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1.
Michael Morley Chris Brewster Patrick Gunnigle Wolfgang Mayrhofer 《International Journal of Human Resource Management》2013,24(3):640-656
This paper uses evidence from organizations with more than 200 employees in several countries across Europe to explore the proposition that industrial relations in Europe is becoming more convergent around a non-union HRM model. The evidence indicates that, although there are some similar moves taking place, national patterns remain distinctive, the IR/HRM distinction may not be sustainable in Europe and there are significant elements of continuity in industrial relations in Europe alongside the changes that are taking place. 相似文献
2.
高岩 《中小企业管理与科技》2021,(9)
随着我国经济的快速发展,国家越来越重视中小企业人力资源管理中的劳动关系问题。为了进一步加强中小企业的人力资源管理,需要根据实际情况以人力资源战略规划和管理作为基础支撑,完善人力资源管理中的劳动关系管理工作,明确劳动关系管理的内涵。因此,论文针对中小企业人力资源管理中的劳动关系管理问题进行简要分析,并提出合理化建议。 相似文献
3.
人力资源是知识经济时代最重要的战略资源。随着社会的发展,人才的竞争会越来越激烈,尤其是在IT这个快速成长的行业中。要想在激烈的市场竞争中立于不败之地,如何实现有效的人力资源管理成为企业必须解决的问题。本文首先分析了中小型IT企业的人力资源的特点及其人力资源管理的现状,以此为依据,总结出中小型IT企业要想提高企业的竞争力,必须做好人力资源管理工作,同时提出解决企业现有人力资源管理问题的措施。 相似文献
4.
人力资源规划问题已经成为了企业管理者需要思考的首要问题。建议企业从岗位的设置,人员的设定,如何开展人员的招聘,有效控制人员的流动等等这些问题进行改善。 相似文献
5.
Naresh Kumar Miguel Martinez Lucio Raduan Che Rose 《Asia Pacific Journal of Human Resources》2013,51(1):22-44
In this paper we examine the views of employees from unionized companies and trade union leaders on the barriers to trade union activities in Malaysia through reference to survey data. These barriers are political, social and economic. The system of Malaysian industrial relations is not necessarily anti‐union – in theory – but the article points to a range of structural barriers and challenges facing unions. However, the evidence presented also shows that there are major gaps and barriers within trade unions in terms of strategic renewal and organizational change. There are also major issues of union visibility within the workplace and the community. These are partly explained by the lack of systematic support offered by the legal system and employer; yet, there is a real perception gap as far as workers are concerned. Notably, the trade unions have little influence in decision‐making processes across a range of human resource management practices and workplace issues. In addition, there are indications that trade unions have not really thought about or developed direct and more imaginative forms of communication in relation to the changing nature of the workforce and the economic context. As a result, internal barriers to change have been shaped by external ones, and this must be considered in any debate on Malaysian industrial relations. 相似文献
6.
近年来,在国家相关政策的大力扶持下,我国中小企业得到了飞速发展,为了提升综合实力,企业愈加注重人力资源管理。越来越多的企业选择将本身不完善的人力资源工作外包出去,集中人力物力财力加强核心能力开发,以便满足快速应对市场的需求。如此就需要企业在利用外包优势的同时考虑到外包过程中存在的风险。文章通过使用SWOT分析方法对中小企业人力资源管理外包中面临的外部因素及内部因素进行分析,从而使中小企业能够更好运用外包的优势,利用面临的机遇,规避外包的风险及威胁,利用外部资源扬长避短,提高市场竞争力。 相似文献
7.
Daniel Z. Ding Gloria Ge Malcolm Warner 《International Journal of Human Resource Management》2013,24(4-5):836-852
This study reviews the evolution of organizational governance and human resource management practices in China's non-state sector, with a focus on China's township and village enterprises (TVEs). The empirical investigation on twenty TVEs located in Southern China provided the evidence that, as enterprises move towards a more formal corporate governance structure with clearer property rights relations, their human resource management practices tend to become more marketized, in order to meet the challenge of increased competition in the highly dynamic, transitional Chinese economy. 相似文献
8.
