Professional Documents
Culture Documents
Industrial Relations
(Text, Cases and Games)
Student Manual
An Introductory Note
Dear Students,
Distinction between two nations as well as countries is assessed based on the quality
and commitment of their human resources. Quality and commitment of human
resources of a country and/ or an organisation depend on the management styles and
approaches. Thus, human resource management plays significant role in an economy
of a country and an organisation. This on-line module further helps you to:
http://www.ilo.org/public/english/iira/
Mission statement
• to lead in the development and promotion of good practice in the field of the
management and development of people, for application both by professional
members and by their organisational colleagues.
http://www.cipd.co.uk/default.cipd
http://www.ahri.com.au/scripts/cgiip.exe/WService=AHRI-LIVE/ccms.r
The Society for Human Resource Management (SHRM) is the world’s largest professional
association devoted to human resource management. Our mission is to serve the needs of HR
professionals by providing the most current and comprehensive resources, and to advance the
profession by promoting HR’s essential, strategic role. Founded in 1948, SHRM represents
more than 225,000 individual members in over 125 countries, and has a network of more than
575 affiliated chapters in the United States, as well as offices in China and India.
http://www.shrm.org/
NIPM, the short form of the National Institute of Personnel Management, is the only all-India
body of professional managers engaged in the profession of personnel management, industrial
relations, labour welfare, training and HRD in the country. It came into existence in March
1980 as a result of merger of two professional institutions, namely the Indian Institute of
Personnel Management (IIPM) established in 1948 in Kolkata and the National Institute of
Labour Management (NILM) established in1950 in Bombay, now Mumbai.
With its National Office at Kolkata, NIPM has a total membership of more than about 11,000
spread over 52 chapters all over the country.
NIPM is a non-profit making body devoted to the development of skill and expertise of the
professionals engaged in the management of human resources through regular lecture,
meetings, seminars, training courses, conferences and publication in its chapters all over the
country.
http://www.nipm.in/
E-mail: pnghri_pub@daltron.com.pg
http://www.ipmlk.org/
9. Institute of Personnel Management, Bangladesh
Institute of Personnel Management , Bangladesh is the only apex body of the Human
Resources Management (HRM) professionals in Bangladesh , established in 1980. It was
registered as a non-profitable professional association with Joint Stock Companies & Firms,
Ministry of Commerce, Govt. of Bangladesh under the Societies Registration Act, 1860
bearing Registration No. S-1353(37)/90.
http://www.ipmbd.com/the_institute.php
Flexibility
(UK) Webzine and forum on flexible working issues, telecommuting, etc.
HR Magazine
(USA) From the Society for Human Resource Management. Full text of some articles
HRMGuide.co.uk
UK HR articles and features from the HRM Guide Network
HR-Online
Canadian HR news and features. Includes access to HR forums (read-only if you do
not subscribe)
New Internationalist
(UK/International) International cooperative venture. A must-read for alternative
views (non-conservative) of the background to world economic and employment
issues
People Management
(UK) Magazine of the Chartered Institute of Personnel and Development's magazine.
Summaries of articles in latest issue available online. You need to join to get full
access to the archives.
RPHRM Online
(Australia) Research and Practice in Human Resource Management - contents and
abstracts.
TIP
(USA) quarterly from the Society for Industrial and Organizational Psychology
Workforce
(USA) (Formerly Personnel Journal) Attractive site with numerous articles available
online. Searchable database of articles requires registration (currently free)
Workplace
(Canada) Institute of Professional Management
http://www.hrmguide.net/hrm/Links/journals.htm
Interview Questions
http://www.coolinterview.com/type.asp?iType=19
Interview Questions
http://www.coolinterview.com/type.asp?iType=89
C Interview Questions
http://www.coolinterview.com/type.asp?iType=40
JOB ANALYSIS
Job Analysis is a technique utilised to identify and describe observable and ... The
Job Analysis method deduces the observable and measurable behaviours ...
