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Основную цель управления человеческими ресурсами можно определить как повышение производительности посредством создания благоприятных для деятельности сотрудников организации условий... (подробнее...)
Всего публикаций в данном разделе: 1104

Управление персоналом [учебная программа]
Опубликовано на портале: 10-01-2003
Ольга Игоревна Зеленова
09,7,2002
Цель дисциплины - ознакомить студентов с основными принципами и методами разработки и реализации кадровой политики в организации. Преподавание дисциплины целесообразно осуществлять после того, как студенты изучат следующие курсы: Общий менеджмент, Теория организации. Это предполагает широкое использование студентами предварительно полученных знаний, что позволит лучше уяснить специфические требования к управлению персоналом в организации.
ресурс содержит прикрепленный файл

Обновлено: 09-12-2010

http://www.tmag.co.uk

Журнал посвящен методическим вопросам обучения взрослых, в том числе обучению персонала современных компаний. Журнал выходит 10 раз в год и распространяется исключительно по подписке. На сайте размещены сокращенные версии статей. Доступ бесплатен.

Опубликовано на портале: 10-01-2003
Tom Dwyer Manchester University Working Papers. 2003. 
Sociology now finds itself in a position where it can make major contributions to the analysis of the production and control of risks. The breakdown of the Great Western Paradigm founded by Descartes has led to the development of new theories in many areas of knowledge. This paper seeks to locate the space that might be available for sociological theory in the development of the reconstruction of knowledge about industrial safety and health. At the macro level some recent work on risk by Giddens and Beck will be reviewed. These authors virtually ignore most sociological work carried out on the actual production, which occurs in workplaces, of the very risks that lead Beck to talk of risk society. Much sociological work has been carried out within three traditions: functionalist, Marxist and phenomenological. Work carried out in each of these traditions makes different types of contributions to understanding the production of risks. No single perspective has achieved dominance. Form within the walls of the disciplines that have traditionally dealt with the control of risks: safety engineering, industrial medicine, psychology and ergonomics, new approaches to the analysis and control of risks are sought, some talk of the necessity for a new paradigm. Here much reflection points towards the development of understandings of work and people at work that are compatible with the phenomenological tradition and the sociology of work. Sociology now finds itself in a position where it can make important contributions to the analysis of the production and control of risks. Three particular areas are identified: the diagnosis of cause, the development of a clinical role and, in a more speculative vein, a theoretically and methodologically sophisticated sociology of risk may result in the development of predictive models. Thus interesting prospects for theory development and, probably, new job markets for sociology graduates are opened up. Introduction Sociology now finds itself in a position where it can make major contributions to the analysis of the production and control of risks. Fundamental in this area have been a series of notions from the sociology of work, they play important roles in diagnosing cause, and in the future they promise to play a clinical role complementing that of technicians and, who knows, if the science comes right sociologists may be tempted to develop predictive models. This perspective opens up very interesting prospects for theory development and, probably, a promising job market for sociology graduates.

Обновлено: 09-12-2010

Автор (Janet Dres) предлагает на рассмотрение ряд схем и таблиц, которые сжато, но четко освещают наиболее актуальные вопросы по данной тематике: - эволюция команды, - численность команды, - виды командной работы, - влияние членства команды на рабочий стресс, - эффективность командной работы, - характерные черты эффективной команды, - неудачи командной работы, - как создать доверие, - сплоченность, - исследование по групповой сплоченности.

Обновлено: 09-12-2010

Сайт "Трудовая сеть" разработан и поддерживается Центром изучения европейского трудового права при университете Катаньи, Италия. Предлагает материалы, связанные с эволюцией трудового права, производственными отношениями и государством всеобщего благосостояния в контексте европейской интеграции. На сайте размещена также статистика по безработице в странах Евросоюза и ключевые документы МОТ.

eLaw (Бельгия) [интернет ресурс]
Обновлено: 09-12-2010

Сайт является путеводителем по юридическим интернет-ресурсам Бельгии. Ресурс содержит ссылки на сайты важнейших международных организаций, бельгийских органов государственной власти, местного самоуправления, судов и юридических учебных заведений, а также на другие порталы по юридической проблематике.

Обновлено: 09-12-2010

Сайт является хорошей отправной точкой для изучения трудового права. Ресурс содержит ссылки на сайты, посвященные Канадскому федеральному и региональному трудовому праву, а также дает возможность получить быструю справку по местным и федеральным трудовым стандартам Канады.

