Today, one of the most valuable assets of companies is their workforce. Primarily, the importance of information is increased and the human factor that absorbs and uses it by creating value has become much more essential. One of the most critical steps that managers need to take to be successful is to enhance human power in the most efficient way possible. Companies that want to be long-lasting need to make HR the main item on their agenda. Human resource practices are critical for companies to survive. In addition to firms in general, family firms are also a special and the most common type of business in the economy. Hence, family firm HR practices are also an important part of this book. Among the most famous features of a family firm, complex HR management practices are on top of it all. Owners and family members are all aware that non-family employees are needed, and non-family managers are required for the success and sustainability of the family firm. Hence, family firms cannot have biased, bifurcated, or different HR practices towards non-family employees. Readers will find this book comprehensive and inclusive of new issues of HR management literature. The book is comprised of chapters, each describing current and important practices and problems of HR management. Along with the family firm-specific problems like nonfamily managers, women entrepreneurship, and nepotism, chapters cover the state-of-the-art topics and findings in the HR management literature. This includes organizational development and HR management relationship, discrimination and nepotism, women in family firms and tourism, HR accounting and digital age, quality and management, behavior, and change management. Students and scholars of human resource management, along with the leaders of modern management teams, will benefit from this book from the first page to the last page. Each chapter will carry its reader to the next level of understanding of issues and findings of human resource management.
Author(s): Ömer Yazıcı
Series: Management Science - Theory and Applications
Publisher: Nova Science Publishers
Year: 2022
Language: English
Pages: 334
City: New York
Contents
Preface
Chapter 1
Strategic Human Resources Management and Organizational Development
Introduction
Strategy and Strategic Management
Strategic Human Resources Management
Determining the Strategic Purpose of the Organization
Implementation of Strategic Plans or Scenarios
Strategic Positioning
Determination of Critical Human Resource Issues
The Implementation of Human Resource Strategies
Perspectives on Strategic Human Resources Management
Organizational Development
Defining the Problem
Taking Action and Intervention
Implementation and Evaluation
Conclusion
References
About the Author
Chapter 2
Recruitment (Search and Selection in HR)
Introduction
Recruitment Strategy
Sources of Supply
Internal Sources
External Resources
Recruitment from Internal and External Resources
Employee Selection
Factors Affecting the Selection Process
Selection Process
Preparing the Interview
Starting the Interview
Questions and Answers
Drilling
Listening
Recording the Interview
Conclusion
Mistakes Made in The Selection Process
Conclusion
References
About the author
Chapter 3
Discrimination in the Employment Process
Introduction
Discrimination in Recruitment
Recruitment Processes in A101, BİM and ŞOK Chain Stores
Method
Design
Ethics Statement
Participants
Instruments
Data Analysis
Findings
Finding 1: Findings on Ageism
Finding 2: Findings on Gender Discrimination
Finding 3: Findings on Sexual Orientation Discrimination
Finding 4: Findings on Racial Discrimination
Finding 5: Findings on Religious Discrimination
Finding 6: Findings on Disability Discrimination
Discussion
Conclusion
References
About the Author
Chapter 4
Labor Problems and Solutions in Family Businesses
Introduction
The Concept of the Family Company
Advantages of Family Businesses
Disadvantages of Family Businesses
Labor Problems ın Family Businesses
The Problem of Nepotism ın Family Businesses
Solution of Labor Problems ın Family Businesses
Professionalization of Family Businesses
Removing Nepotism
Effective Human Resources Management Practices
Conclusion
References
About the Author
Chapter 5
Non-Family Managers and HR Practices of Family Firms
Introduction
Family Firms and HR Issues
Family Firms and Non-Family Managers
Conclusion
References
Chapter 6
Nepotism in Organizations and Its Effects on Employees
Introduction
Conceptual Framework for Nepotism
The Emergence of Nepotism
Types of Nepotism
Favoritism of Relatives––Nepotism
Favoritism of Kith and Kin––Cronyism
Political Favoritism––Partisanship
Dimensions of Nepotism
The Effect of Nepotism on Employees
Negative Effects of Nepotism
Positive Effects of Nepotism
Conclusion
References
About the Author
Chapter 7
Being a Woman in Family Business Management (Examples from the Marketing World)
Introduction
Women Entrepreneurs in the Historical Process
Barriers ın Front of Women Entrepreneurs
Macro Factors
Micro Factors
Female Succession ın Family Businesses
