Relevant bibliographies by topics / Human resource policies

Academic literature on the topic 'Human resource policies'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Human resource policies"

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Ramapriya, M., and Dr S. Sudhamathi. "Models of Strategic Human Resource Management and Human Resources Policies." International Journal of Management Research and Social Science 7, no. 4 (January 2, 2021): 116–21. http://dx.doi.org/10.30726/ijmrss/v7.i4.2020.74022.

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강현주, Dae-Bong Kwon, 장은하, Choi Jisoo, Hyun, Young-Sup, and Hyun-Seok Shin. "Exploration of Human Resource Development Policies for Regional Human Resource Cultivation." Journal of Education & Culture 23, no. 5 (October 2017): 5–38. http://dx.doi.org/10.24159/joec.2017.23.5.5.

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Artiles, Antonio Martin, Faustino Miguélez, and Andreu Lope. "Human resource policies, training and qualifications." Transfer: European Review of Labour and Research 4, no. 2 (May 1998): 264–80. http://dx.doi.org/10.1177/102425899800400208.

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The article focuses on the argument that human resource policies set out to develop a twofold approach to management of the workforce which thereby becomes divided between a core of highly qualified and skilled employees and a peripheral component consisting of workers with less or no skills. This split is reflected in company training policies which, furthermore, exhibit an anti-trade union bias.
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Poole, Michael, and Glenville Jenkins. "Competitiveness and Human Resource Management Policies." Journal of General Management 22, no. 2 (December 1996): 1–19. http://dx.doi.org/10.1177/030630709602200201.

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Cimpan, Bogdan, and Mihail Busu. "Discriminatory Policies in Human Resource Management." Procedia Economics and Finance 16 (2014): 121–30. http://dx.doi.org/10.1016/s2212-5671(14)00783-7.

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Khan, Sania. "Role of human resource policies in ensuring women’s safety in the workplace." Problems and Perspectives in Management 21, no. 1 (December 21, 2022): 13–23. http://dx.doi.org/10.21511/ppm.21(1).2023.02.

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This paper aims to assess how human resource (HR) management policies affect women’s workplace safety. In addition, this study analyzes the degree to which measures have been taken to ensure that working women have a safe environment. Responses from 208 women working in Saudi Arabia’s small and medium-sized private businesses were gathered. The paper employed a survey questionnaire using snowball sampling technique. Thus, critical HR practices that have an impact on workplace safety for women are highlighted. As women frequently face these difficulties, the findings suggested that HR policies should tailor working women’s needs in maternity, health, transportation, childcare, and a safe workplace. Moreover, support for divorced and widowed workers would significantly increase women’s safety at work. Compared to other HR policies, there is a stronger correlation between medical and maternity leave. This paper supports research on women’s safety and HR management in the Saudi context and has significant practical implications for practitioners. Acknowledgments The author thanks all the respondents who participated and contributed by giving their valuable opinions and making this study possible.
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Ellerman, Jennifer S., and Brian H. Kleiner. "How to write excellent human resource policies." Management Research News 23, no. 7/8 (July 2000): 95–98. http://dx.doi.org/10.1108/01409170010782262.

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Begley, Thomas M., and David P. Boyd. "Articulating corporate values through human resource policies." Business Horizons 43, no. 4 (July 2000): 8–12. http://dx.doi.org/10.1016/s0007-6813(00)00065-3.

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Ahmad, Shoeb. "Green Human Resource Management: Policies and practices." Cogent Business & Management 2, no. 1 (April 2, 2015): 1030817. http://dx.doi.org/10.1080/23311975.2015.1030817.

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Tikson, Shinta Dewi Sugiharti. "Human Resource Policies and Work Culture: A Case of Starbucks." JBMI (Jurnal Bisnis, Manajemen, dan Informatika) 15, no. 1 (August 2, 2018): 1–12. http://dx.doi.org/10.26487/jbmi.v15i1.1773.

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This paper discusses the human resource management policies and work culture at Starbucks. Starbucks view their employees as company assets that must be managed correctly in order to maintain the most valuable human resources in the business. This company also understand the relationship between positive human resource management policies and work culture and employee motivation. Therefore, the company take great care in selecting the right kind of people and make an effort to retain them. For that reason, the company’s human resource policies reflected its commitment on its employees.Keywords: Human resource policies and practice, work culture, Starbucks, employee motivation.
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Dissertations / Theses on the topic "Human resource policies"

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Camelo, Rafael de Sousa. "Human resource policies in public education: empirical evidences for Brazil." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/16572.

