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	<title>Management Articles &#187; Human Resource Management</title>
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	<description>Management Articles</description>
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		<title>Objectives of HRM</title>
		<link>http://www.managementheaven.com/objectives-of-hrm/</link>
		<comments>http://www.managementheaven.com/objectives-of-hrm/#comments</comments>
		<pubDate>Wed, 16 Nov 2011 13:14:41 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Featured]]></category>
		<category><![CDATA[HR Introduction]]></category>
		<category><![CDATA[employee turnover]]></category>
		<category><![CDATA[Human Resource Decisions]]></category>
		<category><![CDATA[human resources]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=15456</guid>
		<description><![CDATA[Objectives are pre-determined goals to which individual or team activity within an corporation is directed. Objectives of HRM are affected by business objectives and individual and social goals. The main objective of HRM Human Resource Management is to make sure the supply of skilled and willing employees for an enterprise. ]]></description>
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		<title>Job Rotation as a Mechanism for Learning</title>
		<link>http://www.managementheaven.com/job-rotation-learning/</link>
		<comments>http://www.managementheaven.com/job-rotation-learning/#comments</comments>
		<pubDate>Sat, 12 Nov 2011 09:08:28 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Job Rotation]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=6978</guid>
		<description><![CDATA[This paper analyzes the costs and benefits of job rotation as a mechanism through which the firm learns about the employees' productivities and the profitability of different jobs or activities. We compare job rotation to an assignment policy where employees specialize in one job along their career.]]></description>
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		<title>Job Security and Work Absence</title>
		<link>http://www.managementheaven.com/job-security-work-absence/</link>
		<comments>http://www.managementheaven.com/job-security-work-absence/#comments</comments>
		<pubDate>Mon, 19 Sep 2011 09:54:06 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[insurance policies]]></category>
		<category><![CDATA[job security]]></category>
		<category><![CDATA[moral hazard]]></category>
		<category><![CDATA[Welfare Plans]]></category>
		<category><![CDATA[Work Absence]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=6370</guid>
		<description><![CDATA[We analyze the consequences for sickness absence of a selective softening of job security legislation for small firms. According to our differences-in-difference estimates, aggregate absence in these firms fell by 0.2-0.3 days per year.  This aggregate net figure hides important effects on different groups of employees.]]></description>
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		<title>Understanding Leadership A Coordination Theory</title>
		<link>http://www.managementheaven.com/leadership-coordination-theory/</link>
		<comments>http://www.managementheaven.com/leadership-coordination-theory/#comments</comments>
		<pubDate>Fri, 15 Apr 2011 06:37:00 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[Operations Papers]]></category>
		<category><![CDATA[coordination games]]></category>
		<category><![CDATA[coordination theory]]></category>
		<category><![CDATA[game theory]]></category>
		<category><![CDATA[leadership behavior]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=11072</guid>
		<description><![CDATA[Important aspects of leadership behavior can be rendered intelligible through a focus on coordination games. The concept of common knowledge is shown to be particularly important to understanding leadership&#8230; Contents SOME BASIC GAME THEORY IDEAS Social Dilemmas in Social Science Research Cooperation and Coordination Games The Neglect of Coordination Problems THE UBIQUITY OF COORDINATION PROBLEMS [...]]]></description>
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		<title>Effects of Group Incentives in an Indian Firm</title>
		<link>http://www.managementheaven.com/effects-group-incentives/</link>
		<comments>http://www.managementheaven.com/effects-group-incentives/#comments</comments>
		<pubDate>Fri, 15 Apr 2011 06:10:30 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[group incentives]]></category>
		<category><![CDATA[incentive schemes]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=11304</guid>
		<description><![CDATA[Title: The Effects of Group Incentives in an Indian Firm &#8211; Evidence from Payroll Data Conventional wisdom suggests that group incentive schemes are often rendered useless in firms and organizations that attempt to implement them due to both the first and second-order free-rider problems. This paper estimates the effects of group incentives on productivity, pay [...]]]></description>
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		<title>Venture Capital as Human Resource Management</title>
		<link>http://www.managementheaven.com/venture-capital-human-resource-management/</link>
