Эксоцман
на главную поиск contacts
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

Опубликовано на портале: 10-01-2003
Joost Ardts, Paul G.W. Jansen Journal of Management Development. 2002.  Vol. 20. No. 2. P. 159 - 167. 
In the last couple of years, attention to organisation socialisation has increased greatly; this is the learning process by which newcomers develop attitudes and behaviour that are necessary to function as a fully-fledged member of the organisation. After all, the more effective and efficient the socialisation, the sooner a newcomer can be productive for the organisation. This is especially true for a specific group of newcomers, the future managers, as they frequently point out that they are not well prepared for their tasks and their new identity as managers, but are expected to propagate the company policy. The article discusses research that assists organisations to steer the socialisation of new employees. It also provides the framework whereby the link between abstract socialisation tactics and concrete personnel instruments, such as introduction programs, training and education, career planning, career counselling, and performance appraisals, will be realised.

Опубликовано на портале: 10-01-2003
Amos Paphani Ndabu Thapisa Library Management. 1994.  Vol. 15. No. 4. P. 22 - 29. 
Aims to shed some light on the modalities and the need for human resources planning in Swaziland libraries. Systematic forecasts of the libraries' future demand for, and supply of labour should be meticulously undertaken so that Swaziland libraries can put themselves in a better position to plan for the recruitment, selection, training, and career paths of staff. Swaziland's lack of trained personnel with sufficient knowledge to handle the intricacies of automation has necessitated the external recruitment of expatriate staff, with serious implications for the budget. Swaziland assumed the chairmanship of the SADC Regional Training Council (RTC) which now controls the affairs of the Human Resources Development Sector. One of the projects of this sector has been to create a Regional Human Resource Information System (RHRIS). This project has provided guiding principles to those in the region whose responsibility is human resources planning and development. It is essential that SWALA should develop a human resources database for the library profession through its Sub-Committee for Human Resources. The development of a human resources audit in Swaziland libraries will help to determine what skills, knowledge, and abilities are required for particular vacancies or jobs. The idea is to collect enough information which will enable library managers to match their employees to the available jobs.

Опубликовано на портале: 10-01-2003
Lyndon Simkin Marketing Intelligence & Planning. 1996.  Vol. 14. No. 5. P. 39 - 46. 
Numerous experts believe that in practice the much-vaunted benefits of formalized marketing planning as extolled by Jain or McDonald often fail to materialize. Experience with many business-to-business organizations has shown that this does not have to be so: if managed and planned, marketing planning can indeed bring forth its well-publicized virtues. In addition, if the process is well conceived as well as carefully executed, there are significant benefits to be had in terms of relationships and communications, as described in this paper. Understanding the prerequisites of the marketing planning programme prior to initiation is essential.

Опубликовано на портале: 10-01-2003
John P. Kohl, Alan N. Miller International Journal of Manpower. 1992.  Vol. 13. No. 1.
AIDS (Acquired Immune Deficiency Syndrome) has received extensive coverage in both the popular press and academic journals during the past five years. Research has focused on medical knowledge regarding the disease and statistical estimates of its present and future impact on society. A second area of research has focused on probable and/or legal protections of individuals with AIDS under US federal, state, and local laws. Little information has been reported regarding what organizations in the US are doing to deal with this growing crisis. Reviews the relevant medical and legal literature to date, and reports the results of a recent survey of personnel professionals regarding their organizations' present and planned AIDS policies. Offers recommendations for future actions by business firms.

Опубликовано на портале: 10-01-2003
John Sutherland, Gerry Stewart Personnel Review. 1997.  Vol. 26. No. 1.
Presents the results of a survey of employers, investigating the human resource strategies and policies of firms with particular reference to women returners. Produces a taxonomy of firms with regard to their organizational responses to external environmental change and their external and internal labour market strategies of recruitment, selection and training. Details four types of firm based on their personnel policy. Discusses the implications of this taxonomy for prospective employees, especially women returners.

Опубликовано на портале: 10-01-2003
Tauno Kekale, Karin Pirolt Journal of Workplace Learning. 2002.  Vol. 14. No. 7.
This paper describes the findings of an European four-country study that attempted to pinpoint the practical impediments the small enterprises face when attempting to use information technology (IT) as an aid in their personnel training. The study was made using the Delphi technique, interviewing 120 specialists (company owners, software and IT producers, training providers) in four countries. The results suggest that most of the small companies are not yet ready to use the latest IT technologies in their personnel training, but there may be a "trickle-down" effect from the bigger companies in some countries. The results furthermore suggest that the new IT solutions seldom deliver what they promise for the small companies. It seems that the significant impediments are the factors that the IT solutions were supposed to solve, namely freedom of time, space and pre-described content. It seems that not many of the IT training solutions are developed with the small companies' needs in sight, and a more close cooperation between the actors and tailoring of the IT products are often needed when planning this kind of training.

