1,720,986 research outputs found
A Simplified Study of Definitions of Human Resource Management
Get PDFFor the purpose of achieving three research objectives: (1) to present definitions of Human Resource Management (HRM) given by various appropriately qualified authors and make a brief descriptive analysis about the definitions; (2) to revisit and review the definition of HRM developed by me in 2009; and (3) to introduce a definition of HRM which is inclusive, this theoretical research paper was written. The desk research strategy was adopted and the study was carried out by the use of two non-scientific methods, i.e., authority to a greater extent and intuition to a lesser extent. 34 definitions directly mentioned and implied from 34 textbooks were presented. The findings of the descriptive analysis of the definitions were that the most of the definitions have similarity and no salient contradictory differences exist in their meanings implying that the nature of the subject of HRM is notcontroversial but is generally agreeable or nondebatable. Further the descriptive analysis yielded a list of 20 characteristics of HRM. The revisit to the definition of HRM given by the author of this paper in 2009 resulted in an assertion that it is valid at present and the future too. However, in view of the possibility of criticizing the definition owing to lack of inclusion of strategic,partnership, and sustainable perspectives, an inclusive definition was formulated and presented.Key Words: Definition, Human Resource Management, Inclusive Definitio
Strategic HRM as Part of Strategic Management: A Theoretical Perspective
No full textStrategic HRM as Part of Strategic Management: A Theoretical Perspectiv
Towards a Sound Performance Appraisal System: An Agenda for Action
Get PDFThis paper is an attempt to present a synthesis with regard to Performance Appraisal (PA) by utilizing significantly the author’s previous published works which are based on theoretical as well as empirical studies done so far in the area of PA. The paper has its focus on utility of PA including the possible reasons for not having an effective high quality PA system in most of the organizations in Sri Lanka, an agenda for action, and a model of PA interview. Key Words: Performance Appraisal, Feedback, Intervie
Applications in Human Resource Management: A Study of Authoritative Textbooks
Get PDFFor the purpose of achieving four research objectives: (1) to describe general meaning, types, and utility of applications in Human Resource Management (HRM) useful for teaching and learning purpose; (2) to explore, record, and classify applications in HRM presented in the textbooks on HRM selected for the study; (3) to determine the importance of the classified applications in HRM as per the intensity of usage; and (4) to propose some implications of the findings in the way that will contribute theoretically and practically. The adopted research strategy was the desk research strategy and the study was carried out by using two non- cientific methods, i.e., authority to a greater extent and logical beliefs to a certain extent. By adopting seven conditions 29 authoritative textbooks were utilized and from which a considerable number of applications were explored and recorded. They were logically classified into 15 applications which were arranged in the order of importance in terms of the intensity of usage. Finally, implications were given briefly.Key Words: Applications, Authoritative Textbooks, Cases, Coronavirus Disease, Critical Incidents, Human Resource Management, Learning, Skill Builders, Teachin
Competences as Human Assets: A Perspective
Get PDFThis paper seeks to give a perspective with regard to competences as human assets. It is argued that an individual who wants to be successful on work life and non-work life as well needs to possess seven competences, i.e., technical competence, human relation competence, conceptual competence, intelligence, personality, individual character, and personal management competences which have to be learnt by acquiring knowledge, attitudes and skills from the two sources, i.e., heredity and environment which consists of education, training and experience. Motivation of the individual moderates the relationship between the seven competences and success. Finally a personal approach for building competences is presented
The Coronavirus and The Employees: A Study from the Point of Human Resource Management
Get PDFA highly felt need of knowing specifically the impact of Coronavirus disease on employees from the point of Human Resource Management exists. Hence a conceptual attempt was made to find answers for four specific research questions addressing the meaning of Coronavirus disease and its characteristics, its hazardousness, its impact on employees, and identification of employees who are at greater risk. These research questions were answered by adopting a desk research strategy. The study yielded that Coronavirus disease 2019 is a deadly infectious disease which is shortly called COVID-19. It is a plague that can spread from an infected person-to-person, and spreading occurs between people who are in close contact with one another (within about 6 feet); and via respiratory droplets produced when an infected person coughs or sneezes. It is believed that patients are at their most contagious when they are most symptomatic, and some spread might be possible before people show symptoms. It is so hazardous that it can infect any person of any age living in any place in the world and subsequently cripple proper functioning of organizations of all sizes in all industries in all countries in the world. It has a tremendous negative impact on employees, and 15 specific fears were identified. The resultant stress was labeled as Stress By Corona (SBC). Employees who are at greater risk are health care, security force and police personnel. Key Words: Burnout, Coronavirus Disease, Employees, Fear, Human Resource Management, Stres