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This thesis brings three empirical exercises on human resources issues in Brazilian public schools, taking advantage of a large policy implemented in São Paulo state school system. This policy raises the wages for teachers working in poor urban schools and its assignment, based on an arbitrary cutoff on a socioeconomic index, allows the identification of causal impacts. In sum, the three papers point that allowances policies are able to, in fact, maintain teachers in disadvantaged schools and this effect, in turn, improves students’ academic performance. Besides, we also find that this policy also reduces teacher absenteeism. However, as a consequence of the policy design, there are no evidence that this allowance improves the profile of teachers allocated in those disadvantaged schools. The first paper evaluates the impacts of this policy on teacher turnover, students’ grades and teachers’ profile. We find that the wage compensation reduced the turnover rate by 7.2 percentage points, which means a drop of 15% over the pre-treatment average. In a reduced form model, we also find evidence that this policy can positively impact students’ performance. The second paper further analyzes the impacts on student learning, focusing on three possible mechanisms: i) the turnover itself; ii) the quality of teachers; iii) the wage increase. Estimates show that the only channel through which this compensatory policy affects students' performance is the reduction in teacher turnover. By reducing turnover rate in one standard deviation, the policy reduced the proportion of low performance students in about 50% of a standard deviation. The third paper evaluates how the wage differentiation created by this policy affects teacher absenteeism. Results show that, after controlling for teachers' and schools' fixed effects, paying a higher wage (on average a raise of 26%) causes a drop in teachers' absent days of 8-22%. Absences that do not lead to salary discount, like for medical leaves, don't respond to the wage differentiation and the impact is larger for teachers that receive a higher incentive.
Esta tese traz três exercícios empíricos sobre questões de recursos humanos em escolas públicas brasileiras, aproveitando-se de uma ampla política implantada na rede estadual de São Paulo. Esta política aumenta os salários para os professores que trabalham em escolas urbanas pobres e sua regra de alocação, baseada em um corte arbitrário em um índice socioeconômico, permite a identificação de impactos causais. Em resumo, os três artigos apontam que políticas de subsídios são capazes de, de fato, manter professores nas escolas mais pobres e este efeito, por sua vez, melhora o desempenho acadêmico dos alunos. Além disso, concluímos também que esta política também reduz o absenteísmo dos professores. No entanto, como consequência do desenho dessa política, não há evidências de que o subsídio melhora o perfil dos professores alocados nessas escolas. O primeiro artigo avalia os impactos dessa política sobre a rotatividade dos professores. Concluímos que a compensação salarial reduziu a taxa de rotatividade em 7,2 pontos percentuais, o que significa uma queda de 15% sobre a média pré-tratamento. Em um modelo em forma reduzida, encontramos também evidências de que esta política pode impactar positivamente o desempenho dos alunos. O segundo artigo analisa os impactos sobre a aprendizagem dos alunos, com foco em três possíveis mecanismos: i) a rotatividade; ii) a qualidade dos professores; iii) o aumento do salário. As estimativas mostram que o único canal através do qual esta política compensatória afeta o desempenho dos alunos é a redução da rotatividade dos professores. Ao reduzir taxa de volume de negócios em um desvio-padrão, a política reduziu a proporção de alunos de baixo desempenho em cerca de meio desvio-padrão. O terceiro artigo avalia como a diferenciação salarial criada por esta política afeta absenteísmo dos professores. Os resultados mostram que, após controlar efeitos fixos de professores e escolas, pagar um salário mais elevado (em média 26% a mais) provoca uma queda de 8-22% nas faltas dos professores. Ausências que não levam a desconto de salário, como por licenças médicas, não respondem à diferenciação salarial e o impacto é maior para os professores que recebem maior incentivo.
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Sayim, Kadire Zeynep. "Transferability of human resource policies and practices : American multinationals in Turkey." Thesis, De Montfort University, 2008. http://hdl.handle.net/2086/4104.

