Human Resources Strategy

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Niels P. Petersson - One of the best experts on this subject based on the ideXlab platform.

  • managing a people business in times of uncertainty Human Resources Strategy at ocean transport trading in the 1970s
    Enterprise and Society, 2018
    Co-Authors: Niels P. Petersson
    Abstract:

    This paper will examine the role of Human Resources in the business Strategy of Ocean Steam Ship Company (later Ocean Transport & Trading), one of the UK’s leading shipping firms, over the 1970s, a time of rapid and disruptive change for the shipping industry and of considerable difficulties for the UK economy. As a result of uncertainty over the development of the shipping industry in general and Ocean’s business in particular, managing staff numbers and career opportunities became key elements of the company’s overall business Strategy in these years. The paper examines the changing objectives of that Strategy, the means by which these objectives were pursued and the external constraints under which this had to take place. It will argue that Ocean found itself privileging the requirements of running a ‘people business’ over other strategic concerns and that external constraints prevented the firm from pursuing theoretically more appropriate strategies such as increased use of outsourcing and extricating itself from its UK-based, Human resource intensive business.

  • Managing a "People Business" in Times of Uncertainty: Human Resources Strategy at Ocean Transport & Trading in the 1970s
    Enterprise & Society, 2018
    Co-Authors: Niels P. Petersson
    Abstract:

    This paper will examine the role of Human Resources in the business Strategy of Ocean Steam Ship Company (later Ocean Transport & Trading), one of the UK’s leading shipping firms, over the 1970s, a time of rapid and disruptive change for the shipping industry and of considerable difficulties for the UK economy. As a result of uncertainty over the development of the shipping industry in general and Ocean’s business in particular, managing staff numbers and career opportunities became key elements of the company’s overall business Strategy in these years. The paper examines the changing objectives of that Strategy, the means by which these objectives were pursued and the external constraints under which this had to take place. It will argue that Ocean found itself privileging the requirements of running a ‘people business’ over other strategic concerns and that external constraints prevented the firm from pursuing theoretically more appropriate strategies such as increased use of outsourcing and extricating itself from its UK-based, Human resource intensive business.

Sonya Jalali - One of the best experts on this subject based on the ideXlab platform.

  • integrative approach in Human Resources Strategy formulation case study mdn company
    Procedia - Social and Behavioral Sciences, 2013
    Co-Authors: Dariush Gholamzadeh, Sonya Jalali
    Abstract:

    Abstract HR Strategy is the pattern of HR-related decisions. That is, the gestalt of negotiated people related policies and practices in use indeed the formulation and enactment of an HR Strategy designed to link HR policies and practices with the strategic goals and objective of the firm. The purpose of this research is Human Resources Strategy formulation for MDN Company. Integrative Model is used in this research, which is made from composition of rational and incremental attitude concepts, and according to strategic references points theory, particularly two main variables: internal labor market and/or external labor market and quality and quantity of control on work force or product of the work force, it introduces four main strategies, named paternalistic Strategy, commitment Strategy, free-agent Strategy and secondary Strategy. This model is a strategic Human Resources model that practically and really integrates company's strategies, Human Resources strategies and between operational systems. This research is implemented by survey research pattern. Population universe of the study includes directors of the company, which measure each determining variables of strategic reference points for every strategic occupations of the company. Data gathering instruments include questionnaire and interviewing. After processing of the data, strategic coordinates of the occupations were determined and appropriate strategic pattern of each occupation was identified. The results demonstrate that the appropriate Strategy for the main occupations is the commitment Strategy .and proper Strategy for service jobs is secondary Strategy Commitment attitude is a framework for reliance on the company's success in achieving its objectives.

  • Integrative Approach in Human Resources Strategy Formulation (Case Study: MDN Company)☆
    Procedia - Social and Behavioral Sciences, 2013
    Co-Authors: Dariush Gholamzadeh, Sonya Jalali
    Abstract:

    Abstract HR Strategy is the pattern of HR-related decisions. That is, the gestalt of negotiated people related policies and practices in use indeed the formulation and enactment of an HR Strategy designed to link HR policies and practices with the strategic goals and objective of the firm. The purpose of this research is Human Resources Strategy formulation for MDN Company. Integrative Model is used in this research, which is made from composition of rational and incremental attitude concepts, and according to strategic references points theory, particularly two main variables: internal labor market and/or external labor market and quality and quantity of control on work force or product of the work force, it introduces four main strategies, named paternalistic Strategy, commitment Strategy, free-agent Strategy and secondary Strategy. This model is a strategic Human Resources model that practically and really integrates company's strategies, Human Resources strategies and between operational systems. This research is implemented by survey research pattern. Population universe of the study includes directors of the company, which measure each determining variables of strategic reference points for every strategic occupations of the company. Data gathering instruments include questionnaire and interviewing. After processing of the data, strategic coordinates of the occupations were determined and appropriate strategic pattern of each occupation was identified. The results demonstrate that the appropriate Strategy for the main occupations is the commitment Strategy .and proper Strategy for service jobs is secondary Strategy Commitment attitude is a framework for reliance on the company's success in achieving its objectives.

Huang Ming-yuan - One of the best experts on this subject based on the ideXlab platform.

Jiang Zhen-jian - One of the best experts on this subject based on the ideXlab platform.

Wang Chen - One of the best experts on this subject based on the ideXlab platform.