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Making human capital analytics work : measuring the ROI of human capital processes and outcomes
\"Determine the value and ROI of human capital initiatives using big data analyticsMaking Human Capital Analytics Work shows how to use data to drive decisions and build support for the HR function. It explains how to develop relationships among variables, predict the success of HR programs, determine the cost of intangibles that are hard to value, show the business value of particular HR programs, and calculate and forecast the ROI of various HR projects and programs.Jack Phillips, Ph.D., is the founder of the ROI Institute and author or editor of more than 60 books. He conducts workshops, provides consulting services, and speaks at conferences globally. Patricia Pulliam Phillps, Ph.D., is president and CEO of the ROI Institute, Inc. She has authored or edited more than 30 books on measurement and evaluation. She regularly conducts workshops and provides consulting services worldwide\"-- Provided by publisher.
Book
Digital human resource management
The concept of digital human resource management and related concepts such as the digitization of human resource management, the digitalization of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management are gaining prominence in scholarly discussion. Frequently, however, the use of these concepts is implicit, heterogeneous, and proliferating. These concepts, thus, lack the “conceptual clarity” necessary in research. Therefore, this article aims at a conceptual clarification of digital human resource management and of related concepts of the digitization of human resource management, the digitalization of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management. To do so, the article references general literature on digital organizations to develop a terminology and typology of digital human resource management. The terminology offers precise and parsimonious definitions of the concepts and relationships between them, offering a basic understanding. The typology offers precise and parsimonious ideal-types, which order and classify phenomena related to digital human resource management, in turn expanding knowledge about these phenomena. Together, the terminology and typology clarify the concept of digital human resource management and related concepts, uncover digital human resource management as an evolutionary advancement of previous conceptualizations of technology-based human resource management, and provide a conceptual basis for future work on digital human resource management.
Journal Article
Essentials of human resource management
\"The field of Human Resource Management has changed rapidly following the aftermath of the financial crisis and the recession. New approaches are now needed to succeed in a highly competitive global market place and HR staff are being asked to draw on disciplines outside their traditional comfort zone such as: marketing, information systems, corporate social responsibility and business strategy. Essentials of Human Resource Management 6th Edition uniquely details a strategic explanation of how established techniques can be adapted to meet new challenges; with an introduction to organizational behaviour, as well as incorporating relevant aspects of employee relations and an overview of employment law. The new edition examines recent changes within the discipline including:Meeting the challenges of capitalist economics combined with corporate social responsibility Renewed focus on international competitiveness and managing a multi-national workforce. New technology and policy in the field and its influence on employee relationsPublic versus private sector industrial relations and the decline of Trade UnionsWritten in an accessible manner, Essentials of Human Resource Management 6th Edition acts as an introduction to industrial relations that will be required reading for undergraduate students on HRM modules, the CIPD introduction courses, and well as for postgraduates on MBA programmes\"-- Provided by publisher.
Book
The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study
This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment.
Journal Article
Green Human Resource Management as a Tool for the Sustainable Development of Enterprises: Polish Young Company Experience
The growing role of sustainable development and, above all, its ecological aspect, in the development of modern company competitive edge leads to the popularization of the question of incorporating environmental practices into the area of human resource policy, referred to as Green HRM. The objective of the research was to identify pro-environmental HR practices embraced by young Polish enterprises and to prioritize them in accordance with their effect on company sustainable development. To attain these goals, a survey was conducted among a random, representative population of 150 young enterprises. The study revealed that the Green HRM concept in the Polish reality is relatively. However, there is a strong positive correlation between the evaluation of the impact of individual activities within Green HRM on sustainable company development and their practical implementation. Research demonstrated that the higher the evaluation of the impact of a given activity, the more frequent its implementation in the studied companies. This allowed the formulation of the following conclusion: in order to increase the scope of the implementation of the Green HRM concept in Polish young enterprises, it is necessary to raise awareness and disseminate knowledge concerning the impact Green HRM can have on sustainable development in organizations.
Journal Article
Deploying Environmental Management Across Functions: The Relationship Between Green Human Resource Management and Green Supply Chain Management
Balancing environmental, social, and economic performance is today considered a key responsibility that firms have toward society. As a result, academics, practitioners, and political decision makers are increasingly paying attention to environmental management systems improving a full spectrum of environmental performance. In that regard, even if recent literature suggests that environmental management should be deployed through a cross-functional approach, extant literature mostly focuses on independent functional systems. This paper addresses this gap investigating how the deployment of environmental management in the human resource function—adopting green human resource management (GHRM) practices—and the supply chain function—adopting green supply chain management (GSCM) practices—impact on environmental and financial performance. We draw from a multiple-respondent survey of human resource and supply chain managers in multiple industries in Italy. The study suggests that GHRM and GSCM impact on both environmental and financial performance and shows that GHRM and GSCM exert those impacts in a joint fashion. Indeed, our results show that GSCM plays a mediating role in the relationship between GHRM and performance. Overall, our results provide researchers and managers with relevant insights into the cross-functional deployment of the environmental values and principles across functions.
Journal Article
Dynamic quality management for cloud labor services : methods and applications for gaining reliable work results with an on-demand workforce
How can a scalable and efficient quality management mechanism for cloud labor services be designed in a way that it delivers results with a well-defined level of quality to the requester? Cloud labor services are a specific form of crowdsourcing: A coordination platform serves as an interface between requesters who need to get work done and a large crowd of workers who want to perform work. An early example of such a platform is Amazon's Web marketplace Mturk, on which service requesters can publish open calls for so-called human intelligence tasks (HITs). Robert Kern's work makes a considerable contribution toward solving the quality problem for scalable human work. On the basis of a comprehensive framework of cloud labor, he develops a set of methods to conceptually measure and aggregate the quality of human work results, implements a platform to put those methods to work, and evaluates their application in a number of very compelling, real-world scenarios successfully combining concepts from statistics, information technology, and management. Reading this book will be beneficial to novices in cloud labor services looking for orientation in this new field as well as to advanced researchers and practitioners developing cloud quality concepts.--Back cover.
Book
Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance
The main purpose of research was to investigate the underlying strategies for enhancing “organizational sustainability” (OS). The study categorizes the existing literature, based on strategic choice theory and the attribution model, which reveals that green human resource management (GHRM) practices play a crucial role in environmental management and organizational sustainability. This study investigates the impact of GHRM practices including training and development, performance appraisal, and reward and compensation on organizational sustainability through the mediating role of environmental performance and employee performance. A survey questionnaire methodology was used for data collection; data were collected from 165 managerial personnel in the textile industrial sector of Pakistan. The findings of the study showed significant effects of GHRM practices, i.e. (training and development, performance appraisal, and reward and compensation), on Organizational Sustainability, Similarly, this study empirically investigates the distinct mediating role of environmental performance and employee’s performance between GHRM practices and organizational sustainability. The study findings support the hypothesized model of mediation. The GHRM is an innovative idea in developing countries, and additional studies are needed to identify sustainability issues and evaluate the impacts of GHRM practices in the textile and manufacturing industries in Pakistan.
Journal Article