Query: Human Resource Management

title: The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance
abstract: This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short and long term measures of corporate financial performance. Support for predictions that the impact of High Performance Work Practices on firm performance is in part contingent on their interrelationships and links with competitive strategy was limited. The impact of human resource management (HRM) policies and prac

title: Human resource management.
abstract: The occupational health physician can take advantage of the broad functions of human resource management to offer care and treatment in a very practical way in the day to day workplace. Understanding the capabilities and services of the human resource department can aid the occupational health practitioner in maintaining employee health and productivity. Thus, the individual is helped as well as the organization. This article describes the functions of the human resource department and delineates the close connection between it and the occupational health physician.

title: Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions
abstract: The field of strategic human resource management (SHRM) has been criticized for lacking a solid theoretical foundation. This article documents that, contrary to this criticism, the SHRM literature

title: The effect of green human resource management on hotel employees' eco friendly behavior and environmental performance
abstract: The subject of human resource management in hotels' environmentally friendly management remains relatively underexplored. This study examines how to improve employees' eco friendly behavior and hotels' environmental performance through green human resource management. The findings show that green human resource management enhances employees' organizational commitment, their eco friendly behavior, and hotels' environmental performance. This study suggests that hotel top management and HR managers should establish green human resource management policies.

title: A Handbook of Human Resource Management Practice
abstract: This ninth edition of the best selling "Handbook of Human Resource Management Practice" has been fully updated to take account of the latest developments in HRM. Entailing every aspect of the human resource function, this highly comprehensive handbook considers the function in relation to the needs of the business as a whole. Recognizing HRM as a strategic process, Michael Armstrong offers clear practical advice on how companies can maximize the effectiveness of the HRM function and ensure that it makes a major contribution to organizational success. Covering a wide range of topics, this new edition is packed with all the essential information on HRM theory and best practice. In the light of new concepts of good practice and the outcomes of fresh research, the following areas have been either wholly replaced or substantially revised: HRM characteristics, impact and context; HRM development and issues; role of the HR function; role of the HR practitioner; strategic human resource management; competency based HRM; how people learn; the delivery of learning and training; reward management fundamentals; job evaluation; grade and pay structures; and involvement and participation. This Handbook is an essential guide for both students taking a Master's degree in HRM, as well as CIPD students. In this edition, there are new additional chapters on: talent management; e learning; and facilitating change.

title: Green human resource management practices: scale development and validity
abstract: Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1) it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.

title: The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study
abstract: This study aims at investigating the linkage between green human resource management bundle practices and green supply chain management (i.e. external and internal practices) as well as their impact on the Triple Bottom Lines of sustainability performance (i.e. environmental, social, and economic performance) A quantitative method is applied in which data is collected from a customized survey with 121 firms functioning in the most pollutant manufacturing sectors (i.e. food, chemical, and pharmaceutical sectors) in Palestine. The data analysis was conducted using the partial least squares structural equation modeling. The results from data analysis show that both of green human resource management and green supply chain management practices have a positive effect to sustainable performance in a joint manner. In fact, the results revealed that green human resource management practices have a direct effect on the sustainable performance, with the green supply chain management practices mediating this effect. In particular, internal green supply chain management practices positively mediate between green human resources management practices and sustainable performance, whereas external green supply chain management practices mediate only the relationship between GHRM bundle practices and environmental dimension of sustainable performance, thus suggesting absence of awareness among manufacturers regarding the effectiveness of this type of GSCM practices for an improved economic and social dimensions of sustainable performance, and calling for more attention from green training programs. This study is considered as the first empirical study exploring the impact of green human resource management and green supply chain management on components of sustainable performance in Palestine, adding great value to the current green human resource management green supply chain management literature via responding to recent calls to test the combined impact of both practices on TBL of sustainability performance. At the end, the theoretical and managerial implications, limitations of the current study and future research directions have been discussed.

title: The Impact of Human Resource Management on Organizational Performance: Progress and Prospects
abstract: We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance

title: Human Resource Management
abstract: Obviously, due to scarcity of skilled workforce organizations are establishing and consistently modifying HR Plan to stand out in order to attract and retain the best talented workforce necessary for efficiency, enhanced organizational productivity and profitability. Scrummy Food, Inc. is a young company that has the desire to increase its market share and beating competitive edge through a systematic market system enhanced by talented and skilled workforce but lacks the capacity of well established human resource department with goal oriented HR manager. The human resource plan (HRP) is the paramount responsibilities of the human resource department headed by the HR manager who is responsible for the establishment and execution of the HR Plan which is a scheme that enables companies to plan ahead in order to maintain a steady supply of skilled workforce, evaluate organizational needs and as well plan ahead to meet those obligations. HR planning plays a significant role in an organization because since employees are the most internal valuable assets of the company, they should be available when needed, placed in appropriate positions, given trainings, benefits, compensations and be rewarded adequately.

title: Strategic Human Resource Management
abstract: ENVIRONMENT, STRATEGY, AND ORGANIZATION. The External Context of Human Resource Management (C. Fombrun) The Organizational Context of Strategic Human Resource Management (N. Tichy, et al. A Framework for Strategic Human Resource Management (M. Devanna, et al. THE STRATEGIC ROLE OF THE HUMAN RESOURCE SYSTEMS. Strategic Staffing (E. Miller) Strategic Staffing at Chase Manhattan Bank (C. Borucki and A. Lafley) The Appraisal System as a Strategic Control (G. Latham) STRATEGIC ISSUES IN HUMAN RESOURCES MANAGEMENT. Bringing Human Resources into Strategic Planning: Systems Design Considerations (P. Lorange and D. Murphy) Managing Human Resources in a Declining Context (T. Gimore and L. Hirschhorn) Human Resource Policies for the Innovating Organization (J. Galbraith) HUMAN RESOURCES: THE CEO's PERSPECTIVE. An Interview with Reginald Jones and Frank Doyle (C. Fombrun) An Interview with Edson Spencer and Doston Boyle (N. Tichy) References. Index.