Обновлено: 09-12-2010

Ресурс предлагает полный перечень федеральных законов Канады, инструкций, правил, и правительственных распоряжений, регулирующих права и обязательства федерального служащего. Содержит также информацию о об основных проблемах трудового федерального законодательства Канады.

Обновлено: 09-12-2010

Список не претендует на полноту. В него сознательно не включены общеизвестные методики, приоритет отдан тем методикам, которые в России мало или совсем не используются. Представленные методики можно рассматривать лишь как эвристические модели для самостоятельной исследовательской работы, например, по выявлению структурных особенностей личности.

Опубликовано на портале: 10-01-2003
M.P.E. Cunha Journal of Applied Behavioral Science. 2002.  No. 4. P. 481-495. 
Using a case study of an integrated information technology services firm, the author examines how the interplay between culture, structure, and leadership is managed in order to build control and employee loyalty. The author focuses on the salient features of the case, namely that a high-profile culture combines with a low-profile leadership and with minimal structuring to create a vibrant and loyalty-generating organizational environment. The author proposes that these processes are effective because they reinforce one another. It is their articulation, not their existence, that acts both as an unobtrusive control mechanism and as an employee loyalty-generating process, fulfilling the needs of both the organization and its professionals.
ресурс содержит полный текст, либо отрывок из него

Опубликовано на портале: 10-01-2003
J.M. Beggs Journal of Managerial Psychology. 2002.  No. 7. P. 564-579. 
This study of hospital nurses (n = 154) examined the influence of dimensions of work satisfaction on types of organizational commitment. Significant results were found for the two affective commitment types tested but not for the instrumental type evaluated. The results indicate that satisfaction with professional status was a significant predictor of moral commitment. Dissatisfaction with organizational policies, autonomy, and professional status were significant predictors of alienative commitment. None of the dimensions of work satisfaction were predictors of calculative commitment. The results of this study suggest that understanding how various factors impact the nature and the form of an individual's organizational commitment is worth the effort. If managers do not know what causes an attitude to take on a particular form, they cannot accurately predict what behavior might follow.
ресурс содержит полный текст, либо отрывок из него

Опубликовано на портале: 10-01-2003
Sara MacKian Critical Social Policy. 2002.  No. 2. P. 203-225. 
The concept of social capital has precipitated burgeoning debate and exciting opportunities for public health research. However, it would seem that as the debate has been formed it has focused almost exclusively on the way in which formal agencies can work in partnership to help 'local communities' build their social capital. There has been little exploration of how these agencies themselves may be a site for the development or erosion of social capital, or of the complex interplay between organizational culture and social capital. This article suggests that this is an important area to explore in our attempts to understand social capital within contemporary society and the role it may play in improving public health.

Опубликовано на портале: 10-01-2003
Andrew R.J. Dainty Leadership and Organization Development Journal. 2002.  No. 6. P. 333-342. 
The feasibility and success of empowerment are to some extent determined by factors relating to the culture and structure of the industries within which organizations are embedded. The UK construction industry is an example that has a unique socio-technical context, some aspects of which seem well-suited to empowerment strategies. However, despite support for empowerment, it has not yet been universally embraced by construction organizations. Outlines the aspects of the industry that provide a suitable context for implementation of empowerment strategies. Suggests that, used selectively, it could play an important part in helping construction organizations to address increasing performance demands whilst mitigating the negative effects of the fragmented project delivery process. However, there remain many barriers to individual and team-based empowerment strategies that require empirical investigation before the industry can benefit from their implementation.

Опубликовано на портале: 10-01-2003
Laura Morales Diez de Ulzurrun Politics & Society. 2002.  No. 3. P. 497-523. 
Organizational membership seems to be linked to a more participatory and informed political culture, to foster electoral participation, and to promote positive feelings toward democracy. More recently, the social capital and associative democracy debates have introduced new arguments about the positive effects of associational involvement. However, little attention has been paid to the problems of measuring associational involvement and to their consequences for our theories. This article discusses the various problems of validity and reliability of our measurements of associational membership. It is shown that different questionnaire for-mats produce substantially different results. The article also addresses the issue of measurement errors and emphasizes the problems they introduce when doing cross-national comparisons.

