Showing papers in "Human Resource Management Review in 2006"

TL;DR: In this article, the authors review problems with the definition of talent management and the lack of data supporting many practitioner claims and outline research that supports a systems-oriented definition of management that focuses on the strategic management of talent.

TL;DR: In this article, the authors focus on redressing the balance and the organizational need to recognize the meaning and emotional aspects of work, in order to correct the imbalance in the demands placed on employees.

TL;DR: In this article, the authors bring a balanced view of the management of careers in organizations and beyond, taking into account recent developments in the nature of the business environment, and at the same time acknowledging that much of the basics in career development theory and practice is still valid for Western societies.

TL;DR: In this article, the authors consider how changes in the external environment of organizations have altered the world of work, and particular attention is paid to the Canadian context, where organizations are facing skill shortages and an aging workforce.

TL;DR: This paper reviewed and evaluated main trends that have contributed to the increasing use of personality assessment in personnel selection, including the Five Factor Model of personality versus narrow personality measures, meta-analyses of personality-criterion relationships, moderator effects, mediator effects, and incremental validity of personality over other selection testing methods.

TL;DR: In this article, the authors suggest that managers differentially benefit from a given intercultural training or developmental experience depending on their individual aptitudes (i.e., knowledge, skills, abilities, and other personality characteristics).

TL;DR: In this paper, the authors point out that there may be a serious impact on employee morale and a risk of transferring expertise and insider knowledge to vendors, and they suggest that managing the outsourcing arrangement is critical.

TL;DR: In this article, the authors look at the science and practice of human resource management in small firms and find that the practice of HR in small companies is characterized by informality, but there is less evidence about the science or explaining why this is the case.

TL;DR: Work motivation is a set of energetic forces that originate within as well as beyond an individual's being as mentioned in this paper and is a psychological process resulting from the reciprocal interaction between the individual and the environment that affects a person's choices, effort, and persistence.

TL;DR: In this paper, the authors argue that focusing on organizational performance mainly from financial stakeholders' perspective is no longer sufficient and discuss the implications of globalization, changing nature of work and the need to satisfy multiple stakeholders on how we measure the effectiveness of human resource management systems.

TL;DR: In this article, the authors present a model that relates a number of antecedents to such consequences, and describe the impact of individual and eHR system characteristics on four important eHR-related variables (i.e., information flows, social interactions, perceived control, and system acceptance).

TL;DR: STEPPS, or the Team Strategies and Tools to Enhance Performance and Patient Safety, was developed to address the cultural issues facing the military health system and to take advantage of the state-of-the-art evidence-base on team training.

TL;DR: In this paper, the authors argue that the concept of human resource management is uncertainly theorised and, therefore, how it, whatever "it" is, might be identified in such firms is challenging.

TL;DR: In this paper, the authors draw upon a range of behaviourally-informed research publications to demonstrate that a culture of owner-influenced individualism and informality pervades these ventures, affecting prime human resource issues such as performance related practices, training and development, work-life balance and other critical dimensions of employee welfare.

TL;DR: The authors developed a taxonomy of characteristics hypothesized to influence intergenerational transfer in family-owned businesses and integrated these dimensions with prominent turnover and socialization theories to propose a successor retention process model.

TL;DR: Work experiences and attitudes associated with part-time, temporary and multiple contracts are compared with those of workers in single, permanent, full-time jobs as discussed by the authors, and the role of contract of choice and work orientations as potential mediators is explored.

TL;DR: In the context of the changing nature of work and the continuing growth of contingent employment contracts, the authors examines the consequences associated with various forms of individually-negotiated, fixed-term contracts.

TL;DR: In this paper, a model for studying the collective employees' emotional process for grieving the closure, using Kubler-Ross's stages of dying, is described, and two different types of victim responses during the closure process and responses after closure are discussed.

TL;DR: In this article, the authors argue that prescriptive human resource management (HRM) texts tend to recommend processes that are founded on complex job analysis and time-consuming techniques such as advertising and testing.

TL;DR: In this paper, the authors analyzed the design of Human Resource Management instruments in temporary work agencies with a special focus on the situation in Germany, the Netherlands and the US, developing propositions for further research.

TL;DR: In this paper, the dramatic changes of the past 25 years in the nature and conditions of work, including the globalization of organizations and the introduction of a strategic as opposed to employee-centered conception of HR have impacted the ways in which moral problems are manifested.

TL;DR: Rousseau et al. as discussed by the authors examined how the macro-environment of a country's governance system affects the creation of effective working relationships between executive level expatriate managers and Host Country Nationals (HCNs) on the executive's management team.

TL;DR: The use of technology in human resources has increased dramatically and is now a vital aspect of many personnel-related decisions such as collecting job information, recruitment, and employee selection.

TL;DR: The purpose of this paper is to describe a web-based job analysis process that is based on O*NET, more flexible and less resource intensive than traditional job analysis methods.

TL;DR: In this article, the authors examine the key compensation issues pertaining to the top management team that occur during the early stages of growth in new ventures, specifically those anticipating rapid growth such as in technology-intensive markets.

TL;DR: In this paper, the authors provide an overview of the accountability trend and what this trend means for HR managers, and highlight the challenges of implementing a performance management system, as well as lessons learned from agencies who have implemented performance measurement or management systems in the past.

TL;DR: This system expands the use of job-analytic information to better link needs assessment to the design of instructional environments and shows how determining an instructional objective's standing along four training issues yields a comprehensive plan for designing instructional environments.

TL;DR: The primary component of the system is a weighting algorithm that links performance across all five areas to advancement to the next paygrade and is transparent such that personnel can view their own record at any time and assess what they might do in their career to improve their relative standing for future advancement.