Human Resources Management Commons^™

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

No abstract provided.

Does My Business Need A Human Resources Function? A Decision-Making Model For Small And Medium-Sized Firms, Golbou Ghassemieh, Elizabeth "Liz" Thach, Armand Gilinsky Jr.

New England Journal of Entrepreneurship

The questions of when and what types of human resource (HR) support are needed tend to be unanswerable for small and medium-sized enterprises (SMEs). This article addresses this gap in the strategic HR literature. Hiring, training, employee retention/satisfaction, wages and benefits programs, and worker’s compensation insurance are important to SMEs seeking to build strong capabilities and resources and to increase their competitive advantage. This article presents an analysis of the existing HR literature for SMEs. It introduces a decision model to help SMEs choose a cost-effective HR strategy, listing a range of options from hiring the HR function to electronic …

2005 Survey Report On The Wellbeing Of The Professions: Policing, Nursing And Teaching, Institute For The Service Professions, Edith Cowan University

Research outputs pre 2011

This report assesses the wellbeing of the professions of policing, nursing and teaching in Western Australia. The findings are derived from surveys of how individuals think about their occupations, their colleagues and employers. The level of wellbeing affects the ease of attracting and retaining staff and the quality of delivered services.

We present and discuss summary results of responses to questionnaires sent in 2005 to 5,180 police, 6,000 nurses and 9,000 teachers. Each of the professions is here regarded as a single group. The number of respondents is sufficient to allow many more detailed analyses to be performed and reported …

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

No abstract provided.

Office Of Human Resources News - Fall 2001, Nova Southeastern University

Office of Human Resources News

No abstract provided.

[Introduction To] Managing Human Resources In The Public Sector: A Shared Responsibility, Gill Robinson Hickman, Dalton S. Lee

Bookshelf

This book is written for the large number of public administration students and practitioners who are interested in becoming department managers and supervisors in various areas of government service. It emphasizes the interdependence between the human resource department and line managers in implementing personnel functions. It also provides enough background and history about human resource management in the public sector for line managers to appreciate why the field functions as it does.

Office Of Human Resources News - Summer 1999, Nova Southeastern University

Office of Human Resources News

No abstract provided.

Office Of Human Resources News - Fall 1998, Nova Southeastern University - Shepard Broad College Of Law

Office of Human Resources News

No abstract provided.

Office Of Human Resources News - Spring 1998, Nova Southeastern University

Office of Human Resources News

No abstract provided.

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

Scholarship and Professional Work - Business

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 …

An Understanding And A Quest For Excellence In Human Resources At An Urban Public School District, Juliette E. Douglas

Theses

This thesis will focus on how to transition the Human Resource Division at St. Louis Public Schools into a customer focused, responsive service organization. Like many other industries, urban education has some uniqueness but there are also some common issues. To better understand the management style traditionally used in urban education, this project started with conducting extensive research on the history of management in education.

History is only important in understanding the past. Good management must focus on the present and create the future. To better plan to create a changed human resource function, two basic management concepts were also …

An Evaluation Of The Competency Modeling Method Used By A Major Telecommunications Company, Sharon K. Kramer

Theses

This thesis focuses on competency model development methods and evaluating an actual competency model development method used by a consulting company on behalf of its client.

As HRD professionals get down to actually measuring human performance against the model they set forth to specify competency and its associated behaviors, they often find behavioral measurements to be subjective and relative, rather than objective and criterion-based.

The purpose of this study is to review competency model definitions and development methods, as well as the implications for using competency models to improve human performance, business results and competitive advantage.

The competency model development …

Office Of Human Resources News - May 1997, Nova Southeastern University

Office of Human Resources News

No abstract provided.

Homework And Telework: A Guide To Best Practice In Human Resource Management, Peter Standen, Maryam Omari

Research outputs pre 2011

In Australia today there is widespread interest in homeworking and teleworking as flexible work options with significant advantages to both employers and employees. In the research behind this guide we surveyed 500 Australian organisations, finding employer interest in these advantages, along with uncertainty about how to implement homeworking, and some worries about potential drawbacks. Significantly, those organisations that had implemented homeworking reported positive outcomes. In an interview study, homeworkers themselves reported improved work performance, and were appreciative of the flexibility. This guide shows how to implement homework and telework to achieve such outcomes while avoiding the problems that concern managers.

