A number of studies have noted the influence of national differences on HRM strategic choice and practices of multinational companies (MNC's). These have mostly concerned the influence of the characteristic s of a host country on management practice in the subsidiaries, that is an ethnocentric strategy or the process of forward diffusion. In particular they have focussed on the way in which the...

Background: The High Resolution Melting (HRM) method is a new scanning method for detecting unknown changes in DNA and its advantages have persuaded researchers to recruit it as a screening method. Objectives: Here, we developed a HRM method to screen R188H SNP (rs3218536) of XRCC2 and compared the results with a well known PCR-RFLP technique. Materials and Methods: Genomic ...

BACKGROUND In recent years human resource management (HRM) has been seen as an important factor in the successful realisation of organisational change programmes. The UK NHS is undergoing substantial organisational change and there is a need to establish which human resource (HR) initiatives may be most effective. OBJECTIVES To assess the results from a wide-ranging series of systematic revie...

Evidence-based movements have emerged recently in various disciplines. They are motivated to improve practice by making researchinformed decisions. However, the concept of “evidence-based” is easily misconstrued, risking a lost opportunity to bridge the gap between practitioners, academics and other stakeholders. As an inter-disciplinary field, e-HRM is likely to exhibit the research-practice g...

In this paper an attempt is made to gain further insight into the environment–strategy– performance linkages. A framework is developed to relate managers’ perceptions of their market environment and competitive strategies to the (advanced) production technologies and human resource management (HRM) policies adopted by their firms. Data from 12 Dutch and 8 British companies in the chemical and f...

This study explores the human resource management preferences of Chinese employees, based on a sample of 2852 questionnaires from organizations in China. The research findings show a strong ‘group orientation’ and a great emphasis on ‘soft factors’ such as seniority, loyalty and connections in many HRM areas. It is argued that certain areas of Chinese HRM are converging to the western model, bu...

Human resource management and total quality management having been identified as “new” approaches have attracted a great deal of practitioners’ interest. Environmental pressures to change, for example, turbulent market conditions and heightened competition, have left organizations little choice to introduce novel approaches in human resource management (HRM) and total quality management (TQM) i...

The paper aims to investigate influence of some important aspects of multinationals (MNCs), i.e., corporate strategies, structures and international policy orientations on subsidiaries HRM practices, specifically on recruitment and selection practices. Four European multinational subsidiaries operating in Bangladesh were selected for the study. In-depth case studies on those MNCs revealed that ...

objectives: myelodysplastic syndromes (mdss) include a diverse group of clonal bone marrow disorders characterized by ineffective hematopoiesis and pancytopenia. it was found that down regulation of apaf1 , a putative tumor suppressor gene, leads to resistance to chemotherapy and disease development in some cancers. in this study, we investigated the relation of apaf1 methylation status with it...

Human Resources Management (HRM) is the strategic management of the employees, who individually and collectively contribute to the achievement of the strategic goals of an organization. Most HRM tasks are based on acquiring the right information and reasoning about skills and competencies of individuals. In this paper we present a formal ontology for competency management and consider three rea...