according to this reality that there are some differences among the women, men in terms of learning agents such as education, job background and natural factors such as risk taking and the time that they devote to do a work, it is expected that some differences to exist in the management field and specially in terms of method of human resource management approach (hrm) among the women and men. ...

a r t i c l e i n f o Using event study methodology and two-stage regression analysis on a sample of firms announcing human resource outsourcing (HRO) contracts, this study tests the association between administrative HRO and firm-level capital market and long run operating performance, with archival financial data controlling for endogeneity and outsourcing decision optimality. The results dem...

This paper examined the relationship between multinational corporations' global management strategies and the resulting international human resource piactices . Four global strategies, which vary in their extent of global integration and local responsiveness, were examined (ethnocentric, regiocentric, polycentric and geocentric) . Data from international human resource professionals in forty-si...

Previously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at group level. Using framework Social Exchange Theory, coupled with Selection, Optimization, and Compensation theory, we examine associations between bundles HR practices, age (measured both as calendar proportion an wor...

This paper analyses the challenges human resource faces in Information technology industry of India. The focus of HR practitioners should not be only on to attract, motivate and retain key 'knowledge workers. But HR practitioners must also play a proactive role in IT industry. Profitability and sustainability of company in long run cannot be ensured without focusing on HR Management practices. ...

most developed countries have already accepted ‘competency’ as the major factor in making management more competitive, therefore they have discovered the importance of qualification models and their application to cause human resources growth. consequently, their aim is to improve the qualification of their human resources, and to reach this end, considering different ways of assessing competen...

As a management function, human resource has been widely documented as playing fundamental role in designing and bringing about the changes that have given rise to ‘labour market flexibility’. result, there is an exponential growth of economic expansion had devastating effect on environment world’s natural resources. This diversity makes it even more important understand numerous different theo...

From the birth of human resource management (in middle 18th century) to end 20th century, functions appeared one after other. These are traditional functions. Nowadays beside these functions, novel activity areas have or become appreciated such as knowledge-, retention-, generation-, competence-, talent-, and diversity management. Moreover, we may notice focus on HR/employer branding, health pr...

given the role that knowledge management can play consistently on the changes and the need to develop human resources in the implementation of knowledge management on the one hand and important position of cooperative sector in country economics, on the other hand, led to that the researchers study the relationship between knowledge management and human resource performance of the agricultural ...

There is currently a gap between the work of academics and that of human resource (HR) practitioners. This is due to specific paradoxes inherent to the field. Within this paradoxical context, the article reflects on a future framework for public sector human resource management (PSHRM) thought and practice. Academics are predominantly preoccupied with the relatively unpredictable process of exp...