|
A
Model of Strategic Human Capital Management |
The model is designed to help leaders effectively use their people,
or human capital, and determine how well they integrate human
capital considerations into daily decision-making and planning for
the program results they seek to achieve. Pdf-file |
|
|
Adding Value trough Human Resources: Reorienting Human Resource
Measurement to Drive business Performance |
Building upon the balanced scorecard framework, this article
addresses three central issues of human resource (HR) measurement:
(1) Do HR practices impact business results? (2) How can HR
practices add value to business performance? (3) What HR measures
can drive business performance? |
new |
|
Aligning Talent for Global Advantage |
While many companies have successfully gone overseas in search of
lower labor costs, few have developed a comprehensive, global
strategy to hiring and developing employees. 2007 |
|
|
Alternatives to Generic Strategy Typologies in Strategic Human
Resource Management |
The common use of generic strategy typologies in strategic human
resource management (SHRM), such as the typology proposed by Michael
Porter (1980), is inaccurate and probably obsolete. SHRM research
that examines the performance effects of human resource (HR) systems
does not need to invoke the strategy construct in order to fulfill
its goals. pdf-file |
|
|
Applying Six Sigma Techniques to Human Capital Management |
By borrowing a few basic analytic techniques from six sigma, it is
possible to identify, with considerable precision, the unique
people-related drivers of an organization's business results.
pdf-file |
|
|
Conceptual Design For a Strategic Human Resources Quality Management
System |
The main purpose of this paper is to deliver a decision support tool
aiding the decisionmaking process concerning the strategic
management of the department of human resource management. Pdf-file |
TOP |
|
Creating People Advantage: How to Address HR Challenges Worldwide
Through 2015 |
This report, which is based on a worldwide survey of more than 4,700
executives, lays out a comprehensive approach to enable companies to
understand the HR environment and how they can create a people
advantage. |
|
|
Designing a HR System: Pitfalls, Possibilities and Performance |
This paper recounts the stages in the design and operation of the HR
system over a two year period. The way in which the HR system was
designed and operated is described. |
|
|
Emerging Market Talent Strategies |
Creating an effective global talent model. Managing talent
effectively in emerging markets takes a flexible approach that can
help open the flow of ideas between markets and provide localized
approaches. I |
|
|
Global Human Resource Metrics |
What is the logic underlying global HR measurement in your
organization? In your organization, do you measure the contribution
of global HR programs to organizational performance? Do you know
what is the most competitive employee mix for your business units?
(How) do you measure the cost and value of the different types of
international work performed by your employees? pdf-file 2003 |
|
|
HR
Contribution to a Firm's Success Examined from a Configurational
Perspective: An Empirical Study |
The links between HR effectiveness and organizational effectiveness
could be explored from different conceptual angles. In this
particular empirical study, the focus is on the multiple links that
exist between certain HR policies and practices (i.e., staffing,
compensation, training and the like), the characteristics of the HR
Department (i.e., ratio of professionals, average level of
education, and others), and the overall economic performance /
success of the firm. pdf-file |
|
|
HR’s Strategic Partnership with Line Management |
Human Resources plays an important, strategic role in supporting
organizations. |
|
|
Human Capital management practices outside the UK |
At the request of the Accounting for People task force,
PricewaterhouseCoopers has undertaken a review of Human Capital
measurement and reporting practice in 13 countries: Australia,
Brazil, Canada, France, Germany, Japan, The Netherlands, South
Africa, Spain, Sweden, Switzerland, Thailand and the US. pdf-file |
|
|
Human Capital Management: How CFOs Manage Investments In Their
Company's Biggest Asset |
Finance can help companies invest in their workforce in a way that
achieves strategic business objectives. |
|
|
Human Capital Management: Still Striving to Be Strategic |
New software programs promise to transform HR, but the strategic
value remains to be seen. 2005 |
|
|
Human Resource Information Systems |
Human Resource Information Systems (HRIS)as Means of Fulfilling Job
