Innovation is a critical enabler for firms to create value and sustain competitive advantage in the increasingly complex and rapidly changing environment. Firms with greater innovativeness will be more successful in responding to changing environments and in developing new capabilities that allow them to achieve better performance. Innovation initiatives tend to depend heavily on employees’ kno...

Job analysis sits at the heart of all human resource practices, making it a critically important management activity in every organization. However, with increasing competition, shorter product life-cycles, rapid technological innovations, and the changing nature of organizational structures, its underlying assumptions are becoming increasingly questionable in today's dynamic work environment. ...

During the past 10 years, financial pressures on health service providers have led to a quest for more efficient service delivery and many consequential changes to the organisation and utilisation of staff. This study investigated the organisational responses to such pressures by four major South Australian hospitals and the level of involvement of hospital human resource staff in the staffing ...

This summarizes the results of recentlyconducted surveys in the United States, Great Britain, and Northern Ireland to assess employer response in each of these countries to their respective employment disability nondiscrimination legislation. Ten-page parallel surveys covering issues dealing with the respective employment provisions of the Americans with Disabilities Act of 1990 (ADA) in the U....

Abstract—HR is a department that enhances the power of employee performance in regard with their services, and to make the organization strategic objectives. The main concern of HR department is to organize people, focus on policies and their system. The empirical study shows the relationship between HRM (Human Resource Management practices) and their Job Satisfaction. The Hypothesis is testing...

High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to perform) depends on the scarcity of resources, a...

Page In the knowing approach, rather than study knowledge as something that people have, the authors focus the process of knowing regarded as something that people do. The social dimension of knowing, enhanced the tacitness of collective knowledge instead of individual mastery within communities of practices and communities of knowing. The assumption of a coherent research perspective based on ...

hr strategy is the pattern of hr-related decisions. that is, the gestalt of negotiated people related policies and practices in use indeed the formulation and enactment of an hr strategy designed to link hr policies and practices with the strategic goals and objective of the firm. the purpose of this research is human resources strategy formulation for prk company. integrative model (bamberger ...