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This thesis aims to understand the influence of various institutional elements on the transfer of multinational corporations' human resource policies and practices to their international subsidiaries. Drawing upon comparative i.nstitutionalist theory, the thesis considers the host- and home-country national business systems at the macro level as the most significant impact factors on the formation and transfer ofthese policies. The thesis also aims to test the applicability of the national business systems approach in a distinctive 'hybrid transitional' business system, which is argued to be different from various typologies developed in the literature. To test 'dominance' effects, multinationals originating from one of the most powerful systems, the US, are studied. To investigate the influences ,I of other significant institutional elements at the industry and organisational levels on the substantive human resource management issues, a four-level analytical framework is developed.' At the empirical level, the thesis carries out qualitative case studies ofAmerican multinationals in the distinctive business environment ofTurkey mainly by using interviews. The cases are chosen according to theoretical sampling, and companies that exhibit features hypothesised to be important variables - sector, size, age, ownership structure, and unionisation - are investigated. Overall, the thesis argues that, firstly, the distinctiveness of 'hybrid transitional' business systems result from two elements. On the one hand such systems are characterised by a combination ofthe various institutional elements ofthe theoretical typologies, hence 'hybrid'. On the other hand, they are open to direct and significant influences of globalisation for institutional change from both internal and external organisations through 'trickle-down' and 'trickle-up' trajectories, thus 'transitional'. Such openness results not only from a permissive legal environment but also from the willingness of significant internal actors for change. Secondly, such 'hybrid transitional' business systems present both challenges and opportunities for the transfer of human resource policies and practices for multinationals. In the case ofTurkey, challenges stem mostly from labour market conditions, in terms of availability of skills and qualifications. The permissiveness and pro-business nature of the Turkish legal framework, and the weakness and cooperativeness of labour unions make it easier to transfer home-country policies. Large Turkish holding companies, although strong partners in international joint ventures, do not present major challenges. Local actors, including owners and professional managers of large Turkish companies with a positive attitude towards particularly American policies and practices, mean strong 'pull' effects are observed, in addition to 'push' effects of transnational and international institutions internally and externally.
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Saqib, Syed Imran. "Human capital resources, human resource management policies, and employee perceptions : an investigation of young professionals in the banking sector of Pakistan." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/human-capital-resources-human-resource-management-policies-and-employee-perceptions-an-investigation-of-young-professionals-in-the-banking-sector-of-pakistan(4961f666-91ae-4baf-a924-8dad3f811839).html.

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Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.
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Mohamed, Roslan. "Human Resource Management Policies and Practices : The Case of the Malaysian Civil Service." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508510.

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Nitsche, Sabine. "Human resource management of multinational organisations operating in Europe : finding the proper balance between standardisation and differentiation of human resource policies and practices /." [S.l.] : [s.n.], 2003. http://aleph.unisg.ch/hsgscan/hm00089786.pdf.

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Miki, Megumi. "Human resource management policies and labour turnover : the case of Mitsubishi Motors Australia Ltd. /." Title page, table of contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09EC/09ecm6367.pdf.

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Shen, Jie. "International human resource management policies and practices : an integrative framework in the Chinese context." Thesis, Bucks New University, 2003. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.714449.

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Ng, Poh Chong Danny. "How do national employment policies influence Human Resource practices? A comparative study of the Integrated Resort and Hotel Industry in Macau and Singapore." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2105.

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Asia’s growth in prominence over the last decade is a phenomenon that has seen some governments and international financial institutions defining the twenty-first century as the Asian Century, in which Asia will be the focus of economic growth (Kohli, Sharma & Sood, 2011). The wealth in the major economies of Asia will see an increase in a dominant middle-income group, with strong spending power not only in terms of lifestyle domestically, but also internationally. This group’s quest for the finer things in life will transform the hospitality industry in countries such as Singapore and Macau: both are international metropolises with numerous five-star hotels and resorts. The subsequent expansion in the hospitality industry in these countries has resulted in a tight labour market whereby the respective governments introduced national policies with varying impact on the labour market. This research will investigate how these national policies are translated into Human Resources (HR) policies by HR managers; what the influencing factors in the translation process are; and the difference between the HR policies between Singapore and Macau. Before 2002, the then Sociedade de Turismo e Diversoes de Macau (STDM) (now Sociedade de Jogos de Macau) was the only organisation in Macau with a casino within its hotel. This changed when the Special Administrative Region (SAR) government liberalised the hospitality and gaming industry to enable the entry of other operators into the market, in the form of Integrated Resorts and Hotels (IR&H) with both gaming and non-gaming facilities. In 2005 Singapore passed legislation that allowed for the establishment of IR&H that encompass Meetings, Incentives, Conventions and Exhibitions (MICE) and a theme park. The relationship between the national employment policy, the constantly changing labour landscape and the political environment that impacts on the national regulatory policies requires HR personnel to keep abreast of the regulatory changes that could be translated into the HR practices of the IR&H. It is these various and varying factors as they relate to Macau and Singapore that will be examined in this study. The aim of this research, therefore, is to examine and compare the national employment policies of Macau and Singapore to determine how organisations translate these policies into their HR practice.
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Morgan, LaRoyce E. "The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees' Job Satisfaction." NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/78.

