scholarly journals HRM trends in transition economies: Two reflections of the shared background

Sociologija ◽  
2009 ◽  
Vol 51 (2) ◽  
pp. 157-176 ◽  
Author(s):  
Biljana Bogicevic-Milikic ◽  
Nebojsa Janicijevic
Keyword(s):  
Transition Economies ◽  
Trade Unions ◽  
Transition Process ◽  
Employee Relations ◽  
Performance Measurements ◽  
Hrm Practices ◽  
Research Findings ◽  
Almost All ◽  
Hr Function

This paper intends to investigate whether the speed of a transition process influences the degree of HRM developments in transition economies. We therefore focused our investigation on the HRM practices in two transition countries - Slovenia and Serbia, which used to be constitutional parts of the former Yugoslavia and used to share the same political and cultural background for many years. The analysis was focused on the following areas of HRM: the role of the HR function, HRM strategy involvement, training and development, performance measurements and rewards, employee relations and the role of trade unions. The research findings show that the HRM policies and practices in Serbia and Slovenia, regardless of the shared background, diverge in all analyzed aspects. The results obtained confirm that the transition process, per se, may explain almost all differences between HRM practices in Serbia and Slovenia.

Role of employee relations and HRM in driving commitment to sustainability in MSME firms

2020 ◽  
Vol 69 (8) ◽  
pp. 1743-1764
Author(s):  
Mridul Maheshwari ◽  
Arbind Samal ◽  
Vaibhav Bhamoriya
Keyword(s):  
Human Resource ◽  
Food Processing ◽  
Management Practices ◽  
Developing Economies ◽  
Life Quality ◽  
Employee Relations ◽  
Content Type ◽  
Hrm Practices ◽  
Four Levels

PurposeThe purpose of this study is to explore the role of employee relations and human resource management (HRM) practices on firms' commitment to sustainability in the context of micro, small and medium enterprises (MSME) in India. This paper proposes a theoretical framework, namely “awareness, action, comprehensiveness, and excellence (AACE),” to present the solutions and practices as adopted by MSME firms in meeting their sustainability objectives alongside pluralistic constraints related to human resource, capital and legitimacy risk.Design/methodology/approachThe paper employs a cross-case methodology to investigate five food processing MSME firms to understand and delineate the role of employee relations and HRM practices in driving their commitment to sustainability.FindingsThe paper discusses the status of employee relations and HRM practices as practiced by MSME firms, specifically designed to meet their agenda to strengthen their commitment to sustainability. The study proposes a framework constituting four levels, namely “awareness, action, comprehensiveness, and excellence (AACE),” that reflects HRM practices as adopted by MSME firms to develop their commitment to sustainability.Social implicationsMSMEs and food processing industries are critical to the growth of Indian economy and likewise for other emerging and developing economies. They are especially critical for their contribution to overall employment and sustainability comprising the second, third and fourth supplier links in supply chains. They have a major impact on sustainability outcomes and the life quality of employees. This paper makes a contribution in this direction.Originality/valueThe study fulfills the need to explore the role of employee relations and HRM practices to develop “commitment to sustainability” in the context of food processing MSME firms in an emerging economy of India. This paper adds an understanding of people management practices and sustainability in small firms (MSMEs), adding to the existing literature on the domain, which is mostly skewed toward large firms.

scholarly journals The role of human factor and HRM practices in Mncs’ performance in Eastern and Western Europe – a comparative analysis of the research findings

2020 ◽  
Author(s):  
Marzena Stor ◽  
Łukasz Haromszeki
Keyword(s):  
Western Europe ◽  
Human Factor ◽  
Knowledge Flows ◽  
Hrm Practices ◽  
Research Findings ◽  
Competitive Factor ◽  
And Performance ◽  
Performance Results ◽  
Eastern And Western Europe

The main goal of the paper is to identify, analyze, and compare the relationships between the activities in the field of HRM and performance results of MNCs in Eastern and Western Europe with a view to the value ascribed to human resources as a strategic competitive factor, HRM centralization practices and the importance of HRM knowledge flows between the headquarters (HQ) and their subsidiaries. The research sample covered 200 HQs of MNCs and their local subsidiaries. The empirical research results show that there are some identifiable and statistically significant differences between MNCs operating in Eastern and Western Europe within the range of relationships defined above. Our study, therefore,represents an original effort at examining these relationships.

