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Human Resource Management at work (5th Edition) 2012

Authors:
Mick Marchington at The University of Manchester
Mick Marchington
Adrian Wilkinson at Griffith University
Adrian Wilkinson
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Human Resource Management at Work
5th Edition
Michael Marchington, Adrian Wilkinson
Published: March 2012
Pages: 640
ISBN: 1843982676
ISBN13: 9781843982678 •Description
•Contents
•Authors
•Reviews
HRM at Work, CIPD's flagship text, is ideal for anyone seeking a critical look at HRM theory and practice.
- Firmly established as a leading, authoritative HRM textbook
- Combines the latest academic research with a practical approach
- Encourages a critical awareness of HRM
- Includes case studies, real-world examples and activities linking theory with practice
New to this edition:
- Introduction focused on critiquing HRM
- New chapter on international and comparative HRM
- New case studies with an international perspective
- Extended coverage of employee engagement, and the role of the line manager
- More on talent management, knowledge management and leadership
- New chapter on HRM and performance
- Completely updated material, literature and survey data
Online resources:
- PowerPoint Slides
- Lecturer Guides
... Job analysis can be done using a variety of techniques which vary in terms of sophistication, cost, convenience and acceptability and all these need to be considered when deciding on what method to employ (Marchington & Wilkinson, 2007).The most commonly used however include; questionnaires, interviews, observation and diaries (Cooper et al., 2003;Taylor, 2002;Searle, 2003). Cooper et al., (2003) stressed that several of these techniques could be combined to ensure the development of a clear specification. ...
... The internet still plays a major role in the recruitment of employees and is widely used by larger organizations. The internet allows an organization to reach a larger and broader pool of applicants than other traditional methods while reducing the turnaround time and paperwork involved (Bach & Sisson, 2000;Marchington & Wilkinson, 2007). ...
... According to Marchington & Wilkinson (2007),it is worth stating that selection techniques cannot overcome failures in recruitment, they merely make them evident as no single technique is capable of producing perfect selection decisions that predicts with precision which individual will perform well in a particular role. ...
Impact of Human Resource Management on Recruitment and Selection of Transnational Bank in Port Harcourt, Nigeria
Article
Full-text available
  • Aug 2023
Human resource (HR) is considered to be vital, valuable, complicated and least predictable as it is the resource that processes other resources to enable the results of the processes attain the goals of the organization. Managing human resources to achieve competitive advantage is a challenging task, and it is more challenging for Multinational Corporations (MNCs) cutting across various countries with dissimilar cultures and legislations. The decision to adopt management practices from the home country of multinational corporations (MNCs) or to adjust such practices to suit the culture and environment of the host nation also remains a challenging responsibility. Owing to this challenge, MNC's have been severally cited by researchers as playing a major role in the divergence or convergence of selection practices in the globe.The aim of this study is to explore the effect of human resource management on recruitment and selection of Transnational Bank. The research is based on primary data sourced from employees of the case study organization. The primary data was collected by means of a well structured questionnaire distributed amongst the employees based on their positions. The findings and conclusions are based on the responses from the questionnaire relative to information already published in existing HR literatures. The study showed that multinationals still transfer their practices across border to their host countries. However, there is continued significance of traditional orientation and the national culture on their recruitment and selection practices. Notwithstanding these catalysts, evidence reveals that in some cases competency and the applicant's ability to perform the task still overrides all other influences. The study therefore concludes that, human resource management significantly influences recruitment and selection of transnational banks, Port Harcourt, Nigeria, and recommends that, management of Transnational Bank in Nigeria should focus on the cultural influences of recruitment and selection practices to ensure strategic fit.
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... This article attempts to fill this gap in the scholarly debate, proposing a literature review at the crossroad of DM and human resource management (Yadav and Lenka, 2021) in order to envision how they reciprocate to set the conditions for organisational inclusiveness (Özbilgin and Tatli, 2011) and improve organisational performance (Mavin and Girling, 2000). Since the main interest was to systematise formal organisational efforts to achieve inclusiveness in response to diverse-oriented strategies (Croitoru et al., 2022), we focused on conventional human resource management practices (e.g., recruitment and selection, training, compensation, and performance appraisal), as they are conceptualised in HRM manuals (Noe et al., 2022;Wilton, 2022;Armstrong and Taylor, 2020;Lussier and Hendon, 2020;Marchington et al., 2020;Wilkinson et al., 2019aWilkinson et al., , 2019b. They are embedded in explicit and tangible organisational efforts (Nguyen and Bryant, 2004) and can be identified in rules, regulations, and prescriptions (Sheehan et al., 2014). ...
