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Analysis of human resource management challenges in implementation of industry 4.0 in Indian automobile industry

Top management green commitment and green intellectual capital as enablers of hotel environmental performance: the mediating role of green human resource management, the study of knowledge employee voice among the knowledge-based companies: the case of an emerging economy.

PurposeA review of previous studies on the voices of employees and knowledge workers clarifies that paying attention to employees' voice is critical in human resource management. However, limited studies have been conducted on it, and much less emphasis has been placed compared to other human resource management activities such as human resource planning. Therefore, the voice of knowledge employees has been one of the critical issues that have attracted a great deal of attention recently. Nonetheless, there is no evidence of various comprehensive and integrated voice mechanisms. As a result, this study aims to design knowledge workers' voice patterns in knowledge-based companies specialising in information and communication technology (ICT) in Iran in May and June 2020.Design/methodology/approachThis study is a qualitative grounded theory research. We collected the data from a target sample of 15 experts in knowledge-based ICT companies using in-depth semi-structured interviews. Since all the participants had practised the employee voice process, they were regarded as useful data sources. Data analysis was also performed using three-step coding (open, axial and selective) by Atlas T8, which eventually led to identifying 14 components and 38 selected codes. We placed identified components in a paradigm model, including Personality Characteristics, Job Factors, Economic Factors, Cultural Factors, Organisational Policies, Organisational Structure, Climate Of Voice in the Organisation, Management Factors, Emotional Events, Communications and Networking, Contrast and Conflict and, etc. Then, the voice pattern of the knowledge staff was drawn.FindingsThe results showed that constructive knowledge voice influences the recognition of environmental opportunities and, additionally, it helps the competitive advantages among the employees. By forming the concept of knowledge staff voice, it can be concluded that paying attention to knowledge staff voice leads to presenting creative solutions to do affairs in critical situations. The presentation of these solutions by knowledge workers results in the acceptance of environmental changes, recognition and exploitation of new chances and ideas, and sharing experiences in Iranian knowledge-based companies.Practical implicationsStrengthening and expanding the voice of employees in knowledge-oriented companies can pave the way to growth and development towards a higher future that prevents the waste of tangible and intangible assets.Originality/valueCompanies' ability to engage in knowledge workers is a vital factor in human resource management and strategic management. However, the employee voice has not been involved integrally in the context of corporate.

Achieving Human Resource Management Sustainability in Universities

The sustainability of human resource management (HRM) is the basis for an organization’s future growth and success. This study aims to investigate achieving HRM sustainability in universities. We use a quantitative research method design to investigate the factors that affect HRM sustainability at universities. The study was conducted during the spring and summer of 2020 at Iranian state universities. As the study’s statistical population included 2543 employees, a sample size of 334 employees was calculated using the Cochran formula. A questionnaire with 32 statements based on a 5-point Likert scale was used to collect the data, which were analyzed using PLS3 software. The findings show that human resource practices, social factors, psychological factors, employer branding, and economic factors have positive and significant effects on HRM sustainability at universities. Findings indicate that it is essential to consider the implementation of adequate HRM practices and related socio-economic and psychological supports for HRM sustainability in universities that can lead to the competitiveness of the higher education institutions such as universities.

Relationship Model between Human Resource Management Activities and Performance Based on LMBP Algorithm

The research on the relationship between human resource management activities and performance is an important topic of enterprise human resource management research. There are some errors between the relationship between human resource management activities and performance and the real situation, so it is impossible to accurately predict the performance fluctuation. Therefore, the relationship model between human resource management activities and performance based on the LMBP algorithm is constructed. Using the Levenberg–Marquardt (LM) algorithm and BP (back-propagation) neural network algorithm to establish a new LMBP algorithm, control the convergence of the new algorithm, optimize the accuracy of the algorithm, and then apply the LMBP algorithm to predict the risk of performance fluctuation under human resource management activities of enterprises, the indicators of human resource management activities of enterprises are determined, to complete the mining of enterprise performance data, the grey correlation analysis is combined, and the relationship model between human resource management activities and performance is built. The experimental samples are selected from CSMAR database, and the simulation experiment is designed. Using different algorithms to forecast the fluctuation of enterprise performance, the experimental results show that the LMBP algorithm can more accurately reflect the relationship between enterprise HRM and performance.