Inhibitors and Enhancers: The Role of Internal and External Stakeholders in the Transition Process

2003 ◽  
Vol 4 (1) ◽  
pp. 124-137
Author(s):  
Ben Kedia ◽  
Clay Dibrell ◽  
Paula Harveston
Keyword(s):  
Transition Economies ◽  
Transition Process ◽  
Economic Liberalization ◽  
Market Economies ◽  
Economic Progress ◽  
External Stakeholders ◽  
Internal Stakeholders

Since several transition economies faltered after promising starts in the early 1990s, researchers should consider the role of inhibiting and enhancing stakeholders in relation to a developing nation’s political and economic ideologies. We suggest that the role of stakeholders, specifically internal stakeholders, have largely been ignored in the privatization and economic liberalization processes involved in transition economies. These stakeholders should be examined further, as they often act as inhibitors to economic progress rather than enhancers in countries attempting to move from command to market economies.

Role of Human Resources in Building Ethical Organisational Culture

2020 ◽  
Vol 13 (2) ◽  
pp. 213-219
Author(s):  
Mukund Rajan ◽  
Nilanjana Bhaduri
Keyword(s):  
Human Resources ◽  
Organisational Culture ◽  
Unethical Behaviour ◽  
Organisational Identity ◽  
Primary Determinant ◽  
Research Findings ◽  
Hr Function ◽  
Corporate Wrongdoing ◽  
Organisation Culture

Business ethics has always been a primary determinant of organisational identity. With increasing instances of corporate wrongdoing and unethical behaviour, organisations do try to invest in corrective actions, but their emphasis tends to be on the ‘letter’, i.e. the legalities of operating a business within the law. However, there is a very strong influencer element that lies in the ‘spirit’, i.e. the values, thought and the practice embedded within the organisation culture that makes things right. This article deep dives into the enhanced role that the human resources (HR) function needs to play to nurture and develop an ethical organisation. This article is based on an interview with Dr Mukund Rajan, the Tata veteran who has held the office of the Chief Ethics Officer of the Tata Group. His views are supplemented with research findings on organisation practices supporting ethical culture.

scholarly journals PENGARUH KEPEMIMPINAN PEMERINTAHAN DALAM INOVASI KEBIJAKAN LAYANAN PUBLIK DI KABUPATEN TULANG BAWANG

2021 ◽  
Vol 4 (1) ◽  
pp. 1-10
Author(s):  
Winarti ◽  
Murtir Jeddawi ◽  
Sampara Lukman ◽  
Agus Fatoni
Keyword(s):  
Service Quality ◽  
Public Service ◽  
Mixed Method ◽  
Public Services ◽  
Government Leadership ◽  
Research Findings ◽  
Almost All ◽  
Improve Service Quality

The quality of public services is the main parameter in the success of an autonomous region in implementing decentralization. Leadership is a very important dimension in the quality of public services. With the innovation of the leader or regional head, it can improve the quality of public services in the area. Thus the purpose of this study is to examine the influence of government leadership in public service policy innovation in Tulang Bawang Lampung Regency which can improve service quality. This research uses a mixed method or often referred to as a mixed method with a sequential explanatory method. The results showed that government leadership had a strong influence on public services. From the research findings, it is revealed that almost all dimensions of government leadership variables have a dominant influence due to the large role of the leader for employees where a leader can influence and influence the behavior of employees or subordinates so that if there is public service innovation from the regional head it can have an influence service quality.

scholarly journals Lean Production, Izzat and Industrial Conflict in the Indian Auto Sector: A Case Study

2018 ◽  
Vol 73 (3) ◽  
pp. 541-565
Author(s):  
Sagi K. Mathew ◽  
John Burgess
Keyword(s):  
Trade Unions ◽  
Lean Production ◽  
Industrial Relations ◽  
Management Systems ◽  
Cultural Institutions ◽  
Design And Implementation ◽  
Hrm Practices ◽  
Cultural Conditions

Summary The purpose of this article is to highlight the role that Izzat played in the unfolding industrial disputation that emerged at the Toyota plant in Bangalore between 1999 and 2007. Isolated instances contributed to a build-up of employee and community resentment at what was perceived as an attack on Izzat. Behind the events is the attempt to transpose Japanese “lean production and management systems” into an Indian subsidiary where local industrial and cultural conditions were not suitable for the imposition of such practices from headquarters to a subsidiary. The result of the analysis contributes to the understanding of workplace industrial relations (IR) in India and the centrality of Izzat. Within India, the significance of trade unions; the respect of employees; the importance of family and community; the importance of seniority; and the role of respect and honour are factors that multinationals often fail to understand in the design and implementation of their production and HRM systems. The study contributes to the debate over the transferability of standardized HRM policies and practices. MNEs should play a proactive role in supporting the employees of subsidiaries to adjust to and accommodate new paradigms in workplace industrial relations. The aggressive production and HRM practices at the Toyota plant were not compatible with the norms and cultural institutions of the Indian workforce. One of the key implications of this research is that foreign production, organizational and industrial relations systems and practices cannot be transplanted into host-country environments without the due recognition of key cultural conditions, notably Izzat in India.