www.chandlermacleod.com/LinkClick.aspx?link=484&tabid=484&mid=1012 - 53k
-
job analysis
Job analysis involves a systematic investigation of jobs using a variety of methods,
to determine essential duties, tasks and responsibilities.
www.unisa.edu.au/hrm/employment/remuneration/job_analysis.asp - 18k -
The Human Resource Planning Society 317 Madison Avenue Suite 1509 ... most
current theory, research, and practice in strategic human resource management. ...
www.hrps.org/publications_journal.html - 18k -
Chapter-5: Recruitment
A directory of jobs covering all areas of employment; accountancy, secretarial, IT,
construction, call centre and executive positions.
www.hays.com.au/ - 38k -
LINK Recruitment
LINK's flexible approach means you choose the recruitment and HR services you
need. For more information click on the links below:. Why Choose LINK? ...
www.linkrecruitment.com.au/ - 35k -
Employment opportunities
Our approach to recruitment is straightforward: we are active in seeking talented ...
Follow the link to learn more about Graduate Recruitment in Finance. ...
www.finance.gov.au/recruitment/ - 16k -
Learn how to select and hire the best employees for your open positions. Selection
and evaluation techniques are explored that help you pick among qualified ...
humanresources.about.com/od/selectemployees/Employee_Selection_and_Employe
e_Hiring.htm - 29k -
Employee Hiring and Selection Strategies - Hire Smarter with the ...
The Rainmaker Group will help your organization make better employee hiring and
selection decisions and ensure that new-hires are a good fit for the job.
www.therainmakergroupinc.com/services/Item.asp?ID=23 - 17k -
employee training
www.epa.gov/owm/mtb/empltrng.pdf -
Career Planning
Career Planning. ... Human Resources and Social Development Canada |
Resources humanise et Development social Canada. Symbol of the Government of
Canada ...
www.hrsdc.gc.ca/en/gateways/individuals/cluster/cp.shtml - 13k -
Employee Promotion
To be eligible for promotion, an employee must be employed with the University
for a ... In evaluating current employees for promotion, the following ...
www.pvamu.edu/pages/1361.asp - 26k -
Employee promotions | Business solutions from AllBusiness.com
King & Prince Seafood Corp. announces employee promotions. ... Plymouth
Meeting Agencies Announce Employee Promotions; ...
www.allbusiness.com/employee-promotions/3094185-1.html - 64k -
Employee Transfers
Employee Transfers
It is the policy of the Institute to make a reasonable effort to arrange employee
transfers in order to:. a. Provide opportunities for new and broadened ...
hr.caltech.edu/policies/PM/pm9-2.html - 11k -
Employee Transfer
Employees desiring a transfer will submit a written request for transfer to ... An
employee who is transferred to a comparable job (lateral transfer) will ...
www.pvamu.edu/pages/992.asp - 23k -
Transfer Employee |
Use when a staff employee transfers from one position to another position with the
same job level in the same or different job family, or when an employee ...
sos.uhrs.indiana.edu/Transfer_Employee_Edoc.htm - 29k -
Employee transfers
Run Date 05/19/2008 FERC EMPLOYEE TRANSFER Page No. 1 Run Time
05:00:35 NIPSCO Electric Transmission and Generation Dispatch Departments
From 19-FEB-2008 To ...
www.nisource.com/ferc/transfers/Current_Employee_Transfers.htm - 13k -
humanresources.about.com/od/motivationrewardretention/Employee_Motivation-
Employee Retention, Employee Retention Strategy, Employee ...
Successful organizations realize employee retention and talent management are
integral to sustaining their leadership and growth in the marketplace. ...
www.highretention.com/ - 3k -
www.civicinfo.bc.ca/Library/Presentations/Best_Practices_of_Succession_Managem
ent
change management principles, process, tips and change theory and ...
Organizational change management and personal change management process,
business development, plans, systems and training - how to manage change, ...
www.businessballs.com/changemanagement.htm - 33k - Cached - Similar pages -
Note this
Organization Development
The Organization Development Network is an international professional
association of organization development practitioners.
www.odnetwork.org/ - 11k -
Organisational Development
Organisational Development for us has always been about measurement and
identification of organisational factors that encourage and inhibit performance. ...
www.human-synergistics.com.au/content/products/processes/ids/organisational-
development.asp - 20k -
Organisation Development
Organisation Development. "Change is the only constant", they say.
