scholarly journals Human Resource Policies and Work Culture: A Case of Starbucks

2018 ◽  
Vol 15 (1) ◽  
pp. 1-12
Author(s):  
Shinta Dewi Sugiharti Tikson
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Motivation ◽  
Work Culture ◽  
Human Resource Policies ◽  
Management Policies ◽  
The Right ◽  
The Relationship

This paper discusses the human resource management policies and work culture at Starbucks. Starbucks view their employees as company assets that must be managed correctly in order to maintain the most valuable human resources in the business. This company also understand the relationship between positive human resource management policies and work culture and employee motivation. Therefore, the company take great care in selecting the right kind of people and make an effort to retain them. For that reason, the company’s human resource policies reflected its commitment on its employees.Keywords: Human resource policies and practice, work culture, Starbucks, employee motivation.

Competitiveness and Human Resource Management Policies

1996 ◽  
Vol 22 (2) ◽  
pp. 1-19 ◽  
Author(s):  
Michael Poole ◽  
Glenville Jenkins
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Competitive Strategy ◽  
Management Policies

Competitive strategy based on human resources can be less easy to copy.

scholarly journals Analysis of the Relationship between Strategic Management and Human Resources Management in Informatics Services Company of Tehran Province

2016 ◽  
Vol 10 (6) ◽  
pp. 205
Author(s):  
Amir Kompani ◽  
Amir Babak Marjani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Organizational Support ◽  
Affective Commitment ◽  
Human Resources Management ◽  
Tehran Province ◽  
The Relationship

Concepts of strategic management and human resource management has long been of interest of researchers and various studies have been done on the relationship between these concepts. In general, researchers believe that the strategic management of the organization leaves a significant role in human resource management. In this regard, the present study is an attempt to examine this relationship in the form of a conceptual model includes 12 hypotheses that have been tested and evaluated in the informatics services company with a population of 740 people. In this study, the concept of strategic management in the form of three basic dimensions: 1) strategic planning, 2) execution of strategy, and 3) assessment strategy has been defined. Human resource management also consists of four main dimensions: 1) attraction and retain the human resources, 2) perceived organizational support, 3) normative and affective commitment, and 4) Optional behavior.  The results showed that between strategic management and human resource management are positively and significantly correlated. As the results showed three independent variables of the study were able to predict more than half of dependent variable changes of human resource management, among which the variable of evaluation of strategy had the greatest role.

scholarly journals Employees’ perceptions and the relationship between human resource management and organizational performance: a conceptual view

2019 ◽  
Vol 3 (1) ◽  
pp. 46-63 ◽  
Author(s):  
Gonçalo Pombo ◽  
Jorge Gomes
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Social Information Processing ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Individual Outcomes ◽  
Human Resource Policies ◽  
The Relationship

The paper presents a review of the literature and advances a set of propositions concerning the employees’ perceptions on the relationship between human resource management and organizational performance. The study is aimed at filling the gap in the literature on the employees’ perception regarding human resource policies and the relationship to organizational performance. Social information processing theory is used to advance the insights on how employees’ performance about human resource policies may influence the organizational performance. The review indicated that there is a positive relationship between the employees’ perceptions of human resource policies and overall performance of a given organization. A positive perception of the implemented policies influences various individual outcomes such as commitment, engagement, and satisfaction, amongst others. Shared perceptions among the employees are also considered to have a considerable impact on the organizational performance. Nevertheless, there is a need for further research to explore the relationship between human resource management and organizational performance in more detail.

scholarly journals Digital Transformation and Its Impact on Strategic Supremacy Mediating Role of Digital HRM: an Evidence From Palestine

2022 ◽  
Vol 19 ◽  
pp. 197-221
Author(s):  
Ohoud Khatib ◽  
Khaled Alshawabkeh
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Resources Management ◽  
Digital Human ◽  
The Impact ◽  
The Relationship

This study aims to identify the impact of digital transformation in achieving strategic sovereignty in a world that is intensely competitive and in a digitalized era. In the study, the human resource management variable serves as an intermediary variable in the relationship between digital transformation and strategic leadership. The study population consists of (420 top and middle) managers in two mobile telecommunications companies in Palestine, namely: Jawwal and Ooredoo. The study is based on the quantitative approach using a proportional stratified sample, as a 201- item questionnaire is developed using the Seven-Point Likert Scale to study the three variables. The independent variable is digital transformation and its dimensions (Business Model, Customer Experience, Digital Processes, and Impact on People), while the dependent variable is Strategic Supremacy including its three dimensions (Scope of Influence, Competitive Configuration, and Competitive Compression), while digital human resources management serves as an intermediate variable. The data contained herein is analyzed by the Smart PLS Program - structural equation modelling (Second Order). The study shows a positive and good impact of digital transformation on strategic supremacy. The same applies to the impact of digital human resources management thereon. The study concludes that even though digital transformation has a very good impact on human resource management, digital human resources management is a mediating variable in the relationship between digital transformation and strategic supremacy, or even a partial mediator.

