisations are seeking to understand how one of the last truly competitive resources, their human resources, can be managed for competitive advantage (Allen and Wright, 2006). As Wright and McMahan (2011) state, today an organisation’s human resources have become more important than ever to their success. Consequently, a better understanding is needed of the role of HRM in creating better organisational performance. Although, human resource management practices have continued to be the focus of strategic HRM research (Combs et al., 2006), human capital has received little attentio
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Bao, Chanzi. "Senior management perception of strategic international human resource management effectiveness : the case of multinational companies performance in China." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4437.

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The intense competition arising from globalisation requires MNCs to manage their HRs globally and strategically to become a source of competitive advantage. Hence, SIHRM acknowledges the need to balance global integration and local responsiveness, together with emphasising the importance of seeking strategic fit between HR policies and business strategy, which in turn leads to superior firm performance. Furthermore, this development also increased awareness and recognition of the role of senior managers and cultural traditions. Therefore, the primary purpose of this research was to explore the
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Aken, Andrew. "How an Organization's Environmental Orientation Impacts Environmental Performance and its Resultant Financial Performance through Green Computing Hiring Practices: An Empirical Investigation of the Natural Resource-Based View of the Firm." OpenSIUC, 2010. https://opensiuc.lib.siu.edu/dissertations/194.

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This dissertation uses the logic embodied in Strategic Fit Theory, the Natural Resource-Based View of the Firm (NRBV), strategic human resource management, and other relevant literature streams to empirically demonstrate how the environmental orientation of a firm's strategy impacts their environmental performance and resultant financial performance through the firm's Information Technology hiring practices. Specifically, it was hypothesized that firms with a strong relationship between the environmental orientation of their strategy and their green computing hiring practices will achieve high
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Banks, George C. "THE INFLUENCE OF HRM ACTIVITIES ON PERFORMANCE-RELATED OUTCOMES: EXPLORING THE DYNAMICS WITHIN THE “BLACK BOX”." VCU Scholars Compass, 2012. http://scholarscompass.vcu.edu/etd/427.

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Research has often called for studies that attempt to explain the complex causal chain known as the “black box” between human resource management (HRM) activities and individual-level outcomes. To explore the dynamics within the “black box,” this study investigates the influence of HRM activities (e.g., practices and processes) on individual-level outcomes, taking into consideration psychological empowerment as a mediating mechanism. Furthermore, to investigate how HRM activities affect individual-level outcomes, one must consider how HRM activities interrelate to create synergistic effects. S
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Barreto, Leilianne Michelle Trindade da Silva. "Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais." Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-30112011-165119/.

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No campo da gestão estratégica de pessoas, uma preocupação que está em evidência é a investigação de variáveis mediadoras da relação entre gestão estratégica de pessoas e desempenho organizacional. Para desvendar as etapas intermediárias do processo de geração de resultados da gestão estratégica de pessoas, pesquisas anteriores sugerem a análise de fatores no nível organizacional, a exemplo das capacidades organizacionais. Nesse contexto, o objetivo geral desta pesquisa foi estabelecer relações entre as configurações de estratégias de gestão de pessoas, as capacidades organizacionais e o desem
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Alexis, Armstrong Matthew. "Human Resource Management Strategies for Small- and Medium-Sized Enterprise Project Success." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5966.

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Critical success factors that contribute to project success in small and medium-sized enterprises (SMEs) have received insufficient attention in research. Guided by the goal-setting conceptual framework, the purpose of this multiple case study was to explore the human resource management (HRM) strategies used by owners of SMEs to achieve project success. Five owners of SMEs in St. Lucia participated in the research by contributing their experiences in using HRM strategies to achieve project success. Data were collected from SME owners using semistructured interviews, and from observations and
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Books on the topic "Strategic human resource management and performance"

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Maycunich, Gilley Ann, ed. Organizational learning, performance, and change: An introduction to strategic human resource development. Perseus Pub., 2000.

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Gilley, Jerry W. Strategically integrated HRD: Partnering to maximize organizational performance. Addison-Wesley, 1998.