Inclusive human resource management in freelancers' employment relationships: The role of organizational needs and freelancers' psychological contracts

Student leadership programme: igniting the young minds.

Learning outcomes This case will help students to understand the following: Develop a basic understanding of competency building processes. Learn about the mentoring process and its application in leadership development. Develop awareness about the methodology for assessment of the effectiveness of training. Case overview/synopsis Dr A. R. K. Pillai founded the Indian Leprosy Foundation in 1970 in response to the national call by late Mrs Indira Gandhi, prime minister of India, to the public-spirited people to take up leprosy eradication. It collaborated with international agencies to reduce leprosy drastically in India from four million, in 1982 to around a hundred thousand cases in 2006. In 2006, the Indian Leprosy Foundation was renamed as Indian Development Foundation (IDF) as the trustees decided to expand the work of IDF in the areas of health, children’s education and women’s empowerment. Dr Narayan Iyer, Chief Executive Officer (CEO) of IDF initiated a leadership development intervention called the Students’ leadership programme (SLP) for children in the age group of 12 to 14, from the urban poor households in 2014. It was a structured mentoring programme spanning over three months in collaboration with the schools. It aimed at incubating skills in the areas of leadership, teamwork, personality, behavioural traits and provided career guidance. It had a humble beginning in 2014 with a coverage of 50 students. Initially, IDF welcomed executives from the corporate sector as mentors. As there was a need to rapidly expand the scope of SLP to the other cities of India, IDF tied up with the graduate colleges and invited the students to be the mentors. The other objective behind this move was to create social awareness among the students from more affluent strata of society. IDF was able to dramatically increase the participation of the students through SLP by approximately up to 100,000 by 2020. However, rapid progress threw up multiple challenges. The teachers complained about the non-availability of the students for regular classes to teach the syllabus as the students were busy with SLP. The schools forced IDF to shorten the duration of SLP to two months. Also, many undergraduate mentors were unable to coach the participants due to lack of maturity and found wanting to strike a rapport with them. There was a shortage of corporate executives who volunteered for the mentoring, due to work pressures. Dr Narayan, CEO & National Coordinator and Ms Mallika Ramchandran, the project head of SLP at IDF, were worried about the desired impact of SLP on the participants and its sustainability due to these challenges. So, with the support of Dr Narayan, she initiated a detailed survey to assess the ground-level impact of SLP. The objective was to get clarity about what was working for SLP and what aspects needed to improve, to make the programme more effective. Overall feedback from the survey was very positive. The mothers had seen very positive changes in the participants’ behaviour post-SLP. The teachers had specific concerns about the effectiveness of undergraduate mentors. The need for a refresher course to inculcate ethical behaviour and the inadequacy of the two-month duration of the SLP to reinforce values were highlighted. Respondents also voiced the requirement to build responsible citizenship behaviours among the participants. Mallika was all for preparing a model to further enhance the effectiveness of SLP. Dr Narayan and Mallika embraced the challenge and they were raring to go to develop SLP as a cutting-edge leadership programme and to take it to new heights. Complexity academic level This case can be used in courses on human resource management in postgraduate and graduate management programmes. It can also be used in the general and development management courses and during executive education programmes to teach methodologies for evaluating the effectiveness of the training interventions, with emphasis on the voluntary sector. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

Sustainable human resource management: six defining characteristics

Socially responsible human resource management and employee ethical voice: roles of employee ethical self‐efficacy and organizational identification, feasibility of implementing the human resource payroll management system based on cloud computing.