Women And Leadership Working Paper Series: Paper No. 11: The Employment Status Of Women In The Australian Finance Industry, Leonie V. Still

Research outputs pre 2011

The finance industry is the seventh largest employer of women in Australia !Australian Bureau of Statistics, Labour Force Australia, 1996, p46). Yet despite its importance to women as a source of employment, no major review of the general overall employment status of women in the industry has occurred. Instead, research has concentrated on particular aspects of the sector - for example, part-time employment in banking !Alexander & Frank, 1990; Manning, 1990; Britt, 1995; Junor, Barlow & Patterson, 1993, 1994)...

Employee Benefits, Kimberly Elinor Miller

Theses

This paper discusses how group benefits have changed over the past ten years, what corporations are offering their employees such as medical insurance, employee assistance programs, wellness training programs, child care programs, flexible compensation plans, continuing education benefits and retirement benefits and how each one of these benefits is set up. Employers want not only to implement benefit programs which will help them meet their organizational goals, but also to attract, retain and motivate employees. In order to succeed in these efforts they must install a program of benefits that is both cost effective and will meet organizational profit goals. …

Women And Leadership Working Paper Series: Paper No. 7: Gender Issues In Management Education: Redressing The Imbalance, Catherine R. Smith, Barbara Vitoria

Research outputs pre 2011

In 1992 the Federal government appointed an Industry Task Force on Leadership and Management Skills !hereinafter referred to as the Task Force) to review Australia's management and leadership capabilities, and advise on measures to strengthen management practices, in an effort to improve economic performance. An international leadership expert advising the Task Force alleged that 'corporate Australia's Achilles' heel' is its all-male monoculture, whose 'rugby-serum mentality' makes boardroom entry difficult for women, and non-traditional men who do not fit the stereotypically masculine image IMant, 1994:3). Mant emphasised that, because new ideas result from diversity, Australian management culture needs to embrace a …

Women And Leadership Working Paper Series: Paper No. 9: The Dual-Career Phenomenon: Employer Awareness And Responses, Catherine R. Smith

Research outputs pre 2011

Over the past thirty years, Western industrialised nations have witnessed major changes in their labour force characteristics. Of particular significance has been the steady increase of women in the paid workforce. Equal employment opportunity legislation, higher educational achievements and increasing numbers of female role models have fuelled women's career possibilities and aspirations. Consequently, growing numbers of women are pursuing longer-term careers, often through the ranks of management. A career implies a longer term developmental occupation or profession, with a sequence of connections and networks over time, although this does not preclude lateral or downward moves or temporary withdrawals, in response …

Women And Leadership Working Paper Series: Paper No. 8: Career Transitions Of Dual-Career Couples: An Empirical Study, Catherine R. Smith

Research outputs pre 2011

No abstract provided.

Women And Leadership Working Paper Series: Paper No. 4: Women As Leaders, Leonie V. Still

Research outputs pre 2011

Leadership is a term that is not normally associated with women. This is despite the fact that throughout history women have often played a prominent role. Those that have gained prominence have done so in four main ways (Apfelbaum and Hadley, 1986):

• through charismatic leadership: the unique example being Joan of Arc.

• through inherited leadership positions: examples include the women who become heads of family businesses or queens by succeeding to monarchs.

• through the achievement of professional eminence: women who become leading figures in their disciplines because of their professional and / or scientific achievements - examples …

Strategic Planning For Downsizing And The Human Resource Factor, Kathleen M. Kaiser

Theses

This thesis will focus on the study of downsizing , the importance of a strategic plan for downsizing and the effect the on human resource factor .

