scholarly journals GENESIS OF THEORETICAL APPROACHES IN HUMAN RESOURCE MANAGEMENT OF THE ORGANIZATION

2017 ◽  
Vol 65 (5) ◽  
pp. 38-45
Author(s):  
О.А. Korgina ◽  
E.E. Suchkova ◽  
N.E. Danilova
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Theoretical Approaches

Human Resource Management in Emerging Markets

2021 ◽  
pp. 113-133
Author(s):  
Frank M. Horwitz ◽  
Fang Lee Cooke ◽  
Ken N. Kamoche
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Emerging Markets ◽  
Human Resource ◽  
Third World ◽  
Emerging Market ◽  
Cross Cultural ◽  
Cultural Perspectives ◽  
Theoretical Approaches ◽  
Mature Market

Originally coined as a term for a grouping of developing countries which that were neither mature market economies nor “Third World” and with earlier linked terminologies, emerging markets reflect an evolving and diverse literature with a series of opportunities, encompassing the purely theoretical through to the methodological and the analytical. This chapter provides an overview examination of such theoretical approaches, indicating where there might be similarities, differences, or advantages to deploying multiple approaches to better understand the complexity and diversity of human resource management in these contexts. Examples of research using these approaches are given. The theoretical approaches include institutional theory, cross-cultural perspectives, emerging market multinational companies internationalization perspectives, the Afro-Asian nexus, resource and social capital perspectives, the postcolonial approach, and an examination of hybrid models. The latter may include similarities, convergence, and the interplay between one or more of these approaches.

scholarly journals Social School of Human Resource Management: Succession and Synthesis of Ideas

2020 ◽  
Author(s):  
Elena Igorevna Ivanova ◽  
Valerii Anatolevich Poliakov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
External Environment ◽  
Scientific Management ◽  
Staff Performance ◽  
Theoretical Approaches ◽  
Management Succession ◽  
High Uncertainty

Functioning of the organization in conditions of high uncertainty of the external environment increases the requirements for the creative and search nature of the Manager's activities. The article examines the current social schools of human resource management, from the classical school to the empirical school of scientific management, from formal organizational concepts to sociological models of interaction between generations in the process of activity. Synthesis of various theoretical approaches, its application in practice, allows managers to adapt to new conditions of life, improve the efficiency of management and staff performance.

scholarly journals THE ENCOMPASSING ANALYSIS OF THE PERSONNEL MOTIVATION THEORIES

2017 ◽  
Vol 11 (3) ◽  
pp. 42-51
Author(s):  
Алена Столяренко ◽  
Alyona Stolyarenko ◽  
Марина Матюнина ◽  
Marina Matyunina
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Result ◽  
General System ◽  
Production Factor ◽  
Main Element ◽  
Human Needs ◽  
Theoretical Approaches ◽  
Definition Of

Article is devoted to the main issues of forming and significance of motivation in the general system of personnel motivation. The authors research the theoretical approaches to the consideration of the personnel features as a production factor (tool efficiency, diligence, potential, adaptability, vector, etc.). The article analyzes human resource management as a system in which the motivation is the main element affecting the staff. The authors on the base of studying the main approaches to the definition of motivation make the conclusion that it is a process of prompting the worker to carry out activities in accordance with company's existing objectives. It is confirms the fact that motivation is not only a part, but also the enterprise human resource management function. The article considers the most common, but constantly changing by their nature motivations for work, namely stability, assertiveness, flocking, etc. The authors analyze the relationship and interdependence of motivation and human needs through the study of the basic motivation theories, namely the classical theory of needs, human relations theory, theory of providing advantages, factor «Z» theory, the goal setting theory and other. The research result is in the fact that indivisibility and interdependence of human needs and their satisfaction, and consequently obtaining the desired result, is the basis of motivation. Therefore, inducement for activities, heading an employee to a particular activity and control are the main functions of motivation

scholarly journals Researching employee experiences and behavior in times of crisis: Theoretical and methodological considerations and implications for human resource management

2021 ◽  
pp. 239700222110588
Author(s):  
Hannes Zacher ◽  
Cort W Rudolph
Keyword(s):  
Resource Management ◽  
Best Practices ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Empirical Studies ◽  
Theory Development ◽  
Theoretical Approaches ◽  
Methodological Considerations ◽  
And Behavior

Over the past 2 years, numerous empirical studies in the fields of human resource management, organizational behavior, and industrial, work, and organizational psychology have investigated employee experiences and behavior during the COVID-19 pandemic. The goal of this paper is to take a step back and to outline several theoretical and methodological considerations when researching employee experiences and behavior in times of crisis more generally. These insights may be useful when developing conceptual models, designing empirical studies, and managing people in the context of future crises. We first review theoretical approaches that could be applied to explain changes in employee experiences and behavior in times of crisis, including stress theories, theories of adjustment to work-related changes, career construction theory, event system theory, transition-adaptation theories, the crisis management and resilience framework, and the social identity model of identity change. Second, we outline methodological considerations and best practices regarding the research design of quantitative empirical studies, sampling, measurement, and analytic strategies. Throughout, we highlight empirical studies on employee experiences and behavior during the COVID-19 pandemic that have adopted these theoretical approaches and methodological best practices. We conclude with several suggestions for future theory development and empirical studies on employee experiences and behavior as well as human resource management in times of crisis.

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