		<comments>http://www.managementheaven.com/venture-capital-human-resource-management/#comments</comments>
		<pubDate>Wed, 02 Feb 2011 07:36:52 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Entrepreneurship]]></category>
		<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[Human Resource Management]]></category>
		<category><![CDATA[information transfer]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[small businesses]]></category>
		<category><![CDATA[stockholders]]></category>
		<category><![CDATA[venture capital]]></category>
		<category><![CDATA[venture capitalists]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=8941</guid>
		<description><![CDATA[Venture capitalists add value to portfolio firms by obtaining and transferring information about senior managers across firms over time. Information transfer occurs on a significant scale and takes place both among a single venture capitalist’s portfolio firms and between different venture capitalists’ firms via a network of venture capitalists, which venture capitalists use to locate [...]]]></description>
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		<title>Performance Pay, Sorting and Social Motivation</title>
		<link>http://www.managementheaven.com/performance-pay-social-motivation/</link>
		<comments>http://www.managementheaven.com/performance-pay-social-motivation/#comments</comments>
		<pubDate>Thu, 27 Jan 2011 08:59:48 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[performance related pay]]></category>
		<category><![CDATA[productive employees]]></category>
		<category><![CDATA[social motivation]]></category>
		<category><![CDATA[variable pay]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=7057</guid>
		<description><![CDATA[Variable pay creates a link between pay and performance but may also help firms in attracting more productive employees. Our experiment investigates the impact of performance pay on both incentives and sorting and analyzes the influence of repeated interactions between firms and employees on these effects. We show that (i) the opportunity to switch from [...]]]></description>
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		<item>
		<title>Working Conditions, Absence and Gender &#8211; a Multilevel Study</title>
		<link>http://www.managementheaven.com/working-conditions-absence-gender/</link>
		<comments>http://www.managementheaven.com/working-conditions-absence-gender/#comments</comments>
		<pubDate>Thu, 27 Jan 2011 07:34:19 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[group cohesion]]></category>
		<category><![CDATA[productivity losses]]></category>
		<category><![CDATA[sick leave]]></category>
		<category><![CDATA[working conditions]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=8051</guid>
		<description><![CDATA[In this paper we use data that combines employment records with employee survey responses to study to what extent psychosocial working conditions, measured at the work group level, relate to individual short-term and long-term sick leave. In order to take interdependencies of workers and work groups into consideration we use multilevel modeling as our modeling [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Incentives in Business and Academia</title>
		<link>http://www.managementheaven.com/incentives-business-academia/</link>
		<comments>http://www.managementheaven.com/incentives-business-academia/#comments</comments>
		<pubDate>Tue, 04 Jan 2011 10:19:37 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[compensation policy]]></category>
		<category><![CDATA[incentive theory]]></category>
		<category><![CDATA[performance evaluation]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=7477</guid>
		<description><![CDATA[This paper discusses some issues of compensation policy in business and academia from the perspectives of incentive theory, other theories, and empirical research. The main conclusion is that mechanical rules for performance-related pay are likely to be inferior to more subjective performance evaluation criteria. Formalized performance pay, where pay is directly linked to measures of [...]]]></description>
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		</item>
		<item>
		<title>Human capital is the key to the IT productivity paradox</title>
		<link>http://www.managementheaven.com/human-capital-it-productivity/</link>
		<comments>http://www.managementheaven.com/human-capital-it-productivity/#comments</comments>
		<pubDate>Sat, 01 Jan 2011 08:51:32 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[human capital]]></category>
		<category><![CDATA[information technology]]></category>
		<category><![CDATA[productivity growth]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=3932</guid>
		<description><![CDATA[Unlike previous analysis, we consider (i) possible externalities in the use of IT and (ii) IT and human capital interactions. Examining, hypothetically, the statistical consequences of erroneously disregarding (i) and (ii) we shed light on the small or negative growth effects found in early studies of the effects of IT on productivity growth, as well [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Temporary Jobs and On-the-Job Training &#8211; A Negative Nexus?</title>
		<link>http://www.managementheaven.com/on-the-job-training/</link>
