Готові списки джерел за темами / 3505 Human resources and industrial relations

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Добірка наукової літератури з теми "3505 Human resources and industrial relations"

Автор: Grafiati

Опубліковано: 10 січня 2023

Оновлено: 28 січня 2023

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Статті в журналах з теми "3505 Human resources and industrial relations"

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

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

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

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Marco Lajara, Bartolomé, Francisco García Lillo, and Vicente Sabater Sempere. "Human resources management." Employee Relations 25, no. 1 (February 2003): 61–80. http://dx.doi.org/10.1108/01425450310453526.

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

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

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

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Heller, Frank. "The under-utilization of human resources in industrial relations theory and practice." International Journal of Human Resource Management 4, no. 3 (September 1993): 631–44. http://dx.doi.org/10.1080/09585199300000040.

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Barkin, Solomon. "Human Resources Management Examines itself and its Limitations." Discussion 44, no. 3 (April 12, 2005): 691–702. http://dx.doi.org/10.7202/050521ar.

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Анотація:

In the present paper, the author is analysing and criticizing the prevalence of human resources management (HRM) in the study of industrial relations over the past few years, as shown in a previous article of this journal. This controversial topic is subject to discussion and exchange of views which can be sustained through this forum.

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Ponzellini, Anna. "Innovation in Pay Policies Between Industrial Relations and the Management of Human Resources." Management Research News 14, no. 10 (October 1991): 9–11. http://dx.doi.org/10.1108/eb028169.

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Дисертації з теми "3505 Human resources and industrial relations"

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

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Анотація:

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

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Xi, Jing. "Industrial relations and human resources management : a comparative analysis of cultural barriers in Chinese companies." Thesis, London South Bank University, 2017. http://researchopen.lsbu.ac.uk/1973/.

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Анотація:

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

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Ip, King-ming Olivia. "The building of labour market in the Shenzhen Special Economic Zone : and its impact on workplace industrial relations and human resources /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18540077.

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葉景明 and King-ming Olivia Ip. "The building of labour market in the Shenzhen Special Economic Zone: and its impact on workplace industrialrelations and human resources." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31235864.

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Salters, Gregory A. "A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/877.

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Анотація:

This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201). Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black. The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals. Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions. Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).

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Sehnalová, Petra. "Rozvoj personálního řízení firmy." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221752.

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Анотація:

Master´s thesis is focusing on the development of personal management of STAS - Pavel Sehnal company. First part of the thesis describes common requirements of personal management. In the second part I analyze present state of the company. The result of the thesis are suggestions, how to improve the personal management.

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Mitra, Debi. "Board Gender Diversity, Innovation and Performance of Listed Small and Medium Enterprises in Australia." Thesis, 2022. https://vuir.vu.edu.au/43462/.

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This research analyses the relationship between gender diversity and financial performance within corporate boards of Australian Securities Exchange (ASX) listed small and medium enterprises (SMEs). It is innovative in that it addresses a gap in prior research, which either fails to consider, or is inconclusive regarding the relationship between gender diversity and financial performance in the context of SMEs. The proportion of female representation is identified in prior literature as an important variable to measure board gender diversity. Accordingly, a gender diversity index has been developed. This study discusses the key theoretical perspectives underlying the gender diversity framework. The conceptual framework underpinning this study to test the hypotheses have been based on resource dependence theory, human capital theory, agency theory, upper echelon theory and critical mass theory. Hypotheses were developed to test relationships between: (1) gender diversity and firm innovation; (2) innovation and firm performance; and (3) the effect of gender diversity on firm performance. The potential moderating effect of innovation on the relationship between gender diversity and firm performance was also tested. The study further analysed the effect of situational and contextual factors associated with the organisational environment under which board decisions are made. The research design used a quantitative research method to test the two research questions and four hypotheses. The sample is consisted of 798 SME firms from 2014 to 2018. The study was extended to include association between gender diversity and performance for the subgroups of nine SME sectors. Data were extracted from the Orbis database and firm annual reports. Linear fixed model and adjusted mixed-effect models were used for data analysis. The primary independent variable is gender diversity, which is measured by Blau’s index; the dependent variable is firm performance, which is measured by return on assets(ROA), return on equity (ROE), return on capital employed (ROCE) and Tobin’s Q. This study used four control variables: firm size, board size, firm age, and leverage. The potential for innovation as a moderating variable was explored using the firms’ research and development (R&D) expenditure. The study found that the percentage of female board members was 24.94% in 2018 compared with 16.67% in 2014. The sector-wise performance data demonstrated no significant difference in firm performance with the presence of gender diversity (75% of performances across all sectors are positive but not statistically significant). There was no association between gender diversity and performance. Further, the potential effect of R&D expenditure as a moderator was not statistically significant. This study is innovative because no previous research on board gender diversity and its influence on listed SME performance, with innovation as a potential moderating variable, has been undertaken in the Australian setting. The findings of this study are consistent with prior research, where contradictory results or no results were found when investigating the effect of board diversity on performance. The analysis of the results shows some significant effects of gender diversity on financial performance, and it found no evidence of a significant negative link between board gender diversity and performance. Thus, the results do not contradict the case for the inclusion of female members in SME corporate boards. The effect of gender diversity may be different under different circumstances and at different times and across firms and time periods; the results may offset and produce no effect on firm performance.

