STRATEGIC HUMAN RESOURCES PDF
Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve. Taken from: Strategic Human Resource Management, Second Edition by Charles R. Greer An Inv Strategic Planning for Human Resources Management. PDF | Strategic Human Resource Management (SHRM) has captured considerable attention in research and the practitioner world. Research in SHRM has.
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PDF | The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new. This is “Strategic Human Resource Management”, chapter 16 from the book Management . , from resourceone.info pdf. As described in Chapter 2, strategic HRM is a mindset that leads to strategic actions HR strategies set out what the organization intends to do about its human.
This benchmark was developed by ActiZ - an important Dutch employer association - in cooperation with PwC - for the period to The benchmark measures and compares the performance of three different health care sectors home care, nursing care and care homes and contains employee data, client data and financial performance data.
We analyzed the data gathered from autumn to autumn In total, organizations participated during this period. The data will be analyzed at the organizational level. Thus, data collected at the employee or client level will be aggregated.
Other variables, such as financial performance indicators, do not need to be aggregated, as they are only available at the organizational level. With respect to financial outcomes, we will consider the net margin.
With respect to organizational outcomes, we will focus on client satisfaction, and absence due to sickness will be considered to capture HR outcomes. The measurement of HR practices is discussed below. First, most financial performance data on health care organizations are publicly available and based on annual reports. We discussed this information with an accountant from PwC.
Only the responses of employees with direct interactions with clients were used in our analysis job functions such as nursing, care, client-related domestic support and occupational therapy , due to their relationship with the organizational outcome client satisfaction. This resulted in a database of 48, employees. Within this employee database, each question was answered by at least This is consistent with Dutch averages for employees in home care, nursing care and care homes, which is predominantly a female profession [ 27 ].
As age is subdivided into categories in our study, we could only say something about the predominant age category. The CQi employs a stratified sampling method, through which an independent agency surveys a representative client sample for each organization. Three groups are constructed: home care clients, somatic care clients in nursing homes or care homes and psychogeriatric care clients in nursing homes or care homes.
Home care clients are asked to complete a survey; somatic clients are interviewed using a survey as a guide. For psychogeriatric clients suffering from cognitive issues such as dementia , an authorized representative completes a survey. To ensure the comparability of the employee data with the client and financial performance data, we only included organizations with information in all three databases. This resulted in a database with 85 organizations.
Measurement The dataset constructed as described above has the potential to increase our understanding of the relationship among HR practices, job satisfaction and outcomes. However, it also has limitations. The data are not gathered with academic objectives in mind; instead, its primary goal is to be practically useful for the organizations involved.
This implies that items used in this study are only partly based on validated scales and existing theory. To determine the reliability of the scales, we have computed reliability statistics where possible. HR practices The employee questionnaire contains five indicators that are often used in HRM and performance research: training and development, performance related pay, teamwork, job design, and autonomy. In the overview article by Harris et al. They stated that HR practices that should be adopted in HRM systems incorporate high performance work practices found to have had a positive effect on performance in other sectors the so-called best practices without derogating the specific health care context.
The first two indicators included by us are the most frequently used in research [ 12 ]. The other three also score relatively high on the list of the most common practices ranked 5, 10 and 11 [ 12 ]. Boselie et al. No single agreed, or fixed, list of HR practices or systems of practices exists to measure HRM [ 30 , 31 ].
Nevertheless, a certain consensus regarding the measurement of HRM has emerged in the academic literature on HRM and performance during the last decade.
HRM and its effect on employee, organizational and financial outcomes in health care organizations
More than half of the articles published after made use of AMO Ability, Motivation and Opportunity theory [ 30 ]. The underlying idea is that employees will perform well if they have the requisite abilities, when they are motivated and when they obtain the opportunity to profile themselves [ 32 ].
Lepak et al. These five HR practices are also regularly part of the measurement of HRM in health care studies [ 21 , 24 , 34 ]. Training and development was measured using three items. All standardized loadings were greater than.
Teamwork was measured using two items. All standardized loadings were greater than 0. Correlation between the two items is. Job design was measured using three items. Four items were used to measure autonomy. As stated above, we followed the systems approach and therefore combined the five indicators into one HR system variable. As our analysis is at the organizational level, we aggregated the employee data.
In this type of analysis, only variables with sufficient variance across organizations are included. To determine whether the data could be aggregated, the intraclass correlation ICC was computed. Aggregation is permissible when the variance between groups is larger than the variance within groups. Clients were asked about their satisfaction with the treatment they received. This indicator consists of five items. We must note that the Association of Client Quality only provides aggregated scales, partly because of privacy issues.
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Thus, the reliability statistics and ICC cannot be computed. However, the robustness of the CQi - which is most often analyzed at the organizational level - shows that aggregation seems appropriate [ 25 , 26 ].
HR outcome The HR outcome measure considered is absence due to sickness. Absence due to sickness can be considered a key HR outcome as the decision of employees to be absent affects the available human resources and is a critical success factor for the continuation of work processes within the organization for example, see [ 36 ].
Absenteeism due to sickness is calculated in percentages, using a standard formula developed by Vernet [ 37 ].
Strategic human resource management
These days are then summed and divided by the total number of working days. Maternity leave is excluded. This is calculated for the organization as a whole. Furthermore, we included diversity of care to determine whether the relationship among the variables differs for organizations employing a diverse set of care activities as supposed to more specialized organizations.
It ranges from a minimum of one to a maximum of six as there are six different forms of care in our sample: hospital care, extramural residential care, extramural personal care, day activities, maternity care and youth careb.
SEM allows us to test the full conceptual model simultaneously. Furthermore, SEM allows us to simultaneously analyze the direct and indirect relationships among the independent and the dependent variables. Finally, SEM also enables us to compare different models [ 38 ].
As our hypotheses include mediation effects, we employed bootstrapping [ 39 ]. This method estimates the parameters of a model and their standard errors strictly from the sample without reference to any theoretical sampling distribution.
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Strategic Human Resource Planning: Why and How?
The CQi employs a stratified sampling method, through which an independent agency surveys a representative client sample for each organization. Compliance - auditors review past actions to calculate whether those activities comply with legal requirements, industry norms and practice. PEST analysis also consists of these. However, the robustness of the CQi - which is most often analyzed at the organizational level - shows that aggregation seems appropriate [ 25 , 26 ].
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