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In this issue of Research Human Resource Management we consider some of the challenges facing organizations today including changes in the population, the increased competition for talent, and the rise in the use of technology. The issue also includes a number of thought-provoking articles that describe strategies for developing sound theories in our field, discuss the consequences of growing diversity in organizations, consider the factors affecting the success of virtual teams, present methods for increasing emotion control for incumbents in emotionally laden jobs, and discuss leadership and performance management in virtual teams. The first article in this issue compares prospect theory to goal setting theory, and highlights the critical elements needed for theory development in our field. A second article reviewed the literature published from 1976 to 2017 in the Academy of Management Review, the primary theoretical journal in management, and identified the factors associated with the most effective theories published over the last forty years. In view of the growing diversity in organizations, the next article provided a ranking of individual attributes that might be viewed as stigmatizing in organizations. The findings revealed that blemishes of character (e.g., criminality, drug addiction) were viewed as most stigmatizing followed by abominations of the body (e.g., paralysis, leg amputation), and the least stigmatizing attributes were tribal stigmas (e.g., ethnicity, religion). The fourth article focuses on a similar topic, and presents an interesting model of the factors thought to influence weight-based bias. Both of these articles have important implications for overcoming unfair discrimination and increasing the inclusion of all individuals in organizations. The next article offers an input-throughput-output model of virtual teams, and reviews the literature on each of the variables thought to influence the success of these teams. Given that many customer service jobs in the new economy involve high levels of emotional labor, the sixth article reviews the strategies that can be used to train employees on emotion regulation in these challenging jobs. The final article suggests that leadership and performance management should be aligned with the new team-centric structure of organizations in order to enhance team and organizational performance. In particular, they maintained that organizations need to adopt positive and relational leadership, and redesign performance appraisals to support the new team processes. They also recommended that organizations discontinue the use of forced distribution performance ranking systems. We are confident that these articles will inspire new ideas among researchers in our field, and foster additional theory and research on these important topics.
Sixty-three stellar academics, consultants, and practitioners look at the future of human resources The follow-up to the bestselling Tomorrow's HR Management (978-0-471-19714-0), this book presents an international panel of expert contributors who offer their views on the state of HR and what to expect in the future. Topics covered include HR as a decision science, understanding and managing people, creating and adapting organizational culture, the effects of globalization, collaborative ventures, and investing in the next generation. Like its bestselling predecessor before it, The Future of Human Resource Management offers the very best thinking on the future of HR from the most respected leaders in the field.
This affordable text covers the management of both human resource systems and employees in local government settings. It focuses on the significant changes facing local governments, especially the growing demand for increased Work-Life balance as an integral component of human resource management.
Written by experts in the field with a wealth of academic and practical experience, Studying Human Resource Management is essential reading for all those studying the CIPD Level 5 Intermediate qualification in HRM. With its discussion of studying HRM, managing and co-ordinating the HR function and business issues in the context of HR, this is also invaluable reading for all students on undergraduate HRM and Business and Management degrees. Studying Human Resource Management also has extensive coverage of developing professional practice and using information in HR and now includes additional material on the HR function as well as new coverage of the job of the HR manager. Supported by brand new online resources including videos, podcasts and interactive multiple-choice questions as well as an instructor's manual, lecture slides and additional case studies, this is a crucial book for all those teaching and studying human resource management.
Overview In this diploma course you will deal with all aspects of Human Resource Management Practice. Content - Human Resource Management - Human Resource Processes - Work and Employment - Organizational Behaviour - Organization Design and Development - People Resourcing - Performance Management - Learning and Development - Rewarding People - Employee Relations - Health, Safety and Employee Well-being - HR Policies, Procedures and Systems - Example of Employee Engagement and Commitment Survey - Example of Performance Management Survey - Example of Reward Survey - Learning and Development Activities and Methods Duration 12 months Assessment The assessment will take place on the basis of one assignment at the end of the course. Tell us when youfeel ready to take the exam and we’ll send you the assign- ment questions. Study material The study material will be provided in separate files by email / download link.