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Men and women are both faced with daily decisions that affect their families and their work. This paper will look at the overall satisfaction of employees as it relates to work &ndash life conflict. The concept has expanded as there are more responsibilities outside of the job setting that include volunteer commitments, personal development, home life and elder care. Since lifestyles have changed and there are significant pressures that all employees are facing, work &ndash life has become a significant benefit issue. Family &ndash friendly policies may help organizations to assist employees with balancing work and family. Conflict roles can spillover from the work domain to the family domain and from the family domain to the work domain. Time and technical connectivity are factors in work overload. Supporting employees could contribute to job satisfaction by offering alternative work schedules and family-friendly benefits. Organizations that offer flexible alternatives can engage employees and decrease job turnover.
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Al-Louzi, Musa Salameh. "Human Resource Policies in Jordan: An Exploratory Study of the Influence of Governmental Expenditures on Development." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc332721/.

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This study was an assessment of governmental expenditures for human resource programs on economic and social development in Jordan from 1948 to 1988. An assessment was made of the impact of governmental expenditures for education, health, and welfare on the growth of the economy as measured by gross national product (GNP) and the quality of life as measured by the physical quality of life index (PQLI). The major purpose of the investigation was to provide policy makers with an alternative way of assessing the influence of governmental expenditures on development.
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Books on the topic "Human resource policies"

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Lou, Coates Mary, and Queen's University (Kingston, Ont.). Industrial Relations Centre., eds. Business strategies and human resource policies. Kingston, Ont: Industrial Relations Centre, Queen's University, 1994.

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1943-, Lewin David, Ichniowski Casey, and United States. Dept. of Labor. Bureau of Labor-Management Relations and Cooperative Programs., eds. Human resource policies and practices in American firms. Washington, D.C: U.S. Dept. of Labor, Bureau of Labor-Management Relations and Cooperative Programs, 1989.

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Delaney, John Thomas. Human resource policies and practices in American firms. Washington, D.C: U.S. Dept. of Labor, Bureau of Labor-Management Relations and Cooperative Programs, 1989.

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Allen, Steven G. Human resource policies and union-nonunion productivity differences. Cambridge, MA: National Bureau of Economic Research, 1988.

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Barbeito, Carol L. Human Resource Policies and Procedures for Nonprofit Organizations. New York: John Wiley & Sons, Ltd., 2004.

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Hughes, Maria. Developing college policies and strategies for human resource development. London: FEDA, 1995.

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Briscoe, Dennis R. International human resource management: Policies and practices for multinational enterprises. 3rd ed. London: Routledge, 2009.

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Human resource management in the public sector: Policies and practices. Armonk, NY: M.E. Sharpe, 2012.

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Briscoe, Dennis R. International human resource management: Policies & practices for the global enterprise. 2nd ed. New York: Routledge, 2004.

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Briscoe, Dennis R. International human resource management: Policies and practices for multinational enterprises. 3rd ed. London: Routledge, 2009.

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Book chapters on the topic "Human resource policies"

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Stewart, Jim, Julie Beardwell, Jeff Gold, Paul IIes, and Rick Holden. "The Scope of HRD and National HRD Policies and Practice." In Human Resource Development, 3–24. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-08808-6_1.

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Poutsma, Erik, Paul E. M. Ligthart, and Bart Dietz. "HRM Policies and Firm Performance: The Role of the Synergy of Policies." In Global Trends in Human Resource Management, 78–99. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137304438_5.

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Hughes, Claretha. "Laws, Ethics, and Policies." In Ethical and Legal Issues in Human Resource Development, 101–11. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-99528-1_6.

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Torbiörn, Ingemar. "Staffing policies and practices in European MNCs: strategic sophistication, culture-bound policies or ad hoc reactivity?" In International Human Resource Management: a critical text, 47–68. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-0-230-21319-7_3.