Roles More Professionally for Human Resource (HR)Managers. Pdf-file
1082 KB, 2004 |
|
|
Human Resources Planning Checklist: Determining and Building for
Current and Future Needs |
|
|
|
Is
it Worth it to Win the Talent War? |
Evaluating the Utility of Performance-Based Pay. Pdf-file 2003 |
|
|
Managing Human Resources in a Global Downturn |
The white paper from RSM International explores how your company can
pursue a human resource strategy that helps you survive today
without sacrificing your competitive position tomorrow. |
|
|
Managing Labor Shortages |
Strategic Initiatives for managing short-term and long-term labor
shortages. pdf-file |
|
|
Measuring and Monitoring the HR Function: A Guide for Boards |
In outlining a model she has developed, the author describes how
board members can effectively measure, monitor and manage the HR
function. Pdf-file 1,747 KB |
|
|
Preparing for a Future Labor Shortage |
Despite the current rhetoric, demographic trends suggest the
potential for a shortage of skilled workers as the baby boomers
retire. What can you do to ensure that you maintain a productive
enterprise? 2004 |
|
|
Steady as you go: Managing human capital in an economic downturn |
Charlie Scott, global leader of Mercer’s human capital business,
offers insights for managing human capital in an economic downturn –
and what is likely to be different this time around. Are people an
investment to be managed or an expense to be reduced? |
|
|
Strategic Human Capital Management in Federal Agencies |
Elevating, Integrating, and Institutionalizing Strategic Human
Capital Management in Federal Agencies Through the Chief Human
Capital Officer. pdf-file |
|
|
Strategic Human Resource Management (SHRM): |
What is it -- Really? Pdf-file |
|
|
Strategic Human Resources Management: Aligning with the Mission |
This report details the progress Federal agencies have made in
aligning human resources management with the agency mission.
Pdf-file 1999 |
|
|
Strategic Workforce Planning - The Key HR Role in Global Companies |
As businesses operate increasingly multinationally, they will need
to take a globalised approach to workforce management. |
|
|
Strategy, Human Resource Management, and the Performance of Life
Insurance Firms |
The potential for human resource management to enhance the
competitiveness of U.S. life insurance companies has received little
attention in the past. Pdf-file |
|
|
Sustainability and the Talentship Paradigm: |
Strategic Human Resource Management Beyond the Bottom Line. Pdf-file
2003 |
|
|
Talent Management: Nurturing the Egg |
Corporations need to develop new ways to manage their talent in
order to cope with three big trends: the need for employees to feel
in control of their destiny; the upcoming retirement of the baby
boom generation; and globalization. 2007 |
|
|
The
CEO’s role in talent management |
How top executives from ten countries are nurturing the leaders of
tomorrow. An Economist Intelligence Unit white paper written in
cooperation with DDI. pdf-file. 2006 |
|
|
The
Role of Strategy Education in Strategic Human Resource Management
Courses |
In the same way that students with little or no background in Human
Resource Manage-ment will struggle to understand and practice
Strategic Human Resource Management (SHRM), students without a
sophisticated understanding of Strategy will be disadvantaged
practitioners. pdf-file |
|
|
The
Strategic Downside of Downsizing |
Organizations lose critical knowledge they didn't know they had. The
knowledge that terminated employees take with them may erode
competitive advantage. |
|
|
Toward a Strategic Human Resource Management Model of High
Reliability Organization Performance |
In this article, the authors extend strategic human resource
management (SHRM) thinking to theory and research on high
reliability organizations (HROs) using a behavioral approach. Pdf-file
2004 |
|
|
Using Strategic Human Capital Management to Drive Transformational
Change |
pdf-file |
|
|
When People Strategy Drives Business Strategy |
People strategy was once the art of creating a work force to execute
an already defined business strategy. That is no longer true. Asian
outsourcing, for example, raises thorny people strategy questions.
Are the skills available in the lowest-cost site, or is it worth
paying more for better-trained engineers and a developed
infrastructure? How do you create a common culture? The authors have
developed a framework for elevating the role of people strategy
within the organization. pdf-file. 2006 |
|
|
Why
employee surveys fail: 10 stumbling blocks to success |
If employee surveys are poorly designed and implemented, they can do
unintended damage. |
|
a