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Grant, Mary T. "Practical Experiences that Signal the Employability of Graduates from Undergraduate Sport Management Programs During Job Recruitment and Selection." Thesis, 2022. https://vuir.vu.edu.au/43675/.

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Анотація:

A high expectation exists from managers in the sport management (SM) industry sector for graduates from undergraduate (UG) SM programs to have extensive practical experience and employability. It is unclear however, from the literature reviewed, of the contribution practical experience plays to graduate employability. Also unclear is how SM employers recognise employable graduates. The purpose of this Australian-based research was to determine how practical experience can align the learning, development, and subsequent capacity of graduates from UG SM programs, to transparently signal their employability during job recruitment and selection. This purpose was refined into three research questions with specific foci. The first research question focused on differentiating and defining SM job classifications to identify broad SM role functions. Associated with these role functions are the skills, attributes, and corresponding knowledge that UGs should develop while undertaking practical experiences in an UG SM program. The focus of the second research question was to examine how learning and development gained from practical experience can transparently be converted into employability signals and observed by prospective SM employers during job recruitment and selection. The third research question focused on providing recommendations to managers from the SM industry sector and coordinators of UG SM programs to assist both sectors prepare UGs to be employable graduates. A mixed methods approach was adopted in three stages. In Stage One a job advertisement audit was conducted of 200 graduate-entry SM positions that stipulated a tertiary qualification and practical experience as prerequisites. The data were analysed through text coding and using descriptive statistics. In Stage Two, semi-structured interviews were conducted with 10 sport managers identified from the job audit. The interview transcripts were coded and thematically analysed. Stage Three involved the conduct of an online employability survey which incorporated eight Employability Dimensions (Rosenberg et al., 2012) with corresponding items, garnering responses from 165 sport managers. However, following data cleansing, 92 responses were analysed using non-parametric statistics.

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Castellano, William G. "A framework for managing contract human capital contract human capital engagement modes and human resource configurations." 2008. http://hdl.rutgers.edu/1782.2/rucore10001600001.ETD.000050462a.

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Nqapela, Ntembeko. "The perceptions of human resources and industrial relations managers on the impact of the 2012 Marikana incident on industrial relations in South Africa." Thesis, 2016. http://hdl.handle.net/10539/19979.

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University of the Witwatersrand Discipline of Psychology MASTERS RESEARCH REPORT
This study conducted a thematic content analysis qualitative methods approach to explore the perceptions of the “Impact of the 2012 Marikana labour unrest on labour and industrial relations in South Africa”. Perceptions of industrial relations stakeholder role efficacy; causes and consequences of labour-management conflict, intra-union conflict and inter-union conflict are discussed. Economic, political, sociological factors as well as the influence of group dynamics are discussed to frame the impact of the 2012 Marikana incident on labour and industrial relations in South Africa.

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Книги з теми "3505 Human resources and industrial relations"

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

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

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

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

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

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1959-, Fitzgerald Robert, and Rowley Chris 1959-, eds. Human resources and the firm in international perspective. Cheltenham, UK: E. Elgar Pub., 1997.

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

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The management of human resources in Chinese industry. New York: St. Martin's Press, 1995.

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

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

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Частини книг з теми "3505 Human resources and industrial relations"

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

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Hansen, W. Lee, Nicole Mehlek, Michelle Murphy, and Diane True. "Adapting a Quality Function Deployment Model to Optimise Professional Education in Human Resources/Industrial Relations Programmes." In Educational Innovation in Economics and Business IV, 191–227. Dordrecht: Springer Netherlands, 1999. http://dx.doi.org/10.1007/978-94-015-9181-2_12.

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Sibil, Betty, and Celina Joy. "Strategies for Harnessing the Changing Nature of Human Resources With a Special Focus on Diversity." In Advances in Human Resources Management and Organizational Development, 1–17. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3515-8.ch001.