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Cornia, Giovanni Andrea, and Jocelyn de Jong. "Policies for the Revitalisation of Human Resource Development." In Africa’s Recovery in the 1990s, 246–71. London: Palgrave Macmillan UK, 1992. http://dx.doi.org/10.1007/978-1-349-22344-2_11.

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Egnell, Robert, Petter Hojem, and Hannes Berts. "Recruitment, Harassment, and Equal Rights: Human Resource Policies." In Gender, Military Effectiveness, and Organizational Change, 108–22. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137385055_5.

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Kang, Haiying, and Jie Shen. "International Performance Appraisal Policies and Practices." In International Human Resource Management in South Korean Multinational Enterprises, 113–40. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3093-2_5.

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Kang, Haiying, and Jie Shen. "International Recruitment and Selection Policies and Practices." In International Human Resource Management in South Korean Multinational Enterprises, 51–84. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3093-2_3.

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Kang, Haiying, and Jie Shen. "International Training and Development Policies and Practices." In International Human Resource Management in South Korean Multinational Enterprises, 85–112. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3093-2_4.

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Kang, Haiying, and Jie Shen. "International Reward and Compensation Policies and Practices." In International Human Resource Management in South Korean Multinational Enterprises, 141–65. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3093-2_6.

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Conference papers on the topic "Human resource policies"

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Shin, Seung Yeob, Yuriy Brun, and Leon J. Osterweil. "Specification and analysis of human-intensive system resource-utilization policies." In ICSE '16: 38th International Conference on Software Engineering. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2897683.2897688.

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Airapetova, A. G., V. V. Korelin, and A. A. Karabekova. "Specifics of human resource policies at various life stages of an enterprise." In 2017 IEEE VI Forum on Strategic Partnership of Universities and Enterprises of Hi-Tech Branches - Science, Education, Innovations (SPUE). IEEE, 2017. http://dx.doi.org/10.1109/ivforum.2017.8246082.

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Davidson, R. George Leslie, and G. Brindha. "Elucidating the power of human resource practices and policies on employee attrition." In 4TH INTERNATIONAL CONFERENCE ON MATERIALS ENGINEERING & SCIENCE: Insight on the Current Research in Materials Engineering and Science. AIP Publishing, 2022. http://dx.doi.org/10.1063/5.0111248.

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Airapetova, A. G., V. V. Korelin, A. A. Karabekova, and R. K. Sobolev. "Main trends in forming and pursuing human resource policies at an industrial enterprise." In 2017 IEEE VI Forum on Strategic Partnership of Universities and Enterprises of Hi-Tech Branches - Science, Education, Innovations (SPUE). IEEE, 2017. http://dx.doi.org/10.1109/ivforum.2017.8246050.

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Nikolov, Georgi, Elka Vasileva, and Veselina Lyubomirova. "REGIONAL HUMAN CAPITAL MANAGEMENT – ASPECTS OF INTERACTION WITH THE ECONOMIC DEVELOPMENT OF THE TERRITORY." In Sixth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/limen.2020.253.

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The development and modernization of societies define new approaches in managing human resources and, in particular, their characteristic - human capital. There is a growing need for its study and characterization and analysis of the extent to which it is crucial for the economic development of European regions, particularly Bulgaria. Human capital is a specific public resource phenomenon that creates added value based on education, knowledge, skills, intelligence, acquired professional experience, and many other components. The object of study is the targeted promotion of these components through public policies, programs, and initiatives, which creates prerequisites for improving the regions' overall economic performance. The authors set the task to analyze the stated public policies presented in the integrated territorial strategies to develop the planning regions, emphasizing the specific dimensions of human capital management in the different territories.
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SHOAIB, Muhammad, Roman ZÁMEČNÍK, Zuhair ABBAS, Mohsin JAVED, and Asad Ur REHMAN. "GREEN HUMAN RESOURCE MANAGEMENT AND GREEN HUMAN CAPITAL: A SYSTEMATIC LITERATURE REVIEW." In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.649.