The Issue of Glass Ceiling: A study of what the HRM textbooks present
Get PDFGenerally this conceptual study is a systematic attempt to find out what HRM textbooks present about the issue of Glass Ceiling (GC). Specifically five research questions were formulated and they were answered by adopting a desk research strategy. Relevant writings and explanations from 35 textbooks on HRM published by relevant authorities were examined. The study yielded findings consistent with the formulated five research questions and they are: there is indeed an issue called Glass Ceiling; its meaning is a barrier or barriers or a set of barriers which is/are invisible but real preventing advancement of women employees and minorities to top managerial jobs and positions in the organization; it is a problem to be concerned with owing to significant negative consequences; there are many reasons for the GC issue and 17 reasons were presented; and 19 remedies specified were found. These remedies can be recommended for organizations to melt the GC. However, there are some cautions to be considered.Key Words: Career Management, Glass Ceiling, Human Resource Management, Textboo
Are labour relations and leadership styles significantly associated? An empirical study in ten manufacturing firms in Sri Lanka
Get PDFIt was theoretically argued that Labour Relations (LR) and leadership styles of managers were associated. An empirical study was conducted to test whether the variable of leadership style of managers was significantly associated with the variable of LR in manufacturing firms in Sri Lanka. The study was conducted in ten Sri Lanka manufacturing firms, which were listed unionised companies. The unit of analysis of this study were manager. The results indicated that leadership styles of managers and LR were not significantly associated suggesting that LR is independent of leadership styles of managers in the manufacturing firms studied in Sri Lanka
An Empirical Investigation of Union-related Factors Contributing to Labour-Management Relationship in Manufacturing Firms in Sri Lanka**
Get PDFExisting literature reveals a gap in the empirical knowledge in respect of factors that affect Labour-Management Relationship (LMR) at the firm level. The present study, which was part of a comprehensive study of effects of some union-related factors and management-related factors on LMR, empirically evaluated six union-related factors that could have an effect on LMR namely union satisfaction at work, grievance handling, worker discipline administration, worker performance evaluation, union attitudes to management, and competence of union officials. The study involved 202 union officials who were selected from 23 unionised manufacturing firms in Sri Lanka. The results indicated that all the independent variables were positively and significantly correlated to LMR. However, results of regressing the independent variables on LMR showed that union satisfaction at work, grievance handling, worker discipline administration, worker performance evaluation, and union attitudes to management are strong predictors of LMR while competence of union officials is a weak predictor. On the whole, the independent variables accounted for almost 70% of the variance in the LMR. The paper is of empirical and theoretical importance as the findings confirmed an original explanatory model of LMR that could enhance our understanding of the dynamics of LMR and can be applied to enhance LMR in the manufacturing sector in Sri Lanka. Key words: Grievance Handling, Labour-Management Relationship, Worker Performance Evaluation, Worker Discipline Administration, Union Satisfaction at Wor
The Case for Teaching Human Resource Management in Management Education: 13 Common Reasons
Get PDFThis conceptual study is a systematic attempt to fill a gap in the theoretical knowledge about reasoning the need of learning Human Resource Management (HRM) in Management Education (ME) in terms of having a synthesized description of reasoning and presenting a set of reasons to explain the need, and furthermore to solve an intellectual puzzle to uncover why HRM is to be taught in any qualification of Management at any level. Three research questions were formulated and they were answered by adopting a desk research strategy. 30 direct or indirect writings or explanations from 30 textbooks on HRM published by relevant authorities were examined, 13 common reasons were identified and listed, and based on the identified or derived common reasons, a content analysis was done. The study yielded findings consistent with the formulated three research questions and they are: there are at least 17 reasons for the case for teaching HRM in ME; it is possible to identify and list 13 common reasons which derive from or which are included in the writings considered for the study; and the top five reasons are (1) organizational success, (2) sustainable competitive advantage and organizational improvement, (3) every manager’s vital responsibility and contribution to societal success (these two reasons got the same intensity of consideration being the top third reason), (4) enhancing professional life success, and (5) enhancing personal life success. Key Words: Human Resource Management, Management Education, Reason, Teachin
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