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The world is witnessing a fourth industrial revolution characterized by an unpredictable environment in which disruptive technologies and trends are changing the way humans live and work. While organisations are grappling with the challenges of the fast-paced external environment, the last decade has also witnessed the changing nature of human resource posing difficulties for the future of work. Millennials are entering the current workforce with high levels of education, huge career aspirations, and seeking a faster pace of growth in the organization resulting in high attrition rates. Traditional policies and practices of employee relations which steered human resources in the past may be inadequate to meet the growing challenges of organizations in the 21st century. This chapter will be an attempt to gain a deeper understanding of the changing nature of employee relations with respect to employee diversity and how it can be used as an employee retention tool in the rapidly changing environment.

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"Industrial relations in construction." In Human Resources Management in Construction, 101–17. Routledge, 2014. http://dx.doi.org/10.4324/9781315844695-10.

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"The industrial relations system." In Managing Human Resources in Asia-Pacific, 229–33. Routledge, 2004. http://dx.doi.org/10.4324/9780203643167-35.

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"CHAPTER 7. INDUSTRIAL RELATIONS AND LEGAL ASPECTS." In Human Resources and Tourism, 164–86. Multilingual Matters, 2010. http://dx.doi.org/10.21832/9781845411411-008.

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Ironside, Mike, and Roger Seifert. "Employers, managers and the management of human resources." In Industrial Relations in Schools, 120–65. Routledge, 2005. http://dx.doi.org/10.4324/9780203989678-4.

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Croucher, Richard, and Ingo Singe. "US Multi-Nationals and the German Industrial Relations System." In Human Resources, Labour Relations and Organizations, 93–109. Nomos Verlagsgesellschaft mbH & Co. KG, 2017. http://dx.doi.org/10.5771/0935-9915-2017-2-93.

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"Industrial Relations in the Global Economy." In Industrial Relations to Human Resources and Beyond: The Evolving Process of Employee Relations Management, 342–64. Routledge, 2016. http://dx.doi.org/10.4324/9781315498331-19.

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Walker, Kenneth F. "Human resources relations: A new paradigm for better theorizing and research on the HR/IR field." In Advances in Industrial and Labor Relations, 137–59. Emerald Group Publishing Limited, 2009. http://dx.doi.org/10.1108/s0742-6186(2009)0000016009.

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Тези доповідей конференцій з теми "3505 Human resources and industrial relations"

Cullen, Barry, and Jim McGovern. "Proposed Otto Cycle/Stirling Cycle Hybrid Engine Based Power Generation System." In ASME 2008 Power Conference. ASMEDC, 2008. http://dx.doi.org/10.1115/power2008-60039.

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Анотація:

The generation of electrical and thermal power is a matter of critical importance to the modern world. Considerable quantities of both power types are required in all sectors of society; industrial, domestic and leisure, with the future prosperity of both developed and developing societies being dependant on generation of both a sufficient quantity and quality of power. Central to this discussion on the international front is the topic of fossil fuel usage. Despite considerable advances in renewable energy conversion technologies, the human race remains dependant on fossil fuels as a primary energy source. With increasing demand for these finite resources giving rise to strained international relations and economic uncertainty, emphasis has fallen on optimization of usage patterns. The area of power plant efficiency is essential to this optimization. This paper proposes a method for increasing the efficiency of an Otto cycle engine based plant as is typically used in CHP and other Distributed Generation scenarios. The method proposed is to utilise a Stirling cycle engine as a heat recovery device on the exhaust stream of the Otto engine. Thermal energy that may otherwise be lost would thereby be recovered and used to generate additional electrical power. In this manner energy is effectively diverted from the exhaust flow of the engine and converted to mechanical work by way of the Stirling cycle engine. It is postulated that this combined cycle will yield higher plant efficiency than the Otto engine alone. This paper introduces work completed to date and an experimental plan for the project. The project was initiated at undergraduate level as a feasibility study for application of the hybrid engine in automotive circumstances. The study suggested that the combination of the engines in the proposed manner was indeed feasible, with significant power gains possible. However, it proved unlikely that automotive application was the best use of the system unless certain constraints were addressed. Therefore, it was decided to pursue the concept in terms of a stationary generation system. The advantages of the stationary system over the automotive system are addressed briefly, with the constraints of the automotive scenario analysed and their relevance to the stationary generation situation examined. The central areas under investigation are detailed, including thermodynamic theory pertaining to the Otto cycle and Stirling cycle engines, and the combined cycles. Possible limiting factors to the design are discussed also.

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