Search

In the June issue of PM, I penned the first part of this two-part series--'Help Wanted, Part 1: Turning Your Workplace into a Talent Magnet.' In Part 2, I concentrate [...]

As an employer, what would you have if you could train 100 percent of your employees? Or if a direct line of communication with your employees was always open, or [...]

It is conventional wisdom that the more time employees spend working, the more work gets done, and ultimately a company will be more successful. However, recent research has shown that [...]

Clarity, robustness and balance are important for creating an award-winning wine. They also come in handy when leading a human resources department, as Teri Cirillo has learned during her 15 [...]

HR professionals must understand their businesses--that's an accepted fact. But the best way to gain business acumen remains debatable. Taking financial courses and earning an MBA is one way. Shadowing [...]

When we began doing research to document some of India's human resource practices, the project soon morphed into a more general study of Indian business. Our work was based on [...]

What has been the effect of the recession on the HR function in organizations? There is speculation about how it has affected HR departments, but not much data exist on [...]

As the new year dawns, most economists predict better times on the way. This is great news for employers eager to get back on the road to prosperity. But for [...]

When Dave Ulrich articulated the HR shared services model more than a decade ago, he conceived it as a way to promote HR expertise and deliver improved services companywide through [...]

There is little academic consensus on a definition of supply chain management (SCM). Education and research could benefit from a better understanding of how practice is defining the profession, in terms of the type of jobs associated with SCM. Existing definitions of SCM suggest two archetypal job functions: functional integrator and process manager. To compare existing definitions to practice, we analyzed job descriptions associated with the field of SCM using computerized text analysis. We find tentative support that industry views a SCM professional as a process manager. In a post hoc analysis, cluster analyses based on similarity of job descriptions indicate eight different types of SCM jobs, differentiated by associated tasks as well as industry characteristics. This second analysis shows that SCM is most closely aligned with Sourcing and Operations Management. These results have important implications for the SCM profession. Pedagogically, our results indicate that SCM is becoming a more analytical field with tight links to information systems. There is also a lack of a common definition of SCM that Human Resource departments use when advertising for SCM positions. This lack of shared definition means that researchers should use caution when identifying key informants for empirical research as tasks and responsibilities vary widely between job descriptions in our sample. Keywords: supply chain management; human resources; archival research; text analysis; cluster analysis, INTRODUCTION Supply chain management (SCM) is an evolving field for both researchers and practitioners. Despite the value that effective SCM can create for an organization (Croom, Romano and Giannakis 2000; [...]

European executives have often looked askance at the United States in the parlous times of economic depression, believing that the phrase 'quick to hire and quicker to fire' accurately described [...]

The economic stimulus package Congress passed earlier this year included an extension of COBRA for laid-off workers. This was good news for workers but a headache for most HR departments. [...]

Circuit City headquarters was a shell of its former self on a wintry day last February. On the company's Richmond, Va., campus--where corporate officials operated for 60 years--lay vacant buildings [...]

Among the surge of political, economic and demographic factors elevating the importance of labor relations skills, the most important motivation for HR professionals to strengthen their labor relations expertise might [...]

Plenty of managers and employees, and maybe some HR professionals, would love to attend a funeral for the dreaded performance review. At best, many regard the performance appraisal process as [...]

Human resource outsourcing has become increasingly important as HR professionals seek ways to reduce time and energy spent on transactions and administration so they can concentrate on more strategic activities [...]

Every HR professional has a story to tell about a layoff. Good ones, bad ones and truly heartbreaking ones. Conducting layoffs has become just another part of HR professionals' jobs, [...]

Wendy Davis Wendy Davis, the human resources officer at Central Wyoming College, has worked in higher education human resources for the past 17 years. She serves on the National CUPA-HR [...]

American Electric Power had just about every type of employee and manager self-service technology on the market. The Columbus, Ohio-based electric utility, with 20,000 employees, provided all HR policies, procedures [...]