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

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Effective Employee Engagement In The Workplace , Schrita Osborne, Mohamad S. Hammoud Walden University

Effective Employee Engagement In The Workplace , Schrita Osborne, Mohamad S. Hammoud

International journal of applied management and technology.

Disengaged employees typically cost U.S. corporations $350 billion annually. The purpose of this case study was to explore strategies that some communication business leaders use to engage their employees. The target population consisted of four communication business leaders in Jackson, Mississippi, who possessed at least 1 year of successful employee engagement experience. The self-determination theory served as the study’s conceptual framework. Semistructured interviews were conducted, and the participating company’s archived documents were gathered. Patterns were identified through a rigorous process of data familiarization, data coding, and theme development and revision. Interpretations from the data were subjected to member-checking to ensure …

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Leader Influence: A Research Review Of French & Raven’S (1959) Power Dynamics , Mary Kovach Miami University

Leader Influence: A Research Review Of French & Raven’S (1959) Power Dynamics , Mary Kovach

The journal of values-based leadership.

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The Effects Of Computer And Information Technology On Education , Iwasan D. Kejawa Ed.D University of Nebraska - Lincoln

The Effects Of Computer And Information Technology On Education , Iwasan D. Kejawa Ed.D

School of computing: faculty publications.

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Publications.

One of the goals of educational institutions is to prepare their graduates to be workplace-ready. The purpose of this paper is to identify the employability skills lacking in the Science, Technology, Engineering and Math (STEM) industry from employers' perspectives to assist STEM educational institutions in creating more relevant programs inclusive of employability skills.

Design/methodology/approach

This study addresses 16 job-specific skills based on data deriving from the responses of 250 Human Resource Managers (HRMs) who represent five manufacturing industries (Aerospace and Defense, Automotive, Consumer Products, Electronics and Industrial Manufacturing) located in five regions (Northeast, Midwest, Southeast, West-Mountain and Pacific) of …

Theranos: Case Study And Examination Of The Fraud Triangle , Abbey Jennings University of Arkansas, Fayetteville

Theranos: Case Study And Examination Of The Fraud Triangle , Abbey Jennings

Finance undergraduate honors theses.

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The Center Of Success: A Case Study On Hilton's Company Culture , Elsie G. Lamo

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2023 Community Bank Case Study Competition , Alivia Brewer 2024 University of Arkansas, Fayetteville

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2023 Community Bank Case Study Competition , Joseph Kelly 2024 University of Arkansas, Fayetteville

2023 Community Bank Case Study Competition , Joseph Kelly

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New Dentists’ Most-Asked Legal Questions , Daniel Schulte JD 2023 Kerr Webber

New Dentists’ Most-Asked Legal Questions , Daniel Schulte Jd

The journal of the michigan dental association.

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Dentistry And The Law: Requiring Proof Of Adoption/Retaining Orthodontic Models , Daniel Schulte JD 2023 Kerr Webber

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Staff Matters: Holiday Celebrations That Engage And Appreciate Employees , Jodi Schafer SPHR, SHRM-SCP 2023 HRM Services

Staff Matters: Holiday Celebrations That Engage And Appreciate Employees , Jodi Schafer Sphr, Shrm-Scp

This Staff Matters column addresses a dentist's concerns about organizing inclusive end-of-year holiday celebrations for the staff. The response emphasizes the importance of recognizing diverse religious practices and fostering camaraderie. Suggestions include a themed recipe exchange, outdoor activities, community service, or involving staff in event planning. Emphasizing the need for initial guidance to align with goals, the column encourages inclusive celebrations that contribute to staff satisfaction, retention, and a positive workplace atmosphere.

December 2023 , 2023 American Dental Association

December 2023

Every month,  The Journal of the Michigan Dental Association  brings news, information, and features about Michigan dentistry to our state's oral health community and the MDA's 6,200+ members. No publication reaches more Michigan dentists!