Master the Art of Human Resources: Your Guide to Thriving in Today's Workplace Embark on an enlightening journey into the heart of the modern workplace with "Breaking Down HR: The Basics You Need to Know." This comprehensive guide peels back the layers of Human Resources, unveiling its significance not just as a department, but as a pivotal force in shaping successful organizations. Whether you're aspiring to enter the HR profession, a small business owner looking to wear the HR hat effectively, or a seasoned professional aiming to refresh your knowledge base, this book offers valuable insights tailored for you. Dive deep into the foundations of HR, from its evolution over the years to the strategic partner it has become today. Understand the crux of HR functions such as recruitment, training, employee relations, and compensation, and how they synergize to foster a productive and harmonious work environment. With clear explanations and practical examples, mastering the fundamentals has never been easier. As you progress, discover the dynamic role of HR in today's fast-paced work culture. Learn how to adapt to a changing work environment, leverage technology, and champion Diversity, Equity, and Inclusion (DEI). Uncover the secrets to crafting magnetic job descriptions, sourcing the best candidates, and developing cutting-edge training programs that build formidable teams. But that's not all. Navigate the complex landscape of employment law, compensation structures, and employee relations with ease. Arm yourself with knowledge on the latest HR technologies, and prepare to lead your organization into the future with strategic HR management and planning. "Breaking Down HR: The Basics You Need to Know" is not just a book; it's your ultimate playbook for thriving in the human resources arena. With each chapter tailored to cover significant aspects of HR, this book is your compass in the ever-evolving workplace. Transform your approach, cultivate a winning culture, and set the stage for extraordinary success. The future of HR is waiting for you.
Navigating the complexities of organizational behavior and human resource management can be daunting in today's fast-paced workplaces. The ever-changing landscape, driven by technological advancements and evolving employee expectations, challenges professionals and academics alike. Many struggle to fully grasp and adapt to these shifts, which can lead to low employee engagement, ineffective leadership, and ethical dilemmas. What is needed now is a comprehensive solution that provides insights and strategies to address these challenges head-on. Organizational Behavior and Human Resource Management for Complex Work Environments takes on this role, and delves into critical topics such as leadership, employee well-being, team dynamics, and ethical decision-making. By exploring these subjects, readers gain a deeper understanding of the intricacies of modern workplaces and how to navigate them effectively. The book bridges the gap between theory and practice, offering actionable insights applied in real-world scenarios. It is a valuable resource for professionals looking to enhance their skills and knowledge in organizational behavior and human resource management.
Drawing on contributions from the leading figures in the field, Human Resource Management €provides students€with a well grounded and critical overview of the key issues surrounding HRM from a theoretical and practical perspective.
· Do the words Organizational Development (OD) intrigue and excite you? · Do you want to know what role they play in the life of an organization? · Would you like to know more about what an OD practitioner actually does for an organization? · What exactly is an OD intervention through which change is introduced into an organization? Organizational Development Essentials You Always Wanted To Know answers these questions and many more. It is a ready reckoner for people who would like to know more about the subject but do not know where to start. It seeks to provide an understanding of the still relatively new and evolving discipline of OD along with its key characteristics, core values, and goals. In order that it is not confused with some other disciplines like Change Management and Human Resource Management, a distinction is also drawn between them. The book builds the theory of OD around the concept of constant change and suggests that organizations need to move from change that is thrust upon them to change that is planned, with the help of OD interventions. The book also discusses the 5 stages of OD interventions - Entry, Diagnosis, Implementation, Evaluation, and Institutionalization in detail. The discussion is rounded off by discussing the OD practitioner’s core competencies, skills, ethical issues, and knowledge required as well as the expectations the organization has. The book is an ideal pick for managers and leaders in organizations who wish to acquaint themselves with all the aspects of OD. It will be a useful guidebook for students and help them explore the field of OD for a prospective career. This book is part of the Self-Learning Management Series designed to help students, managers, career switchers, and entrepreneurs learn essential management lessons.