Resource Management Practices Research Articles

Practices of Human Resource Management in Tribhuvan University

Human Resource Management (HRM) has been a crucial issue for Tribhuvan University (TU) due to the presence of a high number of students and teachers within the University Structure. The main purpose of this study was to explore the practices of the HRM in the TU. I adopted socio-constructivism as a research paradigm and narrative inquiry as the research design which is qualitative in nature. It used in-depth interview technique to collect information which was supported by literature review. TU conducts its overall human resource activities in coordination with executive bodies, campus chief, and line agencies like TUSC. The executive body is responsible for the entire HRM practices and other bodies have their own peculiar functions. For Instance, TUSC conducts the job design, job analysis, selection, recruitment, and performance appraisal process in the entire TU. HRM practices are familiar to the rules and regulations of TU and adopt them.

Educational Planning and Human Resource Management: A Study of Public and Private Schools in Pakistan

Planning and management of curriculum and human resources in schools is precisely liable and precarious in nature. The present study addressed the matter while exploring the practices of educational planning and human resource management in public and private primary level schools in Punjab, Pakistan. The case studies of two public and private schools in Rawalpindi District of Punjab Province were conducted by interviewing the mangers and principles of private and public school respectively. The participant observations were also taken to substantiate the information provided by the respondents. The schools were selected on the basis of their reputation and high enrollment of the students. The findings of the study elaborated the differences in public and private schools with respect to educational planning and managing human resource. The public schools followed the standard curriculum designed by the Punjab text book board which is universal for all the public schools. The teachers are mostly on permanent position and experienced. Whereas in the private schools, international level curriculum is followed this differs from school to school. Every private school has their own curriculum which they followed according to the standard of the school. The manager of the school generally decides the nature of the curriculum and recruitment of the teacher on its own will and interests. The medium of instruction is English in private schools, while public school used both national and international language. As far as teacher competence is concern, the public school teachers are more experienced as compare to private schools as they are working at the same school for a longer time period due to which better able to manage various task in the school and also take part in educational planning. On the other hand, in private school, fresh and most of the time untrained young females are hired. For these employees, professional development and retention is very important for the managers. Selecting and recruiting new teacher is very tedious job as well as it also affects the student’s performances and achievements. It is indicated that the owner of the private school was in continues struggle and in apprehension of hiring, and retaining their staff by providing them extra bonuses and facilities at school, such as leaves, time flexibility, and reward etc.

Workers age 50 and over in the Brazilian labor market: is there ageism?

Purpose This paper deals with the insertion of workers aged 50 years or more in the Brazilian labor market. Considering this question, the purpose of this paper is to raise evidence about the existence of ageism – prejudice against that age range. The paper identifies the characteristics of participation by workers age 50 or older in Brazil’s formal labor market. The paper also identifies whether and how the specific issues of these workers are handled in the individual employment contract, with the human resources management (HRM) policies and practices of a group of companies. Design/methodology/approach The study applied a quantitative approach in an analysis of the older population in the Brazilian labor market (Annual Social Information Report (RAIS) database and “MEPT” survey database – 2011/2016). The RAIS data are collected annually by the Ministério do Trabalho e Emprego – MTE, coming from all establishments with or without formal employees, whether statutory (public servants) or private organizations. MEPT survey is an annual study focused on quality of the organizational environment and HRM practices (organizations participate voluntarily). A qualitative approach was applied also in a document content analysis on information about HRM policies and practices based on MEPT companies’ research evidence reports. Findings There is evidence of ageism among private companies in Brazil with better HRM. These companies hire proportionally less old workers than the market and their HRM policies and practices scarcely handle with employees. The workers age 50 and over among the workers employed (private and mixed capital companies) have growing participation in the labor market. The profile of these workers is predominantly male, higher level education considering the market average, and working under longer lasting formal contracts comparing all workers combined. People involved in the individual hiring of workers from this age group do not even give this subject much attention. Research limitations/implications The specific objective of verifying if and how the specific issues that workers of 50 years and older are dealing; in the individual hiring for work, encountered limitations based on the restricted character of the data presented. In particular, the information related to the best companies (MEPT) is representative only of its own group and thus is restricted to the private sector. Although this cannot be generalized, they offer support for reflections on the subject. Practical implications This paper shows how companies with advanced HRM handle with older workers in their policies and practices. Social implications This work points out that that the aging of workers will be a problem to be discussed by the companies HRM in the future. Originality/value This paper identifies the need to study how companies will deal with the increasing number of older workers.

