Tailoring human resource management practices to suit different employee groups

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Management Practices ◽  
Training And Development ◽  
Content Type ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
Employee Group ◽  
Group Identities ◽  
Pertinent Information ◽  
Employee Groups ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper determines whether employees react in diverse ways to a uniform HRM approach, and whether bespoke approaches tailored to individual employee group identities should therefore be implemented by HR. The results revealed that professionals aligned with their overarching profession more than they do with their employer, that low responsibility employees were engaged with HRM practices, that supervisors were deficient in HRM-led motivation, and that training and development was the most important vehicle of HRM value delivery across all employee groups. Hence it seems a risky strategy to remain static by not tailoring HR to defined employee group values. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Cross-sector insights from China on boosting employee well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Justice ◽  
Human Resource ◽  
Design Methodology ◽  
Reading Time ◽  
Management Practices ◽  
Well Being ◽  
Content Type ◽  
Human Resource Management Practices ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on how human resource management practices (HRMPs) impact employee well-being (EWB), and how integrity leadership and organizational justice shape this relationship. The three HRMP dimensions – ability-enhancing, motivation-enhancing, and opportunity-enhancing HR practices – all positively impacted the trio of EWB dimensions, namely job well-being, psychological well-being, and life well-being. Organizational justice proved to enhance the ability of HRMPs to boost EWB, and integrity leadership was an EWB catalyst in all of these interrelationships. HR teams are therefore advised to invest clear and genuine efforts into boosting the integrity of leaders, for example through rigorous recruitment screening. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Enhancing organizational training and development

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Social Exchange ◽  
Design Methodology ◽  
Training And Development ◽  
Mutual Trust ◽  
Organizational Training ◽  
Content Type ◽  
Hrm Practices ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Investing in training and development HRM practices enables companies to show their employees that they are valued. Employee response is likelier to be positive when the investment is perceived in terms of social exchange reflecting a long-term relationship based on mutual trust rather than more impersonal economic exchange where concern for the employee is minimal. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Looking after the pennies how to maximize returns on retail training

2018 ◽  
Vol 32 (3) ◽  
pp. 35-37
Keyword(s):  
Case Studies ◽  
Call Center ◽  
Design Methodology ◽  
Reading Time ◽  
Training And Development ◽  
Fair Share ◽  
Content Type ◽  
Negative Comments ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings What is the least glamorous role within the modern organization? Accountants are usually the butt of jokes about boring jobs and even more boring people who count the pennies. Receptionists also receive their fair share of flak, as does anyone working in office services or in a call center. However, one job above all others seems to garner more than its fair share of negative comments, and it is the position of the helpless training and development officer. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent, information and presenting it in a condensed and easy-to-digest format.

Cultivating leaders

2019 ◽  
Vol 27 (5) ◽  
pp. 16-18
Keyword(s):  
Reading Time ◽  
Training And Development ◽  
Leadership Traits ◽  
Content Type ◽  
Fast Tracking ◽  
Management Positions ◽  
Leadership Pipeline ◽  
Pertinent Information ◽  
Set Up ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Maintaining a quality leadership pipeline is a concern for organizations. Traditionally, high potential employees were identified based on proven in-role experience. Identifying recognizable potential leadership traits and qualities means “new grad” programs can be set up, recruiting final year university students and then investing in their training and development before fast-tracking them to management positions. This article investigates one such program, looking at its creation and operation, and highlighting potential challenges. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The effects of human resource management practices on employees’ organisational commitment

2015 ◽  
Vol 23 (3) ◽  
pp. 472-492 ◽  
Author(s):  
Khaled Aladwan ◽  
Ramudu Bhanugopan ◽  
Brian D'Netto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Management Practices ◽  
Middle Eastern ◽  
Organisational Commitment ◽  
Content Type ◽  
Hrm Practices ◽  
Human Resource Management Practices

Purpose – This study aims to examine the effects of human resource management (HRM) practices on organisational commitment (OC) in the Middle Eastern context. Design/methodology/approach – Survey data were collected from 493 front-line employees across a variety of industries in Jordan. A structural equation modelling analysis was performed to delineate the relationship between HRM practices and OC. Findings – A test of the model was conducted using a path analytic approach hypothesising that HRM factors influence OC. The findings indicate that the causal model is consistent with the data and contributes to a fuller understanding of the association between HRM practices and OC. Originality/value – This is the first study that represents a little-researched area of recent times and even less so in Middle Eastern countries. The findings of the study offer new perspectives on how HRM practices have direct and indirect effects on employees’ OC and would assist in reshaping the HR policies in organisations located in the Middle Eastern regions.

scholarly journals ENHANCING CAREER COMMITMENT: THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES

2017 ◽  
Vol 16 (2) ◽  
Author(s):  
Khulida Kirana Yahya ◽  
Fee-Yean Tan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Career Commitment ◽  
Training And Development ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
The Relationship ◽  
And Training

The purpose of this study is to examine the relationship between human resource management(HRM) practices (training and development, compensation and promotion) with careercommitment. Data was gathered through questionnaire from 253 employees of a multinationalcompany in Malaysia. The regression results indicated that compensation, and training anddevelopment were significant predictors to enhance career commitment. The results alsosuggested that compensation was the most important factor that influence career commitmentfollowed by training and development.Keywords: Career Commitment; HRM Practices; Training and Development; Compensation;Promotion.