Byline: KATIE BURKE AND MICHAEL MARTINEZ Many women in the auto industry who experience sexual harassment say they have two choices on how to handle it: Ignore it or leave [...]

The article discusses how human resources (HR) departments can convert available data into business intelligence (BI) and workforce analytics to support effective business strategies.

With reference to financial services and non-financial services companies in Germany, Austria and Switzerland, the outsourcing of human resource functions and the level of vertical integration of human resource departments are analyzed.

Strategies for human resource professionals to help maintain work enthusiasm of employees of the organization are discussed.

Tips for human resource managers on how to enhance their managerial skills are presented.

As HR director of AAF International, a manufacturer of air filtration products and systems in Louisville, Ky., Cindy Burns, PHR, understands the predicament facing HR managers who come up short-staffed [...]

What the human resource and organization development practitioners need to withstand from changes and difficult conditions, and to develop corporate sustainability, are discussed.

Various investigations of business performances are extensively described, and insights were provided on how companies can reconstruct or bolster workforces in the present period of rapid economic growth. Six clear-cut human resources (HR) practices are identified, which aided by technology and measurement can assist companies to greatly enhance their employees' performance and thus, achieve a competitive edge.

A study showing how human resources profession can enhance its contribution to the performance by being competent, curious, courageous and caring about people is presented.

The need to organize right number of people at the right time in the right places for obtaining optimal performance of the organization is discussed. The role of human resource department in this context is highlighted. Suggestions are also offered for organizing such flexibility within the organization.

The problems being faced by human resources department in contributing to the performance of an organization are discussed and the ways to effectively handle the same are presented.

IN A 2003 IIA GLOBAL AUDITing Information Network flash survey that asked auditors how important human resources (HR) audit projects were in their overall audit plan, 36 percent of the [...]

When a corporation grows through an acquisition, it's usually not shy about letting the world know. News releases and press conferences announcing the new empire abound, portraying the company as [...]

Going global has turned out to be an almost textbook case study for Chinese companies. First, they brought companies from across the globe, both big and small, involved across a [...]

For some, the term 'compensation specialist' may spark less-than-exciting visions of crunching numbers on a calculator and sorting spreadsheets on your desktop, but those who wear the title say their [...]

Over the past 20 years, HR executive Mona Melanson, SPHR, has had various HR assistants helping her while she managed positions with insurance and financial-service companies in the United States [...]

Bill McLaughlin had set a pretty ambitious goal for himself. As president and CEO of Select Comfort in Minneapolis, Minn., a bedding retailer with 1,800 employees and annual net sales [...]

A study examining the extent of socioculture and psychological adjustment made by western business expatriates working in China is made. The results suggest that psychological barriers to adjustments affect socioculture adjustment of newcomers but not their psychological adjustment.

Taiwanese subsidiaries operating in China offer insights to western MNC's on investing in China's markets by providing an essential framework on International Human resource (IHR) control. The duality of inter-organizational interdependence plays an important role in relationships between IHR control and the subsidiaries local strategy.

The role played by the human resource department in the corporate governance is discussed. The boardroom behaviors are also mentioned.

Dan is a true hero of the war in Iraq, and he has the Bronze Star to prove it. A staff sergeant in the Army Reserve, Dan is part of [...]

Typically when people mention 'Corporate Governance', the term conjures up images of accountants, lawyers and Board of Directors working together to verify that an organisation is conducting business adequately. Dramatic [...]

'He's not a backroom, second-chair member of the staff," says Robert Nardelli, referring to Dennis Donovan. The first executive Nardelli hired "after becoming the president and CEO of The Home […]

HR departments need to transform themselves much as other organizational departments do. HR's attempts to transform itself from an administrative and transactional profession to that of internal change agent and strategic business partner are described.

A recent survey of CIPD revealed that front-line employees encounter various problems while implementing strategic people management. Various issues of strategic HR policies are assessed to obtain productive results in real environment.

Demand a seat at the table. Become a strategic business partner. Be proactive. It's all good advice. But like a mother's reminders to take your vitamins or wear galoshes, these [...]