More Blessed to Give Than to Receive: Evidence of the Altruism–Promotion Relationship from Female Taiwanese Civil Servants

The spirit of public service is benevolence toward all—a caring altruism. To investigate whether altruism is related to career success, multisource data were collected from a cohort of government employees in Taiwan. Analytical results supported research hypotheses by revealing that altruism and male gender are positively associated with pay grade advancement. Moreover, the altruism–promotion relationship was statistically more prominent among women, because less altruistic women, compared with their male counterparts, were more likely to struggle to advance in their careers. Suggestions are offered to redress the imbalance between men and women and to connect more effectively the practices of human resource management with the moral base of benevolence in public service.

Exploring the Link Between Socially Responsible HRM and Affective Commitment of Employees in Ethiopian Context

This investigation focuses on the impacts of socially responsible human resource management (SR-HRM) methods on affective commitment (AC) as well as the intervening impact of perceived organizational support (POS) for this association. Primary data depending on 555 respondents owned by various socially responsible companies within in Ethiopia were gathered. The data were analyzed with Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS to determine the hypothesized connections concerning socially responsible -HRM and affective commitment.The outcomes have uncovered that the employees’ perceptions of socially responsible human resource management (SR-HRM) practice impact affective commitment indirectly via perceived organizational support in Ethiopian setting. This research enhances the literature by analyzing the causal association concerning socially responsible HRM practices and employees' affective commitment in developing country context. Keywords : Socially responsible human resource management, affective commitment, perceived organizational support. DOI : 10.7176/EJBM/11-9-16 Publication date :March 31 st 2019

Building value-driven HRM practices in Western Multinational Enterprise in Ghana using the AMO model

Despite the increasing presence of Western MNEs’ subsidiaries in Ghana, the country continues to remain underrepresented in international human resource management literature (IHRM). The purpose of this research is to address this lacuna by examining recruitment and selection; training and development; performance management; rewards management and employee communication and participation using the ability, motivation and opportunities (AMO) model to build value-driven human resource management (HRM) practices in Western MNEs in Ghana. The paper employs a qualitative multiple case study approach using semi-structured interviews with employees and managers in purposefully selected Western subsidiaries in Ghana. This research employs 37 in-depth interviews with managers and employees in eight British, European and US MNEs in Ghana. The study essentially provides fine-grained analysis of how subsidiaries develop strategies in each HRM practice to promote employee ability, motivation and opportunity (AMO) and possibly organisational performance. Keywords : HRM practices, Multinational Enterprise in Ghana, AMO model DOI : 10.7176/JRDM/53-07 Publication date :March 31 st 2019

‘Let this forest for ever rest’: tracking protest and identity in Australia’s forests

ABSTRACTExploitation of natural resources has long been a flashpoint for contention in Australia. This is clear in the case of forest management, where groups advocating protection have faced off against state and industry actors. The move towards multifunctionalism that recognises different values in the management of natural resources has led to a search for alternative solutions. In the case of forestry, introduction of Regional Forest Agreements (RFA) in the 1990s sought to devolve responsibility to the States, while striking a balance between economic and environmental considerations. The aim of this paper is to identify how forest activism has developed since the RFA process began and its significance in relation to changes in land use. The paper draws on a protest event catalogue of forest-related events over the 1997–2017 period to identify the intensity, tactics and location of such actions. The findings suggest that state action has reduced the intensity of contention, in line with changes in resource management practices. However, they also point to the importance of identity and its link to the social construction of resources in determining the ability of actors to de-escalate and find solutions.