Historical, socio‐cultural, ideological and political factors have long shaped Vietnam's formal industrial relations system. This has led to the development of a state‐centred structure in which the official trade union has a high level of formal status but little real influence in an economy whose primary employer was the state. Since the end of the Vietnam War in 1975, the country has experienced a gradual shift towards a market economy through its policy of economic reform (doi moi). Although there is evidence of escalating divisions between workers and managers, the communist government continues to maintain a direct and dominant influence on the industrial relations system. Such influence highlights questions about the legitimacy of institutional and governmental control over formal labour representatives. In this article, we hope to offer a theory‐based explanation of this phenomenon. 相似文献
9.
Irene Hau‐Siu Chow 《Asia Pacific Journal of Human Resources》2004,42(3):318-335
Based on a survey of 244 township and village enterprises in two different regions in China, this paper compares the human resource management practices in these organizations. The study tries to identify what practices are used most frequently in hiring, training, performance appraisal and compensation decisions. It explores the effectiveness of these HR practices and identifies the specific practices that are most related to organizational effectiveness, and employee job satisfaction. Results are discussed in terms of implications for future study and management of enterprises in China. 相似文献
10.
Serafino Negrelli Tiziano Treu 《International Journal of Human Resource Management》2013,24(3):720-734
Evolution of industrial relations and human resource management in Italy in the last decade is analysed through qualitative case studies, quantitative surveys and a combination of qualitative/quantitative data originating from network researches. In the 1980s, complementary industrial relations/human resource management in Italy were based on the trade-off between employment security, work flexibility and industrial adjustment. In the 1990s this complementarity is under pressure from a second restructuring process (and privatization) of Italian enterprises. The last surveys underline that the basic features of industrial relations were not altered, but the data confirm the critical importance of the relationship between industrial relations and human resource management and also the fragility of this balance. 相似文献
11.
Greg J. Bamber Shaun Ryan Nick Wailes 《International Journal of Human Resource Management》2013,24(8):1481-1516
This paper provides statistical information on internationalization, human resources and labour market outcomes in ten important developed market economies (DMEs). Such data are useful for practitioners and academics who are interested in international HRM. The article's aim is to provide easily accessible statistical tables of selected characteristics, which can be used to draw initial comparisons between countries and to test competing accounts of the impact of globalization on national patterns of employment relations. It includes standard sources so readers can elaborate and update these data. 相似文献
12.
张海燕 《中小企业管理与科技》2021,(4)
在经济迅猛发展、市场经济竞争加剧的背景下,中小企业既迎来了转型机遇,也面对着较大的挑战。如今,企业间的激烈竞争包含了产品质量与服务等方面,人的因素尽管比较隐蔽,但仍然很关键。论文首先介绍了时代背景,然后针对管理心理学以及人力资源管理作出了相应的阐释,最后针对管理心理学在中小企业人力资源管理中的应用展开了分析。 相似文献
13.
Yaw A. Debrah 《International Journal of Human Resource Management》2013,24(6):1063-1084
Although the informal sector continues to be the main source of employment in developing countries, little empirical research has been conducted into the human resource management (HRM) issues surrounding this sector in sub-Saharan Africa. Against this background, this study seeks to highlight the HRM issues, such as training and employment strategy, which are assuming increasing importance in the informal sector in developing countries. After reviewing the marginalist and structuralist debates on the informal sector, the paper looks at the Ghanaian government's attempt to transform the sector into a source of national economic development, entrepreneurship and self-employment. As part of this examination, the paper explores the question of whether the government's strategies can provide jobs for all who need them. Based on the evidence of the empirical research, the paper argues that although the current Ghanaian government's informal employment strategy is a product of political expediency and, therefore, prone to pitfalls, it nevertheless constitutes a worthwhile attempt to combat unemployment in the long term. The paper also contends that in environments of perpetual economic crisis, which undermine the ability of sub-Saharan African (SSA) governments to generate adequate growth, it makes good socio-economic sense to promote the informal sector as a significant source of employment. The government's strategy should, therefore, be seen as an attempt to help the informal sector generate a level of employment above the marginal and survival. In this respect, the Ghanaian experience provides useful lessons for other SSA countries grappling with similar unemployment problems. 相似文献
14.