Опубликовано на портале: 10-01-2003
Ury M. Gluskinos, Micha Popper Personnel Review. 1991.  Vol. 20. No. 5.
The implications of disabilities, whether already existing at the time of appointment or incurred during the working career, are examined at the macro-organisational levels - productivity and human resources strategy. It is argued that the extent of physical disability of an individual may be quite independent of his/her contribution to the organisation. Consequently, a diagnostic model was developed which assesses an individual's Total Productivity Capacity (TPC). The TPC index proposed is a multiplicative function of a disabled worker's Productivity Potential (PP) at work, assessed by the direct supervisor, and individual Sickness Absence (SA) rate compared with the organisation's average (SA\sb\(x)): TPC = [1 - (SA\sb\(n) - SA\sb\(x))] x PP. A 2 x 2 matrix, measuring extent of physical handicap and TPC allows grouping of handicapped into four categories: mildly handicapped with low TPC scores, mildly handicapped with high TPC scores; highly handicapped with high TPC scores; highly handicapped with low TPC scores. The utility of this classification scheme is demonstrated through an exploratory study conducted at a production plant for military vehicles where 12 per cent (n= 310) of the workforce were medically defined as disabled. TPC indices were derived for each disabled employee, and for the different plants/shops. Comparison of average TPC scores with incidence of disabilities indicated the independence of these measures, partially validating the proposed diagnostic model. Implications for production planning and differential personnel policies appropriate for disabled employees within the categorisations suggested are elaborated upon.

Опубликовано на портале: 10-01-2003
Debasish Banerjee, Oswald Jones Industrial Management & Data Systems. 1996.  Vol. 96. No. 3.
The area of computer abuse and professional ethics in computing is of interest to companies as well as ethics researchers. Expands the research in ethical behaviour of information system employees. Identifies empirically a few demographic variables that are associated with the ethical behaviour of information system (IS) personnel and raises a few issues for IS managers. In addition, indicates that the existing models of ethical behaviour, when used in the computing context, need to be suitably modified by including demographic variables.

Опубликовано на портале: 10-01-2003
Peter Prowse Personnel Review. 1990.  Vol. 19. No. 6.
The rapid growth in part-time and temporary work over the past decade has accounted for most of Britain's large rise in jobs compared with other EC countries. This article analyses the influence of the Institute of Manpower Studies model as an aid for manpower planning and discusses current thinking in research using three case studies to analyse the value for manpower strategy.

Опубликовано на портале: 10-01-2003
Andrew Mayo Industrial and Commercial Training. 1990.  Vol. 22. No. 3.
The processes necessary for identifying the number and type of recruits needed for longer term successful appointments are described. How different quantities at different stages lead to different results is shown and managerial qualities to be tested as part of the decision-making process are set out.

Опубликовано на портале: 10-01-2003
Chris Dawson, Vanessa Barrett Personnel Review. 1990.  Vol. 19. No. 4.
A discussion is presented of the elements in Human Resource Planning and how they can be incorporated into a common denominator of costs. This is the framework for a report on a study of loss and recruitment of nurses in a typical district general hospital and analysis of the nurse labour market in the light of future developments proposed for the NHS.

Опубликовано на портале: 10-01-2003
Christopher Orpen International Journal of Manpower. 1994.  Vol. 15. No. 1.
Examines the effects of organizational and individual career management on the career success of 120 supervisory managers. A special 35-item Organization Career Management Scale was developed from a workshop held with ten personnel managers from organizations employing the participants. Significant correlations were obtained between organization career management, as perceived by the subjects, and indicators of career success. The correlations between individual career planning and tactics, and the same indicators of career success, were also significant. Finally, individual career planning and tactics added significantly to the amount of variation in career success explained by organization career management, supporting a "joint responsibility" perspective of career management in organizations. Develops implications of these findings for practice.

Опубликовано на портале: 10-01-2003
John O. Burdett International Journal of Manpower. 1993.  Vol. 14. No. 8.
Describes the approach to replacement and succession planning successfully used by the human resource function of a Canadian packaging group. The approach is based on the evaluation of seven essential behavioural characteristics for managers as criteria separately for replacement (today) and succession (three to five years on). Advocates the development of both generic and job-focused behavioural competences and the institutionalization of succession/replacement planning.