“Onsite-offshore” corporations

2019 ◽  
Vol 28 (1) ◽  
pp. 1-4
Keyword(s):  
Multinational Corporations ◽  
Home Country ◽  
Cultural Norms ◽  
Content Type ◽  
Emerging Nations ◽  
Hrm Practices ◽  
Norms And Values ◽  
Foreign Operations ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings It is thought that Multinational Corporations (MNCs) in emerging nations have a weak economy, and as such want to learn from the host country of their subsidiary companies. However, it can be seen that via global staffing, rotation and extensive expatriation, cultural norms and values of the home country can be maintained and transferred. The headquarters of the Emerging MNC can use this method of control to centralize their decision-making and standardize their foreign operations. Using people as a form of control can thus impact on human resource management (HRM) practices. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

New approaches on repatriation research

2014 ◽  
Vol 12 (3) ◽  
pp. 326-344 ◽  
Author(s):  
Naiara Arnaez ◽  
Amaia Arizkuren ◽  
Marta Muñiz ◽  
María Eugenia Sánchez
Keyword(s):  
Management Practices ◽  
Recent Literature ◽  
Future Research ◽  
Contextual Influences ◽  
Content Type ◽  
Future Studies ◽  
Human Resource Management Practices ◽  
Research Propositions ◽  
The Impact ◽  
Practical Implications

Purpose – The purpose of this paper is to analyze repatriation as an active actor on his/her return and not just as a passive receiver of organizational human resource management practices. Traditionally, literature has been focused on investigating the impact of organizational practices and support on repatriation, but new studies suggest that this approach is insufficient. According to these studies, individual and contextual influences are also important on repatriation and new studies are needed to measure its impact. Design/methodology/approach – This article is the base of future studies to analyze the impact of both approaches at once. Findings – The paper departs from recent literature in the field, to develop a series of research propositions. Research limitations/implications – The implications of this study include to contribute to the knowledge and future research on the expatriation process, studying the adaptation, performance, etc. of the expatriate during the international mission and particularly the last part of the process, repatriation, which has not received so much attention. Practical implications – This paper highlights that mismanagement of repatriation could lead to turnover of these valuable professionals or to a non-satisfactory reinstatement or even to inefficiency. On the other hand, the perception that repatriation is not well managed and that it does not lead to an advance for the employee could discourage future expatriates to accept international missions, which could even slow down the international progress of the company. Originality/value – The integration of the traditional and the emerging perspectives of repatriation process.

Improving the effectiveness of workplace training

2017 ◽  
Vol 31 (4) ◽  
pp. 30-32
Keyword(s):  
Personnel Selection ◽  
Assessment Tool ◽  
Critical Factor ◽  
Training And Development ◽  
Situational Judgment Tests ◽  
Content Type ◽  
Maximum Value ◽  
Learning Techniques ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Training and development is widely recognized as a critical factor in organizational success. It is thus normal for organizations to invest substantially in the quest to extract maximum value from the talent they have at their disposal. To this end, most firms will use an array of different learning techniques. However, wise operators will also be on the lookout for original approaches that could help give them an advantage over the competition. Perhaps, situational judgment tests (SJTs) might fit the bill in this respect. Evidence confirms that SJTs are proven for such as personnel selection and organizational psychology. In the context of training though, the methodology remains under-explored by comparison. This is despite their use as an assessment tool prior to training or afterwards. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Study of post-war Syrian management practices shines light on numberof challenges

2018 ◽  
Vol 26 (6) ◽  
pp. 31-33
Keyword(s):  
Design Methodology ◽  
Management Practices ◽  
Technology Literacy ◽  
Content Type ◽  
Local Characteristics ◽  
Managerial Culture ◽  
Pertinent Information ◽  
Post War ◽  
Self Learning ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings War destroyed a lot of positive features of the Syrian society and forced a large number of elite managers to leave the country, making it imperative to study the local characteristics that affect post-war managerial culture. The findings revealed that the challenges included big egos, technological hurdles, financial constraints, instability, and the different expectations of new and old staff. Future trends included a need to develop collective leadership, designing programs to teach technology literacy for all ages, a greater focus on self-learning, and also a requirement to devise courses for managers and leaders at all levels of the company. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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