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Purpose – green human resource management (GHRM) and green human capital (GHC) are relatively over- looked aspects in the existing literature of human resource management. Keeping in view, this systematic literature review attempts to highlight and explore its related avenues in the fresh domains of GHRM-GHC and provide a future research agenda for the development of knowledge. Research methodology – this study employs a systematic literature review methodology. The review analyses 25 studies especially focused on secondary data of peer-reviewed articles published in academic journals from 2008 to 2020. Findings – this study demonstrated that green HRM is imperative for the implementation of environmental sustain- ability. More importantly, green human capital is considered an important strategic tool for HR managers and policy makers for devising human resource policies. Research limitations – this study only focus on articles reported in high-quality research journals. However, other scholarly materials, such as books and conference articles have not been included in the review analyses. Practical implications – this study provides guidelines to policymakers and managers to pay attention towards environ- mental sustainability and future research agenda to carry out analytical and empirical research. Originality/Value – this study enhances the body of knowledge on GHRM field. This study provides a pathway for scholars to explore the emerging areas of human resource management such as green intellectual capital and green human capital to achieve sustainable development and competitive advantage.
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Koo, Jee-Hee, Tae-Woong Jung, and Mu-Wook Pyeon. "Status of U-city Human Resource Development Business and the Direction for Education Policies." In 2009 Fifth International Joint Conference on INC, IMS and IDC. IEEE, 2009. http://dx.doi.org/10.1109/ncm.2009.295.

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Shen, Li. "Adding More Value in Place: Strategic Human Resource Planning for Industrial Cluster and the Policies." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998053.

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Mohamed, Habib Yusuf, and Elsayed A. H. Elamir. "The Role of Human Resource Policies in Fostering Organizational Success: An Evidence from Bahrain's Construction Sector." In 2021 Third International Sustainability and Resilience Conference: Climate Change. IEEE, 2021. http://dx.doi.org/10.1109/ieeeconf53624.2021.9667966.

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Kumar, Arun. "Provisions and Effectiveness of Continued Staff Development Programmes for Professionals in University Libraries in East India." In InSITE 2009: Informing Science + IT Education Conference. Informing Science Institute, 2009. http://dx.doi.org/10.28945/3364.

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One of the greatest challenges that academic and research libraries face today is to prepare the staff working in these organizations for the future. Preparation of library staff requires serious attention to the human resource programmes in libraries and consideration of the development needs and interests of staff at all levels, from at the top the University Librarian to the lowest level the Library Attendant. Human resource planning requires a strategic approach, which focuses on both the immediate issues and considers future needs. Library Managers and the Library Authority need to be adept at identifying the human resources issues in their organizations; able to design and implement development programmes, policies and procedures, to address these issues in a timely and meaningful way; and willing to commit the necessary resources to support the full development of all library staff.
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Reports on the topic "Human resource policies"

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Allen, Steven. Human Resource Policies and Union-Nonunion Productivity Differences. Cambridge, MA: National Bureau of Economic Research, October 1988. http://dx.doi.org/10.3386/w2744.

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Kruse, Douglas, Richard Freeman, Joseph Blasi, Robert Buchele, Adria Scharf, Loren Rodgers, and Chris Mackin. Motivating Employee-Owners in ESOP Firms: Human Resource Policies and Company Performance. Cambridge, MA: National Bureau of Economic Research, December 2003. http://dx.doi.org/10.3386/w10177.

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Herrin, Alejandro N., and Marilou P. Costello. Sources of future population growth in the Philippines and implications for public policy. Population Council, 1996. http://dx.doi.org/10.31899/pgy1996.1004.

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Rapid population growth, poor and uneven economic performance, and slow progress in health and education are interrelated phenomena. However, while there is strong support for public policies aimed at economic recovery and human resource development in the Philippines, there is still a lack of consensus on the need for public policy to moderate population growth and on the role of a government-sponsored family planning program in overall population and development activities. This paper examines alternative population projections and analyzes the contribution to future population growth of unwanted fertility, high desired family size, and population momentum. The aims are to highlight the multiple policy responses that are needed to moderate rapid population growth and to clarify a number of factors that have prevented the development of a consensus on Philippine population policy.
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Idris, Iffat. Increasing Birth Registration for Children of Marginalised Groups in Pakistan. Institute of Development Studies (IDS), July 2021. http://dx.doi.org/10.19088/k4d.2021.102.

