HRM IN PARCEL COMPANY

Human Resources Management In Parcel Company

Chapter 1: Introduction

Background of the Study

Given different interpretations and assessments of theory, there is an ambiguity concerning theories, frameworks and other phenomenological conceptualizations. Corresponding to the diverse disciplines and topics, the theories employed are also quite diverse. Often, several perspectives are employed in an eclectic manner. Predominantly, micro-level theories of psychological and behavioral provenance are adopted. Attribution theory and correspondence inference theory, the attraction-selection-attrition and the similarity-attraction paradigm, change management theories, organizational citizenship behavior, privacy theories, procedural justice theory, signaling theory, as well as social cognitive theory are adopted in order to explain individual perceptions and reactions arising from HRM M. Additionally, a learning theory is adopted to compare instructor-led and web-based learning (Nissen and Gates, 2004 195-222). In addition, some theories stemming from information systems research are used. The technology acceptance model, the unified theory of acceptance and use of technology and the theory of usability are used to frame again problems of individual reactions and usage.

Objective of the Study

Besides this, there is broader empirical evidence for a wide spread use of e-recruiting in Parcel industry where the Internet has become an ordinary recruiting source, however, without displacing conventional media. Besides corporate web sites, primarily Internet job boards are utilized in order to realize e-recruiting. The prevalent use of e-recruiting is also revealed for the public sector, however at a more moderate level since the full range of available options is not realized. In addition, a further survey depicts the frequent use of employee résumé management systems within fortune 500 companies. Compared to e-recruiting, e-selection seems to be in an earlier and developing stage since findings reveal a rather limited application. Training and-development, or as often labeled e-learning, comprises the (planning, implementation and) application of all kinds of learning that use IT for distributing of learning content and/or for communication.

Literature Review

Human Capital

In the economics literature, human capital refers to the productive capabilities of people (Becker 1964). Skills, experience, and knowledge have economic value to organizations because they enable it to be productive and adaptable; thus, people constitute the organization's human capital. Like other assets, human capital has value in the market place, but unlike other assets, the potential value of human capital can be fully realized only with the cooperation of the person. Therefore, all costs related to eliciting productive behaviors from employees--including those related to motivating, monitoring, and retaining them--constitute human capital investments made in anticipation of future returns (Ruta, 2005 35-53).

The term "human capital" calls attention to acts of insight such as the entrepreneur noticing significant points that others fail to see; it thus stresses intellectual skills. But while many people have bright ideas, only some of them have the other qualities necessary for entrepreneurship -- the moral qualities, such as boldness, leadership, know-how, tolerance for risk, sound practical judgment, executive skills, the ability to inspire trust in others, and realism. Human capital, even taking into account only matters of economic significance, is a concept of broad moral ...