Renewing Organizations Electronic Resource Managing Workforce Transitions

Annotation Brings together the prevailing thinking surrounding the issue of workforce reduction to help managers and executives ensure a successful transition to a more robust and effective organization. Articles and books reviewed were found in both practitioner-oriented sources such as magazines and popular books, as well as scholarly journals. Sources were selected for annotation based on their perceived relevance to the body of literature, their unique perspective, and their general interest. Entries are in-depth, with many a page or more in length. Annotations are organized in three sections on the organizational, the organization-individual relationship, and the individual perspectives. Section introductions summarize key themes. Hickok holds a Doctor of Public Administration degree from the University of Southern California, and is a consultant to the US Defense Intelligence Agency. Annotation c. Book News, Inc., Portland, OR (booknews.com)

This book draws on recent debate surrounding the emergence of cognitive intelligence in organizations, exploring the redefinition of the labor market and consequently, employment. With a particular focus on Human Resource Management (HRM), the authors analyse the socio-cultural transformation of traditional practices and methodologies that are ocurring in the workforce. Digital HR presents detailed case studies and interviews with HR managers of large multinational companies, providing comprehensive empirical evidence for academics and students interested in the development of HRM in today’s digital landscape. The book will also be valuable to practitioners and managers looking to adapt the role of HR in their own companies or organizations.

This volume is the proceedings of a symposium entitled "Human Resource Strategies for Organizations in Transition" which was held at Salve Regina College, Newport, Rhode Island on May 30 - June 2, 1989. The meeting was sponsored by the Research Committee of the Human Resource Planning Society (HRPS). In developing the agenda, the Research Committee built upon the format of the previous HRPS research symposia. The intent in these meetings is on the linkage of the state-of-practice with the state-of-the-art. Particular attention was placed on research studies which were application oriented so that member organizations can see examples of ways to extend current practices with the knowledge presented by the applications. The meeting has sessions on: (1) Reshaping the Organization for the Twenty-first Century, (2) Coping with Major Organizational Change, (3) Organization Downsizing, (4) Evaluating the Human Resource Function and (5) The Impact of Corporate Culture on Future Human Resource Practices. Thirty papers were presented with discussion sessions at appropriate points in the meeting. This volume contains twenty one of these papers along with an introductory paper. A short summary is also provided at the beginning of each major subdivision into which the papers are arranged.

Team-working, partnership, quality circles, works councils, industrial democracy, empowerment - are they distinct and innovative arrangements or is it a case of new wine in old bottles? In the post war period we have seen numerous forms of organizational participation sometimes as experiments, sometimes as negotiated expediency, and sometimes as hype. Different ideas have emerged from different parts of the world, in different industries, at different times with different objectives. In this book four experienced international analysts take the longer view and look at the changing forms of - and changing debates around - orgnaizational participation. The review an extensive literature of experiments and practical experiences through a critical evaluation of the available data to reach balanced conclusions about the importance and utility of this concept for organizations now and in the future.

The highly anticipated third edition of Strategic Human Resource Management offers a fresh perspective on SHRM. Bringing together a wealth of expertise in HRM, Work and Organizational Psychology and Organizational Behaviour, the authors provide a balanced approach to structuring and solving real-life HR issues in organizations. This new edition aligns Human Resource practices with both the internal and external organizational context and takes a critical perspective on economics, sustainability, psychology, sociology, and industrial relations. Its unique multi-level approach includes the individual employee, teams, business units, organizations, sectors, and countries to build a more balanced people management value chain. New additions: • New chapter on Career Development • New Activity Boxes to encourage practical application of theory • New case studies throughout, including Google, easyJet and Ikea • Major revisions to chapters to highlight sustainable career development, employability, digitalization, and diversity • Major update of the scientific literature references Key Features: • Cases and Discussion Questions provide real-world scenarios and issues to illustrate contemporary HR issues in practice • Stop and Reflect Boxes throughout each chapter are designed to encourage students to critically evaluate topics and issues raised and how they can be applied to real-life situations • Personal Development Boxes help students think about how to link theoretical concepts with the development of personal skills appropriate to effective HRM • Experiential Exercises present ‘Individual’ and ‘Team’ tasks that can be used as in-class exercises encouraging students to learn from direct experiences Paul Boselie is Professor in Public Administration & Organization Science at Utrecht University, the Netherlands. His research traverses human resource management, institutionalism, strategic management and industrial relations. Beatrice van der Heijden is Professor in Strategic Human Resource Management at Radboud University, the Netherlands, and Head of the SHRM Department. Her research and teaching are focused on strategic human resource management, sustainable careers, employability, and aging at work.

In this thoroughly revised and updated second edition of Human Resources Management for Public and Nonprofit Organizations, Joan E. Pynes--a respected authority in public administration--demonstrates how strategic human resources management is essential for proactively managing change in an environment of tighter budgets, competition from private organizations, the need to maintain and train a more diverse workforce, and job obsolescence brought about by shifts in technology. Complete with a free online instructor's manual, this new edition offers current compensation and budgetary guidance and helps practitioners navigate the newest legal and technological challenges and opportunities in human resource management.