... The conceptualisation of diversity affects its perception and shapes human resource management practices (Qin et al., 2014) • Human resource management practice: To explore the interconnection between DM and HRM, attention was paid to conventional HRM practices (recruitment and selection, employee development, performance appraisal, compensation) since we needed to identify widely acknowledged elements to be studied as functional for the aim of inclusiveness proposed by DM. A screening of the contents by the most acknowledged and recent HRM international manuals (Noe et al., 2022;Wilton, 2022;Armstrong and Taylor, 2020;Lussier and Hendon, 2020;Marchington et al., 2020;Wilkinson et al., 2019aWilkinson et al., , 2019b was performed to identify the practices to focus on, as they deal only with widely consolidated patterns (Veal, 2006). Our approach was to focus solely on the topics discussed across all sources. ...
Does it make sense to manage people 'diversely' A scoping review on human resource management practices rooted in diversity
Article
  • Jan 2024
The effectiveness of diversity management relies on its interplay with human resource management practices. Although scholars and practitioners have attempted to unravel the nexus between diversity management and human resource management, extant scientific knowledge is scattered. The article takes steps to fill this gap, delivering a scoping review to map the debate about the interaction of diversity management and human resource management, summarising extant evidence and envisioning avenues for further development. Three electronic databases were queried to assemble relevant contributions. Drawing on an initial dataset of 2,555 records, we arranged a knowledge core of 94 articles. The scoping review enabled us to articulate the attributes that recruitment and selection, training, performance appraisal, and compensation should possess to boost work inclusiveness. Although most contributions address single human resource management practices, inclusiveness requires systematic action to orient people management towards the value of diversity. Future developments should elicit the determinants of an integrated diversity management approach, embedding human resource management in a comprehensive organisational strategy that recognises the distinctive contribution of diversity and inclusiveness to value generation.
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... At the 2019 National Police HR Working Meeting, several issues were brought to the attention of the National Police leadership, especially in the field of human resources, namely in terms of quality and quantity as well as in terms of HR management itself. according to (Marchington et al., 2016) HR management is one of the main factors that will differentiate between successful and unsuccessful organizations in addition to other factors such as technology or finance. HR management is the process of acquiring, training, appraising, and compensating employees, and taking care of their employment relationships, health and safety, and equity issues, (Dessler, 2020). ...
Competence and Performance Aspects in the Placement of the Head of Financial Affairs at the North Kalimantan Police Work Unit
Article
Full-text available
  • Nov 2021
The Indonesian National Police as well as other organizations in the era of the industrial revolution 4.0 are also faced with various challenges. The main task of the National Police as a protector, protector, and servant of the community, maintaining security and public order and law enforcement will be more complex in the future due to the rapid advancement of information technology. This study aims to analyze aspects of competence and performance in the placement of the head of financial affairs at the North Kalimantan Regional Police Work unit. The research method used is descriptive qualitative with data collection techniques, namely interviews and documentation. The informants in this study were 5 personnel who served in the Itwasda work unit, Ditresnarkoba, Bidpropam, Biddokkes, and Yanma Regional Police North Kalimantan. Data analysis techniques, namely data reduction, data presentation, and conclusion drawing. The results of the study showed that personnel with the rank of Brigadier General who was appointed to the position of Kaurkeu even though they were with temporary stakeholder status, were still able to run well. This can be seen from the well-running of police activities at the Regional Police North Kalimantan, especially in the Work units at the Regional Police North Kalimantan. This of course cannot be separated from the role of financial managers in each work unit. Even with the rank of First Brigadier, the personnel appointed to the Kaurkeu position were able to show good performance. Although from interviews conducted with them, it was found that the five of them did not have an educational background related to finance, either in general or specifically in managing police finances. They only study independently under the guidance of the Regional Police's financial advisory function, namely the Bidkeu Regional Police. However, 4 of the 5 personnel have certificates as treasurers from State Treasury Service Office Tanjung Selor. Thus, it can be concluded if the deficiency in the competency factor can be covered by the existence of social support.
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... For example, as union membership declined, and employer associations diminished in terms of their role, other EIP mechanisms, including non-union voice forums, required consideration. This HRM perspective was evident in Mick's co-authored HRM at Work textbook ( Marchington et al., 2021 ), with its seventh edition published the year he passed away, and his co-edited Oxford ...
Mapping employee involvement and participation in institutional context: Mick Marchington's applied pluralist contributions to human resource management research methods, theory and policy
Article
Full-text available
Our paper examines how the work of Mick Marchington integrated older forms of employee participation with newer patterns of employee involvement. The paper shows how Employee Involvement and Participation (EIP) is central to contemporary Human Resource Management (HRM) in four distinct ways: first is the ‘theoretical’ integration of pluralism into newer HRM approaches; second is the ‘practical’ insights gained from what was happening at organisational level; third is the contributions to ongoing ‘policy debates’ about fair work; and finally, his emphasis on ‘context‐sensitive methods’ link macro, meso and micro developments. We refer to three specific projects and related periods: a Department of Employment funded project during the late 1980s and early 1990s which developed the waves and escalator concepts of EIP; a Chartered Institute of Personnel Development project concerned with employee voice and management choice in the 2000s, which gave insight to multiple meanings of EIP and strategic choice; and research concerned with the notion of fair voice from comparative cases studies across different liberal market economies from 2008 onwards. By reflecting on these research projects and periods we present a potential framework that offers continued longevity for the future study of HRM.
