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Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Theresource, Georgia Southern University

Georgia Southern University Human Resources Newsletters

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• Medical Assistance Leave Program
• Town Hall Meeting
• eLearning
• DOAS Loss Control Tip
• Benefits Information

Human Resource Performance Auditing: Undertaking A Performance Evaluation Of Human Resources Using Audit Methodology, Chris Andrews, Seema Patel

Dr Chris Andrews

The case study demonstrated that a properly constructed performance audit of human resource department activities can identify areas where future improvements can be made, even to a valued, responsive and award winning HR department.

Negotiating The French Labour Landscape, Dylan Kissane

Dylan Kissane

No abstract provided.

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Where All The Children Are Above Average: A Meta Analysis Of The Performance Appraisal Purpose Affect, J. Jawahar, Chuck R. Williams

Chuck R Williams

More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half refuting it. To account for those differences, a meta-analysis of performance appraisal purpose research was conducted with 22 studies and a total sample size of 57,775. Our results support Taylor and Wherry's hypothesis as performance evaluations obtained for administrative purposes …

Human Resource Practices In Hong Kong And Singapore: A Comparative Analysis, James B. Shaw, Paul S. Kirkbride, Cynthia D. Fisher, Sara F. Y. Tang

James B Shaw

Extract:Due to the explosive growth of the Asian economies over the past two decades, considerable attention has been focused on the human resource management (HRM) practices of Asian businesses. In the 1980's, numerous authors described Japanese HRM practices and debated their applicability and transferability to firms in other Asian and Western nations. Although interest in Japanese HRM practices continues, increasing attention is being drawn to management practices of firms in the "little dragons" of East Asia --- Hong Kong, Singapore, Taiwan and South Korea. These "little dragons" have had phenomenal economic success in the last 20 years, with many authors …

Organisational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher

James B Shaw

Data were collected from 151 Hong Kong organisations to determine the effect of culture, firm size, level ofunionsation and several indices related to the presence of an HRM department within the firm on Human Resource Management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionisation were moderate predictors while firm size and the existence of specialised training departments within the HRM department were the strongest preditors of HR practices.

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Strategic Segmentation In Frontline Services: Matching Customers, Employees, And Human Resource Systems, Rosemary Batt

Rosemary Batt

This paper examines variation in the use of high involvement work practices in service and sales operations. I argue that the relationship between the customer and frontline service provider is a central feature that distinguishes production-level service activities from manufacturing. In particular, through strategic segmentation, firms are able to segment customers by their demand characteristics and to match the complexity and potential revenue stream of the customer to the skills of employees and the human resource system that shapes the customer-employee interface. Unlike manufacturing, where high involvement systems have emerged in a wide variety of product markets, therefore, service organizations …

Who Benefits From Teams? Comparing Workers, Supervisors, And Managers, Rosemary Batt

Rosemary Batt

This paper offers a political explanation for the diffusion and sustainability of team-based work systems by examining the differential outcomes of team structures for 1200 workers, supervisors, and middle managers in a large unionized telecommunications company. Regression analyses show that participation in self-managed teams is associated with significantly higher levels of perceived discretion, employment security, and satisfaction for workers and the opposite for supervisors. Middle managers who initiate team innovations report higher employment security, but otherwise are not significantly different from their counterparts who are not involved in innovations. By contrast, there are no significant outcomes for employees associated with …

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Agenda and Minutes

No abstract provided.

Human Resource Practices As Predictors Of Work-Family Outcomes And Employee Turnover, Rosemary Batt, P. Monique Valcour

Rosemary Batt

Drawing on a non-random sample of 557 dual- earner white collar employees, this paper explores the relationship between human resource practices and three outcomes of interest to firms and employees: work-family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resource practices: work-family policies, HR incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, while HR incentives explain the most …