Islamic Human Resource Management and Turnover Intention among Employees of an Islamic Religious Council

2021 ◽  
Vol 6 (1) ◽  
pp. 56-64
Author(s):  
Muhamad Khalil Omar ◽  
Nor Aidillah Jamhari ◽  
Yusmazida Mohd Yusoff
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Turnover Intention ◽  
Human Resources Management ◽  
Jel Classification ◽  
Resources Management ◽  
The Relationship

Objective - Turnover has become a worldwide problem that has puzzled organizations, researchers and experts for years. This study is focused on practices of iHRM that consist of Islamic Staffing, Islamic human resources management, Islamic performance management and Islamic compensation and turnover intention among employees at Islamic Religious Council. This study has 3 research objectives. Firstly, to identify the level of the iHRM. Secondly, to identify the level of turnover intention. Thirdly, to investigate the relationship between iHRM and turnover intention. Methodology/Technique - 300 questionnaires were distributed to all employees at one of Islamic Religious Council in Malaysia as sample for this study and a stratified random sampling method was used. Findings - The research concludes that the level of iHRM and turnover intention is high. The relationship between iHRM and turnover intention also has a positive effect. Novelty - This research is one of few studies to examine the relationship between iHRM and turnover intention. Type of Paper: Empirical. JEL Classification: E24, M12. Keywords: Turnover Intention; Islamic Human Resources Management (iHRM); Islamic Staffing; Islamic Human Resources Management (iHRD); Islamic Performance Management; Islamic Compensation Reference to this paper should be made as follows: Omar, M.K; Jamhari, N.A; Yusoff, Y.M. (2021). Islamic Human Resource Management and Turnover Intention among Employees of an Islamic Religious Council, Journal of Management and Marketing Review, 6(1) 56 – 64. https://doi.org/10.35609/jmmr.2021.6.1(6)

scholarly journals Human Resource Reforms in Public Administration: The Importance of the Reward System

2017 ◽  
Vol 8 (2) ◽  
pp. 49-58
Author(s):  
Christopher De Freitas Bradley
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Public Administration ◽  
Human Resource ◽  
Reward System ◽  
Employee Motivation ◽  
Monetary Incentives ◽  
Human Resource Managers ◽  
Resource Managers

Abstract Human resource management encompasses administrating and managing human resources or otherwise known as employees. The HR or Human Resources department of any company, whether it be public or private, deals with the day to aspects pertaining to employees, from the recruitment process to probably the most important aspect for any employee; remuneration and benefits. The importance of finding a perfect equilibrium between monetary and non-monetary incentives is crucial in obtaining an efficient work environment, as well as increasing productivity and employee motivation. Having an administrative background or knowledge is essential for any HR manager, in order to detect and implement the most beneficial reward system for both implicated parties. This paper aims to examine human resource reforms in public administration, primarily in reference to the remunerations of civil servants and employees by giving examples of the importance of salary within the structure of human resource management, looking at new laws involving the increase of salaries within the near future, concluding with suggestions on improving the reward system implemented by human resource managers in Romania’s system of public administration.

scholarly journals The Relationship between Employee Motivation towards Green HRM Mediates by Green Employee Empowerment: A Systematic Review and Conceptual Analysis

2019 ◽  
Vol 1 (2) ◽  
pp. 6-9
Author(s):  
Nur Aina Binti Mohd Zaki ◽  
Irmawati Norazman
Keyword(s):  
Systematic Review ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Motivation ◽  
Employee Empowerment ◽  
Online Journal ◽  
Social Organizational ◽  
Green Human Resource Management ◽  
The Relationship

The awareness in the organization related with the employee empowerment invoked with the concept of the green human resource management (GHRM) within the organization. The research focus on the second part of the green human resource management and focus on the concept of “Green employee empowerment” as a mediator.  The research is focusing on the systematically arranging literature of the motivation employees to pursue green tasks, mediated by green employee empowerment. According from the systematic review it’s supports that employees must be encouraged, empowered, in order to ensure that they take responsibility in the green management tasks, which is core dilemma in today’s world. The data was collected from the online journal database from 30 recent and relevant studies. The contribution from this research can be concluded that empowered employees are more motivated to perform environmental tasks which pay to be green. Human resources are back bone of any successful organization, so motivated green workforce has influential effect on social organizational.

scholarly journals Human resource management in the contemporary enterprises

VUZF Review ◽  
2021 ◽  
Vol 6 (3) ◽  
pp. 59-65
Author(s):  
Beata Małgorzata Kudła
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Past Century ◽  
The Past ◽  
Efficient Management ◽  
The Subject ◽  
Human Side ◽  
The Relationship

Every enterprise nowadays needs efficient management. The priority of good management is the company's success. Each enterprise has resources that are used in the business. Among these resources, the company also has human resources. They have a decisive influence on the functioning and development of an enterprise.  Human resources are closely related to the human side of the company and the relationship between employees and the company. The attitude towards the worker has changed constantly over the past century. As a result, it influenced the shaping of the concept of human resource management. They are employees employed in a given enterprise. The subject of the study is informative. The main aim of this article is to familiarize with the topic of human resource management in contemporary enterprises.

What Human Resource Management Can Teach The Goal

2018 ◽  
Vol 9 (4) ◽  
pp. 26-36 ◽  
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategies ◽  
Business Environment ◽  
Positive Energy ◽  
Successful Implementation ◽  
Global Business ◽  
The Right

Human resource management is a key element in the production process of many companies operating in the global business environment. The need for proper functioning and personal discipline resource with a high level of competency determines whether the company achieves its goals. It is the concern of every manager to ensure there are adequate controls and treatment of human resources that work with positive energy to drive the organization in the right direction. A successful implementation of human resource requirements will enable the company to work towards economic production and proper transformation towards higher standards. A study of The Goal by Eli Goldratt reveals the relevant points that should be considered in creating management strategies that make proper use of human resources to achieve higher levels of profitability and overall success in the global business environment.

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