How Halfords put its HRM into top gear
Article Abstract:
The successful improvement of productivity, the management of superstores, and the introduction of car servicing by Halfords, Britain's largest retailer of bicycles and car accessories, illustrate the impact of business changes on human resource management. The management style changed from paternalistic to performance-oriented. The human resource management focused on organizational development, cultural management, supply of skilled employees, and improvements of the management process. The business was restructured, and a decentralized management system developed. The introduction of electronic point-of-sale technology produced an information explosion for branch managers and furthered the decentralization process. The personnel function is planning accelerated staff development programs to satisfy needs arising from future expansion.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1988
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Contrasting HRM responses in the changing world of computing
Article Abstract:
Warwick University's Center for Corporate Strategy and Change studied nine companies in the volatile computer industry to ascertain how they respond to the challenges of slower growth rates, less profitability, and new ways of building computers. The study suggests that adjustments to employment patterns is the major way in which the firms respond to challenges for change. Other changes take place in recruitment practices, methods of retaining employees, training programs, career development activities, corporate culture and structure, planning processes, and personnel functions. Among firms included in the study were IBM, DEC, Hewlett-Packard, and Wang.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1988
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The forces that trigger training
Article Abstract:
A personnel management study focusing on 20 firms between 1987 and 1988 by the University of Warwick reveals four factors which help or hinder the growth of training and development within an organization. The factors include: business strategic; external-internal labor market; internal training systems, management philosophy, and organization; and external training visibility and support. Research has discovered that the most successful firms have a combination of positive factors in all the areas, while unsuccessful firms have small amounts of positive factors and a number of negative factors.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1988
User Contributions:
Comment about this article or add new information about this topic:
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