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Baird, Lloyd. Directing strategy: The keys to high performance. Prentice Hall, 1993.

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A, LePine Jeffery, and Wesson Michael J, eds. Organizational behavior: Improving performance and commitment in the workplace. 3rd ed. McGraw-Hill/Irwin, 2013.

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Gupta, Ananda Das. Strategic Human Resource Management. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429327728.

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Storey, John, Patrick M. Wright, and Dave Ulrich. Strategic Human Resource Management. Routledge, 2019. http://dx.doi.org/10.4324/9780429490217.

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Kovach, Kenneth A. Strategic human resource management. University Press of America, 1996.

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Mello, Jeffrey A. Strategic human resource management. 3rd ed. South Western Cengage Learning, 2010.

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Lundy, Olive. Strategic human resource management. Thomson Learning, 2000.

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L, Perrewe Pamela, and Kacmar K. Michele, eds. Strategic human resource management. Dryden Press, 1993.

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Book chapters on the topic "Strategic human resource management and performance"

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Preen, Alexander v., Hans-Georg Blang, Giuseppe Costa, and Wibke Schmidt. "Stage 4: Performance Management performance management." In Strategic Human Resource Development. Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-31473-5_8.

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Gupta, Ananda Das. "Improving Business Performance through Strategic HRM." In Strategic Human Resource Management. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429327728-6.

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Storey, John, and Patrick M. Wright. "Strategic human resource management and performance outcomes." In Strategic Human Resource Management, 2nd ed. Routledge, 2023. http://dx.doi.org/10.4324/9781003364276-3.

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Storey, John, Patrick M. Wright, and Dave Ulrich. "Strategic human resource management and performance outcomes." In Strategic Human Resource Management. Routledge, 2019. http://dx.doi.org/10.4324/9780429490217-2.

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Biron, Michal, Corine Boon, Elaine Farndale, and Peter A. Bamberger. "The Performance Management Subsystem." In Human Resource Strategy, 3rd ed. Routledge, 2024. http://dx.doi.org/10.4324/9781003402176-7.

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Beatty, Richard W. "Competitive Human Resource Advantage Through the Strategic Management of Performance." In Human Resource Planning. Gabler Verlag, 1992. http://dx.doi.org/10.1007/978-3-322-83820-9_14.

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Tran, Henry, and Carolyn Kelley. "Performance Appraisal." In Strategic Human Resources Management in Schools. Routledge, 2023. http://dx.doi.org/10.4324/9781003457060-12.

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Sparrow, Paul. "Strategic HRM, Innovation and HR Delivery for Human Resource Management, Innovation and Performance." In Human Resource Management, Innovation and Performance. Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137465191_2.

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Schneier, Craig Eric. "Implementing Performance Management and Recognition and Rewards (PMRR) Systems at the Strategic Level: A Line Management-Driven Effort." In Human Resource Planning. Gabler Verlag, 1992. http://dx.doi.org/10.1007/978-3-322-83820-9_15.

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Cunningham, J. Barton. "Paying for Performance and Recognizing Employees." In Strategic Human Resource Management in the Public Arena. Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-43241-4_16.

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Conference papers on the topic "Strategic human resource management and performance"

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Chao, Liu, Zhang Yi, Zhang Jiyu, and Chin Yuk Fong. "A Leveraging Artificial Intelligence (AI) Powered Human Resource Management Strategy with Elevated Performance Metrics to Improve Talent Acquisition and Employee Engagement." In 2025 International Conference on Frontier Technologies and Solutions (ICFTS). IEEE, 2025. https://doi.org/10.1109/icfts62006.2025.11031510.

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Jayakani, S., and Rafiya Banu. "Strategic Human Resource Management (HRM) in the Digital Economy." In 2024 First International Conference on Data, Computation and Communication (ICDCC). IEEE, 2024. https://doi.org/10.1109/icdcc62744.2024.10960807.