Organisational change comes in a variety of flavours from incremental
improvements to ...
www.new-paradigm.co.uk/Org-Dev.htm - 8k -
Organisation Development
If you are interested in Organisation Development for your company, this is the
right site for you!
organisationdevelopment.org/ - 2k -
Job evaluation
Gives a broad overview including a definition, review of schemes and providers, and
a suggested implementation process. Includes the CIPD viewpoint.
www.cipd.co.uk/subjects/pay/general/jobeval.htm -
job evaluation -
Conduct a job evaluation. » Office Online. Related Web Sites. » Product Support; »
Microsoft.com. » Microsoft Update; » TechNet. » Office Developer Center ...
office.microsoft.com/en-us/FX011895371033.aspx -
Job Evaluation |
Joint job evaluation can accomplish both these goals. more » ... .
cupe.ca/jobevaluation - 8k -
Job Evaluation
The 2004 local government pay agreement introduces an obligation on councils to
carry out job evaluation whether or not the councils, their unions or their ...
www.labournet.net/ukunion/0501/jobeval1.html - 41k -
Job evaluation -
Job evaluation is the process of systematically determining a relative value of jobs
in an organisation. In all cases the idea is to evaluate the job, ...
en.wikipedia.org/wiki/Job_evaluation - 20k -
Job Evaluation
Job Evaluation is a technique to rank jobs in an organization ... job. The job
evaluation process results in a job being assigned. to a pay grade. ...
www.jenss.com/Job%20Evaluation.pdf -
AceIndex.com
Employee Remuneration Management Solutions Ace provides solutions, which
give our clients innovative and cost effective processing support on payroll. ...
www.aceindex.com/employee_remuneration_sol.htm -
Remuneration Management
Remuneration Management is all about finding the most effective way in which
companies can reward their employees. We can help you to examine the best, ...
www.skillnet-resources.com/remuneration.html -
Fringe benefits
Information on fringe benefits, including which ones are tax-free and how common
fringe benefits such as company cars, meals and relocation expenses are ...
www.adviceguide.org.uk/index/life/tax/fringe_benefits.htm - 40k -
Fringe Benefits
"I am a supporter of Fringe Benefits because I share their belief that ... Fringe
Benefits is a groundbreaking educational theatre company ...
www.cootieshots.org/ - 3k
Employee Incentive .
31 May 2006 ... "Not only do you have to figure out a new method [of providing
incentives to employees], but you also have to break the set of promises you ...
knowledge.wharton.upenn.edu/article.cfm?articleid=1490 -
Award-winning online sales incentives, employee rewards, employee recognition,
corporate rewards and loyalty programs. Experience the leader in online ...
www.corporaterewards.com/ - 11k - Cached - Similar pages - Note this
Incentive Promotions, Employee
World Incentives is a full service Motivational and Incentive Travel Company,
developing unique incentive and employee recognition award programs enabling ...
www.worldincentives.com/ - 40k - Cached - Similar pages - Note this
Employee Safety
Employee Safety. A top priority for any employer should be to take the time and
initiative to help protect their employees. If an employee becomes injured ...
www.statefarm.com/learning/be_safe/work/learning_besafe_atwork_emp.asp -
Employee Safety
The office also specializes in employee safety, emergency preparedness, and
business-continuity planning. Staffing and management of the University’s ...
www.northwestern.edu/risk/handbook.htm - 97k -
Employee Safety
Employee safety is an important issue for all business owners. Small and medium-
size companies are apt to overlook some of the potential hazards that are ...
www.nfib.com/object/2857988.html - 16k - Cached - Similar pages - Note this
[PDF]
Employee Safety and Health for Avian Influenza Surveillance and ...
