Hr Academic Peer-Reviewed Journal Article Text

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Posted on february 22, 2012 by tribehr staff leave a comment 2011 was another challenging year for human resource management. With ever changing laws, policies and regulations, coupled with continued economic difficulties and the ever present threat of downsizing, the only constant demand for hr managers was change. With more of the same expected for 2012, tribehr has rounded up five of last years most useful and insightful peer reviewed hr papers. Strategic human resource management in small and growing firms: aligning valuable resources.   michael hargis at the university of central arkansas, and don bradley at east carolina university, take a look at the growing recognition of human resources as an essential component of business operations. the authors discuss current hr practices common to small and medium businesses, and present a model for implementing hr programs that enhance competitive edge. Recommendations include: develop a competitive strategy, such as low price initiatives or a unique selling proposition.

For instance, if a company is competing based on low prices recruitment, training and compensation practices should support this objective. That means utilizing recruitment and compensation practices that are cost effective. Ideally, human resource policies should be mutually supportive, such as training programs that improve efficiency, compensation programs that award waste reduction, or bonus structures for employees who develop unique ideas. An employment systems approach to turnover: human resources practices, quits, dismissals and performance. Rosemary batt and alexander colvin both at cornell university examine the impact of quits and dismissals on customer service. Interestingly, factors influencing quits and dismissals, and their consequences, were found to be very similar, which contradicts prior research. Both long term investment and high involvement work environments were associated with lower quit and dismissal rates, while short term performance enhancing measures were correlated with slightly higher rates of quits and dismissals.

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In the case of high turnover rates, managers reported significantly lower levels of customer service. When a company downsizes, its the hr director who is often tasked with the dirty work of terminating employees. Paul thompson university of strathclyde, glasgow addresses the misconceptions surrounding the industry. Primarily he rejects the view that hrm is a cultural entity which exists exclusively to maintain employee satisfaction, or to develop procedures and training methods for making employees better at their jobs. Currently, hrm is perceived in the context of developing company culture and fostering employee commitment.

Thompson notes that the current framework often fails when employees see hr functions as dishonest and impractical, suggesting a political economy approach that focuses on market strengthening rather than commitment as a driving force behind successful organizations. Why good guys finish last: the role of justification motives, cognition and emotion in predicting retaliation against whistleblowers. This paper evaluates the driving factors behind whistle blowing, and the relationship between those who report wrongdoings and those who retaliate against them. Does human capital matter? a meta analysis of the relationship between human capital and firm performance this meta analysis examines 66 previous studies analyzing the relationship between human capital and firm performance, using 3 moderators suggested by resource based theory. The goal of this analysis was to determine whether human capital really matters in terms of an organizations success, or whether high recruitment and training costs offset the potential benefit.

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The authors found a strong correlation between human capital and firm performance, especially in instances when human capital is more specialized or not readily obtained on the market. In conclusion, the authors recommend that managers invest in programs designed to produce highly trained and specialized employees. Its that human resources is an essential component of successful business operations. While hr may occasionally have a bad reputation, its a crucial function that enables firms to stand apart through clear cut policies and expectations, fair restructuring practices, and training programs that produce a specialized labor pool. So, your professor told you that you can't use the internet to find sources for your paper. What does that mean? this guide's intent is to shine a light on the difference between those items that are considered scholarly or academic and those that are considered popular. However, it is important that you know the difference and understand the types of materials you are using to support the assertions in your work.

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It is up to you to use your best judgment to determine the worth, validity, and merit of a work. People + strategy: hr people + strategy members receive a complimentary subscription to people + strategy a $150 value single issues/back issues are available to purchase at the hrps online store. hard copy : includes four copies mailed directly to your address. Amp canada included in membership dues $150 – nonmembers digital only. Hr people + strategy current members – included in membership dues $49 – affiliate members and knowledge partners $69 – libraries and academic professionals $99 – nonmembers hr people + strategy individual members receive online subscriptions for free as a member benefit! join today! for reprint permission contact w.copyright.com. The main question that often emerges in this aspect is about the review process adopted to screen the articles for publication.