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This review looks at approaches to promote birth registration among marginalised groups, in order to inform programming in Pakistan. It draws on a mixture of academic and grey literature, in particular reports by international development organizations. While there is extensive literature on rates of birth registration and the barriers to this, and consensus on approaches to promote registration, the review found less evidence of measures specifically aimed at marginalised groups. Gender issues are addressed to some extent, particularly in understanding barriers to registration, but the literature was largely disability-blind. The literature notes that birth registration is considered as a fundamental human right, allowing access to services such as healthcare and education; it is the basis for obtaining other identity documents, e.g. driving licenses and passports; it protects children, e.g. from child marriage; and it enables production of vital statistics to support government planning and resource allocation. Registration rates are generally lower than average for vulnerable children, e.g. from minority groups, migrants, refugees, children with disabilities. Discriminatory policies against minorities, restrictions on movement, lack of resources, and lack of trust in government are among the ‘additional’ barriers affecting the most marginalised. Women, especially unmarried women, also face greater challenges in getting births registered. General approaches to promoting birth registration include legal and policy reform, awareness-raising activities, capacity building of registration offices, integration of birth registration with health services/education/social safety nets, and the use of digital technology to increase efficiency and accessibility.
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Méndez Rodríguez, Alejandro. Working Paper PUEAA No. 12. The mobility of international students as the first link in the migration of talents in Japan. Universidad Nacional Autónoma de México, Programa Universitario de Estudios sobre Asia y África, 2022. http://dx.doi.org/10.22201/pueaa.010r.2022.

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In the current era of the knowledge-based economy, the mobility of intellectual capital through international students is very significant. Immigration policies establish instruments for the organization and management of human resources to attract qualified workers and international students in a context of global competitiveness. Currently, Asian countries have gained relevance in attracting human resources. In Japan, the main component influencing the dynamics of international migration flows is the transnational labor market for skilled human resources, as well as the mechanisms that shape it. The aim of this paper is to describe the socioeconomic factors that shape, drive and contextualize the mobility of skilled workers.
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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Cadiero Kaplan, Karen, Magaly Lavadenz, and Elvira Armas. Essential Elements of Effective Practices for English Learners. Center for Equity for English Learners, 2011. http://dx.doi.org/10.15365/ceel.policy.9.

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One of the most powerful variables for English Learner success is the quality of their teachers. This policy brief published by Californians Together (1) provides a synthesis of effective practices for instructing ELs; (2) presents four research-based essential elements critical for EL program implementation, teacher reflection, and monitoring of teacher effectiveness; and (3) concludes with program and policy recommendations. Three key areas for policy action are prioritized: (1) District and state level policies must require that local and state leadership support the implementation of these essential elements; (2) Alignment of fiscal and human resources must be targeted to ensure that teachers are provided with professional development, materials and curricular program supports required to implement these key elements leading to English learner success; and (3) Teacher preparation and credential requirements need to incorporate the four critical elements of effective practice for success with English Learners.
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Babiker, Mustafa, Amir Bazaz, Paolo Bertoldi, Felix Creutzig, Heleen De Coninck, Kiane De Kleijne, Shobhakar Dhakal, et al. What the Latest Science on Climate Change Mitigation means for Cities and Urban Areas. Indian Institute for Human Settlements, October 2022. http://dx.doi.org/10.24943/supsv310.2022.

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The Summary for Urban Policymakers (SUP) initiative provides a distillation of the IPCC reports into accessible and targeted summaries that can help inform action at city and regional scales. Volume I in the series, What the Latest Physical Science of Climate Change Means for Cities, identified the ways in which human-induced climate change is affecting every region of the world, and the cities and urban areas therein. Volume II, Climate Change in Cities and Urban Areas: Impacts, Adaptation and Vulnerability, assessed the feasibility and effectiveness of different adaptation options. To achieve climate resilient development, synergies between policies and actions for climate change adaptation, mitigation and other development goals are needed. This third volume in the series, What the Latest Science on Climate Change Mitigation Means For Cities and Urban Areas offers a concise and accessible distillation of the IPCC Working Group III Report for urban policymakers. The 21st century is characterized by a rapidly growing urban population, urban land expansion and associated rise in demand for resources, infrastructure and services. These trends are expected to drive the growth in emissions from urban consumption and production through 2100, although the rate of urban emissions growth will depend on the type of urbanisation and the speed and scale of mitigation action implemented. Aggressive and ambitious policies for transition towards net zero greenhouse gas emissions can be implemented in cities and urban areas, while contributing to sustainable development. Ultimately, mitigation action and adaptation are interdependent processes, and pursuing these actions together can promote sustainable development.
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Davies, Will. Improving the engagement of UK armed forces overseas. Royal Institute of International Affairs, January 2022. http://dx.doi.org/10.55317/9781784135010.

