The future of HR: plus ca change, plus c'est la meme chose
Article Abstract:
It is predicted that the future of human resource (HR) management will not differ dramatically from the present. One argument for this forecast is that very few of the HR practices in the 1950s and 1960s became obsolete. Another argument is that many of HR activities that have been outsourced, insourced or just overlooked are likely to be returned to the HR department due to the increasing imperative for these activities to be done better. In addition, downsizing, outsourcing, insourcing and using contract workers have not consistently resulted in decreased costs, better quality, and higher employee morale and customer satisfaction. It is proposed that it is not necessary to abandon traditional HR management to achieve the desired results. Rather, the HR function should continue performing its traditional tasks well but in a way that supports broader business objectives.
Publication Name: Human Resource Management
Subject: Human resources and labor relations
ISSN: 0090-4848
Year: 1997
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The transfer of human resource management technology in Sino-U.S. cooperative ventures: problems and solutions
Article Abstract:
Chinese and US human resource management systems are contrasted with regard to fundamental organization and to work-related assumptions concerning people and performance, training and development, rewards, and educational background of human resources practitioners. Key differences that impede the modernization of human resource management practices in Sino-US cooperative ventures are identified, and a framework for introducing modern human resources management practices into these ventures is presented. Implications for research and practice that focus on integrating individuals with the enterprise and on integrating the enterprise with social and economic goals are discussed.
Publication Name: Human Resource Management
Subject: Human resources and labor relations
ISSN: 0090-4848
Year: 1988
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Chinese women managers: a comparison with their U.S. and Asian counterparts
Article Abstract:
Research was conducted on the general conditions, education, and future opportunities of 150 women managers in the People's Republic of China as compared to their US and Southeast Asian counterparts. Chinese female managers: have little job mobility; recommend the political-ideological route to higher levels of management; are comparatively less educated; progress under a patrilineal tradition; and work the most hours per week. Chinese women managers are slowly gaining more opportunities in job selection.
Publication Name: Human Resource Management
Subject: Human resources and labor relations
ISSN: 0090-4848
Year: 1988
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