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... Further, company performance is a very determining factor in the development of the company. According to Marchington, Wilkinson, Donnelly & Kynighou [16], performance can also be interpreted about what is done and how to do it. The performance of a business is the ability of a business to manage existing resources so that it can provide value to the business. ...
The Moderating Role of Financial Accessibility in Relationship between Resource Competence, Entrepreneurial Leadership, Good Governance and Performance of Micro Small Medium Enterprises in Batam, Indonesia
Article
Full-text available
  • Jan 2022
The purpose of this study is to determine the relationship of resource competence, entrepreneurial leadership and good governance towards business performance and examine the moderating role of financial accessibility to the business performance of Micro Small Medium Enterprises (MSMEs). This quantitative research involved 155 professional business women community (MSMEs), Batam, Riau, Indonesia. The data collected through a survey questionnaire with a non-probability sampling technique. The data analysed by using the structural equation modelling – partial least square (SEM-PLS). This study showed that resource competence, entrepreneurial leadership, and good governance have a significant positive relationship with Micro Small Medium Enterprises (MSMEs). Also, financial accessibility moderates the relationship between entrepreneurial leadership and performance. In conclusion, this study has successfully identified the determinant factors that affect the business performance and moderating role of financial accessibility on business performance for Micro Small Medium Enterprises (MSMEs).
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... However, for a Human Resources Management to be appropriately effective and help in making alterations and introductions that yield positive results or have profitable implications, it should be oriented towards gaining a deeper insight into behavioural particularities and characteristics of its employees. Stemming from the domain of Personnel Management, HRM is oriented towards identifying tools and measures, and relies on the basic principle that the employers and employees can work together and realise shared goals within the operative space of hierarchies and structured systems (Marchington, Wilkinson, Donnelly and Kynighou, 2016). In order to realise these goals, HRM includes a variety of established strategies and practices that have been proven to be effective and also the creation of new ones particular to organisational context. ...
HR ANALYTICS: A MODERN TOOL IN HR FOR PREDICTIVE DECISION MAKING
Article
Full-text available
  • Dec 2021
Developments in Human Resources Management (HRM) are fast being integrated with corresponding changes in data and information processing, which are restructuring our environments. The domain of human resource analytics, which can be understood as a data and analytical thinking-centred approach to Human Resources Management, is fast becoming an indispensable part of organisational setups. The present study explores the existing literature in the field of HR analytics and their implications for predictive decision-making in organisations. This will also include critically reviewing the literature on the integration of HR analytics in organisational setups through the introduction of relevant IT infrastructure and provisions.
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... Most research cognizance [3], [4] on analysing and tracking clients and their behaviour, and do now no longer cope with the primary property of a company, as represented via way of means of its employees. Many research analysed worker attrition. ...
Employee Attrition Dashboard Using Tableau
Article
  • Sep 2021
Tableau is a powerful and fastest growing data visualization tool used in the Business Intelligence Industry. It helps in simplifying raw data in a very easily understandable format. It also allows non-technical users to create customized dashboards. The purpose of this paper is to visualize and analyse the employee attrition rate using the Tableau visualization tool by considering various important factors that play crucial role in affecting the attrition rate. In order to visualize and predict the attrition rate of employees of an organization, we proposed an intelligent, flexible and effective system that helps the managers to identify the valuable employee and try to retain them. The attrition rate can be analysed based on various factors such as job roles, years since last promotion, gender and number of companies worked. Keywords: Employee Attrition, Tableau, Attrition Analysis, Visualization, Employee Turnover, Dashboards
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Ensuring organizational conflict resolution through human relations in the banking sector
Article
  • Sep 2023
Increasing uncertainty and complexity in the operating environment of organizations provide fertile ground for the beginning of conflict in the workplace. This study was conducted to examine the effect of human relations in resolving conflicts in an organization using deposit money banks in Delta State as a case study. The study, anchored on the human relations theory, adopted the survey research design hence data were collected through the use of questionnaires as research instruments. The findings of the study indicate that human resources management style, employee job description, and alternative dispute resolution strategies all have positive effects on organizational conflict resolution in surveyed deposit money banks in Nigeria. The study therefore concludes that positive human relations is important in resolving conflicts in an organisation and recommends amongst others the need for management to adopt the use of alternative dispute resolution strategies to avoid the attendant costs and manhour lost inherent in litigations.
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Implications of Human Resource Analytics on Employee Performance in Pharma Industry in South India-A Literary Study
Article
  • Jan 2022
Human resource activities extend beyond hiring and orientation. With the advent of HR analytics, the human capital industry has seen a profound transformation. Employer turnover analysis, talent supply chain optimization, decision-maker insight extraction, and other tasks are all accomplished by organisations using HR analytics.
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