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Background: The effective management of human resources is crucial for the sustainability of municipalities. However, as evidenced by poor service delivery, municipalities are not measuring human resource development. There is no known assessment tool or system to measure the performance of human resource development in South African municipalities. Aim: This study investigated the human resource development challenges experienced in municipalities and recommends, among other things, an evidence-based assessment tool that will improve human resource development implementation. Setting: Participants included line managers, human resource development professionals, employees, and councillors from randomly sampled local, district and metropolitan municipalities in South Africa. Method: An exploratory sequential mixed-methods design was used. Quantitative data were collected using questionnaires from 111 respondents. Qualitative data were collected from respondents given an opportunity to elaborate on their responses to statements in the questionnaire. Results: The results of the study show that municipalities are not effectively implementing human resource development, which compromises service delivery and municipal performance. They also suggest that municipalities are not effectively implementing the adopted Integrated Municipal Framework for Human Resource Development. Conclusion: The study concludes that there is an urgent need for local government to prioritise the management of human resource development. An evidence-based assessment tool will ensure that human resource development governance gaps are addressed in municipalities. Contribution: This study adds to the debate on the management of human resource development in South African local government by providing a context-specific analysis of implementing and managing human resource development and by recommending improvement strategies.

The article focuses on identifying the key factors of human resources within the Czech state needed to carry out mobilization of the armed forces in case of a military conflict. It primarily answers the questions of whether these factors are sufficient and can be used effectively in the mobilization process. It addresses the issue of military records, sustainability of military reserves and their profitability. It also deals with the influence of secondary factors on the possibilities of creating and training reserves, especially the motivation of citizens to defend the state and the physical fitness of the mobilized population.

Organizations need well trained employees in order to maintain a competitive advantage. The purpose of this paper is to describe current training practices in Peru and to provide recommendations for improving organizational performance. This paper also aims to set priorities for future research work. Human capital theory and contributions on need assessment, and training planning, implementation and evaluation served as theoretical framework. This is a cross-sectional, exploratory study that used information from surveys conducted in 24 Peru-vian companies. The findings reveal a strong interest in training, particularly with regard to the improvement of competencies, preference for face-to-face training, and the use of reaction evaluation methods. The recommendations include, among others, improving the provisions for internal support, policies, technology, behavioral evaluation, and resources.

Repatriation of executives is a process of strategic relevance for international companies and, therefore, managing these executives requires innovative policies and practices, given the complexity of the challenges they face in developing international careers. In general, research on the theme has been conducted from the viewpoint of the repatriates themselves rather than that of the organizations, and there is no record of such a study conducted in the Brazilian context. In order to contribute to this field of study, the main objective of the research presented in this article was to investigate the policies and practices of the repatriation process of Brazilian executives adopted by 20 Brazilian and foreign multinational companies installed in Brazil, as reported by the person in charge of the repatriation process. The results showed that the adopted policies and practices are more focused on offering operational support than directed to attend a clear strategic action plan that utilizes the competencies and experiences acquired by the repatriate during the expatriation period. The results also showed that whether executives remain in the company and how well they adapt to the country and to social and family life seems to depend more on their own perseverance and the country’s labor market condition than on organizational practices.

Financial innovation is essential for the economic development and growth. Even more, practice proved that any sustainable economic development requires more than a “receptive” economy to financial inflows inputs. The bitter global competition changed the knowledge into the vital force of the economy. Therefore, in order to survive, companies of different sizes, have to allocate important financial resources in view of obtaining useful knowledge. The importance of knowledge in the new world economy has been officially acknowledged across the EU once with the adopting of the Lisbon Agenda, that established as a priority for the member countries to build up the knowledge-based society in view of providing the competitiveness increase and a sustained economical development. The financial factors contribution at the labour productivity increase in the CEE countries differed according to the level and structure of the foreign direct investment inflows, as well as the innovative capabilities and the existing human resources in the host economy. Our main goal is to demonstrate that, supporting the research and development activities, Financial Investments and a New Human Resources Management in Central and Eastern European economies, had been playing an active role in increasing productivity, in the way towards a society based on knowledge.

This document aims at pointing out the experience and explanation of implementing Strategic Management Employment including the conceptual design, the general framework and the concrete projects developed to carry out this process so the whole steps can be understood.Hence –this experience which has been recognized and awarded a prize– allows to demonstrate that it is possible to carry out transformations in the employment process in a Chilean Public Service and that these can be aligned with the global strategy of the institution. Therefore, they will impact and generate commitment among officers in their workplace.Finally, this model tries to add value to the management of services provided to citizens.

The article discusses how electronic monitoring and surveillance in the workplace can impact whether employees trust management. Topics include how the impact that workplace surveillance has on trust in management was examined using ordered probit regression analysis, why surveillance has a great impact on manual workers, and possible effects of reduced trust on productivity and continued employment.