File Format: PDF/Adobe Acrobat - View as HTML
Employee Health and Safety Guidance for Avian Influenza Surveillance. And
Control Activities in Wild Bird Populations. The Office of the Assistant Secretary ...
www.doi.gov/issues/appendixOHSguidanceforAvian%20Influenza12-18.pdf -
Similar pages - Note this
Motivation
23 Aug 2007 ... [via: Self Motivation and Employee Motivation] […] ... 21 Proven
Tactics for Self and Employee Motivation by John Wesley. […] ...
www.pickthebrain.com/blog/21-proven-motivation-tactics/ - 70k -
Leadership
Current Issue. * Free Sample Issue *. For an alternate route to Leadership Online
use this URL: http://intl-lea.sagepub.com/ · (More Information) ...
lea.sagepub.com/ -
GRIEVANCE PROCEDURE
File Format: PDF/Adobe Acrobat -
This grievance procedure aims to provide a framework for raising and dealing with
... This grievance procedure forms a part of CHF‘s accountability and ...
www.chf.org.au/docs/downloads/12.%20Grievance%20Procedure.
Disciplinary Procedure
27 Jun 2005 ... A comprehensive guide to the disciplinary procedures ..... The
Disciplinary Procedures Guide was first published in July 2004. ...
www.disciplineguide.dpc.wa.gov.au/docs/guide.pdf -
[DOC]
DISCIPLINARY PROCEDURES
File Format: Microsoft Word -
Often disciplinary procedures established by statute provide for a right of appeal
from a disciplinary Board or Tribunal’s decision. But even if they don’t, ...
www.professions.com.au/Files/Ross_Donaldson_presentation.doc -
Disciplinary procedures -
Disciplinary procedures at TAFE Open Learning Section 70 of the Vocational
Education, Training and Employment Act 2000 provides for action against
employees ...
www.openlearning.tafe.qld.gov.au/student_services/policy/discipline.html - 16k -
Disciplinary
He/she will be advised of the reason for the warning, that it is the first stage of the
disciplinary procedure, and of his/her right of Appeal. ...
www.wmin.ac.uk/page-435 - 18k -
Collective bargaining lifts pay and community standards say unions ...
21 Jun 2008 ... The Australian Council of Trade Unions (ACTU) is the only peak
council
and national centre representing the Australian workforce.
www.actu.asn.au/Media/Mediareleases/
File Format: PDF/Adobe Acrobat - View as HTML
Fair Work Australia will be required to approve agreements within 7 days. AWA
individual contracts abolished:. collective bargaining rights for workers ...
www.rightsatwork.com.au/collectivebargaining -
Collective bargaining
The collective bargaining process allows two or more competing businesses to
negotiate a deal for the sale or purchase of products or services with a common ...
www.business.gov.au/Business+Entry+Point/Business+Topics/Fair+trading/Collectiv
e+bargaining.htm - 22k -
Industrial Disputes Act 1947 (India) - What does IDA stand for ...
Definition of Industrial Disputes Act 1947 (India) in the list of acronyms and
abbreviations provided by the Free Online Dictionary and Thesaurus.
acronyms.thefreedictionary.com/Industrial+Disputes+Act+1947+(India) - 31k -
The Industrial Disputes Act, 1947, SSI Regulations, Income Tax ...
Rules, regulations, approvals, excise duties & sales taxes pertaining to Small Scale
Industries, The Industrial Disputes Act, 1947, SSI Regulations, ...
exim.indiamart.com/ssi-regulations/industrial-disputes-act.html - 39k
WORKER PARTICIPATION
A participatory/democratic consciousness or a set of beliefs and traits among the
work force and among management that tends to worker participation in ...
www.econ.unt.edu/lewis/wkrpart.html - 65k -
Workers' Participation in Management and Firm Performance ...