• A cover story on “New Dentists’ Most Asked Legal Questions”
• A case report on “Endodontic Therapy, Crown Amputation, and Soft Tissue Advancement to Treat a Hopeless Tooth”
• A feature “Be a Leader in Your Practice: What’s Your Style?”
• 2023 Author/Title Index to the Journal of the Michigan Dental Association
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Endodontic Therapy, Crown Amputation, And Soft Tissue Advancement To Treat A Hopeless Tooth , Timothy Daws DDS, Thomas Bolten DDS, MD 2023 Clinical Endodontic Practice, Shelby Township MI

Endodontic Therapy, Crown Amputation, And Soft Tissue Advancement To Treat A Hopeless Tooth , Timothy Daws Dds, Thomas Bolten Dds, Md

Managing patients with a history of intravenous bisphosphonates and antiresorptive medications poses challenges in clinical decision-making. Extractions are generally discouraged in these patients due to the risk of medication-related osteonecrosis of the jaw (MRONJ). This case study presents an 89-year-old female with metastatic breast cancer on Xgeva, facing a non-restorable tooth (#30). A collaborative approach involving the general dentist, endodontist, and oral surgeon employed endodontic therapy, crown amputation, and soft tissue advancement, avoiding extraction. The technique, akin to coronectomy, mitigates MRONJ risk by preserving bone integrity. Follow-up assessments indicate successful treatment without complications, highlighting the efficacy of this approach in …

Mda Workforce Survey Results Are In: Answers And Opportunities , Eric Knudsen DDS 2023 Michigan Dental Association

Mda Workforce Survey Results Are In: Answers And Opportunities , Eric Knudsen Dds

This President's Message addresses critical workforce challenges in dentistry based on the Michigan Dental Association's (MDA) recent workforce survey. The survey identifies significant issues such as the shortage of dental professionals, wage stagnation, and the impact of retirement trends on the dental labor market. Findings indicate a need for immediate solutions, leading the MDA to develop initiatives targeting the return of registered dental assistants (RDAs) and registered dental hygienists (RDHs) to the workforce. The survey results emphasize the importance of competitive wages and desirable benefits to attract and retain dental staff. The MDA plans targeted advertising and free job postings …

Be A Leader In Your Practice: What’S Your Style? , William Chase DDS, MAOM 2023 Retired Clinician

Be A Leader In Your Practice: What’S Your Style? , William Chase Dds, Maom

In this Leadership Development feature, the author draws from a wealth of leadership experience in Rotary to explore the importance of leadership in dentistry. Emphasizing the need for self-evaluation through emotional intelligence, the article delves into five key aspects: self-awareness, self-regulation, motivation, empathy, and social skills. The author introduces three leadership styles — Transformational Leadership, Situational Leadership, and Servant Leadership — highlighting their characteristics and benefits. Encouraging readers to adopt diverse leadership styles, the piece underlines the significance of effective leadership in dental practice, community engagement, and organized dentistry.

Is Competence Without Humility Wasted In Building The Trust Necessary For Knowledge Transfer In Younger/Older Worker Dyads? , Cara-Lynn Scheuer, Catherine Loughlin, Dianne Ford, Dennis Edwards 2023 Coastal Carolina University

Is Competence Without Humility Wasted In Building The Trust Necessary For Knowledge Transfer In Younger/Older Worker Dyads? , Cara-Lynn Scheuer, Catherine Loughlin, Dianne Ford, Dennis Edwards

Management and decision sciences.

Successful knowledge transfer (KT) between younger and older workers (YW and OW, respectively) is critical for organizational success, especially in light of the recent surge in employment volatility among the youngest and oldest segments of the workforce. Yet, practitioners and scholars alike continue to struggle with knowing how best to facilitate these exchanges. The qualitative study offers insight into this phenomenon by exploring how KT unfolds in YW/OW dyads. The authors performed a reflexive thematic analysis of semistructured interviews with two samples of blue- and white-collar younger/older workers from the USA (N = 40), whereby the authors interpreted the "lived …

Onboarding Program Eastern Band Of Cherokee Indians - Summary , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Onboarding Program Eastern Band Of Cherokee Indians - Summary , Quality Improvement Center For Workforce Development

Other qic-wd products.

