THE APPLICATION OF HUMAN RESOURCES MANAGEMENT DESIGN FOR ENHANCING OUTPUT IN AGRICULTURAL COMPANIES
Keywords:
HR Organizational Structure, HR Management Design, Agricultural Companies, HR Responsibilities, Human Resource Management.Abstract
The present stateofHR management duties and responsibilities as theyrelate to Agricultural Companies and design is discussed in this article. Furthermore, based on the findings of a main study, it describes the functions of HR in organizations that have altered their HR departments in terms of HR Management Design concepts, both theoretically and practically. The purpose of this paper is to present the roles and duties in HR structures inside organizations, as well as the effects of these changes on HR departments' effectiveness. Another purpose of the article is to define the tasks and obligations of the newly created HR Management Design job in these firms. It also houses an organization with one of the most well-remodeled HR departments in the country, and whose internal clientele evaluate its services as good.
Downloads
References
Lawler, Edward E.(2005).From humanre source management to organizational effectiveness. Human Resource Management, 44(2): 165-169.
Armstrong,G.(2005). Differentiation through people: How can HR move beyond business partner? Human Resource Management, 44(2): 195-199.
Dvoráková, Z.(2012).Rízenílidskýchzdroju.Prague:C.H.Beck.
Goodge, P.(2011).Transform HR. Strategic HR Review, 10(2):40-41.
CIPD. (2012). The changing hr function,
[http://www.cipd.co.uk/NR/rdonlyres/9FC78BA5-B992-40B8- 85ED8FA5C3F9FACC/0/chnghrfunc.pdf].
Block, P.(2001).The flawless consulting field book & companion: Aguideto understanding your expertise. SanFrancisco: Jossey-Bass/Pfeiffer.
Svoboda, M., Schroder, S. (2001). Transforming human resources in the new economy: Developing the next generation of global HR managers at deutsche bank AG. Human Resource Management, 40(3): 261-273.
Ulrich, D.(1997). Human resource champions: The next agenda for adding value and delivering results. Harvard: Harvard Business School Press.
Cascio, W.F.(2005).From business partner to driving business success: The next step in the evolution of HR management. Human Resource Management, 44(2):159-163.
Labedz, C. S., Lee, J. (2011). The mental models of HR professionals as strategic partners. Journal of Management and Organization, 17(1): 56-76.
Hunter, I., Boroughs, A., Saunders, J., Constance, S. (2006).HR Business Partners: Emerging Service Delivery for the HR. Aldershot: Gower Publishing, Ltd.
McGrory, A.(2012).More employers expect to modify HR structure. Benefits Selling. Breaking News.
Kenton,B., Yarnall, J.(2005).HR-The Business Partner:Shaping a New Direction.
Oxford:Butterworth-Heinemann.
Šikýr, M. (2013). Best Practices in Human Resource Management: The Source of Excellent Performance andSustained Competitiveness. Central European Business Review, 2(1): 43-48.
Ulrich, D.(2007).The new HR organization. Workforce Management, 86
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
