Workplace Drug Abuse and AIDS: A Guide to Human Resource Management Policy and Practice

In this chapter, the authors landscape key aspects of the historical and contemporary nature of human resource management in the postsocialist region of central and eastern Europe. The chapter commences with a background discussion of the evolution of human resource management in the region under three key periods, namely, the socialist period, the transition period, and the contemporary period. The chapter then turns to providing an account of a selected number of particular historical and contextual factors that account for some of the commonalities and differences exhibited in contemporary human resource management in the region. Chief among the factors identified are cultural determinants, variations in the control provisions that operated under socialism, the path to gradual Europeanization, the ownership structure in the economy, the shifting fortunes of trade unions, and the levels of managerial competence. Finally, drawing on three waves of Cranet data gathered between 2004/5 and 2014/15, the authors provide a summative account of selected aspects of organizational-level human resource management policy and practice in the region.

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Human Resource Management in the African Context

The Oxford Handbook of Contextual Approaches to Human Resource Management ◽

10.1093/oxfordhb/9780190861162.013.14 ◽

2021 ◽

pp. 305-326

Author(s):

Frank M. Horwitz ◽

Linda Ronnie

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Multinational Corporations ◽

Human Resource ◽

Emerging Market ◽

Cross Cultural ◽

Employment Relations ◽

Policy And Practice ◽

African Countries ◽

New Findings

This chapter provides a critical overview of the evolving human resource management (HRM) research context, labor market developments, insights regarding cross-cultural diversity, human resource practices, issues pertaining to the efficacy of adoption of Western and East Asian international HRM, and employment relations in African countries. Given the influence of multinational corporations on the diffusion and development of HRM in African countries, issues pertaining to their influence are critically evaluated. Even with the increasing focus on the Chinese–African HRM nexus, studies on African management or HRM are often country specific, occasionally comparative, and variously suggest that HRM practices follow the convergence perspective, “cross-convergence” perspective, or divergence perspectives. There are still unexplored issues relating to African management or HRM, and new findings could reshape the research agenda, HRM policy, and practice. Though often country or regionally focused, there is evidence of increasing research on HRM issues and mergers and acquisitions, impacts of privatization on HRM, knowledge appropriation, emerging market multinational corporation HRM policy and practice, diversity and cross-cultural management, HIV/AIDS policy implementation issues, sustainable development and corporate social responsibility, and impacts of the institutional and regulatory environment on HRM and employment relations.

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Lineamientos bbsicos para una polltica de gestiin del recurso humano para el contexto del sector ppblico colombiano. Para servir mejor al paas: ccmo hacer estrattgica la gestiin del talento humano en las organizaciones ppblicas colombianas? (Basic Guidelines for a Human Resource Management Policy for the Context of the Colombian Public Sector. To Better Serve the Country: How to Make the Management of Human Talent Strategic in Colombian Public Organizations?)

SSRN Electronic Journal ◽

10.2139/ssrn.2926970 ◽

2015 ◽

Author(s):

Pablo Sanabria ◽

Fabian Telch

Keyword(s):

Resource Management ◽

Public Sector ◽

Human Resource Management ◽

Human Resource ◽

Public Organizations ◽

Management Policy

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Influence of Human Resource Management Policy on Customer Loyalty

Vilnius University Open Series ◽

10.15388/vgisc.2021.10 ◽

2021 ◽

pp. 76-83

Author(s):

Kamilė Mitašiūnaitė

Keyword(s):

Resource Management ◽

Customer Satisfaction ◽

Human Resource Management ◽

Human Resource ◽

Customer Loyalty ◽

Employee Motivation ◽

Business Environment ◽

Management Policy ◽

Loyal Customer ◽

The Impact

The business would not be able to achieve the set goals without qualified specialists. Therefore human resource management is one of the most important processes to an organisation. HRM policy aspects – employee motivation and job satisfaction – directly contribute to customer satisfaction and loyalty. The problem is that in today’s business environment, where there is a big rivalry, maintaining customer loyalty becomes a huge task for the business. The aim of this article is to evaluate the impact of human resource management policy on customer loyalty. The article analyses concept of human resource management, evaluates the development of loyal customer behaviour, distinguishes traditional and innovative concepts of human resource management. Also, the article notices a relationship between employee satisfaction and customer satisfaction. Analysis of empirical research level shows the impact of human resource management policy on customer loyalty and provides a research model.

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Human Resource Management

10.1093/oxfordhb/9780199547029.003.0001 ◽

2009 ◽

Cited By ~ 28

Author(s):

Peter Boxall ◽

John Purcell ◽

Patrick M. Wright

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Human Beings ◽

Policy And Practice

Human resource management (HRM), the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings are employed. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. This article focuses on the scope of HRM and its major subfields. For example, Micro HRM (‘MHRM’) covers the subfunctions of HR policy and practice.

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