Is ethical management of human resources inherent to social enterprises European tradition model versus Anglo-Saxon model

Social entrepreneurship has become an economic reality with great potential to provide a response to the existing social challenges. In this paper we identify two models of social enterprise, and we provide, for the first time, evidence from the human resource management of social enterprises in Spain. This allows us to analyse whether these social enterprises manage their human resources in an ethical way, and whether a different ethical human resource management exists in the two models. We have designed a questionnaire using the ethical practices of the ethical human resource management model as a basis. The results reveal that social enterprises in Spain manage their human resources ethically and a difference does not exist between the two models identified. We conclude by outlining the implications for a better understanding of ethical practices in human resource management in social enterprises.

A Study on Role of Human Resources Management (HRM) Practices in Training Transfer with References it/ites Organization

A Study on Role of Human Resources Management (HRM) Practices in Training Transfer with References it/ites Organization

Can a Good Performance Management Technique Improve Public Health Outcome? A Rapid Assessment of Public Health Organization in Nigeria

Performance management practice dates back as one of the critical parts of the human resource management process of any organization which is expected to help the organization make policy level decisions, and program direction and improve to organizational learning. A few organizations have made an attempt to institute a performance management system to assist with assessing work productivity, with findings not used to compare with agreed goal of the organization. Relatively, if the focus of the organization is to deliver public health outcomes, how is performance management a significant step to help the organization shapes its workforce productivity towards achieving on its public health outcomes? What system is in place to enable the performance management process to have a direct impact on public health outcome? This work intends to determine the capacity of public health organizations performance management system in driving work productivity leading to achievement of established public health outcome. A quantitative assessment was conducted using a Performance Management Self-Assessment Tool (PMSAT) developed by Turning Point Performance Management National Excellence Collaborative in 2004 and data collected were analyzed using a statistical tool. The results of the findings revealed a high-level commitment from the leadership, alignment of performance priority areas to the Agency’s mission and the ability of the performance system to measure key areas like health status of personnel, human resource development, financial systems and management practices. However, the current system lacks the capacity to develop its Information and Data System to provide timely reports on performance outcome as well as providing feedback for program and management decision and relationship with clients and stakeholders. In conclusion, it is important to mention that performance management is more than just a process for rewarding employee’s productivity but a tool that helps organizations measure their overall performance based on its employee’s efforts.

The mediating role of ethical organizational climate between HRM practices and HR outcomes in Public Sector of Saudi Arabia

Understanding the main human resource management (HRM) practices is critical for an organisation success or failure. Despite the recent surge in HRM practices studies, little has been discussed about mediating role of organisational ethical climate between HRM practices and HR outcomes in public organisation of Saudi Arabia. The present study develops a theoretical framework grounded in HRM practices namely: training and development, performance appraisal, compensation and reward, organisation planning and HR outcomes include: employee's satisfaction and employees retention with mediating role of organisational ethical climate. A total number of 236 HR managers of public organisations participated in this research. The research model was empirically tested using structural equation modelling (SEM). The findings reveal that all four dimensions of HRM practices have significant influence on employee's satisfaction and employee's retention with mediation of organisational ethical climate. Finally, limitations and future research directions have been discussed.

Relationship between innovation, HRM and work organisation. An exploratory study in innovative companies

Previous research has addressed the relationship between human resource management (HRM) and work organisation practices and innovation outcomes. However, the findings suggest that the causal mechanisms of this link are not yet fully understood. Further work is therefore considered necessary in this regard. This study contributes to this field with an exploratory investigation. The purpose is to extend our understanding of how such practices can improve innovation outcomes, based on the experiences of professionals from leading innovating companies. A qualitative methodology has been applied, comprising successive application of in-depth personal interviews and the Delphi technique. The results suggest that three of the instruments that make a major contribution are leadership style, an innovation-friendly culture and the creation of work teams to find solutions to customer needs.

Is the Impact of a Support System on Job Satisfaction Different between Employees in Taiwan and Mainland China?

From the perspective of social exchange theory (SET), the study examines a mediated model linking perceived human resource management (HRM) practices and perceived supervisor support (PSS) with work engagement and job satisfaction. This study also empirically investigates the invariance of sub-groups among 1362 full-time employees recruited from Taiwan and Mainland China. The results show that work engagement strongly was linked to job satisfaction and mediated the relationship between perceived HRM practices and PSS. In addition, no significant of different groups is evident in the structural relations among the employees in Taiwan and Mainland China. The findings suggest that the enactment of positive behavioral outcomes because of engagement and job satisfaction largely depends on organizational support, including HRM practices and supervisor encouragement.