One of the most acceptable and proven process adopted in majority reputed international journals is peer reviewing. benefits of peer review:

    bull establishes the legitimacy of exploration based upon the expert information of different specialists in the order, consequently averting adulterated work from being acknowledged within an area of study.
bull provides significant criticism with the intention that scientists can revise and enhance their papers before publication.

bull enables journal editors to select the most important research findings for publication in their journals, based upon the subject, independent reviews of an expert group. bull the process of peer review is comprehended and acknowledged by the majority of researchers. The forum includes experts, those who have common area of interest, expertise and experience to evaluate the work to be published. The reviewers will be given priority utmost to reflect the appraisals of a research work and to extract the potentialities of the researcher. all omics group international journals are subjected a single blind peer review with a view to abide by the overall aim and scope of the organization and to fulfil the need for diffusing knowledge across learning and practicing areas in scientific disciplines. The peer review process is done by esteemed reviewers with an in depth knowledge of the specialized discipline and purpose of the process.

In order to encourage maximum participation from part of the reviewers, omics group international awards scientific credits based on manuscripts handled and the exemplary timelines by the authors. The tracking system used by omics group international for a peer review of scientific journals meets the criteria of an international editorial manager system. This provides greater flexibility and degree of transparency at each level, with respect to the authors, editors, and reviewers respectively.

The standard peer review process is also essential from the perspective of members of omics group international editorial board, who takes the responsibility in shaping the open access articles to meet the international standards of open access journals. Peer reviewed articles are assessed and critiqued by the scientists and experts in the same field after the article is distributed for review. This process enriches the content and improves the quality of the presentation considerably. now available online, the ihrim journal is published to build a recognized body of knowledge targeted to current and emerging thought leaders and senior management. Its content is specifically written for human resource and information technology leadership e.g. Ceos, cios, vps, and directors , university professors and students, and other current or emerging thought leaders and visionaries. burlington, ma prweb february 1, 2006 entering its 10th year of publication, the ihrim journal is now available exclusively in a convenient online format at w.ihrimjournal.com. The transition from print was made as a result of reader requests over the last several years to publish a resource that would better assist hr technology professionals and academia with their research efforts.

In addition to six completely new issues each year, subscribers have unlimited access to: searchable archives, timely book and article reviews, interviews with hr thought leaders, just in time articles and links to many other hr educational tools, and easy to print articles in pdf format plus the availability of high quality reprints. The ihrim journal is published to build a recognized body of knowledge targeted to current and emerging thought leaders and senior management, and its content is focused on increasing individual and organizational effectiveness in the workplace through visionary and evolving uses of technology. This resource fosters innovative and strategic thinking in the field of human resource information systems. Executive level, not broad brush discussion and debate of current and controversial issues. The journal targets multinational and regional differences around the world, and is an exceptional vehicle to attract authors and readers in related fields outside of human resources and information systems. Bob stambaugh, ihrim journal co founder and co founder of the ihrim association was an avid proponent of an online journal, and was working towards launching the new site when he died in december 2005.

While we all were so saddened by bob s sudden passing, we knew he would have wanted us to continue to launch the new online journal, said tom faulkner, ihrim journal publisher and managing editor. I think bob would have been pleased with this new product and even more pleased with the enhancements yet to come. Faulkner added that the 2006 ihrim journal issues would be dedicated to bob stambaugh. The ihrim journal is available in a one year subscription and a temporary, five day subscription both at a significant discount to ihrim members at w.ihrimjournal.com. The journal confirms the association s position as a true pacesetter in knowledge sharing in the hr and hr systems functions.

For more information about ihrim international association for human resource information management and its products and services, please visit w.ihrim.org. This press release was distributed through emediawire by human resources marketer hr marketer: w.hrmarketer.com on behalf of the company listed above. Irr is defined as the extent to which two or more independent reviews of the same scientific document agree. Altogether, 70 reliability coefficients cohen's kappa, intra class correlation icc , and pearson product moment correlation r from 48 studies were taken into account in the meta analysis.

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