Perceived Acute Human Resource Management Problems in Small and Medium Firms: An Empirical Examination

2009 ◽  
Vol 33 (2) ◽  
pp. 455-479 ◽  
Author(s):  
Neil Tocher ◽  
Matthew W. Rutherford
2016 ◽  
Vol 20 (07) ◽  
pp. 1650063 ◽  
Author(s):  
SABRINA LENZ ◽  
MONICA PINHANEZ ◽  
LUIS ENRIQUE URTUBEY DE CÉSARIS ◽  
CHARLOTTE JACOBS

This paper considers challenges of human resource management (HRM) in open innovation (OI) processes. It examines which strategies managers use to overcome these problems. By conducting an inductive case study of the Brazilian oil and gas company Petrobras based on grounded theory, we developed a framework explaining these challenges and strategies. The paper argues that the most important HR challenges are (a) interpersonal relationships, (b) power shifting inside the organization, and (c) creating a sense of value among workers, and explains how managers tackled all these challenges to build a better working environment. The deep analysis of HRM challenges in OI contributes to a better understanding of management problems these processes can cause and how these could be overcome.


2015 ◽  
Vol 2 (4(74)) ◽  
pp. 48 ◽  
Author(s):  
Масума Гусейн кызы Мамедова ◽  
Зарифа Гасым кызы Джабраилова

Author(s):  
Andronicus Torp ◽  
Andreia Gabriela Andrei ◽  
Anca Alexandra Purcarea

Abstract This paper is a comparative study on the findings regarding the connection between a person’s energy profile and that person’s professional performance. As the performance predictors that are used within Human Resource Management may provide a company with important information regarding the future performance of an employee, it is of great importance that these performance predictors be kept up-to-date, both in what regards the precision of each predictor, and by including new performance predictors to the present array of HR predictors should such new predictors be found. This paper is an empirical examination of two such predictors, stress and energy, and argues that, based on the available empirical material, it seems to be possible to expand the present selection of HR predictors with these two predictors as well. This study is based on the ontological framework set forth by academics such as Einstein, Hawking, Tiller, Hunt, Motoyama, regarding the possibility of assessing the human being based on their energy profile. The part concerning Human Resource Management is based on the scientific framework put forth by Hunter & Hunter. Their study shows the validity of the vast majority of the performance predictors used within Human Resource Management, and discusses their practical validity. Then, there is the trans-disciplinary approach, where it is shown based on the empirical studies conducted by Torp et al. if, and how, the present array of performance indicators that are used in the field of Human Resource Management may be improved. Here, different and complementary scientific studies are included to document that the proposed Human Resource Management performance predictor is in reality more than just a predictor, it is an assessment tool that can both predict, and at the same time help quantify a series of the most modern initiatives within Human Resource Management, such as integrating sport, mindfulness, diet, etc. in the workday in order to improve performance.


2003 ◽  
Vol 42 (4) ◽  
pp. 321-335 ◽  
Author(s):  
Matthew W. Rutherford ◽  
Paul F. Buller ◽  
Patrick R. McMullen

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