The global outsourcing industry, including the Human Resources (HR) Systems outsourcing industry is growing at a phenomenal rate. The proponents of the resource-based view (RBV) have long argued that a firm gains sustainable competitive advantage from those resources and capabilities it controls and which are valuable, rare, imperfectly imitable, and not substitutable. The RBV also indicates th...

Abstract Drawing on social exchange theory, our study aims to examine how age-inclusive human resource (HR) practices affect work engagement by shaping the age-diversity climate and perceived organizational support (POS). We hypothesize that diversity beliefs play a moderating role in relationship between HR POS. Our analysis of sample 983 employees from 48 organizations China highlights direct...

Firms are continuously improving their human resource management (HRM) practices in order to achieve sustainable competitive advantage and increase their profitability. These practices include employee involvement, training, empowerment, compensation and rewards, etc. The purpose of this research is to examine the relationship between human resource practices and firm performance. Using compani...

Tanzania’s public sectors have begun to use Information Systems (IS) in various HR functions over the last fifteen years due increased of and Communication Technology (ICT). Organisations are increasingly implementing Human Resource (HRIS) ensure that their human resources used efficiently (HR). The purpose this study is investigate practices adoption resource information systems sectors. areas...

Modern human resource (HR) practises, such as high performance work practises (HPWPs) systems, have greatly enhanced the relationship between and organisational performance. These other HRM developments, nevertheless, don't seem to been widely used. It was discovered that literature does not frequently address role of HR practitioner in adoption process. is suggested professionals are crucial p...

In today's organizations, an effective human resource management as the most important organizational source- especially in critical industries such as electricity industry- is not achievable unless having a systematic, specialized and professional perspective. Professionalism is a perfect and holistic view to a work or working situation that it encompasses a comprehensive mastery in affairs an...

Effective talent management, quantitative and qualitative need for the organization to talents will be determined based on strategy and business goals. As organizations face increasing competitive challenges of the future and capable to manage these challenges, managers need to be effective. Thus, talent management and management every day is very important in organizations and prospective. Eac...

The article elaborates on a thesis that development of new functions the Human Resource Business Partner (HR BP) generates conflicts in three areas operation an enterprise: structure, organizational culture, and goal attainment strategy. A commentary concept HR BP is provided propounded within its framework are discussed. Based qualitative research large enterprises Poland, following strategies...

The impact of the Human Resource (HR) capability on the firm’s performance and its involvement in developing business strategies are becoming increasingly important particularly in high tech Small and Medium-sized Enterprises (SMEs). Not surprisingly, the main debate in HRM, particularly in SMEs, is nowadays concerned with the relationship between HR capabilities and the firm’s overall performa...

Human resource information system (HRIS) has potential benefits to improve organizational performance. The purpose of this exploratory study is thus to investigate the impact of HRIS on organizational effectiveness. The textile industry in Thailand is taken as a context of the study as it faces many challenges in this globalization era. One of the industry’s dilemmas is about worker conditions ...