Career Pathways: Human Resource Manager

Abstract:: A Human Resource Manager deals with staffing, payroll, benefits, and other workforce issues. They also help resolve conflicts that arise in the workplace. A degree in business with an emphasis in human resources is helpful. Also a minor in psychology helps develop skills in dealing with people. The salary range is discussed. A negative aspect of the job is terminating employees. Matching the right person to the right job and helping managers improve their skills are enjoyable parts of the job.

Consolidated Report of DEISA Case Studies

Abstract:: Diversity and Equity Interventions in South Africa (DEISA) was a research programme that studied the transformation industry in South Africa, exploring issues such as the kinds of interventions being undertaken under the rubric of diversity and equity, how these are experienced by people working in organisations, the theoretical frameworks used by practitioner,s and especially how they may or may not articulate with the quest for social justice in a democratising South Africa. The project examined 1) a questionnaire submitted to diversity practitioners across South Africa and 2) diversity interventions conducted at 12 South African organisations. These organisations included government institutions and private sector companies and ranged from multinationals to small family-owned concerns. They were situated mostly in the two major hubs of the South African economy, Gauteng and Cape Town. Two studies were in other regions of the country, Mpumalanga and North West Province.

Abstract:: Human resource management is one of the key functions within the broader scope of human resource development. If you are or want to become a manager in the health services, you will in all likelihood have some responsibility for managing people.

Abstract:: Design and execution of human resource management strategies. Two central themes: (1) How to think systematically and strategically about aspects of managing the organization's human assets, and (2) What really needs to be done to implement these policies and to achieve competitive advantage. Adopts the perspective of a general manager and addresses human resource topics (including reward systems, performance management, high-performance human resource systems, training and development, recruitment, retention, equal employment opportunity laws, work-force diversity, and union-management relationships) from a strategic perspective.

Abstract:: Historical evolution and assessment of different theories and disciplinary perspectives used in research on work, employment, and industrial relations. Introduces doctoral students to the field and explores where their research interests fit within the broader field. First part compares the normative assumptions, theories, and methodologies used by economists, historians, sociologists, psychologists, political scientists, and legal scholars from the latter nineteenth century to the present. Final portion explores strategies for advancing research on topics of current interest to participants.