Running Head: HUMAN RESOURCES POLICY PROJECT: ANNOTATED
BIBLIOGRAPHY
Human Resources Policy Project
Annotated Bibliography
Lindsey Gaston
Liberty University
BUSI 642
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
References
Agusman Aris, A., Maupa, H., Muis, M., & Idrus Tabba, M. (2019). Effects of government
policy, quality of human resources and professional institutions on workforce
competitiveness using welding technology as mediating variable. Journal of Science and
Technology Policy Management, 10(5), 1121-1151. https://www-emerald-
com.ezproxy.liberty.edu/insight/content/doi/10.1108/JSTPM-12-2017-0068/full/html.
The research aimed to examine and analyze the effects of government policy, quality of
human resources and professional institutions on workforce competitiveness
using welding technologies as linking variables. The study design employed was
quantitative research using partial least square structural equation modeling to analyze
the collected data. In consideration of the evaluation results, it was pointed out that there
was a significant impact on government policies, human quality resources, and
professional institutions on welding and technology. The findings were explicit that the
higher the quality of government policies and human resources professional variables.
The higher the value of the institute of welding technology. The study recommends that
governments should create systems that have beneficial competition in the Indonesian
workforce. The implications included in the survey goes for governmental support to use
the model for determination and initiation of systems in the field of welding and also in
the standardization of operational standards and process of recruitment that can be able to
hold the competition of worker.
Airapetova, A.G., Korelin, V., & Karabekova, A.A. (2017). Specifics of human resource policies
at various life stages of an enterprise. 2017 IEEE VI Forum Strategic Partnership of
Universities and Enterprises of Hi-Tech Branches (Science. Education. Innovations)
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
(SPUE), 169-171. https://www.semanticscholar.org/paper/Specifics-of-human-resource-
policies-at-various-of-Airapetova-
Korelin/fd93c6ddb55ae0a6d0f8777b94a3370d06849c13
The study was objectively aimed at dedication of specific and particular human resource
policy formation at the various life stages of an enterprise depending on the level of
communication with personnel and includes their important aspects. According to the
text, human resource policies should ensure the link of documentation and technology
formed at the levels of an enterprise, every department and employee.
Barrena-Martínez, J., López-Fernández, M., & Romero-Fernández, P. M. (2019). Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management, 30(17), 2544-2580. https://www-tandfonline-
com.ezproxy.liberty.edu/doi/full/10.1080/09585192.2017.1332669
The integration of socially responsible behaviors has been a strategic option to companies
in recent years. Academic contribution that merge the field of corporate social
responsibility. The human resource has been expanding every year and then depicting a
wide sweep of advantages reflected in the great levels of commitment, motivation and
performance of workers. The study aimed at definition and provision of a prior academic
approximation of set of socially responsible human resource practice. The paper’s
objective is to define and provide an initial academic approximation of set of socially
responsible human resource practice. The study involved initial academic approximate of
set of social responsible human resource practice. The study suggested that an academic
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
consensus of 80% and support the existence of valid configuration of 8 socially
responsible human resource policies subdivided into 32 practices.
Basterretxea, I., Heras‐Saizarbitoria, I., & Lertxundi, A. (2019). Can employee ownership and
human resource management policies clash in worker cooperatives? Lessons from a
defunct cooperative. Human Resource Management, 58(6), 585-601.
https://onlinelibrary-wiley-com.ezproxy.liberty.edu/doi/full/10.1002/hrm.21957
The paper analyses the interaction among employee ownership, HRM policies and other
practices related to the same, and the Human Resource Management results in which the
World’s biggest industrial worker cooperative for years and now the defunct, Fagor
Electrodomesticos. In consideration of longitudinal data and much detailed reviews, the
study was able to shed light to depict how employee ownership conditioned human
resource management policies like job satisfaction and absenteeism. Another important
factor explored in this study was chronic nepotism when recruiting new members.
Failures in the training policy and reversed dominance of hierarchies are pointed out as
factors which increase riding and lower satisfaction and disengagement of working
members. The study contributes to the literature on HRM and workers cooperatives
because it facilitates some insights which are in few instances you will get them in the
literature. The study is very important as it can provide guidance to worker cooperatives
on increase of fit among employees’ ownership and HRM and outcomes.
Hilorme, T. (2016). Human capital assets as a specific intangible asset of the
enterprise. University Economic Bulletin, 29(1), 73-80.
https://doaj.org/article/7ca51b2f3a104b06bffbee0ab43ce113
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
The objective of the stud was to investigate the peculiarity of assessing human capital
assets or human resources. The study aimed at providing practical approaches. Regarding
the assessment of human capital regarding human capital assessment based on the theory
of intangible assets. The most massive wok in this study dwells much on the review of
the holdings' peculiarity as specific and intangible capital as well when considering the
criteria of assessment of human capital. Businesses and organizations can form an
accounting and evaluation of human resources with regards to the employees and the
enterprise life cycles, development of theoretical and methodological principles of
corporate social responsibility.
