When less is more: The effect of devolution on HR's strategic role and construed image

Abstract

H Hu um ma an n R Re es so ou ur rc ce e M Ma an na ag ge em me en nt tAustralia. Her interests encompass cognitive processes, demographic diversity, and organizational fairness, and her research focuses on explaining how human resource management interventions affect the fair treatment of people in organizations.ELISSA L. PERRY (PhD, Carnegie Mellon University) is an associate professor at Teachers College, Columbia University. Her interests include social cognition, demography, and sexual harassment. Her research focuses on the role of personal characteristics (e.g., age, gender, race, disability) in human resource management and organizational behavior and on the effectiveness of organizational interventions (e.g., training) in reducing and managing discrimination.

Innovation in public services: The case of Spanish local government

“…Furthermore, these managers not only have an overall vision of the organizations where they work but also a good knowledge of the organizational strategy (Cepeda-Carrión, Cegarra-Navarro, and Leal-Millan, 2012;Gannon, Doherty, and Roper, 2012;Koonmee, Singhapakdi, Virakul, and Lee, 2010;Kulik and Perry, 2008), explaining the belief that they could be good candidates to answer the questionnaire.…”

A Framework for Establishing a Human Asset Register for the Improved Management of People in Physical Asset Management

“…These elements are traditionally placed within the human resources (HR) area of responsibility. However, there has been a paradigm shift: such elements are becoming the responsibility of line managers [3,4] who often have insufficient skills in managing people-related issues, particularly in the technical areas of a business [5].…”

“…Owing to the stronger strategic orientation of the HR function, and lasting dissatisfaction with and criticism of the work of HR, line managers are being given increasing responsibility for both the effective management of people and the application of HR practices [3,4,20]. Line managers, however, are most likely not experts, and lack sufficient knowledge about HR practices and their correct application and implementation, particularly in the technical area of a business [5,16,21].…”

Implementing E-HRM System in Developing Countries: Challenges and Prospects

“…The increased use of web technology to deliver HR will leave HR specialists more time for strategic decision making and that outsourcing of people-management activities will liberate HR specialists to perform more strategic activities [11]. [6] Noted that the management of HR is complex and problematic because the individuals as workers rarely adapt or voluntarily embrace the objectives of the organization.…”