Human resource management (HRM) is

Human resource management (HRM) is a term that is now widely used but very loosely defined. In this paper argued that if the concept is there any social scientific value, should be defined in a certain way to distinguish it from the traditional human resource management and enables the development of the testable hypotheses about its effects. Based on theoretical research in the field of organizational behavior that is proposed HRM includes a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. In this model, collective labor relations have, at best, only a small role. Despite the obvious attractions of HRM to managements, there is little evidence of any quality of its impact. Moreover, very few UK organizations appear to practice a particular form of human resource management, although many are moving slowly in that direction by, for example, the policy on the involvement of employees.

Results (English) 1:

Human resource management (HRM) is a term that is now widely used but very loosely defined. In this paper argued that if the concept is there any social scientific value, should be defined in a certain way to distinguish it from the traditional human resource management and enables the development of the testable hypotheses about its effects. Based on theoretical research in the field of organizational behavior that is proposed HRM includes a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. In this model, collective labor relations have, at best, only a small role. Despite the obvious attractions of HRM to managements that, there is little evidence of any quality of its impact. Moreover, very few UK organizations appear to practice a particular form of human resource management, although many are moving slowly in that direction by, for example, the policy on the involvement of employees.

Results (English) 2:

Human resource management (HRM) is a term now widely used nằm but very loosely defined. In this paper the concept is argued có if there any social scientific value, shouldnt be defined in A Certain Way to Distinguish it from the traditional human resource management and the development of the testable bật Hypotheses about nó effects. Based on theoretical research in the field of organizational behavior nằm proposed HRM includes a set of policies to maximize organizational Designed integration, employee Commitment, flexibility and quality of work. In this model, Collective labor relations have, at best, only a small role. Despite the attractions of HRM to managements Obvious, there is little quality of ITS Evidence of any impact. Moreover, very few What vẻ Organizations UK to practice a form of human resource một management, although many are moving in có Slowly direction by, for example, the policy on the Involvement of employees.