Appelbaum, S. & Fewster, B. (2003). Global aviation human resource management: Contemporary compensation and benefits practices. Management Research News, 26(7), p 59-71 This research paper focused on contemporary compensation and benefit practices within the commercial airline industry. While the fictional company that will used for my portfolio paper is not in the airline industry, the nuclear and airline industry does have some similarities, such as traditional, top-down, highly divisional zed business model. Information from this research paper will be included in the compensation portion of the portfolio, including information on monetary and non-monetary compensation options.
Bechet, T. (2000). Developing staffing strategies that …show more content…
However, Bechet believes that that many companies should move away for the typical strategic workforce planning process and instead use modern approaches to make the outcome more meaningful and relevant for the company. Overall, the writer good reasons why the existing process should be updated and what different approaches companies could consider implementing. For example, typically strategic workforce planning focuses on all positions within the company. A better approach would be to focus on the jobs where a proactive staff approach is needed or jobs that would be hard to quickly fill. The information on focusing on the key positions with the company during the staff process will be included in the paper under the staffing section.
Brauns, M. (2013). Aligning strategic human resource management to human resources, performance and reward. International Business & Economics Research Journal, 12(11), p …show more content…
The study was conduct on Czech top 100 companies; however, as the author stated many of the practices described in the paper are universal human resource practices that could be applied to any company. The author did stress that regardless if an item is identified as a best practices, it must be determined to be a good fit for the organization before any practices would be implemented. Information from this study will be used in various sections of the portfolio assignment.
Weiss, D. & Finn, R. (2005). HR metrics that count: Aligning human capital management to business results. Human Resource Planning, 28(1), p 33-38 This research explored current human resources metrics and the need to more metrics that are aligned with business strategy. I choose this article as I was unsure what key performance measurements (KPM) are and I wanted to learn more about them. While the paper did a good job of reviewing current metrics and the why better metrics are needed, the paper did not cover what would better metrics. The paper also did not cover how current metrics could be improved upon. The article was hopeful to get a general understanding of KPM’s. I am unsure at this time what information from this article, if any, will be used in the portfolio
Bechet, T. (2000). Developing staffing strategies that …show more content…
However, Bechet believes that that many companies should move away for the typical strategic workforce planning process and instead use modern approaches to make the outcome more meaningful and relevant for the company. Overall, the writer good reasons why the existing process should be updated and what different approaches companies could consider implementing. For example, typically strategic workforce planning focuses on all positions within the company. A better approach would be to focus on the jobs where a proactive staff approach is needed or jobs that would be hard to quickly fill. The information on focusing on the key positions with the company during the staff process will be included in the paper under the staffing section.
Brauns, M. (2013). Aligning strategic human resource management to human resources, performance and reward. International Business & Economics Research Journal, 12(11), p …show more content…
The study was conduct on Czech top 100 companies; however, as the author stated many of the practices described in the paper are universal human resource practices that could be applied to any company. The author did stress that regardless if an item is identified as a best practices, it must be determined to be a good fit for the organization before any practices would be implemented. Information from this study will be used in various sections of the portfolio assignment.
Weiss, D. & Finn, R. (2005). HR metrics that count: Aligning human capital management to business results. Human Resource Planning, 28(1), p 33-38 This research explored current human resources metrics and the need to more metrics that are aligned with business strategy. I choose this article as I was unsure what key performance measurements (KPM) are and I wanted to learn more about them. While the paper did a good job of reviewing current metrics and the why better metrics are needed, the paper did not cover what would better metrics. The paper also did not cover how current metrics could be improved upon. The article was hopeful to get a general understanding of KPM’s. I am unsure at this time what information from this article, if any, will be used in the portfolio