Human resources policies for strategic csr. The experience of ree (Red Eléctrica de España)

Corporate Social Responsibility (CSR) strategies have a strong link with human resources policies. Not only because employees are one of the main stakeholders and because leaders’ style is directly related to the deployment of the strategy, but also, and with a growing importance, because a company culture aligned with CSR values could be a key competitive factor. The relationships among CSR values, employees’ commitment and productivity is one of the research lines of the GIOS (Grupo de Investigación de Organizaciones Sostenibles, Sustainable Organizations Research Group). Employees’ commitment management is one of the main challenges managers face, particularly in companies with a high proportion of knowledge workers. Many pieces of research indicate the direct relationship between employees’ commitment and company success. In this paper the results of a case study in REE (Red Eléctrica de España) identify some key variables to demonstrate that relationship. Based on commitment construct with the duality of emotional and rational commitment, and on the REE employee satisfaction survey, a direct relationship with organizational citizenship behaviour (OCB) variables appears. These OCB variables are an intermediate step with CSR values.From the results analysis of this survey a direct linear relationship can be seen between commitment and organizational citizenship behaviours. The relationships among emotional and rational commitment and OCB are examined separately with the conclusion being reached that there is a strong correlation in both cases. Moreover, the correlation between emotional commitment and OCB is somewhat stronger than that existing between rational commitment and OCB. it can also be seen how emotional commitment increases more strongly than rational commitment as organizational citizenship behaviours are gradually incorporated.

Conscious recollection and the human hippocampal formation: evidence from positron emission tomography.

We used positron emission tomography (PET) to examine the role of the hippocampal formation in implicit and explicit memory. Human volunteers studied a list of familiar words, and then they either provided the first word that came to mind in response to three-letter cues (implicit memory) or tried to recall studied words in response to the same cues (explicit memory). There was no evidence of hippocampal activation in association with implicit memory. However, priming effects on the implicit memory test were associated with decreased activity in extrastriate visual cortex. On the explicit memory test, subjects recalled many target words in one condition and recalled few words in a second condition, despite trying to remember them. Comparisons between the two conditions showed that blood-flow increases in the hippocampal formation are specifically associated with the conscious recollection of studied words, whereas blood-flow increases in frontal regions are associated with efforts to retrieve target words. Our results help to clarify some puzzles concerning the role of the hippocampal formation in human memory.

Human Resources (HR) in the Age of Technology: An Examination of the Relationship Between HR and Technology

Technology helps the Human Resources (HR) department drive for strategic relevance. These two departments are successfully collaborating on major projects in such business-critical areas as e-recruiting, self-service, training, compensation and talent management. Technology is critical in helping increase efficiency, increase attraction and retention, reduce administration and cut costs. In recent years, HR information systems (HRIS) have become more important than ever, this time as an essential part of a company's information security and knowledge fields. Ill-suited benefits and disorganized resources are history; now is the time for customized, dynamic plans and connected systems. Employees will appreciate the HRIS, business will benefit from the HRIS and the HR department will no longer have to be the ugly duckling of the company.

Defining and Measuring Metrics for a Multinational Human Resources Department

Successful HR departments should support key business objectives by establishing metrics that determine the effectiveness of their processes. Functions such as recruiting, benefits, and training are processes that should have metrics. Understanding who measures what, when, and how often is the first step in measuring how much it costs to run HR. The next step is determining which processes are most critical, and then determining the metrics that fit the business needs. Slight adjustments will need to be made as business needs change, but the process for measuring outcomes should not change. This paper will focus on multinational corporations that employ at least ten thousand employees and have a ratio of one HR professional to every hundred fulltime equivalents (FTEs).

Summary report of Human Resources Planning Conference : Hunt Valley, November 1984.

Mode of access: Internet.

A report on public and community health personnel : prepared for the Committee on Interstate and Foreign Commerce, House of Representatives and the Committee on Labor and Human Resources, United States Senate, as required by section 793 of the Public health service act

"December 7, 1979."

The Human resources management blueprint /

Mode of access: Internet.

Hearing on child care [microform] : hearing before the Subcommittee on Human Resources of the Committee on Education and Labor, House of Representatives, One hundredth Congress, first session, hearing held in Washington, DC, on July 8, 1987.

"Serial no. 100-26."

Barriers to health care/children's health [microform] : hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, second session, on review of access to health care for the poor and uninsured and improved health for America's children, July 16, 1986.

CIS Microfiche Accession Numbers: CIS 87 S541-16

Reauthorization of the Juvenile Justice and Delinquency Prevention Act [microform] : runaway and homeless youth : hearing before the Subcommittee on Human Resources of the Committee on Education and Labor, House of Representatives, One Hundredth Congress, second session on H.R. 1801, hearing held in Washington, DC, January 29, 1988.

"Serial no. 100-72."

AIDS education, care, and drug development [microform] : hearing before the Committee on Labor and Human Resources, United States Senate, One Hundred First Congress, first session, on examining the adequacy of the federal government efforts to combat AIDS, with regard to education, care, and drug development, February 7, 1989.

CIS Microfiche Accession Numbers: CIS 89 S541-19

Polygraph Protection Act of 1985 [microform] : hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, second session on S. 1815 ... April 23, 1986.

CIS Microfiche Accession Numbers: CIS 86 S541-62