The relationship between workers’ participation in management and firm
performance is open to debate in economic theory. There has not yet been any
empirical ...
rrp.sagepub.com/cgi/content/abstract/36/3/358 -
[PDF]
Worker participation and productivity change
File Format: PDF/Adobe Acrobat - View as HTML
MONTHLY LABOR REVIEW September 1984 " Worker Participation and
Productivity Change. usher in a new era of labor-management cooperation. This, ...
www.bls.gov/opub/mlr/1984/09/art5full.pdf -
EMPLOYEE EMPOWERMENT
EMPLOYEE EMPOWERMENT is a key to success in new knowledge-driven
enterprises. Employee empowerment helps you harvest the creative and emotional
power of all ...
www.1000ventures.com/business_guide/crosscuttings/employee_empowerment.htm
l - 102k -
employee empowerment
Employee Empowerment: Management giving power to the people - Thinking
Managers by Edward de Bono and Robert Heller.
www.thinkingmanagers.com/management/employee-empowerment.php - 49k -
Employee Empowerment
Employees have the ability to take on more responsibility and authority. Provide
employees with the means for making influential decisions.
www.asq.org/learn-about-quality/employee-involvement/overview/overview.html -
EMPLOYEE EMPOWERMENT: Democracy or Delusion?
File Format: PDF/Adobe Acrobat
employee empowerment is intended to reduce the mental anguish, ... Thus
described, employee empowerment is advanced as a means to enhance the quality
of the ...
www.innovation.cc/peer-reviewed/doughty-emp.pdf -
Quality circle -
A Quality Circle is a volunteer group composed of workers (or even students) who
meet to discuss workplace improvement, and make presentations to management ...
en.wikipedia.org/wiki/Quality_circle - 20k -
Quality Circles
File Format: Microsoft PowerPoint -
Participation in Quality Circles needs to strictly be voluntary. If members are forced
to participate, it does not allow for a conducive team building ...
www.freequality.org/.../www_freequality_org/documents/Training/Classes
%20Spring%202002/Quality%20Circles.
HR Audit
I am working as a Human Resource Manager with a Telecom company in India.
We need to begin HR Audit for our circles of operation. ...
www.e-hresources.com/Samples/sample3.html -
GoArmy.com > Careers & Jobs > Human Resource Information System ...
Information on the Army and its Soldiers and Officers needs to be very organized
and properly documented. It's the Human Resources Information System ...
www.goarmy.com/JobDetail.do?id=5 - 38k - Cached - Similar pages - Note this
Ethical Issues In Human Resources, from Society for Human Resource ...
Ethical Issues In Human Resources. Topics: Business Ethics ... Training,
Management and Leadership Skills for New Managers. Tools & Templates ...
jobfunctions.bnet.com/abstract.aspx?docid=81071 -
[PDF]
Knowledge Management and e-Human Resource Management
File Format: PDF/Adobe Acrobat
Electronic Human Resource Management (eHRM) is. a web-based tool to
automate and support HR proc-. esses. The implementation of eHRM is an
opportunity ...
km.aifb.uni-
karlsruhe.de/ws/LLWA/fgwm/Resources/FGWM03_08_Ernst_Biesalski.pdf -
Would you like to join professional associations? If yes, visit the International
Association for Human Resource Information at www.ihrim.org/ the Society for
Human Resource Management at www.shrm.org/, The Association for Human
Resources Management in International Organizations at www.ahrmio.org and the
International Industrial Relations Association at www.iira.org.
Global Recruitment: This section deals with sources and motivation for
global recruitment. Visit www.harzing.com/
HR Scorecard
The HR scorecard is a method for Human Resources to position itself as a
strategic planning partner with line managers and executives in the organization. ...
www.e-hresources.com/Samples/sample9.html - 8k -
HR Scorecard
Sample Question - HR Scorecard. QUESTION. What are the challenges of following
the 7-step model presented in The HR Scorecard? ...
www.e-hresources.com/Samples/sample20.htm - 12k -
9 Jun 2005 ... This paper will discuss human resource development (HRD) in the
context of the. Learning and Growth perspective of the Balanced Scorecard ...
www.ifla.org/IV/ifla71/papers/075e-Cribb.pdf -
books.google.com.au/books?isbn=1578511364...