Опубликовано на портале: 10-01-2003
Michael Jackson Personnel Review. 2001.  Vol. 30. No. 4.
Until recently UK universities have paid little attention to managing the personnel function. However, matters changed in the 1980s, and surveys at the beginning of the 1990s suggested that all institutions had established personnel departments. Discusses research recently completed in 14 universities. Finds that there is still considerable variation in the conduct of the personnel function, and that the boundaries of the personnel department and the roles played by personnel differ from one institution to the next. Suggests that much more thought remains to be given to the way that responsibility for human resource functions is devolved to heads of departments. Further, it suggests that while greater recognition may have been given to the importance of the human resource function within universities (and that it may be seen to have a more important role in strategic planning) this has not led necessarily to an increasing role for the personnel department as such.

Опубликовано на портале: 10-01-2003
Alan Cowling, Mike Walters Personnel Review. 1990.  Vol. 19. No. 3.
To what extent have personnel managers recaptured their enthusiasm for manpower planning, especially recruitment planning, in the light of projected demographic change in the 1990s? A survey conducted on behalf of the Institute of Personnel Management explores the issue. Its findings are presented and reviewed in the context of the general state of the art at the present time. Although in the private sector a number of major initiatives have been successfully launched in such areas as training and development and competitive restructuring, other areas of manpower planning find only limited support, and the public sector lags behind the rest of the field. There exist a few examples of comprehensive and systematic manpower planning.

Опубликовано на портале: 10-01-2003
Emanuel A.M. Mjema Journal of Quality in Maintenance Engineering. 2002.  Vol. 8. No. 3. P. 253 - 273. 
A simulation modelling, using a simulation language SIMPLE++, was used to study the personnel capacity utilisation in a maintenance department. Input data included work orders with different throughput times, different personnel profile based on work order requirements, and different prioritisation rules. A decentralised maintenance department was assumed, whereby each department had its own maintenance unit. The effects of personnel organisational policies on the capacity utilisation of the personnel and on the throughput time of maintenance work orders were studied. The results of the simulation show that the best utilisation of the personnel and the best throughput time of maintenance work orders is obtained if the maintenance personnel are allowed to function across the borders of their department (here termed as exchangeability of personnel). Likewise, if there were universal maintenance personnel (i.e. who could take both electrical and mechanical work orders), then there would have been an optimum staffing of the maintenance department.

Опубликовано на портале: 10-01-2003
Patrick Gunnigle, Gisela Shivanath Employee Relations. 2002.  Vol. 11. No. 2.
This article is based on a survey of personnel practitioners in Irish organisations, aimed at establishing their role and status within the company for which they worked. The principal findings from the survey suggest that the majority of personnel practitioners are afforded a top management role, and feel that they are heavily involved in strategic planning decisions within their organisations. The major factor which led to differences in the role of personnel was the national origin of the company which owned the site at which these individuals worked.

Опубликовано на портале: 10-01-2003
Artur Jazdon Library Management. 1995.  Vol. 16. No. 8. P. 37 - 41. 
Explains how managers of Polish research libraries face many problems provoked by the changes which have taken place both in these institutions and in their surroundings on the one hand, and by the obsolete rules which their operations regulate. Among the most serious financial obstacles are the following: a prolonged delay in the confirmation of a library's budget; too many financial sources; financial dependence of the majority of the libraries; restrictions on self-governing, profit-oriented activities; and criteria for the allocation of funds. Among the problems connected with the personnel the following are at the top of the list: disproportional employment in the various types of libraries; inappropriate educational background; lack of certain types of qualified professional (e.g. information scientists, computer technicians); very low earnings; and the degraded status of the librarian, which discourages candidates from this profession. The management and the structure of the organization of the library are also outdated and there are too few competent professionals to make the necessary transformations efficiently.

Опубликовано на портале: 10-01-2003
Nickie Fonda Health Manpower Management. 1994.  Vol. 20. No. 1. P. 5 - 9. 
Current and foreseeable challenges facing the UK's National Health Service are calling for new personnel management roles and responsibilities for both line managers and human resource professionals. The existing system of training for human resource professionals needs to change to support these new performance expectations. Identifies seven features of a more appropriate system and four key themes. Discusses the potential contribution of National Vocational Qualifications (NVQs) and the need for a new relationship between NHS employers, academics and learners. Draws conclusions for the training of all professionals who may work in the future NHS.