Exclusion of Women ın Family Businesses
Women’s Entrepreneurship ın Turkey and General Characteristics of Turkish Women’s Entrepreneurship
Pathways of Female Entrepreneurship and Examples of Successful Turkish Women Entrepreneurs
Naciye Suman (1881-1973)
Emine Seher Ali
Feride Şevket
Mrs. Arife
Güler Sabancı
Conclusion
References
About the Authors
Chapter 8
The Woman Manager Era in Tourism
Introduction
Tourism Industry and Female Labor Force
Turkish Tourism Industry and Women’s Employment
Barriers to Women Executives in Tourism
The Era of Women Executives in Tourism
Conclusion
References
About the Authors
Chapter 9
Digital Age of Human Resources Management
Introduction
Digital Human Resources Management
E-Job Analysis
E-Human Resources Planning
E-Recruitment
E-Learning
E-Performance Management
E-Pricing
E-Career Management
Digital Technology Applications ın HRM
Cloud Computing Technologies
Mobile Applications
Conclusion
References
About the Authors
Chapter 10
Human Resources Planning and Workload Indicators of Staffing Need (WISN) in Healthcare Industry
Introduction
Planning of Human Resources in the Health Sector
Manpower-to-Population Ratio
Demand-Based Approach
Supply-Based Approach
Needs-Based Approach
Service Target Approach
Different Mixed Approaches
Workload Indicators of Staffing Needs (WISN)
Steps of the WISN Method
Determining the Types of Staff Categories and Health Facilities
Calculating the Available Working Time (AWT) of a Health Worker
Determining the Workload Components
Determining Activity Standards
Calculating the Standard Workload
Using the Allowance Factors
Calculating Staff Needs
Interpreting WISN Results
Conclusion
References
About the Authors
Chapter 11
Human Resources Accounting
Introductıon
Conceptual Framework
Concept and Definition of Human Resources Accounting
Historical Development of Human Resources Accounting
Objectives of Human Resources Accounting
Benefits of Human Resources Accounting
Challenges and Limitations of Human Resources Accounting
Measurement and Valuatıon of Human Resources Accountıng
Cost-Oriented Measurement Methods
Historical Cost Method
Replacement Cost Model
The Opportunity Cost Method
Standard Cost Method
Value Measurement-Oriented Methods
Monetary Measurement Methods
Non-Monetary Measurement Models
Human Resources Accountıng wıthın the Scope of Internatıonal Fınancıal Reportıng Standards and Fınancıal Reportıng Standards for Large and Medıum Sızed Enterprıses
Conclusıon
References
About the Authors
Chapter 12
Wellbeing and Work
Introduction
The Concept of Wellbeing
The Concept of Wellbeing at Work
Factors Influencing Wellbeing at Work
Results of Wellbeing at Work
Promotion of Wellbeing at Work
Conclusion
References
About the Author
Chapter 13
Internal Marketing from the Innovative HRM Perspective in Health Institutıons
Introduction
Classical and Neo-Classical Periods ın Human Resources Management
Transition from Personnel Management to Human Resources Management
The New World’s Need for Innovative Human Resources Management
Internal Marketing from the Innovative Human Resources Management Perspective
Internal Marketing Theories
Conclusion
References
About the Authors
Chapter 14
Foreign Language Apprehension and Interview Success
Introduction
Literature Review: Job Interviews and FLA ın Non-English-Speaking Countries
Method
Design
Participants
Semi-Structured Interviews
Procedure
Data Analysis
Findings
Finding 1: Underlying Reasons for FLA during Interviews and its Effect on Performance
Finding 2: Interview-Oriented Educational Experiences
Finding 3: Strategies and Recommendations for Less FLA during Interviews
Conclusion
References
About the Author
Chapter 15
Management of Agile Organizations and Agile Teams
Introduction
Agility Concept
Management of Agile Organizations
Management of Agile Teams
Analyzing Examples of the Agile Organization and the Agile Team
Amazon
Customer-Centric Approach
Leaders as Owners
Two-Pizza Teams
Vodafone Turkey
Phase One: Pilot Study (2013-2014)
Phase Two: Dissemination (2014-2018)
Phase Three: Adoption of Agile Work and Cultural Transformation (2016-Ongoing)
ING Bank
Conclusion
References
About the author
Chapter 16
Reflections of Total Quality Management Application on Strategic Management
Introduction
Comprehensive Quality
Benefits of Applying TQM
Reflections of TQM Practices
on Strategic Management
Strategic Management with Total Quality Management
Conclusion
References
About the Authors
Chapter 17
Behavioral Strategy and Institutions
Introduction
A Brief Review of Behavioral Strategy Research
Does Behavioral Strategy Need Institutions?
Formal Institutions
Informal Institutions
Conclusion
References
About the Authors
Chapter 18
The Relationship between Organizational Culture and Inter-Organizational Citizenship Behavior
Introduction
Method
Research Design and Material
Population and Sampling
Data Analysis
Findings
Descriptive Statistics
Normality Test
The Results of Correlation Analysis
The Results of Regression Analysis
Conclusion
References
About the Authors
About the Editor
Index
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