Oil and Gas Contracting Firms Compliance to Nigerian Local Content on Industrial Growth Using a Study of Saipem Contracting Nigeria Limited

This study examined how the Human Resource Management (HRM) practices implemented by Saipem Contracting Nigeria Limited contribute to its organisational growth in terms of compliance to Nigerian local content act. Statement of the problems, objective of the study, research questions, hypotheses and scope covered in this work revolve within: Ascertaining if the HRM practices of Saipem in complying with Nigerian local content acts contributed to project completion in Saipem. Organisational growth in this article is seen from project completion and meeting client set targets given to Saipem in each of the projects being executed in Nigeria. The time range in completing each project contributed to executing another project by Saipem. Methodology comprised the use of descriptive type of survey research design. This design helped in examining the relationship that HRM practices have with organisational growth of Saipem contracting Nigeria Limited. Stratified random sampling technique was used to select respondents from the study area. Both primary and secondary sources were used in collecting data. Of 458 targeted respondents, 416 completed the survey questionnaire, 90.82% response rate. In analysing the responses from the questionnaire, descriptive statistics was used. Two statistical tools were used in test of the hypotheses, such as: Chi Square χ2 and One-Sample t-test to assess the level of acceptance or otherwise the null hypotheses. It is seen from the findings that a few expatriates are working in Saipem in the cadre of welders and filters. It is therefore recommended that expatriate quota in Saipem be looked into by NCDMB since a few Nigerians occupy management position in the company.

Sustaining learner participation and progression through networked schooling: A systemic approach for Mobile Out of School Children

Despite repeated calls for education systems to respond flexibly to enable all children to participate in formal education, limited progress has been made for those we term Mobile Out of School Children (MOOSCs). Livelihood-related mobility often precipitates a process of learner drop out during the year. Retention of such children, and reducing the risk of their relapsing into MOOSC status, requires a re-framing of ‘school’ as a spatially dispersed system, or network, to accommodate learner movement. Networked schooling for children in mobile pastoralist communities in Ethiopia embeds formal education within mobile pastoralists’ resource management practices and orientates service provision accordingly. Although it is resource-intensive, networked schooling enables the requisite flexibility to support retention of pastoralist and other mobile learners. It of significant interest to global effort towards leaving none behind, particularly in the global drylands and other contexts where climate change is making learner mobility increasingly complex, and the need for a systemic response ever more pressing.

AN INTIUTIONISTIC FUZZY MULTI-EXPERT AND MULTI-CRITERIA SYSTEM FOR EFFECTIVE PERFORMANCE MANAGEMENT

Organizations, in their pursuit of accomplishing their vision and goals, need effective management of human resources. Performance Management, among other Human Resources Management (HRM) practices, is the central function, as it delivers the necessary data that complements and enables the other functions. Building an effective performance management system is a multicriteria problem that requires contribution from experts having diverse backgrounds. Moreover, performance management is an inherently vague concept since almost the whole process requires linguistic assessments rather than numerical ones. Hence, to handle all those issues, an intuitionistic fuzzy multi-criteria and multi-expert analytical hierarchy process (AHP) based management model is proposed in this paper. In the determination of the criteria weights of the model, both the aggregated and compromised assessments of the experts are used in order to observe the effects of these two methods on the results. A numerical application is given to illustrate the use of the model.

The training and practice of crew resource management: recommendations from an inductive in vivo study of the flight deck