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Vardarlıer, Pelin. "Social Media Use At Human Resource Management: The Hrm Performance Effect." In ISMC 2017 13th International Strategic Management Conference. Cognitive-Crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.12.02.11.

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

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Recent events (COVID -19 pandemic, the Ukrainian war) not only have an impact on the business operations of organizations, but have also a broader impact on individual work processes in organizations. One of these is strategic human resource management, which includes the connection of personnel management with the policy of the organization. The article represents an scientific explanatory study, developed on the information collected from the literature from journals and books related to strategic human resources management. It tries to discover connections and relations between strategic HR
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Dimtrijević, Miloš, and Miloš Nikolić. "Strategic structuring of human resource management through the integration of innovations." In XXI International May Conference on Strategic Management – IMCSM25 Proceedings, Bor, 30.05.2025. University of Belgrade - Technical Faculty in Bor, Bor, 2024. https://doi.org/10.5937/imcsm25142d.

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In an increasingly dynamic business environment, human resource management is becoming more complex, necessitating the integration of innovative approaches in strategy formulation. This paper examines the impact of digitalization, artificial intelligence, data analytics, and flexible work models on human resource management. Digital tools enhance the efficiency of recruitment, training, and performance evaluation processes, while HR analytics provides data-driven insights for strategic decision-making. Innovation fosters greater security and transparency in HR strategy development. Moreover, f
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Zehir, Cemal. "The Role Of Strategic Human Resource Practices On Business Performance." In ICLTIBM 2017 - 7th International Conference on Leadership, Technology, Innovation And Business Management. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.12.03.30.

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BREAZ, Teodora-Raluca-Odett, and Mohammad JARADAT. "STRATEGIC HUMAN RESOURCE MANAGEMENT: ALIGNING HR PRACTICES WITH ORGANIZATIONAL GOALS." In INTERNATIONAL MANAGEMENT CONFERENCE. Editura ASE, 2024. http://dx.doi.org/10.24818/imc/2023/04.01.

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By ensuring that HR practices are aligned with organizational objectives, companies optimize talent management, enhance employee engagement, and achieve sustainable competitive advantage. By investigating the alignment of HR practices with strategic objectives, the present article sheds light on how HR can effectively contribute to achieving business goals. Such research helps organizations optimize talent acquisition, development, and retention processes, fostering employee engagement and performance. Ultimately, the findings offer valuable insights to HR leaders and decision-makers, enabling
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Zhao, Hongli. "Research on the Impact of Strategic Human Resource Management on Enterprise Performance." In 2017 International Conference on Humanities Science, Management and Education Technology (HSMET 2017). Atlantis Press, 2017. http://dx.doi.org/10.2991/hsmet-17.2017.23.

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Yan, Xi-mu, He Liu, and Xue Gao. "Research on the Impact of Strategic Human Resource Management on Enterprise Performance." In 3d International Conference on Applied Social Science Research (ICASSR 2015). Atlantis Press, 2016. http://dx.doi.org/10.2991/icassr-15.2016.51.

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ANGHEL (ALMĂȘAN), Cristiana Maria, and Alexandru Ionuț ALMĂȘAN. "HUMAN RESOURCE MANAGEMENT IN PUBLIC HEALTH: STRATEGIES AND BEST PRACTICES FOR EFFECTIVE HEALTHCARE DELIVERY." In INTERNATIONAL MANAGEMENT CONFERENCE. Editura ASE, 2024. http://dx.doi.org/10.24818/imc/2023/04.07.

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Human resource management (HRM) plays a vital role in the field of public health, where effective management of human capital is crucial for delivering quality healthcare services and ensuring positive population health outcomes. This scientific article explores the unique challenges facing HRM in the public health sector and examines strategies to manage human resources effectively. Through an in-depth analysis of key areas of HRM in public health, including workforce planning, recruitment and retention, training and development, performance management, and leadership development, the article
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Reports on the topic "Strategic human resource management and performance"

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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&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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West, George, Marco Velarde, and Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has mad
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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives
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Ichniowski, Casey. Human Resource Management Systems and the Performance of U.S. Manufacturing Businesses. National Bureau of Economic Research, 1990. http://dx.doi.org/10.3386/w3449.

