The Impact of Human Resource Management of the Work Design Concept in Serbia
Main Article Content
Abstract
Human Recourse Management (HRM) has an important role in every organization. In addition, investment in human capital is not represented only in developed countries but also in non EU countries, such as Serbia.
Hence, in the last two decades, a large number of EU countries started to analyze the role of HRM in companies. One of the studies conducted in this field is CRANET, which represents the academic network for conducting HRM research in practice worldwide. The first results of CRANET survey were presented in 1999 and at the beginning only 24 countries were a part of this network and now the number doubled.
In the paper, the role of HRM will be analyzed in Serbian organizations by using the CRANET 2015 research results. According to the CRANET 2015 survey results, the role of HRM in Serbia is present but not to the extent that it is present in developed countries.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Once the manuscript is accepted for publication, authors shall transfer the copyright to the publisher. If the submitted manuscript is not accepted for printing by the journal, the authors shall retain all their rights. The following rights on the manuscript are transferred to the publisher, including any supplementary materials and any parts, extracts or elements of the manuscript:
- the right to reproduce and distribute the manuscript in printed form, including print-on-demand;
- the right to print prepublications, reprints and special editions of the manuscript;
- the right to translate the manuscript into other languages;
- the right to reproduce the manuscript using photomechanical or similar means including, but not limited to photocopy, and the right to distribute these copies;
- the right to reproduce and distribute the manuscript electronically or optically using and all data carriers or storage media, and especially in machine readable/digitalized form on data carriers such as hard drive, CD-ROM, DVD, Blu-ray Disc (BD), Mini Disc, data tapes, and the right to reproduce and distribute the article via these data carriers;
- the right to store the manuscript in databases, including online databases, as well as the right to transmit the manuscript in all technical systems and modes;
- the right to make the manuscript available to the public or to closed user groups on individual demand, for use on monitors or other readers (including e-books), and in printable form for the user, either via the Internet, online service, or via internal or external networks.
Authors reserve the copyright to published articles and have the right to use the article in the same manner like third parties in accordance with the licence Attribution-Non-Commercial-Non-Derivate 4.0 International (CC BY). Thereby they must quote the basic bibliographic data of the source article published in the journal (authors, article title, journal title, volume, pagination).
References
Combs, James, Liu Youngmei, Hall Angela, & Ketchen David. 2006. „How much do highperformance work practices matter? A meta-analysis of their effects on organizational
performance“. Personnel Psychology, 59(3): pp. 501–528.
Cristiani, Alvaro, and Maria Peiro J. 2015. „Human resource function strategic role and trade unions: Exploring their impact on human resource management practices in Uruguayan
firms“. The International Journal of Human Resource Management, 26(3):, pp. 381–400.
Evans, John. 2001. „Firms’ Contribution to the Reconciliation between Work and Family Life“.
OECD Occasional Papers No. 48. Labour Market and Social Policy. Paris: OECD.
Gill, Carol, and Meyer Denny. 2013. „Union presence, employee relations and high performance work practices“. Personnel Review, 42(5): pp. 508-528.
Hara, Hiromi. 2014. „The impact of firm-provided training on productivity, wages, and transition to regular employment for workers in flexible arrangements“. Journal of The Japanese and International Economies, Vol. 34: pp. 336-359.
Hernaus, Tomislav, Aleksic Ana, and Maric, Ivana. 2012. „Work Design Practices: Do Trade Unions Make a Difference?“. FEB Working Paper Series, no. 12-04.
Ignjatovic, Miroljub, and Svetlik Ivan. 2003. “European HRM clusters”. EBS Review, No 17: pp. 25-39.
Liu, Wenchuan, Guthrie James, Flood Patrick, and MacCurtain Sarah. 2009. „Unions and the adoption of high performance work systems: Does employment security play a role?“.
Industrial and Labor Relations Review, 63(1): pp. 109-128.
MacKenzie, Robert, Cook Hugh, Forde Christopher, and Valizade Danat. 2015. „The Effect of Trade Unions on High Performance Work Systems (HPWS): Does industrial Relations Climate
Matter?“. Internet source, available at: https://www.ilera2015.com/dynamic/full/IL253.pdf, accessed: 4.7.2017.
Myers, Sarah. 1999. „Flextime catches on in business, but size matters“. Providence Business News,14: pp. 16–19.
Oldham, Greg. 2012. „The Strategy for Enhancing the Positive Outcomes of Individuals at Work“. ed. by Cameron K.S., Spritzer G.M. published in: The Oxford Handbook of Positive
Organizational Scholarship. New York: Oxford University Press, pp. 651-663.
Pittino, Daniel, Visintin Francesca, Lenger Tamara, and Sternad Dietmar. 2016. „Are high performance work practices really necessary in family SMEs? An analysis of the impact on employee retention“. Journal of Family Business Strategy. vol. 7: 75-89.
Rappaport, Anna, Bancroft Ed, and Okum Lauren. 2003. „The aging workforce raises new talent management issues for employers“. Journal of Organizational Excellence, 23(1): 55–66.
Roberts, Schmitz. 1996. „Employers see value in work-family benefits“. Business Insurance, 30 (27): pp. 3–6.
Rolfsen, Monica. 2013. „We put teamwork back on the agenda again and again“. Team Performance Management, 19(5/6): 292-304.
Taylor, Frederick. 1911. The Principles of Scientific Management. New York: Harper & Brothers.
Verma, Anil . 2005. „What Do Unions Do in the Workplace?“. Journal of Labor Research, 26: pp. 415–450.