中小企业人力资源规划存在着规划缺失严重、规划脱离实际、支撑体系不完善、缺乏人力资源管理的专门人才等主要问题。主要原因是由于企业发展战略不明确、各级管理层对规划认识不全面以及专业的人力资源管理者短缺等因素。制订和有效实施人力资源规划,要明确人力资源规划战略目标、确定核心人才、强化人力资源基础功能、提高人力资源从业人员素质,优化人力资源规划工作环境。 相似文献
15.
《Journal of Purchasing & Supply Management》2021,27(4):100714
While the COVID-19 pandemic has been disrupting supply chains in an unprecedented fashion, one type of firms that has been particularly affected are small- and medium-sized enterprises (SMEs). We focus on these SMEs, specifically on SME suppliers to the U.S. Department of Defense (DoD), and investigate the impact that the pandemic has had on these suppliers, as well as the effectiveness of various government procurement efforts to alleviate the challenges. In doing so, we rely on survey data collected by the National Defense Industry Association (NDIA) during the early stages of the pandemic in March and April 2020 to assess initial government responses and SME supplier receptions. To derive more granular insight, we scrutinize the results across firm size, dependence on the DoD, whether the SME is a first-tier supplier or not, and industry. Through this investigation, we for instance find that the weakest suppliers are the very small SMEs (1–49 employees), and that most government measures were judged to not be that effective—at least in these early stages of the pandemic. Overall, our study leverages insight from one of the few large-scale surveys conducted on the impact of the pandemic on SME suppliers and their relationship with government agencies in the very early phases of the pandemic. 相似文献
16.
Igor Gurkov Olga Zelenova Zakir Saidov 《International Journal of Human Resource Management》2013,24(7):1289-1302
This article describes the challenges facing established practices and patterns of human resource management (HRM) during the economic recession. It is based on the results of the CRANET survey, administered in Russia in the third quarter of 2008, on the 2008 CRANET data available for Bulgaria and on survey of companies' executives, implemented in the first half of 2010. We found that Russian HRM practices that are based on low formalization of performance assessment, great versatility of payment arrangements, and high flexibility of working and contractual arrangements enabled companies to adapt to the recession conditions without massive layoffs. 相似文献
17.
黄芳 《中小企业管理与科技》2021,(11):27-28
中小企业作为市场经济活动中最活跃的主体之一,在提升就业率和促进社会经济发展方面有较高的贡献度,但在人力资源管理的理念和方法方面仍存在较多不足。贺州市中小企业应从人才规划、工作分析、绩效考评和创新企业文化建设方面,构建符合企业实际情况的人力资源管理评价体系。 相似文献
18.
《International Journal of Human Resource Management》2012,23(14):2901-2916
The informal economy has grown in importance within sub-Saharan Africa, yet there are debates about its role within national economies that appear not to take cognizance of the interests and the weak power base of those working within the informal economy. The current article argues that a cross-cultural perspective should be taken in understanding the geopolitical context of informal organizations, the power relationships involved and how the contributions and future of skills development, employment and organization within the informal and wider economies can be better understood and researched. It initially alludes to the informal sector being closer to local communities, and more appropriate to developments in Africa, but draws on postcolonial theory to better understand the nature and role of such organization within an interface of structural and phenomenological influences that question the nature of the ‘indigenous’ as an artefact. Some of the parameters of research in this area are drawn within this work while recognizing that further development is needed in both theory and methods. This article thus attempts to lay the foundations for a cross-cultural conceptual framework leading to a methodology that can inform both practice and policy in this neglected but important area. 相似文献
19.
20.
Drawing on qualitative data, this paper examines developments in human resource and employment policies and practices among a sample of joint venture and wholly owned foreign enterprises operating in China. The research reveals that the effects of parent company nationality and ownership form were most visible in the areas of remuneration, worker representation and aspects of employee selection. There was, however, little overt involvement of multinational parent companies in the management of human resources of their Chinese operations. The trend was towards indirect reporting relationships with regional sub-units of multinational companies rather than direct links with the parent headquarters. Overall, these intermediate sub-units were playing an important role in the integration of Chinese business units in the global management systems of multinational companies. 相似文献