Talent Management
Talent management - Wikipedia, the free encyclopedia
Talent management refers to the process of developing and integrating new
workers, developing and keeping current workers and attracting highly skilled ...
en.wikipedia.org/wiki/Talent_Management - 18k -
Competency Mapping
Competency Mapping
Competency Mapping: What Is It and How It Can Be Done by Individuals ...
Competency mapping is a process an individual uses to identify and describe ...
www.careertrainer.com/Request.jsp?lView=ViewArticle&Article=OID%3A112409
- 38k -
Competency mapping
31 Jan 2005 ... After all, Level 3 of PCMM is focused on the competency
framework in an organisation. Is the underlying principle of competency mapping
just ...
www.expresscomputeronline.com/20050131/technologylife01.shtml - 30k
3) HRM Practices
Source:
http://www2.agsm.edu.au/agsm/web.nsf/AttachmentsByTitle/CCHREPO
RT2003/$FILE/CCH+Final+2003.pdf
4. The Effects of Human Resource Management
Practices on Productivity
Volunteer HR Management
Rating Needs
Indicator Met N/A
* Work
13. The organization has a clearly defined purpose of the role
E
that volunteers have within the organization.
14. Job descriptions exist for all volunteer positions in the
E
organization.
15. The organization has a well-defined and communicated
volunteer management plan that includes a recruitment policy,
description of all volunteer jobs, an application and interview
R process, possible stipend and reimbursement policies, statement
of which staff has supervisory responsibilities over what
volunteers, and any other volunteer personnel policy
information.
16. The organization follows a recruitment policy that does not
E discriminate, but respects, encourages and represents the
diversity of the community.
17. The organization provides appropriate training and
orientation to the agency to assist the volunteer in the
E
performance of their volunteer activities. Volunteers are offered
training with staff in such areas as cultural sensitivity.
18. The organization is respectful of the volunteer's abilities
and time commitment and has various job duties to meet these
R
needs. Jobs should not be given to volunteers simply because
the jobs are considered inferior for paid staff.
19. The organization does volunteer performance appraisals
periodically and communicates to the volunteers how well they
are doing, or where additional attention is needed. At the same
R
time, volunteers are requested to review and evaluate their
involvement in the organization and the people they work with
and suggest areas for improvement.
20. The organization does some type of volunteer recognition
or commendation periodically and staff continuously
R
demonstrates their appreciation towards the volunteers and
their efforts.
21. The organization has a process for reviewing and
A responding to ideas, suggestions, comments and perceptions
from volunteers.
22. The organization provides opportunities for program
A
participants to volunteer.
23. The organization maintains contemporaneous records
documenting volunteer time in program allocations. Financial
A
records can be maintained for the volunteer time spent on
programs and recorded as in-kind contributions.
Indicators ratings: E=essential; R=recommended; A=additional to strengthen
organizational activities
Source: http://www.managementhelp.org/org_eval/uw_hr.htm
ABSTRACT
This paper presents the first empirical evidence on the nature and effects
of human resource practices (HRM) in the Finnish manufacturing sector.
In the analysis, we use the novel survey on HRM practices, based on a
representative random sample from the population of the Finnish
manufacturing firms who had 50 or more employees in 2005. In the
sample, we have firm-level information on several HRM and employee
participation practices of 398 firms, which is 38% of the firms in the
population and almost 50% of the survey respondents. To study how
HRM practices affect the level of firm productivity, we first combined the
HRM survey data with financial statement data and then estimated cross-
sectional and panel data estimators for the Cobb-Douglas production
functions. We find that both the incidence of employee participation
practices and the incidence of HRM tools have increased in the
manufacturing sector from 2002 to 2005. The empirical findings support
the view of a positive association with the HRM practices and the level of
firm productivity. Perhaps more importantly, however, we find that not
all forms of employee financial and decision-making participation
practices have favourable productivity effects : consultative committee
and profit sharing scheme has a positive effect, but other practices do not
have statistically significant effects.