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The UK government’s Integrated Review of security, defence, development and foreign policy, published in March 2021 alongside a supporting defence command paper, set a new course for UK national security and highlighted opportunities for an innovative approach to international engagement activity. The Integrated Review focused principally on the state threats posed by China’s increasing power and by competitors – including Russia – armed with nuclear, conventional and hybrid capabilities. It also stressed the continuing risks to global security and resilience due to conflict and instability in weakened and failed states. These threats have the potential to increase poverty and inequality, violent extremism, climate degradation and the forced displacement of people, while presenting authoritarian competitors with opportunities to enhance their geopolitical influence. There are moral, security and economic motives to foster durable peace in conflict-prone and weakened regions through a peacebuilding approach that promotes good governance, addresses the root causes of conflict and prevents violence, while denying opportunities to state competitors. The recent withdrawal from Afghanistan serves to emphasize the complexities and potential pitfalls associated with intervention operations in complex, unstable regions. Success in the future will require the full, sustained and coordinated integration of national, allied and regional levers of power underpinned by a sophisticated understanding of the operating environment. The UK armed forces, with their considerable resources and global network, will contribute to this effort through ‘persistent engagement’. This is a new approach to overseas operations below the threshold of conflict, designed as a pre-emptive complement to warfighting. To achieve this, the UK Ministry of Defence (MOD) must develop a capability that can operate effectively in weak, unstable and complex regions prone to violent conflict and crises, not least in the regions on the eastern and southern flanks of the Euro-Atlantic area. The first step must be the development of a cohort of military personnel with enhanced, tailored levels of knowledge, skills and experience. Engagement roles must be filled by operators with specialist knowledge, skills and experience forged beyond the mainstream discipline of combat and warfighting. Only then will individuals develop a genuinely sophisticated understanding of complex, politically driven and sensitive operating environments and be able to infuse the design and delivery of international activities with practical wisdom and insight. Engagement personnel need to be equipped with: An inherent understanding of the human and political dimensions of conflict, the underlying drivers such as inequality and scarcity, and the exacerbating factors such as climate change and migration; - A grounding in social sciences and conflict modelling in order to understand complex human terrain; - Regional expertise enabled by language skills, cultural intelligence and human networks; - Familiarity with a diverse range of partners, allies and local actors and their approaches; - Expertise in building partner capacity and applying defence capabilities to deliver stability and peace; - A grasp of emerging artificial intelligence technology as a tool to understand human terrain; - Reach and insight developed through ‘knowledge networks’ of external experts in academia, think-tanks and NGOs. Successful change will be dependent on strong and overt advocacy by the MOD’s senior leadership and a revised set of personnel policies and procedures for this cohort’s selection, education, training, career management, incentivization, sustainability and support.
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Gindi, Renee. Health, United States, 2019. Centers for Disease Control and Prevention (U.S.), 2021. http://dx.doi.org/10.15620/cdc:100685.

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Health, United States, 2019 is the 43rd report on the health status of the nation and is submitted by the Secretary of the Department of Health and Human Services to the President and the Congress of the United States in compliance with Section 308 of the Public Health Service Act. This report was compiled by the National Center for Health Statistics (NCHS) of the Centers for Disease Control and Prevention (CDC). The Health, United States series presents an annual overview of national trends in key health indicators. The 2019 report presents trends and current information on selected measures of morbidity, mortality, health care utilization and access, health risk factors, prevention, health insurance, and personal health care expenditures in a 20-figure chartbook. The Health, United States, 2019 Chartbook is supplemented by several other products including Trend Tables, an At-a-Glance table, and Appendixes available for download on the Health, United States website at: https://www.cdc.gov/nchs/hus/ index.htm. The Health, United States, 2019 Chartbook contains 20 figures and 20 tables on health and health care in the United States. Examining trends in health informs the development, implementation, and evaluation of health policies and programs. The first section (Figures 1–13) focuses on health status and determinants: life expectancy, infant mortality, selected causes of death, overdose deaths, suicide, maternal mortality, teen births, preterm births, use of tobacco products, asthma, hypertension, heart disease and cancer, and functional limitations. The second section (Figures 14–15) presents trends in health care utilization: use of mammography and colorectal tests and unmet medical needs. The third section (Figures 16–17) focuses on health care resources: availability of physicians and dentists. The fourth section (Figures 18–20) describes trends in personal health care expenditures, health insurance coverage, and supplemental insurance coverage among Medicare beneficiaries. The Highlights section summarizes major findings from the Chartbook. Suggested citation: National Center for Health Statistics. Health, United States, 2019. Hyattsville, MD. 2021.
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