Understanding the role of trade unions in improving construction productivity through the institutional framework

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shang Gao ◽  
Sui Pheng Low ◽  
Serene Simin Ng
Keyword(s):  
Institutional Theory ◽  
Trade Unions ◽  
Survey Questionnaire ◽  
Target Groups ◽  
Content Type ◽  
Construction Productivity ◽  
Research Findings ◽  
Positive Outlook ◽  
Survey Questionnaires

PurposeSluggish performance in construction productivity (CP) is a common occurrence worldwide. This phenomenon is also observed in Singapore. In this context, the role of trade unions (TUs) has also been mentioned but appears to be little understood. Hence, this study evaluates the role of TUs in contributing to CP. The key issue is to determine whether TUs have a role to play in contemporary society in improving CP.Design/methodology/approachThis study takes on multiple research methodologies; more specifically, the mixed-method of survey questionnaires and interviews is used. Firstly, a survey questionnaire was employed to obtain broad viewpoints on the general understanding of the target groups towards the CP issues in Singapore. The survey questionnaire also attempts to study the TUs in greater depth by examining their existing strategies of and hindrances to improving CP. Once findings were gathered from the survey questionnaire, the interviews were carried out to probe deeper into the phenomena in the results.FindingsThe research findings showed there is a generally positive outlook that TUs have the ability to contribute to CP. The study finds that the TU respondents possess strong attributes within the normative pillar, but weak attributes in the regulative and cultural–cognitive pillars.Originality/valueThis study uses the Institutional Theory as a general framework, which identifies a union's functions and activities in three pillars that underpin the institutional theory and defines its impact on construction productivity.

scholarly journals HRM in Transition Economies: The Case of Serbia

2008 ◽  
Vol 3 (2) ◽  
pp. 75-88 ◽  
Author(s):  
Biljana Milikić ◽  
Nebojša Janićijević ◽  
Mirjana Petković
Keyword(s):  
Performance Appraisal ◽  
National Culture ◽  
Transition Economies ◽  
A Priori ◽  
Hrm Practices ◽  
The North ◽  
Research Findings ◽  
And Performance ◽  
International Hrm ◽  
Hr Managers

HRM in Transition Economies: The Case of SerbiaWhile the convergence vs. divergence debate has gained broad recognition among both HRM scholars and practitioners, it seems that a closer insight into current HRM developments in the South Eastern European transition economies has yet to be achieved. This paper, therefore, aims to highlight current HRM practices in Serbia and address possibilities for implementing the North American HRM model in a highly incompatible cultural setting. Investigation of HRM practices in Serbia is based on the "CRANET survey on Strategic International HRM" (Brewster et al., 2004) and on interviews with the HR managers of 38 randomly selected companies operating in Serbia. The Serbian national culture has been included a priori in the initial research design as an explanatory variable. Research findings suggest that both the incompetence of HR managers and professionals, as well as a slow-moving transition, need to be carefully considered to explain the distinctiveness of HRM in transition economies. On the other hand, national culture seems to be a key obstacle to the achievement of full convergence of performance appraisal and performance-related pay.

Re-engineering the HR Function at Harley Davidson

2005 ◽  
Vol 1 (2) ◽  
pp. 140-154
Author(s):  
Rajesh Sharma
Keyword(s):  
Business Strategy ◽  
Industrial Relations ◽  
Detailed Account ◽  
Employee Relations ◽  
Hr Practices ◽  
Hr Function ◽  
Hr Strategy

The case gives a detailed account of HR initiatives pursued by Harley Davidson, a leading manufacturer of motorcycles in U.S. The case describes the role of innovative HR practices in transformation of Harley Davidson company. The case also details the transition from Industrial Relations to Employee Relations at Harley Davidson and the emergence of HR function where HR strategy is aligned with Business Strategy.

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