From Control to Commitment Work Systems

2017 ◽  
pp. 274-296 ◽  
Author(s):  
Laura Innocenti ◽  
Alessia Sammarra ◽  
Silvia Profili
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Management Approach ◽  
Flexible Work ◽  
Work Systems ◽  
Bureaucratic Control ◽  
Work Arrangements ◽  
Alternative Approach ◽  
Recruitment And Selection ◽  
Powerful Mechanism

The shift towards a flatter, more networked and flexible organization has required an alternative approach to employment issues - from a normative and prescriptive “Personnel Management” approach to a broader “Human Resource Management” (HRM) approach - so as to foster employees' commitment and empowerment. Through a range of HRM practices, so-called High Commitment Work Systems (HCWS), organizations seek to engender higher level of identification, empowerment and autonomy, which are crucial for the ‘post-bureaucratic employee' who is expected to use intuition, discretion and knowledge to deal with ongoing changes and service demands. Focusing on recruitment and selection, career management and flexible work arrangements, the chapter argues that contemporary HR practices offer a powerful mechanism that modern organizations may use to replace bureaucratic control. However, the analysis also highlights several contradictions and tensions that surface during the adoption of HCWS and may explain some of the unsatisfying outcomes of the post-bureaucratic approach.

From Control to Commitment Work Systems

2019 ◽  
pp. 1150-1172
Author(s):  
Laura Innocenti ◽  
Alessia Sammarra ◽  
Silvia Profili
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Management Approach ◽  
Flexible Work ◽  
Work Systems ◽  
Bureaucratic Control ◽  
Work Arrangements ◽  
Alternative Approach ◽  
Recruitment And Selection ◽  
Powerful Mechanism

The shift towards a flatter, more networked and flexible organization has required an alternative approach to employment issues - from a normative and prescriptive “Personnel Management” approach to a broader “Human Resource Management” (HRM) approach - so as to foster employees' commitment and empowerment. Through a range of HRM practices, so-called High Commitment Work Systems (HCWS), organizations seek to engender higher level of identification, empowerment and autonomy, which are crucial for the ‘post-bureaucratic employee' who is expected to use intuition, discretion and knowledge to deal with ongoing changes and service demands. Focusing on recruitment and selection, career management and flexible work arrangements, the chapter argues that contemporary HR practices offer a powerful mechanism that modern organizations may use to replace bureaucratic control. However, the analysis also highlights several contradictions and tensions that surface during the adoption of HCWS and may explain some of the unsatisfying outcomes of the post-bureaucratic approach.

scholarly journals Managing the employee's soul: Foucault applied to modern management technologies

2007 ◽  
Vol 5 (1) ◽  
pp. 01-10 ◽  
Author(s):  
Kaspar Villadsen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Modern Management ◽  
Alternative Approach ◽  
Analyse Power ◽  
Organisational Structures ◽  
Power Games

This paper presents an alternative approach to analyse power in modern organisations. It does so by applyingFoucauldian concepts to new types of management technologies, which are directed at the employee's personality. Most often, studies of power and management focus on organisational structures, power games between groups and issues of how to manage processes within and between organisations. We rarely talk about whatcould be termed 'the management of personality'. This paper argues, however, that this kind of Human Resource Management is becoming increasingly important and should be a key focus in critical organisational analysis. It also discusses the consequences and possibilities for employees facing a proliferation of management-ofpersonality technologies.

scholarly journals Human Resource Management Practices and Employee’s Turnover Intention in the Manufacturing Industry in Malaysia

2018 ◽  
Vol 8 (2) ◽  
pp. 216
Author(s):  
Ong Choon Hee ◽  
Chew Mei Lien ◽  
Sim Jun Liang ◽  
Ainatul Shahirah Mohamed Ali ◽  
Nazhatul Shima Abd Manap ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Management Practices ◽  
Work Life ◽  
Human Resource Management Practices ◽  
Recruitment And Selection ◽  
Main Factor

The main objective of this study is to examine the influence of Human Resource Management (HRM) practices (compensation and benefits, recruitment and selection and work-life policies) on employee's turnover intention. A survey questionnaire was sent and collected from 60 respondents who worked in the Manufacturing Industry in Malaysia. The results showed that the main factor that influences turnover intention of the employees was compensation and benefits. Hence, manufacturing firms ought to put extra efforts in this aspect in order to retain talents and minimize turnover rate of its workforce. Recruitment and selection and work-life policies were found to be not significant in predicting employee’s turnover intention.

