Strategic HRM Annotated Bibliography Example

DuBois, C. L., & Dubois, D. A. (2012). Strategic HRM as social design for environmental sustainability in organization. Human Resource Management, 51(6), 799-826.

This source was selected because of its specific focus on environmental sustainability, which is suggested to be one of the most prominent innovations of human resources in recent years. The source is particularly compelling as it proposes a possible framework that can be employed to support and facilitate sustainable adaptation to the challenges faced by modern firms with regard to environmental sustainability. The framework emphasizes the role of HR leaders as a motivating and facilitating factor behind an organization’s pursuit of environmental sustainability within both domestic and international business lanscapes. The publication by which the source has been gleaned is a highly reputable and respected peer reviewed journal, which serves as powerful evidence to support the source’s validity. Based on the main topic and context of the source, it has been chosen based upon its substantial relevance to the area of study, which involves establishing that environmental sustainability represents one of the many influential outcomes that HR managers have facilitated through innovation. Further, the topic of environmental sustainability has become increasingly prominent and relevant among modern businesses as public and political pressures to emphasize corporate social responsibilities have continued to build. This further demonstrates the extreme relevance of this source.

Muethel, M., Gehrlein, S., & Hoegl, M. (2012). Socio-demographic factors and shared leadership behaviors in dispersed teams: Implications for human resource management. Human Resource Management, 51(4), 525-548.

This article examines the increased prominence of geographically dispersed workteams that have emerged as a result of globalization and the increased prevalence of international business operations. Further, the authors provide valuable insights into the role of Human Resource leadership in facilitating virtual teams that have the capability to work effectively and collaborate despite the fact that the individual team members are located in different geographical locations throughout the globe. The source also examines the general role of leadership within these geographically dispersed teams, as well as the implications that such can have on the organization’s human resource element. This source also hails from a highly respected peer-reviewed journal that has become a prominent publication of note in the discipline of human resources. As such, the journal’s reputation goes a long way in corroborating the validity of the source as being scholarly, and thusly, would be acceptable for use in academic or professional research. Further, the research project’s examination of virtual teams as a result of the influence of HR leaders on innivation fully establishes the relevance of this source, and as such, explains its inclusion in the project’s review of literature.

Roepke, R., Agarwal, R., & Ferratt, T. W. (2000). Aligning the IT human resource with business vision: The leadership initiative at 3M. MIS Quarterly, 24(2), 327-353.

This source provided particularly compelling research with regard to the use of information technology by human resources leadership and professionals a mechanism to facilitate innovation, as well as the virtual team. The compelling nature of this research is that it was conducted as a case study on the prominent multinational company 3M. As such, the results and conclusions detailed by the researchers as a result of this case study provide valuable insights into real world human resource leadership activity that has been applied within major multinational corporations that boast a massive brand portfolio. The validity of this research is practically above reproach as the study was published within the MIS quarterly, which is the academic publication for the Massachusetts Institute of Technology (MIT) School of Business, which is one of the most highly regarded educational institutions in the United States. The relevance of this source to the topic being discussed in this project is beyond contestation as the subject material ties directly into the role of HR leaderships using innovation to facilitate positive change within modern business.

Soliman, F. (2011). Modelling the role of human resource management in the innovation chain. International Employment Relations Review, 17(2), 1-20.

Vidal-Salazar, M. D., Cordon-Pozo, E., & Ferron-Vilchez, V. (2012). Human resource management and developing proactive environmental strategies: The influence of environmental training and organizational learning. Human Resource Management, 51(6), 905-934.

This source offers a compelling discussion regarding the relationship between HR leaders in developing environmental strategies, which represents one of the newest and most prominent innovations to emerge within the contemporary business world. In particular, within the study the authors examine the influence of HR leaders on the development of training and organizational learning as a mechanism to facilitate improved strategic planning and strategy development with regard to the environment and sustainability. As such, this source outlines one primary and compelling example of how HR leaders influence innovation in environmental sustainability and employee training and development. Accordingly, this source serves as powerful evidence to support the contention that HR leaders do influence innovation in this regard. Further, the article was extracted from a reputable peer reviewed journal that is generally regarded as a predominant authority within the human resources discipline. The close relationship between the ideas and conclusions presented in this article and those being examined in this research project effectively demonstrates the relevance of this source. In addition, it was indicated previously that this source provides powerful supporting evidence to the contention that HR leaders influence innovation from the perspective of employee development and environmental sustainability. This point above all other explains the importance and relevance of this source within the research project.

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