Onboarding The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. FSP was established in 2015 with around 10 staff members and has grown to about 60 staff, all located in one office in Cherokee, North Carolina. Since FSP was a relatively new agency when they began working with the Quality Improvement Center for Workforce Development (QIC-WD), turnover had not been a signficant problem, however, vacancies were a challenge. In October …

Frontline Job Redesign Louisiana - Summary , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Frontline Job Redesign Louisiana - Summary , Quality Improvement Center For Workforce Development

The Louisiana Department of Children and Family Services (DCFS) Child Welfare Division (CWD) is a state-operated child welfare system. Louisiana has 64 parishes statewide organized into nine regions. The local parish offices provide child protective service (CPS), family services (FS), foster care (FC), and adoption services. CWD has approximately 1,500 employees including about 640 frontline caseworkers. In 2017, when Louisiana applied to become a QIC-WD site, CWD estimated its turnover rate across the state to be 24%, with one region having a turnover rate of 51%, while another had a turnover rate of only 8%. When DCFS started working with …

Frontline Job Redesign Louisiana - Prevention Worker Role Cards , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Frontline Job Redesign Louisiana - Prevention Worker Role Cards , Quality Improvement Center For Workforce Development

Lists the different tasks given to types of prevention workers.

Prevention Worker Role Card CPS Investigative Planning Contact Reporter SAFETY-Form 5 within 15 days SDM-Initial within 30 days ACESS SHARED *Review Agency History (ACESS, FATS, SDM, TIPS, Cafe, OnBase, Case Record) Identification and contact information on relatives (Family Connections and Circle of Support) Collateral Contacts Court (Court letters & testify) Assess Safety (ongoing) and create safety plans, as needed Assess Family Functioning Assess Risk (SDM) Documentation of contacts and activities as well as engagement. * Home Visits with all Family members * Safe sleep discussions Assess need for prevention services …

Frontline Job Redesign Louisiana - Permanency Worker Role Cards , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Frontline Job Redesign Louisiana - Permanency Worker Role Cards , Quality Improvement Center For Workforce Development

Court • Lead worker on Court Report and Testimony • Ensure the report is completed within 15 days and provide to TS • Complete TPR-2 for incarcerated parent Case Planning • Schedule FTM • Prep parents and team • Identify the service need and provide the TS with referral info • Consider transportation needs • Monitor behavioral changes in parent • Maintain communication with providers and collaterals Home Visits • Ensure length and location of visits allow for Quality Contact per Home Visit Guide • Visit Parents per SDM • Discuss Safety Threats & Conditions for Return • Contact Incarcerated …

Organizational Change Process Milwaukee - Summary , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Organizational Change Process Milwaukee - Summary , Quality Improvement Center For Workforce Development

The Division of Milwaukee Child Protective Services (DMCPS) is a state-operated child welfare system and is the only county system in Wisconsin run by the state. The Division is housed under the Department of Children and Families and has just under 200 staff, including: administrative/managerial staff, initial assessment and access (hotline) frontline workers, and fiscal and operations support. In 2016, DMCPS had an external turnover rate of 37% and they applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site, with the goal of strengthening their child welfare workforce. When DMCPS started working with the QIC-WD, an Implementation …

Organizational Change Process Milwaukee - Site Intervention Logic Model , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Organizational Change Process Milwaukee - Site Intervention Logic Model , Quality Improvement Center For Workforce Development

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resource and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

Organizational Change Process Milwaukee - Arc Principles Poster , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Organizational Change Process Milwaukee - Arc Principles Poster , Quality Improvement Center For Workforce Development

1 All staff and administrative actions and decisions should be guided by a clear focus on the wellbeing of the children and families served. 2 Measure success by how much child and family wellbeing improves and use this data to drive decision-making and improvement. 3 Continually seek to be more effective, to eliminate barriers, and to foster change to improve the wellbeing of children and families. 4 Focus on relationships/networks in your organization, stakeholders, and family networks to affect child and family outcomes. 5 Get those with a stake (front-line staff) involved in key program decisions, solutions, and improvement efforts.

