Recursos humanos

Where next for HRM? Rediscovering the heart and soul of people management Mick Marchington Chartered Companion of the CIPD Professor of Human Resource Management Co‐ordinator of the Fairness at Work Research Group, Manchester Business School, University of Manchester Abstract Is HRM becoming too closely linked with organisational performance? Does the growing tendency to look up the hierarchy and seek to satisfy the needs of major power‐brokers mean that too little time is spent looking at the rest of the organisation? This working paper argues that HR desperately needs to review the focus of its contribution to ensure that it retains distinctiveness and so adds real value. The author reasons that HRM needs to reconsider its roots in people management and its unique selling point which is based in a broader and more pluralistic definition of the subject. This has major implications for the work of practitioners and academics. It requires a stronger focus on the end‐results of HRM as well as its strategic formulation, and on identifying appropriate roles and measures that are more in tune with how HRM impacts on workers, as well as on product quality and customer service. This paper was commissioned by IES as part of its Visiting Fellows scheme. It helps mark the Institute’s 40th year anniversary. December 2008 ISBN: 9 781 85184 407 4 IES Working Paper: WP20 2 Where next for HRM? Introduction Plenty of time has been devoted to…

IT Convergence stands for the convergence of information technology, which pretty much is based in several really important issues related to its work with other companies in the entire world. Basically, it makes a mix of Internet, Media, Messaging and others related to giving information. Therefore, the development that they help companies to create comes from its whole communication, starting in the way they send the message, and finishing in the way the message is received, having in…

resultados organizacionais. Gestão de Recursos Humanos em Diferentes Países: lições para organizações brasileiras? Wesley Ricardo de Souza Freitas Key words: Human resource management. People management. HR practices. HR managers. Organizational context. 2 Abstract This article aims to systematize a wide variety of contextual actions and practices of human resources (HR), with the aim of presenting some recommendations for Brazilian organizations. From the…

2000). In this regard, human resource management (HRM) has become inextricably tied to the larger context of strategic management (cf. Barney & Wright, 1998; Boxall, 1996). In the context of strategic action, Dierickx and Cool (1989) note that a firm’s accumulated skills, expertise, and wisdom can be viewed as knowledge stocks. In contrast, the streams of new The authors are very grateful to David Lepak and three anonymous reviewers for their helpful comments and recommendations. 236 …

Resource Management (HRM) practices using data from three case studies of high technology entrepreneurial sme’s in Portugal and the implementation process and impact on organizational performance that these practices have. The objectives of the study were to: (1) Describe HRM and identify HRM practices used in the organization; (2) Understand how decisions were made concerning adoption of new HRM practices and; (3) Explore the perception of the primary decisions makers and…

Knowledge, Skill, Ability. NGO – No Governmental Organizations XITIMELA – Informational Magazine CFM (Revista Informativa dos CFM) CV – Curriculum Vitae GPE – Office of Promoting Employment. (Gabinete de Ppromoção de Eemprego). LIST OF APPENDICES Questionnaire for Wworkers…………………………………………………………….64 Questionnaire for…

em níveis nacional e internacional, conforme apresentado nas Tabelas 1, 2 e 3. TABELA 1. Artigos em intercâmbio temático (GP&O e RH) em periódicos de GP&O nacionais e internacionais Periódicos País de origem 1990 a 2000 2001 a 2005 2006 a 2010 TOTAL % IJOPM Inglaterra 7 4 11 22 49 JOM Estados Unidos 1 7 7 15 33 SCM Inglaterra 2 2 4 M&SOM Estados Unidos 0 OR Estados Unidos 0 G&P Brasil…

gestão estratégica de pessoas; as quatro faces de RH. ABSTRACT This paper aims to analyze Brazilian companies' Human Resource Management [HRM] performance. We used the Four Faces of the HRM model developed by Tanure, Evans and Pucik (2007) as a framework. The four faces are: executor, constructor, change partner and navigator. To achieve our goal, we discussed the result of a survey with 172 presidents of the 500 biggest companies in Brazil. We also analyzed a case study of a finance…

estratégica de pessoas; as quatro faces de RH. ABSTRACT This paper aims to analyze Brazilian companies’ Human Resource Management [HRM] performance. We used the Four Faces of the HRM model developed by Tanure, Evans and Pucik (2007) as a framework. The four faces are: executor, constructor, change partner and navigator. To achieve our goal, we discussed the result of a survey with 172 presidents of the 500 biggest companies in Brazil. We also analyzed a case study of a finance…

stores, and then growing by expanding to contiguous areas. ➢ Offering a wide variety of general merchandise to the customer in 36 different departments with specialty centers at some locations. ➢ Developing a competitive differential advantage by being able to "strike a delicate balance needed to convince [Wal-Mart] prices were low without making people feel that its stores were too cheap." People greeters, paper sacks, warm colors, wide aisles were considered part of this strategy.…