Private equity and human resource management: An emerging agenda

2010 ◽  
Vol 63 (9) ◽  
pp. 1279-1296 ◽  
Author(s):  
Geoffrey Wood ◽  
Mike Wright
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Rational Choice ◽  
Human Resource ◽  
Private Equity ◽  
Historical Perspective ◽  
Special Section ◽  
Employee Relations ◽  
Theoretical Perspectives ◽  
Zero Sum

In this article we define and explain private equity, with particular emphasis on the heterogeneity of the phenomenon. We consider different theoretical perspectives of relevance to the study of private equity buyouts. In particular, we distinguish between approaches that take a zero-sum perspective (rational choice and financialization perspectives) and those with a more nuanced, complementary viewpoint (heterodox institutional and theories of action and structure perspectives). We discuss private equity in historical perspective. We then summarize the articles in this special section. Finally, we identify an agenda for further research that focuses upon employee relations and human resource aspects of private equity buyouts.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

Insights and Rumination of Human Resource Management Practices in SMEs

2017 ◽  
pp. 258-271 ◽  
Author(s):  
Azizul Hassan ◽  
Roya Rahimi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Psychological Contract ◽  
Management Practices ◽  
Employee Relations ◽  
Travel Agency ◽  
Small Scale ◽  
Family Relation ◽  
Recruitment And Selection

This chapter focuses on some specific areas of human resource management (employee relations, psychological contract, recruitment and selection) in a small - scale family owned travel agency. The study conducted via qualitative approach and using interviews and observations. Results show that, in a situation, where a sort of typical family relation exists between the owners/management, external employees are less likely offered any form of preferences; even this person possessed two criteria as qualifications or experiences and innate abilities.

The Role of Human Resource Management in Enhancing Organizational Information Systems Security

2020 ◽  
pp. 278-303
Author(s):  
Peace Kumah
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Relations ◽  
Information Systems Security ◽  
Background Checks ◽  
Systems Security ◽  
Organizational Information

Emerging human resource management (HRM) practices are focusing on background checks, training and development, employer-employee relations, responsibility and accountability, and monitoring of information systems security resources. Information systems security ensures that appropriate resources and adequate skills exist in the organization to effectively manage information security projects. This chapter examined the role of HRM in enhancing organizational information systems security. Using importance-performance map analysis, the study found training, background checks, and monitoring as crucial HRM practices that could enhance organizational information systems security. Moreover, four indicators, consisting of training on mobile devices security; malware management; background checks; and monitoring of potential, current, and former employees recorded high importance but with rather low performance. Consequently, these indicators should be improved. On the contrary, the organizations placed excessive focus on responsibility, accountability, and employee relations.

scholarly journals Analytical and Theoretical Perspectives on Green Human Resource Management: A Simplified Underpinning

2016 ◽  
Vol 9 (12) ◽  
pp. 153 ◽  
Author(s):  
A. Anton Arulrajah ◽  
H. H. D. N. P. Opatha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Review Paper ◽  
Systematic Research ◽  
Review Of The Literature ◽  
Theoretical Frameworks ◽  
Theoretical Perspectives ◽  
Organizational Theories ◽  
Green Human Resource Management

<p>This review paper creates strong analytical and theoretical frameworks for green human resource management (GHRM) literature. As green HRM is an emerging field of study it requires strong analytical and theoretical frameworks to underpin the valuable knowledge obtained by the scholars through systematic research works in this field. A review of the literature shows that strong analytical and theoretical frameworks for green HRM has yet to be emerged. Accordingly, the objective of this paper is to fill this knowledge gap considerably. This paper organizes the existing literature on the bases of ‘Analytical HRM Framework’ of Boxall, Purcell, &amp; Wright (2007) and other relevant organisational theories. Ultimately this paper establishes a strong link between existing literature in green HRM and organizational theories.</p>

Introduction to human resource management in tourism and hospitality industry

2019 ◽  
Author(s):  
Rozila Ahmad ◽  
Nurhazani Mohd Shariff
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Hospitality Industry ◽  
Industrial Relations ◽  
Employee Relations ◽  
Labour Relations ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality

Introduction to Human Resource Management in Tourism and Hospitality Industry is written for the reference of students taking courses related to human resource management in tourism and hospitality industry. This book contains some information of tourism and hospitality industry in Malaysia. Included in this book is information regarding industrial relations in Malaysia which applies Malaysian laws as some of the international laws are not applicable in Malaysia.This book applies new theories and information from a new source of reference to help students gain a new perspective on human resource management in the tourism and hospitality industry. The scope of the content is comprised of the overview of human resource management in tourism and hospitality industry, recruitment and selection, motivation, training and development, performance appraisal, reward, organization communication, employee relations and labour relations, leadership, international HRM, and the future of HRM in the tourism and hospitality industry.

Electronic human resource management: Enhancing or entrancing?

2017 ◽  
Vol 1 (2) ◽  
Author(s):  
Paul Poisat ◽  
Michelle R. Mey
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Value Chain ◽  
Qualitative Content Analysis ◽  
The Body ◽  
Theoretical Perspectives ◽  
The Status ◽  
Managerial Implications

Orientation: This article provides an investigation into the current level of development of the body of knowledge related to electronic human resource management (e-HRM) by means of a qualitative content analysis. Several aspects of e-HRM, namely definitions of e-HRM, the theoretical perspectives around e-HRM, the role of e-HRM, the various types of e-HRM and the requirements for successful e-HRM, are examined.Research purpose: The purpose of the article was to determine the status of e-HRM and examine the studies that report on the link between e-HRM and organisational productivity.Motivation for the study: e-HRM has the capacity to improve organisational efficiency and leverage the role of human resources (HR) as a strategic business partner.Main findings: The notion that the implementation of e-HRM will lead to improved organisational productivity is commonly assumed; however, empirical evidence in this regard was found to be limited.Practical/managerial implications: From the results of this investigation it is evident that more research is required to gain a greater understanding of the influence of e-HRM on organisational productivity, as well as to develop measures for assessing this influence.Contribution: This article proposes additional areas to research and measure when investigating the effectiveness of e-HRM. It provides a different lens from which to view e-HRM assessment whilst keeping it within recognised HR measurement parameters (the HR value chain). In addition, it not only provides areas for measuring e-HRM’s influence but also provides important clues as to how the measurements may be approached. 

Human Resource Management in the Family Business Context

2021 ◽  
pp. 457-477
Author(s):  
Eleni Stavrou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Business ◽  
Family Businesses ◽  
Institutional Constraints ◽  
Business Context ◽  
Institutional Settings ◽  
Theoretical Perspectives ◽  
The Family

Family businesses seem to have unique characteristics that make them different from nonfamily firms and, even though this phenomenon is understudied, they seem to differ substantially from nonfamily firms in the ways they handle human resource management (HRM). This chapter focuses on three key theoretical perspectives, namely, the resource-based view of the firm, institutional perspectives, and stakeholder analyses, to advance understanding of HRM in family-owned organizations. First, looking at the direct relationships between strategic HRM and distal competitive outcomes, the family business context seems to fall short compared to the non–family business context. However, when adding moderators, some relationships change, raising questions as to the appropriateness of extant theorizations of competitive advantage across organizational institutional settings. Second, family businesses seem to pay special attention to certain stakeholders when compared to their nonfamily counterparts, creating the need to explicate the reasons behind such emphasis. Third, family businesses seem to be affected by certain institutional constraints and enablers, necessitating their study in greater depth and the reasons behind their effects. Given these results, this chapter proposes a line of research devoted to the study of HRM in family business in its institutional context, also looking at the antecedents and the effects of such practices.

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