Businesses experienced unprecedented growth throughout the 1960 1 s and early 1970 ' s ; in the 1980 1 s the recession slowed this growth and downsizing became a necessary economic device for businesses to remain competitive . Some of the reasons stated for downsizing are : to safeguard profit mar gins , stagnant growth , poor earnings , market driven cuts , foreign competition , advancing technology , and a last ditch …

Women And Leadership Working Paper Series: Paper No. 3: Merit Or Obligation, Leonie V. Still

Research outputs pre 2011

The issue of merit or obligation concerning women's progress in employment in general, and in organisations in particular, gained renewed impetus in late 1994 with the push to have more women in politics. Australia and New Zealand led the world when establishing the right of women to vote, but are at present only slightly ahead in terms of women's representation in national and State Parliaments despite the centenary of women's suffrage (Coopers and Lybrand, 1994). Partly as a result of this lack of progress, the Australian Labor Party, at its 1994 National Conference, passed a motion to guarantee women a …

Women And Leadership Working Paper Series: Paper No. 2: Managerial Women And Enterprise Bargaining, Leonie V. Still, Denis Mortimer

Research outputs pre 2011

No abstract provided.

Women And Leadership Working Paper Series: Paper No. 1: Self-Employed Women: Four Years On, Leonie V. Still, Bill Chia

Research outputs pre 2011

Entrepreneurial or self-employed women are a growing component of the workforce worldwide. Australian statistics reveal that women are establishing their own businesses (in particular in self-employment) at a approximately twice the rate of men. In 1991-92 more than one million (41 per cent) of the 2.6 million people working in small business were women. Less than one third of these were self-employed or employers, while women accounted for 46 per cent of small business employees (Employment and Skills Formation Council, 1994)...

A Neglected Factor Explaining Family Business Success: Human Resource Practices, Joseph H. Astrachan, Thomas A. Kolenko

Faculty Articles

Over 600 family firms were involved in this examination of the impact of human resource management (HRM) and professional governance practices on family business success and survival. Our findings identified some of the most prevalent family firm HRM practices and found significant positive correlations among HRM practices, gross firm revenues, and CEO personal income levels. The results support prior arguments for competitive advantage in the marketplace gained through effective use of HRM practices. An interesting additional finding was that while boards of directors, strategic planning, and frequent family meetings were correlated with business longevity over multiple generations, succession planning was …

Women In Leadership Project 1994: Public Lecture Series, Pauline Carroll (Ed.)

Research outputs pre 2011

No abstract provided.

Women In Leadership Program 1993: Shaping The Culture, Catriona Pyner

Research outputs pre 2011

In discussing Women in Leadelrship one member of the Management Group sometimes used the term "Program", and sometimes "Project". This was not a mere slip of the tongue. One useful way to conceptualise "Women in Leadership" is as a Project- which seeks to strategically engage with a changing institution, and which is both organic and structured. Part of the Project structure is the Program. The Program is made up of three formal elements: The Collegial Groups; the Public Lecture Series and the National Conference. And yet, part of the Purpose of the Program is to engage with, shape and respond …

Women In Leadership Program 1993: Public Lecture Series, Pauline Carroll (Ed.)

Research outputs pre 2011

No abstract provided.

Women In Leadership Program 1993: National Conference: Women's Voices: Challenging For The Future, Pauline Carroll (Ed.)

Research outputs pre 2011

The Women in Leadership Program is an exciting development initiative that, over a three year period, has had a visible effect on attitudes towards leadership and the role of women in organisations. As part of the program, through the generous funding support of the Commonwealth Staff Development Fund, the goodwill of staff and the commitment of women examining the leadership challenges facing Australian society today, Edith Cowan University has hosted a National Women in Leadership Conference for the past two years. This Conference provides an ongoing opportunity for women from varied and diverse roles to contribute to our knowledge and …

The Evaluation Of Pe Personnel 1992: A Report Of A Values-Based Evaluation Of A Competitive Employment Training And Placement Service For People With Disabilities: Purpose, Methodology, Outcomes And Recommendations, Errol Cocks, Robert L. Jackson

Research outputs pre 2011

Late in 1991, the Managing Director of PE Personnel, Ms Susan Robertson, approached the Director of the Centre for the Development of Human Resources (CDHR) at Edith Cowan University, Mr Errol Cocks, to discuss the possibility of an evaluation for PE Personnel. Over a period of three or four months, the purposes and shape of a proposed evaluation developed through clarification and negotiation, and in March, 1992, an agreement was reached for Mr Cocks and Mr Bob Jackson from the CDHR to carry out the evaluation. The results of the evaluation, as described in this report, cover the period up …