After reviewing the core issues relating to productivity in health care, quality in relation particularly to service cost, and innovation and improvement, chapters discuss human resource management practices that influence organizational performance, worker creativity, and sickness absence, followed by analyses of empirical examples of human resource management approaches for improving leadership quality and organizational and staff performance.
What does HRMP stand for?
HRMP stands for Human Resource Management Practice
This definition appears very frequently and is found in the following Acronym Finder categories:
- Business, finance, etc.
See other definitions of HRMP
We have 8 other meanings of HRMP in our Acronym Attic
- Human Resource Management Markup Language
- Hampton Roads Metropolitan Medical Response System (Virginia)
- Hampton Roads Metropolitan Medical Strike Team (Virginia)
- Human Resources Management Network
- Human Resources Management Office(r)
- Human Resources Management and Organizational Behavior
- Classified High-Resolution Oceanographic Observation Data Set
- Health Reinsurance Management Partnership
- Horizontal Retinal Meridional Photocoagulation
- Human Resource Management Policy
- Hydrologic Resonance Management Program
- Hydrology/Radionuclide Migration Program (US DoE)
- Hormone Resistant Metastatic Prostate Cancer
- Hormone-Refractory Metastatic Prostate Cancer
- Harrisonburg-Rockingham Metropolitan Planning Organization (Viriginia)
- High-Resolution Magnetic Resonance
- Human Resource Management Review
- Human Resources Meeting Room
- Human Research Multilateral Review Board (International Space Station administration)
- High-Resolution Magnetic Resonance Imaging
Samples in periodicals archive:
One of the main anticipated outcomes of HR standards is that organizations will see a strengthened connection of human resource management practices to business objectives and organizational performance.
This study focuses on theoretically analyzing the effects of certain human resource management practices applied by ESOEs, such as human resource planning, compensation, training, performance appraisal, and recruitment and selection, on enterprise financial performance.
The new labor law will have a significant impact on human resource management practices in China at least from two aspects: 1.
INTRODUCTION There is substantial evidence of a link between human resource management practices and important work related outcomes such as employee attitudes and behavior and firm financial performance.
In search of sustained competitive advantage: The impact of organisational culture, competitive strategy and human resource management practices on firm performance.