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6. Is an attempt made to test the hypothesis (es)?
Yes. To the extent the hypothesis was that different types of managers would express different views, that hypothesis was tested by the concept mapping methodology.
7. What is your assessment of how well the author(s) relate the findings to the original question or hypothesis?
The authors seem to have related the findings very directly to the implied hypothesis. The results presented the similarities and differences in the perspectives of the two subject groups.
8. Is the research design specifically stated; what design did they used?
Yes. The authors employed a concept mapping methodology to identify clusters of ideas that could be expressed as being characteristic beliefs and views of the two different groups of subjects and analyzed qualitatively.
9. Is there a comparison and/or control group?
No. The study was a direct comparison of the two groups of subjects.
10. Does the author discuss validity and/or reliability of the instrumentation used?
No.
11. Finally, summarize your assessment of the article, including whether you think the article achieves its originally stated purpose. How well written...
It achieves its implied purpose because it does identify explicit beliefs and attitudes of managers and identifies characteristic differences in the respective approaches of different managers based on their specific responsibilities and positions within organizations. If there were any weaknesses in the article, it would only be that the study was conducted on such a small number of subjects instead of representing a larger number of identical inquiries. The article would be highly relevant to practice, precisely because chronic illness is such an important employee retention issue and because management response can either mitigate or exacerbate the related problems. I would recommend the article to any working person facing chronic illness and to any professional manager or HRM professional. Finally, the study is highly replicable by conducting the same survey with different subjects.
Human Resource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human Resource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel
This way, each job/position in the company is aligned to the organizational structure and objectives; more importantly, each position is optimally functioning or utilizing for greater performance and efficiency in the company. As a supplement to the staffing development in the company, Plastec would also greatly improve when job specifications and positions were properly aligned also with the individual needs of the employees, specifically provision of quality health benefits, compensation,
HRM There are a number of challenges facing human resource departments today. Key trends such as increasing diversity, skills deficiencies, and an aging workforce each affect the environment in which HRM managers work. Further, HRM consists of many different functions, each governed by its own laws and regulations. Today's human resource manager must work in the context of these different functions to deliver a coherent human resources strategy that meets the
Business Plan The Society for Human Resource Management (SHRM) is a professional organization that gathers together human resource professionals for advocacy, and to discuss the current issues within the profession. The SHRM is involved in legal issues within the professional, and contributes advice to public policy. The society can also provide its members with updated information on a variety of human resources topics, so that members are up-to-date on all the
Zero Tolerance Anti-Harassment Policy What Is Sexual Harassment? Disabilities Drug-Free Workplace Pomodoro strives to be an industry leader in the treatment of our staff. Each and every person in our human resources team will be treated as Pomodoro's most valuable asset. This policy guide has been prepared to outline the company's policies towards employment related policies and regulations. The procedures, practices, and policies are intended to create a safe work environment that will let
Human Resources (Before the Interview) Aaron, the VP of Human Resources runs into Recruitment Manager Jamie and Calvin, Marketing Director in the hallway. Aaron: Jamie, are you interviewing for the new Assistant Director of Marketing Position? Jamie: Yes, we've got someone in there right now. Aaron: I know you sent me an email about it, but I didn't have time to look it over. What were the specs for the new position? Calvin: I wanted someone