Crew resource management (CRM) is credited with saving 185 lives at Sioux City. While the theory behind CRM is well documented, there are few studies of how CRM manifests on the line. This inductive in vivo study had three objectives. First, to describe how CRM manifests. Secondly, to evaluate the efficacy of CRM vis-à-vis flight safety. Thirdly, to suggest improvements to the CRM training syllabus. The study produced five conclusions: First, CRM is durable under conditions of moderate strain. Secondly, crews embed and refine CRM through reflection and action. Thirdly, CRM facilitates and shapes social relations. Fourthly, mindlessness (Langer 1989) undermines CRM. Finally, the interruption of flight-deck routines by third-parties poses a threat to flight-safety. The paper recommends multi-profession CRM training as a means of improving communication and co-ordination in and around aircraft. The study’s limitations include a monocultural flight-deck: flights were operated by pilots with European backgrounds. Mindful of Hofstede’s (1980), Engle's (2000) and Helmreich and Merritt's (2001) examination of the relationship between culture and performance, the author suggests the study be repeated with carriers that employ pilots from a variety of cultures.Practitioner Summary: This in vivo study evaluates the efficacy of CRM vis-à-vis flight safety and supports a critique of the CRM syllabus. The author observed twenty sectors and attended a CRM training day. To improve safety and efficiency, it is recommended that airlines run multi-profession (inclusive) CRM training courses.

A Multilevel Model of Responsibility Towards Employees as a Dimension of Corporate Social Responsibility

This multilevel study addresses labor relations (LA) and human resource management (HRM) practices within the context of corporate social responsibility (CSR). The study adds to the growing literature on multilevel CSR by addressing the specific aspect of responsibility towards employees through LA-HRM practices in industrial firms. We design a multidimensional model of LA-HRM oriented CSR with the wider institutional environment, industrial setting and organizational setting as antecedents. The model and findings allow for a broad view of factors associated with practices of LA-HRM as important attributes of CSR. The predictive power of the institutional setting as well as industrial setting are shown to be moderately strong, while contrary the research hypothesis the organizational setting generally exhibits weak predictive power. The former finding reinforces the central role of the external environment and actors in firms’ internal application of LA-HRM practices and CSR. The later finding suggests that contrary to previous assertions, LA-HRM is generally not within the discretional power and influence of firms, and not a not a key area in the context of firms’ voluntary CSR policy but is dominated by externally mandated regulatory requirements.

French multinational companies' HRM in China: strategic orientation and integration approaches

ABSTRACT The purpose of this qualitative study is to identify strategic orientation and integration approaches of French companies in implementing the headquarters-based human resource management (HRM) practices in their Chinese subsidiaries. Through a study of 16 French multinationals’ HRM, our findings reveal that a majority of sample companies tend to standardize the HRM practices in their Chinese subsidiaries to a great extent. This strategic orientation is supported by a combination of specific integration approaches at the subsidiary level. The results add knowledge to international management theory and allow us to develop implications in managing employees in China.

Life cycle assessment of passively aerated composting in gas-permeable bags of olive mill waste

In Italy, composting olive mill waste has become a common practice, since it mitigates the environmental problems associated with spreading the waste on land. Compost can be used to prepare growth media for plant nursery cultivation as a substitute for peat, a non-renewable resource whose extraction has long raised environmental concerns. Here, we investigate two common composting procedures—open windrow and static-pile in gas-permeable bags—and compare them to evaluate their environmental impact. We perform a cradle-to-grave life cycle assessment (LCA) in accordance with ISO 14040 and 14044. The LCA considers carbon storage in the soil after 100 years, fugitive greenhouse gas (GHG) emissions, and the impacts avoided by substituting for peat. We use cumulative energy demand, global warming potential (GWP), acidification potential, and eutrophication potential indicators in a contribution analysis and explore how the re-use of olive pits for energy production and reduction of commercial fertilizers improves the environmental balance. We also present a scenario analysis that indicates how parameter fluctuations affect the results. Our study shows that peat’s impacts can be significantly reduced from 1162.3 to 96.3 kg CO2-eq/Mg for open windrow compost or 43.1 kg CO2-eq/Mg for static-pile compost in gas-permeable bags. For static-pile composting, the lack of volatile organic compound and ammonia emissions and the detection of oxygen concentrations above 12% vol. suggest fully aerobic conditions. Fugitive greenhouse gas emissions were the most important contributions to the GWP. In the contribution analysis for static-pile composting, the avoidance of compost spreading and the carbon storage effect (due to compost usage) contributed 54% of the overall impacts to GWP and between 21 and 45% to the other indicators. This LCA study illustrates how horticulturists can improve their resource management practices by recycling olive mill waste materials. Proper management of composting unit aeration can reduce fugitive GHG emissions.