		<comments>http://www.managementheaven.com/on-the-job-training/#comments</comments>
		<pubDate>Wed, 01 Dec 2010 10:29:52 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[on the job training]]></category>
		<category><![CDATA[staff training]]></category>
		<category><![CDATA[temporary jobs]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=4410</guid>
		<description><![CDATA[This paper investigates temporary jobs and on-the-job training. The analysis focuses on how the incidence and the amount of OJT differ between workers who hold temporary jobs vis-à-vis workers who hold open-ended jobs. An important aspect is also possible disparities between the genders, and between native Swedes and foreign-born workers. The results show that the [...]]]></description>
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		<title>Restructuring Production and Work</title>
		<link>http://www.managementheaven.com/restructuring-production-work/</link>
		<comments>http://www.managementheaven.com/restructuring-production-work/#comments</comments>
		<pubDate>Thu, 25 Nov 2010 07:45:24 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Economics Papers]]></category>
		<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[business management]]></category>
		<category><![CDATA[holistic organizations]]></category>
		<category><![CDATA[organizational restructuring]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=6232</guid>
		<description><![CDATA[The paper analyzes the contemporary organizational restructuring of production and work and derives some salient implications for the labor market. The analysis focuses on the switch from occupational specialization at “Tayloristic” organizations to multi-tasking at “holistic” organizations. The restructuring process is shown to create demands for new combinations of skills and thereby resegment” the labor [...]]]></description>
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		</item>
		<item>
		<title>Executive Compensation Based on Asset Values</title>
		<link>http://www.managementheaven.com/executive-compensation-asset-values/</link>
		<comments>http://www.managementheaven.com/executive-compensation-asset-values/#comments</comments>
		<pubDate>Sun, 26 Sep 2010 14:27:45 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[ceo compensation]]></category>
		<category><![CDATA[compensation schemes]]></category>
		<category><![CDATA[credit default swaps]]></category>
		<category><![CDATA[executive compensation]]></category>
		<category><![CDATA[incentive compensation]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=4257</guid>
		<description><![CDATA[This paper describes how credit default swaps could be employed to create performance based executive compensation portfolios that reflect the value of a firm’s debt as well as equity; i.e. the total value of all a firm’s assets. So-called Asset Value Unit (AVU) compensation portfolios are defined and compared to ordinary (long-term incentive) stock compensation [...]]]></description>
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		<title>Internal corporate venturing during organisational change</title>
		<link>http://www.managementheaven.com/corporate-venturing-organisational-change/</link>
		<comments>http://www.managementheaven.com/corporate-venturing-organisational-change/#comments</comments>
		<pubDate>Thu, 23 Sep 2010 12:10:14 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[Knowledge Management]]></category>
		<category><![CDATA[corporate venturing]]></category>
		<category><![CDATA[external challenges]]></category>
		<category><![CDATA[organisational change]]></category>
		<category><![CDATA[strategic change]]></category>
		<category><![CDATA[strategy formation]]></category>
		<category><![CDATA[turbulent environments]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=3178</guid>
		<description><![CDATA[Organisations have to deal with increasingly complex and turbulent environments, which demand that they continuously change and adapt to new circumstances or challenges. One way for organisations to cope with these challenges is to manage the strategy-making process in order to ensure that a continuous stream of new ideas and initiatives create new opportunities and [...]]]></description>
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		<title>Communication in the boardroom</title>
		<link>http://www.managementheaven.com/communication-boardroom/</link>
		<comments>http://www.managementheaven.com/communication-boardroom/#comments</comments>
		<pubDate>Sun, 19 Sep 2010 10:02:05 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[HR Papers]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[good governance]]></category>

		<guid isPermaLink="false">http://www.managementheaven.com/?p=4147</guid>
		<description><![CDATA[Communication is at the core of good governance, yet, because of data constraints, research on boardroom communication is almost nonexistent. I examine communication in the boardroom using a survey of the entire population of directors and CEOs of publicly-traded firms. The survey contained questions about information exchange, debate, the directors&#8217; relationship with management and directors&#8217; [...]]]></description>
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