Cultural Differences and Problems with Quality: Challenges for Human Resource Management in the Automobile Industry

2014 ◽  
Author(s):  
Marina Latukha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Cultural Differences ◽  
Human Resource ◽  
Automobile Industry

scholarly journals The Study of Green Human Resource Management and its effect on employees’ health in Automobile Industry

2019 ◽  
Vol 2 (1) ◽  
pp. 149-158
Author(s):  
Anuradha Anuradha ◽  
A K Srivastava
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Automobile Industry ◽  
Management Practices ◽  
Business Networks ◽  
Environmental Friendliness ◽  
Corporate World ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

As of late, there has been an expanding mindfulness inside business networks on the essentialness of making strides toward environmental friendliness and receiving different condition management methods. As the corporate world is going worldwide, the business is encountering a move from a regular money related structure to a cutting edge limit based economy which is prepared to investigate green financial aspects of business. Today, Green Human Resource Management (GHRM) has turned into a key business methodology for the noteworthy associations where Human Resource Departments have a functioning influence in making strides toward environmental friendliness at the workplace. The main objective of this study is to review Green Human Resource Management and its effect on Employees Health in Automobile Industry. This study focuses on how and why Green Human Resource Management practices are implemented by different organizations. This study also reviews the negative and positive impacts of green-HRM practices on employee health and the employee commitment levels in organizations.  

Green human resource management in Indian automobile industry

2019 ◽  
Vol 10 (2) ◽  
pp. 161-175 ◽  
Author(s):  
Richa Chaudhary
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Automobile Industry ◽  
Employee Involvement ◽  
Training And Development ◽  
Content Type ◽  
Green Performance ◽  
Green Human Resource Management

Purpose This paper aimed to examine the status of implementation of green human resource management (GHRM) practices in Indian automobile Industry. Specifically, the level of implementation of five GHRM practices: green recruitment and selection, green training and development, green performance management, green compensation and rewards and green employee involvement was assessed. In addition, an attempt was made to understand how various GHRM practices influence the task-related and voluntary green performance behaviors of employees. Design/methodology/approach Data were collected from employees working in automobile industries in India. In all, 91 employees working at various hierarchical levels in the organizations responded to the survey. SPSS 24 was used for the purpose of data analysis. Findings The results indicate very low level of implementation of various GHRM practices in the sampled automobile organizations. Among the five GHRM practices, the average score for only green training and development and green employee involvement could reach 3. The lowest scores were found for green performance management and green compensation and rewards. Further, all five GHRM practices were found to significantly predict the task-related and voluntary employee green behaviors. Practical implications The findings by providing empirical evidence on the positive association of GHRM practices with employee green behaviors carry significant implications for practicing managers in automobile industry in terms of providing incentives for integrating HRM practices with the environment management systems in the organization. Originality/value This paper is one of the pioneer attempts to assess and report the extent of implementation of GHRM practices in Indian automobile industry. This paper also contributes to the limited theoretical literature available on GHRM by empirically investigating its linkage with green performance behaviors of employees.

Moving Forward from Inequality and Discrimination

2017 ◽  
Author(s):  
Jeanette N. Cleveland ◽  
Lynn M. Shore ◽  
Kemol Anderson ◽  
Lena-Alyeska Huebner ◽  
Diana Sanchez
Keyword(s):  
United States ◽  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Cultural Differences ◽  
Social Exclusion ◽  
Human Resource ◽  
Diversity Management ◽  
The United States ◽  
The World

This chapter discusses diversity and diversity management within the United States and globally and presents the historical underpinnings of the systematic efforts to increase heterogeneity at the workplace. Starting with social exclusion, the authors describe the historical approaches to addressing the challenges that come with increasing diversity, including governmental endeavors, human resource management, diversity management, and inclusion. In addition, developments in other parts of the world such as Europe and Asia are compared, elaborating on the cultural differences that contribute to these variations. The chapter offers a brief review of the evolving definitions of discrimination and diversity management as well as the emerging group- and macro-level theories of diversity in the literature. Next, the parameters of a diverse and inclusive work environment are articulated along with how an ideal diverse inclusive workplace might be conceptualized. Finally, the authors provide a preliminary outline of steps to achieving this ultimate goal.

Analysis of human resource management challenges in implementation of industry 4.0 in Indian automobile industry

2022 ◽  
Vol 176 ◽  
pp. 121483
Author(s):  
Ajith Tom James ◽  
Girish Kumar ◽  
Pushpal Tayal ◽  
Ashwin Chauhan ◽  
Chirag Wadhawa ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Automobile Industry ◽  
Industry 4.0

scholarly journals Intercultural Human Resource Management: South Korea And The United States

2011 ◽  
Vol 15 (1) ◽  
Author(s):  
Robin Self ◽  
Donald R. Self ◽  
Janel Bell-Haynes
Keyword(s):  
United States ◽  
Resource Management ◽  
South Korea ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Cultural Differences ◽  
Human Resource ◽  
Management Practices ◽  
The United States ◽  
Automotive Manufacturing

The southern region of the United States has been recruiting South Korean firms to locate their manufacturing operations there.  Alabama and Georgia have been successful in recruiting Hyundai and Kia to build automotive manufacturing plants, and in attracting first and second-tier suppliers as well, providing an estimated 4,000 jobs to the area.  The mix of foreign and domestic employees and diverse human resource practices presents both opportunities and challenges.  As indicated by Hofstede (1991), management practices and values differ from country to country due to each nation’s unique culture and traditions.  Hofstede (1991, 2001) provides a framework for examining the cultural differences between South Korea and the United States.   Additionally, Hargittay and Kleiner (2005) posit that the cultural norms in Korea have been heavily influenced by Confucianism, while in the United States people have been influenced by the Protestant work ethic.  These cultural differences impact the following organizational behavior and human resource management issues: leadership styles, organizational structure, organizational communication, recruitment and hiring practices, job security, and performance appraisal.

Sign in / Sign up

Export Citation Format

Share Document