The future of HR management: Research needs and directions

Abstract

The contributors to this special issue provide unique perspectives and insights about the future of human resource management, and many of their ideas present opportunities for future research. Our intent is to focus on identifying and briefly discussing the key needs and directions suggested by these articles. The discussion is organized around four general themes: the HR function and its impact, the roles of HR professionals, the value of HR competencies, and the HR implications of globalization. © 2005 Wiley Periodicals, Inc.

Factors affecting the receivables turnover

“…Môžeme teda konštatovať, že hýbateľnom aktuálneho dňa v organizáciách, či podnikoch sú talenty. Môžeme sa stotožniť s názorom Roehlinga (2005), ktorý vo svoje publikácií Budúcnosť manažmentu ľudských zdrojov uvádza, že globalizácia je vysokou prioritou pre každý typ organizácie. Pokiaľ ide o oblasť riadenia ľudských zdrojov, prináša so sebou vzájomnú spoluprácu medzi manažérmi ľudských zdrojov, prináša so sebou kreovanie a udržiavanie organizačnej či podnikovej kultúry, ako aj rozvoj globálneho vodcovstva.…”

Motivation Preferences of Hungarian and Slovak Employees are Significantly Different

“…The authors say that movements in economy, domestic diversity and technology create new organisation demands propelling the human resources in some completely new directions. Human resource researchers maintain that changes are being triggered by globalization, increased generational diversity, and expanded interest in innovation and sustainability (Boudreau et al, 2014;Roehling et al, 2005). Today organization can easily change their material, needs, goods and services to other organization, or to other countries.…”

Integração Entre Gestão De Pessoas E Estratégia De Sustentabilidade: O Caso Natura

“…Um dos primeiros artigos com enfoque estratégico da gestão de pessoas foi publicado em 1981 (Wright, 1998) e, desde então diversos autores vêm tentando defender e demonstrar como RH se alinha (fit) e como contribui com a estratégia de negócio. É bem verdade que, no mundo da prática, as pesquisas constatam que o alinhamento entre gestão de pessoas e estratégia organizacional é ainda um grande desafio para a maioria das empresas (Lacombe & Chu, 2008;Roehling et al 2005;Lengnick-Hall, Lengnick-Hall, Andrade & Drake, 2009).…”