Career development is an inseparable part of the system of human resource management of any social organization. The basic idea underlying the contemporary model of career development is that dynamically changing organizations, including public sector organizations, and dynamically developed careers of the employees, must be considered the phenomena complementing each other (GraŽulis & Valickas, 2010). This provision obligates to treat the careers of employees not as that is easily predicted and controlled, but as the relations maintenance and development with the employees, seeking for mutual benefits for both the employees and organizations. The aim of this research was to carry out empirical analysis of individual level career development factors in civil service of Lithuania and to determine their level of expression and the mechanisms of their interaction. This enables to ascertain the main problems within the career development system of the Lithuanian civil service and to suggest new scientifically grounded principles for civil servants career formation in the context of reform of human resource management in the Lithuanian civil service. The data of empirical investigation indicate that even though systemic career development in the civil service is one of the most important factors determining effectiveness of the system of civil service, the factual system of career development within the Lithuanian civil service is not benevolent for managerial potential development. The Lithuanian civil service is currently not functioning as the united space of career possibilities. Such a situation is not favourable from the standpoint of civil servants learning and talents' management. This enables to identify unfavourable assumptions in the system of career development of civil service, which can lead to losing of certain part of human resources due to career development imperfections. This is especially true speaking about the highest quality human resources, which are on demand in private and non-governmental sectors. [ABSTRACT FROM AUTHOR]

Career as a part of human resource management and life of each employee is irretrievable part in job skill formation of a man - employee. In the paper a way of employee career management in the enterprise of the state sector in the Slovak Republic is proposed. Career and succession planning enables the enterprise to plan its own goals and activities better. As the job security is nowadays very rare each employee involved in the process of career management has this certainty. If an enterprise uses the process of career management and promotes this fact publicly it becomes very attractive for potential employees. New employees are looking for work in such enterprise which brings a great amount of potential talents into the enterprise. By means of proposed models, the enterprise has possibilities for career planning and setting career goals for individual employees within the context of the enterprise career goals. The work of employee in a large enterprise (analysed object is a large enterprise) provides unique advantages of professional growth and higher chance to find interesting challenges and work opportunities within the same enterprise. Proposed model of career growth is focused on keeping skilled and quality employees in the enterprise; a talented employee is a competitive advantage and can be beneficial for the enterprise. Process of career management is followed by the evaluation of the entire process to support the right choice. [ABSTRACT FROM AUTHOR]

The United States suffered an unprecedented loss of life on September 11, 2001, from what was labeled a "terrorist attack:" Mainly on the basis of data from professional association surveys and government agencies, it was found that the United States and many other countries of the world have been significantly affected by the events and aftermath of that morning's events. As an unprecedented attack on a country not usually affected by external terrorism, it allows a unique study of how terrorism can affect countries in the world. As a result of "9/11" there were significant changes in the U.S. economy and society that, because of the global economy and politics as well as the international war on terrorism, certainly have international consequences. Changes also occurred in most areas of human resource management as well as producing a much greater emphasis on having an overall business crisis management program. However, many of the initial changes appear to have diminished over time. The resultant changes, and lack of changes, produce rich questions for further research. [ABSTRACT FROM AUTHOR]

The rapid economic growth and structural reform that have taken place in China over the past two decades have had a substantial impact on the system of labour management in Chinese manufacturing enterprises. The purpose of this article is to document and analyse the nature of these changes in state-owned enterprises and joint venture companies. The effect of these changes on work relations, employment relations and industrial relations will form the basis of the analysis. The emphasis in the analysis will be on how work, employment and industrial relations have accommodated the demand for greater flexibility. Labour management in six manufacturing firms in the Shanghai region will be examined. This research is a pilot project for a larger-scale research in 1999. While no attempt is made to generalize the research findings, the research clarifies the extent and limits of flexibility in the current Chinese economy. [ABSTRACT FROM AUTHOR]

The relationship between unions, new work practices and organizational performance has been the subject of much debate. Some commentators view unions as inimical to new work practices, whereas others see them as offering channels to facilitate their introduction. It has also been suggested that unions might prevent such practices from attaining their full potential and thereby theft enhanced organizational performance. Using data from the third Workplace Industrial Relations Survey and the Employer Manpower Skills Practices Survey, a multinominal logit analysis is undertaken involving proxies for the adoption of flexibility and team working as the dependent variable and a vector of variables (including proxies for unionism) as independent variables. The results indicate that the presence of a closed shop at the workplace inhibits the adoption of flexibility and team working but that the presence of a recognized union is beneficial to theft introduction. A binomial logit analysis of financial performance also indicates that the joint effect of union presence and both flexibility and team working on financial performance is positive, even though the single effect of union presence is negative. [ABSTRACT FROM AUTHOR]

Resumo Esta pesquisa visa entender a gestão de pessoas na indústria criativa a partir do estudo de um de seus segmentos, os estúdios de animação. Partindo da conceituação de Chaston (2008) de indústria criativa como o encontro entre negócio e cultura, observou-se o dilema entre a realização artística e os objetivos comerciais presente também nesse segmento da indústria. No estudo, pudemos aprofundar o entendimento sobre como esse dilema se reflete na operação da gestão de pessoas nesses estúdios brasileiros. Para entender essa questão foi conduzida uma pesquisa qualitativa através de estudos de casos em quatro produtoras nacionais nos quais foram entrevistados um funcionário e um sócio de cada empresa. Os dados encontrados apontam que ainda é incipiente a gestão de pessoas nesses ambientes, embora esteja presente a noção de que esses são os recursos principais que movem essas empresas. Foi observado ainda que a retenção dos colaboradores ocorre muito mais pela sua identificação com a atividade em si do que por outras retribuições, como salário ou garantias trabalhihstas.