Karavidic, S., Ilieva, S., & Karavidic, M. C. (2016). ACHIEVING EXCELLENCE IN
EDUCATION, EMPLOYMENT AND HUMAN RESOURCE MANAGEMENT.
http://eee-conference.com/_img/arhiva/2016/eee_2016_book_2_-_final.pdf
At the end of the twentieth and beginning of the twenty-first century, it is marked by
radical reform of education systems universally most significantly in the developed
World. In consideration of scientific and technological wave in the current World,
companies and organizations should embrace technology. Employers must be enriched
with new information, new education, and new techniques for doing something. The
study offers discussion on the importance of justifying and the necessity of presenting
humanistic education systems. In the new order of the modern era and indication of
specification and peculiarity of education systems. The current education systems should
take concern for the technological systems of the new era on innovation in the
methodology of teaching. Most significantly, the World is witnessing scientific and
technical progress in the globalization despite the growth of kindness in human. It is also
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
seen that there are dramatic results of the uncontrolled development of scientific
glo9balization in all sectors, which has sections of human resources. Groups and
cooperatives have most significantly been helpful to countries where the issue of
unemployment is significant. Therefore, the study points out that these cooperatives are
essential in fighting for all workers' rights regardless of level or expertise level.
Monday, O. (2017). Human Resources Accounting: Issues, Benefits and
Challenges. International Journal of Economics, Finance and Management
Sciences, 5(3), 129-138. https://www.semanticscholar.org/paper/Human-Resources-
Accounting%3A-Issues%2C-Benefits-and-
Monday/de6786068c4955e187a08ef3a5f25be41cc63251.
The objective of this study was significant to focus on human resources and accounting,
which was well integrated into the financial statements of diverse organizations and is
assets. Most significantly, the study was to examine the issue to do with valuing human
resources or people working in a company. The study reveals that the exponent of rational
resource valuation in models has not yet started dealing with the mode of recording and
the record and disclosure of the accounting that relates to accountants and professionals.
The universal economy has shifted from an industrial economy to an information-based
economy that results from the Internet and other technologies. Therefore, this means that
human resource has become a great benefit to companies than ever before. Even though
human resources are more complex than intangible assets, it is similarly essential that
people in human resources seek valuable information. It can be depicted this study was
due to an increasing advantage of social capital in the economy to ensure the
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
development of human capital in the marketplace to develop the ideas and approaches to
value human resources.
Olson, E. M., Slater, S. F., Hult, G. T. M., & Olson, K. M. (2018). The application of human
resource management policies within the marketing organization: The impact on business
and marketing strategy implementation. Industrial Marketing Management, 69, 62-73.
https://www-sciencedirect-
com.ezproxy.liberty.edu/science/article/pii/S0019850118300440?via%3Dihub
The study objectively aimed at application of human resource management policies
within the marketing organization. The study also majored in the impact of business and
marketing strategy implementation. The text demonstrated in the importance of tailoring
of human resource marketing policies based on adoption of business and marketing
strategies. The paper also presents a comparative significance of marketing employee
selection, training, appraisal, and compensating processes. Demonstration of overall
firms’ performance can be put in place when appropriate marketing and business
strategies are paired. Th features of marketing organization and the link among the
strategy implementation has been the central focus on these kinds of studies.
Peretomode, V. F., & Ikoya, P. (2019). Mentorship: A strategic technique for achieving
excellence, manpower development and nation building? Mediterranean Journal of
Social Sciences, 10(2), 17-24.
https://doaj.org/article/b3c81b9412d6484f8397f79ad5008903
Peretemode and Ikoya objectively was a study to analyze the effectiveness of several
strategic techniques that can be useful in the achievement of an excellent workforce and
development and public building. The main aim of the study was to address the
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HUMAN RESOURCES POLICY PROJECT: ANNOTATED BIBLIOGRAPHY
possibility of using mentorship as the most significant criterion for achieving excellence
in every field. Similarly, the study focused on the development of workforce, and in
overcoming challenges of the public building. The research was extensive because it
focused on relevant literature from studies in consideration of quantitative and qualitative
mentoring. This was later followed by an analysis and synthesis of the findings. The
writers of the text suggest that whenever mentorship may fail to serve as the panacea to
the attainment of the variables, it is not an ‘assumption that workforce development
through mentorship works.
Stovall, O. S., & Neill, J. D. (2017). The ethical implications of human resource
accounting. Journal of Accounting, Ethics and Public Policy, 18(2).
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2985786
The paper has two main objectives. The study aims to critically examine the ethical
implications of current accounting principles that relate to human resources. Secondly,
the paper sought to depict alternatives to current accounting. Mostly, the treatment of
human resource costs at the expense of having a business. In consideration of institutional
economics, the study depicts how accountants present human resources to describe
human resource costs as expenses. The research also suggests that human resources'
current accounting treatment allows dignity and the inherent humanness of labor to the
company. Additionally, the study points out that current accounting for human resources
objectively serves as an institutional impede to pursue multiple stakeholders governing
model. The study ends with suggestion s or recommendations to current practices where
each is very powerful or superior to current practices from ethical perspectives. Last but
not least, the study recommends a significant change to current accounting practices. It
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