London: Routledge. Maurice‚ M.‚ Sellier‚ F. and Silvestre‚ J.J. (1986) The Social Foundations of Industrial Power‚ Cambridge‚ MA: MIT Press. Kostova‚ T. (1999). Transnational transfer of strategic organizational practices: A contextual perspective. Academy of Management REview‚ 24(2): 308-324 Horng‚ C Youndt‚ M. A.‚ Snell‚ S.A.‚ Dean‚ J.W.‚ Jr.‚ & Lepak‚ D. P. (1996). Human resource management manufacturing strategy‚ and firm performance. Academy of Management Journal‚ 39: 949-969. Taira‚ K. (1990). From
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(Panera Bread‚ 1999). It serves healthy food alternatives to the food you normally find in a fast food restaurant. They serve bread that is baked right in the store‚ sandwiches‚ soup‚ salads‚ and a variety of hot and cold beverages. The company provides a comfortable environment for its customers. It hires employees who share the company’s pride. Panera Bread is a company
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Microsoft mainly targeted the stars. Stars are the core employees that can add value to the organization through their knowledge‚ skills and abilities (Boselie‚ 2010). At Microsoft there has been a hands on mentality made for ambitious people. Lepak and Snell (2007) built a theory about different employees and its HR strategies. Microsoft has an internalized and relational focus with its employees. Strategic value of employees is high because employees are given high autonomy. In general all employees
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Princeton‚ NJ‚ USA: Princeton University Press Barney‚ J Becker.‚ E. B.‚ Huselid.‚ A. M.‚ Ulrich. D. (2002). Six Key Principles for Measuring Human Capital Performance in Your Organisation. State University of New York at Buffalo CampbellJ Kaifeng‚ J.‚ Lepak‚ D. P.‚ JIA‚ J.‚ & Baer (2012). How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytical Investigation of Mediating Mechanisms. Academy Of Management Journal‚ 55(6)‚ 1264-1294. Ho‚ H.‚ Ting‚ W. G. (2013). Does human resource
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the correction system rather they are pre-trail detainee or sentenced inmates are there for the most common offence such as drug-related offence‚ property offence‚ violent offence‚ and public order offence in both prison and jail (Greenfeld and Snell‚ 1999). These incarcerated women pose no violent threat to the general public. These women come from disadvantaged backgrounds and faces economic and social problems with only a high school diploma if that‚ have a child(ren) and not married‚ low income
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the HRM policy areas. TYPES OF E-HRM:- Based on the current literature‚ E-HRM can be distinguished into 3 categories in the companies as per their focus areas‚ which are: operational‚ relational‚ transformational E-HRM (Wright &Dyer‚ 2000‚ Lepak & Snell‚ 1998‚). • Operational E-HRM: - this area involves the basic HR activities. In some organizations‚ the HRM gives importance to administration
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Human capital and performance: A literature review Dr. Philip Stiles Mr. Somboon Kulvisaechana The Judge Institute of Management University of Cambridge Trumpington Street Cambridge CB2 1AG Human capital and performance: A literature review CONTENTS Human capital in context: The resource-based view of the firm Human capital and complementary capitals Intellectual capital Social capital Organisational capital Knowledge Human capital and performance Bundles of human resources Contingency or
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"I feel like a man who has been asleep somewhat and under someone else’s control. I feel what I’m thinking and saying now is for myself. Before‚ it was for and by the guidance of Elijah Muhammad. Now I think with my own mind." (Jones) Malcolm X was an important figure in the struggle for black rights. Originally‚ he followed the principles set out by Elijah Muhammad and the Nation of Islam and preached their views without questioning them‚ but eventually he developed his own unique opinions and methods
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these goals and to determine how the goals will be accomplished are decided in advance. Bateman and Snell (2009) stated “Planning activities include analyzing current situations‚
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Workforce planning is the ongoing balancing act that ensures the right individuals with the right skills at right place at the right time‚ to meet a organization’s current and future objectives (Lepak & Gowan‚ 2010). According to Lepak and Gowan (2010)‚ environmental influences are the pressure that exists outside companies that managers must consider to strategically manage their employees. The number of employees keeps on changing in different departments of an organization. Managers need to
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