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Bartel, Ann. Human Resource Management and Performance in the Service Sector: The Case of Bank Branches. National Bureau of Economic Research, 2000. http://dx.doi.org/10.3386/w7467.

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Silvestre, Maria Asuncion, Christian Edward Nuevo, Alfredo Jose Ballesteros, Joy Bagas, and Valerie Gilbert Ulep. Identifying and Addressing the Determinants of Stunting in the First 1000 Days: Review of Nutrition Governance Strategies and Implementation of the Philippine Plan of Action for Nutrition (PPAN) 2017–2022. Philippine Institute for Development Studies, 2023. http://dx.doi.org/10.62986/dp2023.05.

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This study reviewed public expenditures on nutrition (Annual Investment Plans [AIPs] and Gender and Development [GAD)] budgets) and evaluated the implementation of the Philippine Plan of Action for Nutrition (PPAN 2017–2022) at regional to barangay levels to examine whether current strategies and investments are directed toward cost-effective interventions. The delivery and management of nutrition-sensitive programs and interventions were also assessed by looking at the three dimensions of awareness, adoption, and accountability. Qualitative data collection through key informant interviews (KI
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Naranjo Bautista, Sandra, Edgardo Mosqueira, and Mariano Lafuente, eds. Better Governments for Better Lives: Strengthening State Capacities for Strategic, Meritocratic, and Inclusive Management of Civil Service in Latin America and the Caribbean: Executive Summary. Inter-American Development Bank, 2024. http://dx.doi.org/10.18235/0013264.

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In a context of fiscal constraints, citizen distrust, and accelerating technological change, the third edition of the regional civil service study, Better Governments for Better Lives, assesses the state of public service in Latin America and the Caribbean, highlighting progress and challenges over the past decade. The report focuses on three key questions What capacity do countries have to manage their civil service effectively? What are the main challenges and how can they be addressed? And what best practices can be adapted to promote an effective civil service? Despite some progress, such
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Chea, Phal, Muytieng Tek, and Sorsesekha Nok. Gender Gap Reversal in Learning and Gender-Responsive Teaching in Cambodia. Cambodia Development Resource Institute, 2023. https://doi.org/10.64202/wp.141.202307.

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In the past two decades, Cambodia has been committed to the global agenda of ensuring that all children from all walks of life have access to education and quality learning opportunities. The focus was not only on access to education but also on gender parity and learning quality. Three years after the adoption of the Dakar Framework for Action in 2003, Cambodia adopted the national plan for Education for All (EFA) as a guiding pathway to realise the government’s commitments toward the education goals reiterated in the Dakar Framework. Cambodia has made subsequent development in education, not
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Allen, Kathy, Andy Nadeau, and Andy Robertston. Natural resource condition assessment: Salinas Pueblo Missions National Monument. National Park Service, 2022. http://dx.doi.org/10.36967/nrr-2293613.

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The Natural Resource Condition Assessment (NRCA) Program aims to provide documentation about the current conditions of important park natural resources through a spatially explicit, multi-disciplinary synthesis of existing scientific data and knowledge. Findings from the NRCA will help Salinas Pueblo Missions National Monument (SAPU) managers to develop near-term management priorities, engage in watershed or landscape scale partnership and education efforts, conduct park planning, and report program performance (e.g., Department of the Interior’s Strategic Plan “land health” goals, Government
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Lafuente, Mariano. Public Employment and Pay Policy in Belize. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0009134.

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Abstract:
Due in part to Belize's characteristic as a small state, its public administration is among the most expensive in Central America relative to the size of its economy. This represents a potential risk in a challenging fiscal context. The wage bill's fiscal risk has been flagged as a concern over the years, and it has remained an important issue, which is aggravated by the fact that the relatively high level of spending still does not effectively promote, attract, and retain adequate human capital for the delivery of public services. This Technical Note reviews the current public employment and
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