scholarly journals Determinants of Employees Intention to Leave: A Study from Pakistan

2014 ◽  
Vol 4 (3) ◽  
pp. 1 ◽  
Author(s):  
Muhammad Rizwan ◽  
Muhammad Qadeer Arshad ◽  
Hafiz Muhammad Atif Munir ◽  
Mr. Faisal Iqbal ◽  
Mr. Atta Hussain
Keyword(s):  
Human Resource ◽  
Employee Turnover ◽  
Intention To Leave ◽  
Senior Executives ◽  
Human Resource Professionals ◽  
The Real ◽  
Local Organizations ◽  
Market Shares ◽  
Harmful Effects ◽  
Adverse Affects

In Organizations productivity is a very important issue. There are several factors that determine productivity of an organization. Nowadays Employee turnover is one of those who are considered to be one of the difficult issues in business. The effect of intension to leave has received huge attention from top management(senior executives), human resource professionals and other industrial psychologists has proven it to be one of the most costly and apparently difficult human resource challenges faced globally by different organizations in the whole world. The main purpose of this research is to discover the real causes behind the turnover and its harmful effects on the productivity of many industries. We (the authors) of this document have studied and visited numerous local organizations in both government and private sectors in Bahawalpur, Punjab, Pakistan, and observed the causes of turnover. The real aim of this research paper was to discover the existing reasons of turnover, adverse affects, and possible results that could be useful for their productivity and market shares for local industries.

Mastering Talent Management

2017 ◽  
pp. 31-46
Author(s):  
Nana Yaw Oppong
Keyword(s):  
Human Resource ◽  
Management Strategies ◽  
Popular Literature ◽  
Talent Management ◽  
Senior Executives ◽  
Human Resource Professionals ◽  
Under Five ◽  
The World ◽  
Individual Talent ◽  
Management Diversity

Although companies around the world have made talent management a top priority, most human resource professionals and senior executives believe their organizations have not fully resolved the talent management puzzle. The chapter investigates if there are any indicators that suggest that talent management is a puzzle. Applying mainly review of academic and popular literature, the assessment is done under five headings including talent and talent management definitions; the need for talent management; the root of talent management; talent management strategies and processes, and talent management-diversity integration. It is revealed that albeit being differentiator between organizations that succeed and those that do not, talent management is saddled with uncertainties, lack of clarity, and misunderstanding, which are hurdles that need to be cleared to pave way for more effective talent programs. To overcome these, organizations should avoid one common blueprint to all talent situations, but develop approaches that suit individual talent requirements.

Effect of the critical human resource attributes on operating performances

2018 ◽  
Vol 12 (2) ◽  
pp. 407-432 ◽  
Author(s):  
Chia-Chi Lee ◽  
Pei-Yi Cheng
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Certified Public Accountant ◽  
Senior Executives ◽  
Accounting Firms ◽  
Female Ratio ◽  
Content Type ◽  
Market Shares ◽  
Resource Diversity ◽  
Male To Female

Purpose This paper aims to explore the relationship between human resource attributes and the operating performances of accounting firms by sampling data from the 2012-2013 Survey Report on Accounting Firms, as compiled by the Financial Supervisory Commission in Taiwan. Design/methodology/approach Multiple regression analysis is conducted to measure operating performances with various measurements, such as operating profits and business diversification. The independent variables include male to female ratio, percentage of senior executives, percentage of employees with higher education backgrounds, organizational vitality, human resource diversity, percentage of employees with certified public accountant (CPA) qualifications and human resource costs (HRCs). The control variables are the firm history, market shares and ownership structures since the inception of the firms. Findings The empirical results regarding the operating profits model suggest that the higher the male to female ratio, the percentage of employees with higher education backgrounds, organizational vitality, human resource diversity, percentage of employees with CPA qualifications and HRCs, the greater the operating profits. Meanwhile, the findings regarding the business diversification model indicate that the higher the male to female ratio, percentage of senior executives and human resource diversity, the greater the business diversification. Originality/value It is intended that the research findings can assist the management of accounting firms to understand the human resource attributes critical to operating performances, which will help to enhance the competitiveness of employees, mitigate the operating risks and improve the operating performances of the firms.

scholarly journals The complexity of the antecedents influencing accountability in organisations

2017 ◽  
Vol 29 (4) ◽  
pp. 419-439 ◽  
Author(s):  
Hayley Pearson ◽  
Margaret Sutherland
Keyword(s):  
South Africa ◽  
Human Resource ◽  
Empirical Research ◽  
Key Management ◽  
Exploratory Research ◽  
Senior Executives ◽  
Human Resource Professionals ◽  
Senior Managers ◽  
Content Type ◽  
The Individual

Purpose Business, society and academic literature all show an increase in the demand for greater accountability. Although accountability is deemed to be central to performance in the workplace, it is an ever-expanding, complex and elusive phenomenon. There is very little empirical research in human resource literature on accountability’s wide-ranging antecedents and how they are best implemented. This paper aims to set out to identify which factors have the greatest influence when holding an individual to account. Design/methodology/approach Qualitative, exploratory research methods were adopted. Twenty semi-structured, in-depth interviews were conducted with CEO’s, executives, human resource experts, senior managers and consultants in eight industries in South Africa. The data were analysed by thematic content analysis. Findings The findings identified five dominant antecedents that are required to effectively hold an individual to account for their performance. These are the culture and leadership of the organisation, the systems in the organisation, the values and recruitment means of the individual and the clarity of role. For each of these factors, the key management mechanisms were identified. Research limitations/implications The study was done in one country (South Africa) and only with senior executives. Practical/implications A “System of Accountability” model was developed depicting the interdependence of the factors and conceptualising a process that can be followed for human resource professionals and senior management to develop a culture of accountability. Originality/value There is a dearth of literature and empirical research on how to implement a combination of systems to ensure accountability in the workplace. This research offers some solutions to that gap in the literature.

Negotiating Employees Dependent Care Accommodations: Perspectives from Human Resource Professionals

2006 ◽  
Author(s):  
Jennifer R. Bradley ◽  
Katherine Huffstutter ◽  
Eileen M. Brennan ◽  
Julie M. Rosenzweig
Keyword(s):  
Human Resource ◽  
Human Resource Professionals ◽  
Dependent Care

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

Philisophy and Theory of Law

2015 ◽  
Keyword(s):  
Public Policy ◽  
Human Resource ◽  
Administrative Law ◽  
Corporate Law ◽  
Medical Law ◽  
The Real ◽  
The Law ◽  
Theory Of Law ◽  
Substantive Law ◽  
Massive Information

Understanding of the philosophy and theory behind the law is significance to law makers, legal practitioners, academicians and laymen. The rationales are to have some understanding of public policy and the real aim of the laws that made up particular practices or the root of practices. Therefore, this book highlight selected philosophy and theory of laws in the area of commercial, financial and corporate law; medical law; constitutional and administrative law and lastly human resource law. The massive information and knowledge in this book will benefits law makers, legal practitioners, academicians, universities students in understanding the philosophy and theory of the law first, before appreciating and applying the substantive law in their profession and life.

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