The Impact of Human Resource Policies on Employees

1990 ◽  
Vol 11 (4) ◽  
pp. 368-383 ◽  
Author(s):  
ELLEN GALINSKY ◽  
PETER J. STEIN
Keyword(s):  
Human Resource ◽  
Empirical Studies ◽  
Major Work ◽  
Family Problems ◽  
Supervisory Relationships ◽  
Human Resource Policies ◽  
Fortune 500 Companies ◽  
Family Issues ◽  
Work Family ◽  
The Impact

Using a number of empirical studies of human resource policies in Fortune 500 companies, this article focuses on (a) the major work/family problems faced by employees, (b) how work/family programs affect productivity, (c) what trends are emerging among companies, and (d) how a subsample of leading scientific companies and universities are responding to work/family issues. The seven major issues employees face are examined: child care, elder care, work time and timing, relocation, job demands and autonomy, supervisory relationships, and organizational culture. The major characteristics of Stage 1 and Stage 2 companies are compared, the later companies having more comprehensive and multifaceted programs that are responsive to employee needs. The research indicates that although some of the leading corporations and universities are responsive to work/family problems, many are still not aware of nor responsive to work/family strain and conflict.

How Fortune 500 Companies Are Using Electronic Résumé Management Systems

1998 ◽  
Vol 61 (3) ◽  
pp. 8-19 ◽  
Author(s):  
William H. Baker ◽  
Kristen DeTienne ◽  
Karl L. Smart
Keyword(s):  
Key Words ◽  
Human Resource ◽  
Fortune 500 ◽  
Management Systems ◽  
Job Requirements ◽  
Fortune 500 Companies ◽  
Research Article ◽  
New Applications ◽  
The Impact ◽  
Infor Mation

Scanning technology is now playing a major role in Human Resource Infor mation Systems (HRIS). As new applications are received, many organiza tions scan the résumés into their databases and subsequently search key words to achieve a match between applicants' qualifications and job requirements. But typographical embellishments on some résumés cause scanning difficul ties. This research article reports the impact of electronic résumé-management systems in Fortune 500 companies and examines the implications of this technology, providing guidelines for producing scanner-friendly résumés.

Self-Reported Work and Family Stress of Female Primary Teachers

2003 ◽  
Vol 47 (1) ◽  
pp. 73-87 ◽  
Author(s):  
Narelle Thomas ◽  
Valerie Clarke ◽  
Judy Lavery
Keyword(s):  
Family Stress ◽  
Cumulative Effect ◽  
Primary Teachers ◽  
Work And Family ◽  
Self Report ◽  
Child Rearing ◽  
Government Schools ◽  
Major Work ◽  
Work Family ◽  
The Impact

Stress arising in the domain of work and family can have a cumulative effect, and can spill over across the domains. The work-family interface has received little attention in teacher stress research, therefore the present study aimed to investigate work and family stress among teachers. Self-report questionnaires were distributed to 102 female, primary teachers from government schools in the Geelong area. Responses were used to: (a) identify the major work and family stressors; (b) identify the contributions of perceived work and family stress to perceived global stress; and (c) explore the impact that work and family stress have on each other. Overall the teachers reported moderate levels of global, work and family stress. Time and workload pressure was the major work stressor, and responsibility for child rearing the major family stressor. Work stress and home stress both impacted on each other. The implications of the findings were discussed.

scholarly journals The Impact of Strategic Human Resource Management Practices on Productivity: The Case of the Malaysian Oil Palm Industry

2020 ◽  
Author(s):  
Muhammad Aminu Bawa ◽  
Muhamad Jantan ◽  
Juhary Ali
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Oil Palm ◽  
Management Practices ◽  
Empirical Studies ◽  
Strategic Human Resource Management ◽  
Theoretical Research ◽  
The Impact

A substantial body of evidence in management theory and business practice has accumulated to show that Strategic Human Resource Management (SHRM) is associated with improved organizational performance. In spite of this evidence, empirical studies have shown that some organizations are slow in implementing those practices. One of the fundamental reasons behind this is the fact that as a body of practical knowledge, SHRM has seemingly lacked any theoretical research framework to underpin it. Thus, this paper is an attempt to address this problem by (1) contributing to theory building in strategic HRM, and (2) empirically testing the hypothesis that SHRM practices affect productivity. This study used a sample of 129 managers of oil palm estates from a national survey of estate managers reflecting the 1998 financial year Using linear regression techniques, the results suggest that (1) estates implement less strategic HI? practices than anticipated, and (2) some strategic HR practices were related to productivity. Managerial implications of the study were discussed.  

scholarly journals Efectos de las políticas de recursos humanos socialmente responsables en el capital intelectual

2016 ◽  
Vol 12 (2) ◽  
pp. 549 ◽  
Author(s):  
Jesus Barrena-Martínez ◽  
Macarena López-Fernández ◽  
Pedro Miguel Romero-Fernández
Keyword(s):  
Social Responsibility ◽  
Human Resources ◽  
Human Resource ◽  
Intellectual Capital ◽  
Socially Responsible ◽  
Human Resource Policies ◽  
Recursos Humanos ◽  
The Individual ◽  
Corporate Social ◽  
The Impact

Purpose: This research focuses on the benefits that social responsibility can report on the area of human resources, examined the impact of a socially responsible configuration of human resource policies and practices in the generation value process for the company, and more specifically in its intellectual capital.Design/methodology/approach: The study performed a regression analysis, testing the individual effects of socially responsible human resource policies on intellectual capital, broken down into three main variables such as human, social and organizational capital.Findings: The results shed light on how the introduction of socially responsible aspects in the management of human resources can facilitate the exchange of knowledge, skills and attitudes human--capital; lead to improvements in communication, trust, cooperation among employees social-capital and, in turn, generates an institutionalized knowledge encoded in the own organizational culture –organizational capital–.Research limitations/implications: The study only provides information from large companies with over 250 employees.Practical implications: There are important implications in the measure of corporate social responsibility concerns in the area of human resources.Social implications: Also important intangible effects on non-economic variables are confirmed, such as intellectual capital.Originality/value: The value of the study lies in its novelty, testing socially responsible configurations of human resources as well as the direct effects of different policies on intellectual capital.

The Impact of Human Resource Policies on Union Organizing

1987 ◽  
Vol 26 (2) ◽  
pp. 113-126 ◽  
Author(s):  
JACK FIORITO ◽  
CHRISTOPHER LOWMAN ◽  
FORREST D. NELSON
Keyword(s):  
Human Resource ◽  
Union Organizing ◽  
Human Resource Policies ◽  
The Impact
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