Addressing Work-Related Traumatic Stress Nebraska - Summary , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Addressing Work-Related Traumatic Stress Nebraska - Summary , Quality Improvement Center For Workforce Development

Nebraska Division of Child and Family Services (DCFS) is a state-operated child welfare system. The Division is housed in the Department of Health and Human services and is divided into five service areas. DCFS has about 400 frontline child welfare workers (Child and Family Services Specialists or CFSS), 70 supervisors, and 15 field administrators. In 2017, DCFS had an annual turnover rate of about 30%. They applied to be a QIC-WD site with the goal of strengthening their child welfare workforce. When DCFS started working with the Quality Improvement Center for Workforce Development (QIC-WD), an Implementation Team was established to …

Supportive Supervision And Resiliency Ohio - Summary , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Summary , Quality Improvement Center For Workforce Development

Ohio Department of Job and Family Services (ODJFS) is a state-led, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. In 2017, ODJFS had an annual turnover rate of about 27%. They applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site with the goal of strengthening their child welfare workforce. When ODJFS started working with the QICWD, a Workforce Implementation Team (WIT) was established to participate in a needs assessment process, determine an intervention, and support implementation. …

Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart , Quality Improvement Center for Workforce Development 2023 University of Nebraska - Lincoln

Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart , Quality Improvement Center For Workforce Development

➢ What makes you hopeful about participating in Resilience Alliance? ➢ What worries you? ➢ What is one thing you’d like to achieve as a result of attending Resilience Alliance? ➢ How will you manage competing demands to be able to fully participate? ➢ When you think about how the agency responds to stress now, what is one area you’d most like to see change? ➢ What opportunities do you see to participate in the change? ➢ What is one thing you that might prepare you for Resilience Alliance? ➢ How do you recognize emotional, physical, personal indicators? What triggers …

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• Human Resource Management Journal [online via Wiley]
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• Journal of Applied Psychology This journal focuses on the applications of psychology research. This research journal is a good source for learning about the latest developments in cognitive, motivational and behavioral psychology and implications for the workplace.
• Journal of Applied Psychology [online] via ProQuest
• Personnel Psychology: a journal of applied research This scholarly journal has practical utility in that it centers on personnel psychology. The articles focus on the latest research on selection and recruitment, training, leadership, rewards, and diversity.
• Personnel Psychology [online] via Business Source Premier
• Academy of Management Journal This journal focuses on the management side of psychology. The articles are mainly theoretical. This journal would be a good resource for those researchers looking for new managerial theories and methods.
• Academy of Management Journal [online] via Business Source Premier
• The Academy of Management Review This journal also focuses on management psychology. It is regarded as a top journal in its field and publishes theoretical and conceptual articles on management and organization theory.
• Journal of Management This journal publishes management and organizational studies articles that are centered on practical applications. This is a good resource for reading about new research on management in action.
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• Industrial Relations Industrial relations focus on the effect that labor unions, downsizing, and restructuring have on the workforce. This is a good academic journal with practical applications.
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Professional Journals

• Harvard Business Review Harvard Business Review is a cornerstone business journal that has practical applications for HR professionals. This is a great resource to find case studies and expert insights on business practices.
• HRMagazine This magazine is published by the Society for Human Resource Management. The articles are a great resource for HR professionals dealing with the most recent issues in the workplace.
• HRMagazine [online via ABI/INFORM]
• Workforce Workforce.org publishes this magazine that focuses on many topics within human resource management. The articles included are written by industry experts and academics. They are targeted to HR professionals in the workplace.
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