Source: http://ideas.repec.org/p/rif/dpaper/1121.html
Abstract
Source: http://cje.oxfordjournals.org/cgi/content/short/27/2/243
11.Human Resource Management - Policies and Practices
You will:
Source:
http://www.som.cranfield.ac.uk/som/executive/course/overview.asp?
id=38
Source: http://jobfunctions.bnet.com/abstract.aspx?docid=167962
Overview
http://whitepapers.silicon.com/0,39024759,60133468p,00.htm
Source:
Source:
http://www.rci.rutgers.edu/~schuler/mainpages/GainingCompAdvantage
HRMpractices.pdf
Source:
http://findarticles.com/p/articles/mi_qa5440/is_200212/ai_n21323460
Source:
http://www.routledgebusiness.com/books/The-Influence-of-Culture-on-
Human-Resource-Management-Processes-and-Practices-
isbn9780805845990
18. Institutional and rational Determinants of Organisational
Practices: Human Resource Management in European Firms
Source :
http://www.geocities.com/Athens/Forum/1650/abrdHRMINEUROPEAN
FIRMS.htm
ABSTRACT
This paper examines the influence of unions on 37 human resource
management practices, ranging from hiring policies to promotion
practices. The logistic regression results show that unionization is
positively associated with a more formal approach to human resource
management. There is, however, a shift from performance-based payment
systems and performance appraisal (P.A.) functions in unionized settings.
The results also indicate that union firms are more selective of new hires
by adopting a formal probationary period for new employees. Last, the
estimates suggest that the impact of unions on training programs varies
with the nature of the programs.
Source: http://www3.interscience.wiley.com/journal/120796135/abstract
20. Regulating for best practice in human resource management:
The impact of the good employer obligation
Abstract
The aim of this thesis is to assess the impact of the 'good employer'
directive (s.56, State Sector Act 1988) on Human Resource Management
(HRM) in the public sector. It is suggested that the aim of the directive
was to compel employers in the public sector to create an outcome of
employee well-being as an objective of the HRM function. This required
the use of an employee-centred model of HRM. As the State in New
Zealand is currently reviewing how it achieves this aim, this is an
opportune time to conduct a review of the directive. This study includes
an empirical examination of the objectives of the HRM function, together
with HRM practice in the four functional areas covered by the directive
(good and safe working conditions, recruitment and selection, training
and development, and equal employment opportunity) and employee
perceptions of well-being. A research framework was developed to
measure the impact of the good employer directive. This identified the
predicted relationships between the directive and HRM outcomes. The
main study was completed using a survey approach. In addition, a
number of smaller analyses using secondary data sources were also
undertaken. Results show the directive impacted on HRM policy
development and the use of employee centred HRM practice in the public
sector. Compared to the private sector, the public sector has higher levels
of policy development in the four areas covered by the directive, and
considerably more employee-centred practices in place. The judiciary
suggested that the directive placed a greater onus of responsibility on
public sector employers to be 'good', and analysis of statistical data show
the outcomes for equal employment opportunity groups specifically
targeted by the directive to be superior in this sector. However, from the
employees' perspective, these positive results do not have a significant
impact. As a consequence, any conclusions that the directive has been
effective in improving the outcomes for employees must be tempered.
The findings of this study contribute to the literature in a variety of
important ways. Some valuable insights have been gained into public
sector HRM and employee views about HRM. It is concluded that, whilst
the directive has impacted on HRM practice, there may be problems with
how the State in New Zealand seeks to define a 'good employer'.
Different functional areas of HRM appear to have a different impact on
employee well-being. Only those areas of HRM considered important to
employees are likely to produce desirable outcomes for employees.
Furthermore, perceptions of employee well-being are related to the
operationalisation of FIRM practice, but not to the numbers of HRM
practices. This provides empirical support for assertions that suggest that
the relationship between levels of HRM practice and employee well-
being is not as strong nor as important as the relationship that exists
between employee perceptions about actual practice and employee well-
being. This has implications for practitioners, suggesting it is the
importance placed on HRM, and the quality of HRM practice, together
that have the greatest potential to contribute to employee wellbeing.
Source: http://eprints.otago.ac.nz/536/