Mahmoodzadeh, E., Jalalinia, S. & Nekui Yazdi, F. (2009), A business process outsourcing framework based on business process management and knowledge management, Business Process Management Journal, Vol. 15, No. 6, p. 846-864 Ghodeswar, B. & Vaidyanathan, J. (2008), Business process outsourcing: an approach to gain access to world-class capabilities, Business Process Management Journal, Vol.
329-344 Daft, R.L 2013, Organizational theory & design, 11th edn, Cengage Learning, South-Western. Mohrman, A 2000, ‘Consulting to team-based organizations: an organizational design and learning approach’, Consulting Psychology Journal: Practice and Research, vol. 52, no. 1, pp. 20-35 Schermerhorn, J R, Davidson, P, Poole, D, Woods, P, Simon, A, McBarron, E 2014, Management, 5th Asia-Pacific Edn, John Wiley & Sons, Milton.
They assume that the firm already has a clever leadership team that makes the competitive strategy choices effectively. They also assume that human resource issues such as hiring and training a capable workforce are straightforward and basic. The resource-based view (RBV) of strategy, a modern school of thought in the field of strategic HRM, sees these issues as strategic rather than stra... ... middle of paper ... ... over time, and their importance to sustained competitive advantage (Boxall and Purcell, 2003). Works Cited Boxall, Peter and Purcell, John. Strategy and Human Resource Management.
Earlier research by Bhattacharya and Sen (2004) showed that informing stakeholders is the only way to positively influence the attitude and behaviour of stakeholders regarding the organization and its CSR policies and/or business activities. Positively influence of the attitude and behaviour of stakeholders is also important organisations want to attract highly skilled and qualified workers. This is important because “the success of a business ultimately relies on the type of employees who work there (Blackman, 2006, p. 367)”. Person-Organization fit theories play an important role when organizations want to attract new employees. Person-Organization fit, abbreviated as P-O fit, is a popular theory, however its origin is unclear.
The International Journal of Human Resource Management, 24(9), 1799-1815. Tarique, I., and Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of world business, 45(2), 122-133. Silzer, R., and Dowell, B. E. (2010).