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.

scholarly journals Human resource management en work systems

2003 ◽  
Vol 77 (7/8) ◽  
pp. 359-366
Author(s):  
Paul Boselie
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Control ◽  
Work Systems

Human resource management (HRM) houdt zich meer en meer bezig met de meerwaarde van medewerkers voor een organisatie, getuige de vele publicaties op het gebied van (strategisch) HRM van de afgelopen tien jaar (Osterman, 1994; Huselid, 1995; Wright en Snell, 1998). Dit artikel geeft een theoretisch overzicht van de belangrijkste ontwikkelingen in de afgelopen jaren op het gebied van strategisch management en management control binnen de context van human resource management. Deze input vormt een opmaat voor de discussie omtrent nieuwe vormen van ‘work systems’ in organisaties.

scholarly journals The Impact of Human Resources Management Practice amidst COVID-19

2020 ◽  
Vol 1 (1) ◽  
pp. 1-3
Author(s):  
Froilan D. Mobo
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Task Force ◽  
Human Resources Management ◽  
Management Approach ◽  
Resources Management ◽  
The Impact

The Novel Corona Virus COVID-19 made a huge impact in most private and government institutions with regards to their Human Resource Management Practices, especially in terms of how employees will work during the time of the pandemic. As per the InterAgency Task Force on COVID-19 Philippines there is a need to observe Social Distance and proper quarantine protocol to avoid from the infections of the widespread virus. The Civil Service Commission Philippines and the other government agencies release a memorandum on the operational process of manpower during the pandemic situations. As a result of their discussion they have come-up with a new approach with regards to operational procedures on Human Resources. Most of the Human Resource Management Officer arranged a Work From Home Scheme while others on a 50% capacity of manpower to report for work depending on the quarantine protocol set by regions or provinces. New Best Practices will be applied in the coming New Normal in terms of Human Resources Management Approach.

scholarly journals PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

2021 ◽  
Vol 1 (1) ◽  
Author(s):  
Sonia - Redmana ◽  
Shoffan Nizomi ◽  
Taufik Hidayat ◽  
Sujarwati Sujarwati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Medical Record ◽  
Human Resource ◽  
Employee Commitment ◽  
New Employee ◽  
Recruitment And Selection ◽  
Or Organization ◽  
A Company

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

scholarly journals The Development Model of Human Resources at Islamic Universities in Aceh

2021 ◽  
Vol 9 (1) ◽  
pp. 103
Author(s):  
Danial Danial ◽  
Nur Sari Dewi ◽  
Kafrawi Kafrawi
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Individual Development ◽  
Development Model ◽  
Flexible Work ◽  
Work Arrangements ◽  
And Performance

This study aimed to explain the development of the Human Resources model at IAIN Lhokseumawe in particular and Islamic Universities in general. The results showed that Human Resource Development at IAIN Lhokseumawe had focused on factors of trust, emotional ties, power relations, and career cycles. However, it had no discipline, did not have a platform that was designed and integrated, did not utilize the spirit of religion and culture as strong energy for the development of human resources. Therefore, IAIN Lhokseumawe is in a need of a comprehensive and futuristic human resource development model. This model was built based on HRD factors, HRD aspects, HRD methods, and HRD strategies/steps. HRD factors were emphasized on the platform designed, the work balance between employees, discipline, and the utilization of the potential of cultural plurality and Islamic spirit as an intrinsic power of human resource development. The development was carried out in an integrated and parallel way between individual development, career, organization, and performance management through flexible work arrangements, knowledge sharing, and the adoption of innovative technologies in a sustainable and strong leadership system.

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