Опубликовано на портале: 10-01-2003
Brian Parker, David Caine International Journal of Manpower. 1996.  Vol. 17. No. 8. P. 30 - 45. 
Gives the background to human resource planning (HRP) and argues that HRP tools are still an essential management requirement. Looks, therefore, to HRP tools that are not so mathematically complex as to be of little use to the average practitioner. Provides an approach which harnesses modern spreadsheet technology to implement the previously esoteric tools of analysis - "holonic modelling". Holonic modelling recognizes that computer power and the flexibility of software packages allow problems to be structured in a flexible manner. Goes on to demonstrate the use of holonic modelling in the context of HRP.

Опубликовано на портале: 10-01-2003
Henry W. Fisher Disaster Prevention and Management. 1998.  Vol. 7. No. 1. P. 28 - 37. 
Multimedia, CD-ROM, DVD, Internet, Web Sites and e-mail are all part of a constantly changing, emerging array of the new information technologies which are being utilized in public education and are increasingly being applied to emergency planning and training activities to enhance emergency preparedness. Illustrations are presented which demonstrate the utility of multimedia, CD-ROM, and Internet applications to this process. These technologies will be applied to demonstrate how emergency planners may more effectively accomplish their mission to educate the larger community on a variety of issues such as the need to adopt proposed mitigation strategies, to respond to disaster warnings and evacuation suggestions. These technologies will also be applied to demonstrate how response and recovery information can be readily disseminated to an impacted area. Applications will also be provided which demonstrate the utility of these technologies in enhancing training activities for emergency personnel as well as extending the opportunity for such training beyond the time and place of the original trainer.

Опубликовано на портале: 10-01-2003
Rachid Zeffane, Geoffrey Mayo International Journal of Manpower. 1994.  Vol. 15. No. 6.
Today, human resource managers do not have the luxury of operating and performing in a stable, predictable environment as political, social and economic changes are affecting all organizations and their human resource management activities. In particular, the dominant environmental uncertainties combined with recent trends/changes in the socio-economic climate are having considerable effects on the place and role of human resource planning (HRP). Outlines some of the major issues surrounding the HRP function in the face of the above uncertainties and changes. An operational HRP model designed to incorporate these is proposed and outlined. Suggestions for implementing the model by means of simple spreadsheets or a basic (object oriented) computerized decision support system are also made. A preliminary computerized decision support system, based on the proposed model, can easily be developed. This would prove of great assistance to human resource managers, planners and professionals in the challenging task of personnel planning in the 1990s. Also outlines the various scenarios and procedures required in building the operational model.

Опубликовано на портале: 10-01-2003
Keith Fletcher, Susan J. Hart European Journal of Marketing. 1990.  Vol. 24. No. 2.
Strategic Marketing planning in the British pharmaceutical industry is discussed, with the key areas of marketing personnel, planning procedures and associated analytical tools being focused upon. The responses of a number of companies to whom detailed questionnaires were sent, are shown in tables. These detail, for example, who is responsible, in a particular company for strategic planning, issues, and use of analytical tools. The impression gained from these responses show an extremely marketing-oriented industry.

Опубликовано на портале: 10-01-2003
Kenneth Ojo International Journal of Manpower. 1989.  Vol. 10. No. 6.
One of the most serious obstacles to the development of effective health services is inadequate supply of trained health manpower. An overview is presented of the current numbers and types of health personnel, their roles and trends over time, their geographical distribution across Nigeria and efforts to influence it. It is indicated that in Nigeria the geographical distribution of medical personnel is extremely uneven and that there is a need for fundamental changes in health manpower policy.

Опубликовано на портале: 10-01-2003
Tung-Chun Huang International Journal of Manpower. 2001.  Vol. 22. No. 8. P. 736 - 747. 
Succession planning concerns the selection of talented employees to replace senior managers who leave the firm because of retirement, reassignment, or other reasons. Effective succession planning emphasizes minimizing disruption and dislocation arising from such personnel changes, with a view to implementing business strategy and achieving organizational goals in a smooth and continuous manner. Although succession planning is an essential requirement for the long-term development and success of business enterprises, previous studies have rarely investigated the empirical relationship between succession programs and human resource outcomes. This study employs empirical data collected from business firms in Taiwan to address that question.

Опубликовано на портале: 10-01-2003
Maria Luisa Arenas Franco, Rosita Iniguez Diaz Library Management. 1995.  Vol. 16. No. 3. P. 15 - 23. 
To achieve the strategic objectives necessary for an organization to face the future with confidence, human resource planning has been implemented in the library system of the Pontificial Catholic University of Chile (SIBUC). Analyses the environment and its impact on SIBUC using an organizational model, which also permits strategic objectives to be established and personnel to be analysed in terms of strengths, weaknesses, opportunities and threats. Based on this approach, specifies human resource objectives, and assures optimal achievement with well-defined individual strategies that also include plans for action and control measures. Finally, and as a result of the whole methodology, creates a matrix to structure an organizational design of the direction of human resources in the library system.