Women in human resource management
The following is an annotated webliography on the topic “Women in Human Resource Management”. This project is aimed at the presentation of a representative selection of 12 online sources that would highlight various aspects of the topics, permitting the reader to evaluate current issues related to women in HRM practices and research. The webliography is intended as assistance to someone undertaking research on contemporary situation of women in the workforce and related HRM studies.The articles were selected through simple online search and therefore come from free online resources.
These include websites of government bodies, international organizations, educational establishments, online publications, and corporate websites. I hope that this annotated webliography will prove a useful guide in the research of the role of women in human resource management. ANNOTATED WEBLIOGRAPHY Fashion at Work. (2005, June 27). HRM Guide. Retrieved January 8, 2005 from http://www.
hrmguide. com/general/fashion-at-work. htm.The article discusses the results of the survey conduced by WomensWallStreet.
com, focused on women’s preference for workplace clothing. Tastes regarding various brands, overall importance of brand clothing to women, proportion of clothing expenditures in women’s budgets, style preferences were included in the questions of the survey. The article is useful for evaluating the importance that nice looks hold for working women and their cultural perceptions of nice clothing. Ifremer. Annual Report 2004. Retrieved January 8, 2005 from http://www.
ifremer. fr/anglais/rapp2004/gestion-rh. htm. The French Research Institute for Exploitation of the Sea (Ifremer) explains in its 2004 annual report how it implements gender equality policies.
Of special interest is the implementation of the wage agreement that included provisions for quota of hirings and promotions of women, as well as the review of the report on occupational gender equality. Lawler, J. J. (1999, February 5). Human Resource Management in International Settings. University of Illinois at Urbana-Champagne.
Retrieved January 8, 2005 from http://www. ips. uiuc. edu/gap/pdf/Human. pdf. The article, exploring the specificities of HRM in international settings, among others, also addresses the differences in organisational diversity in various nations.
Referring to various studies and databases, the author examines difference in employment opportunities for women in different countries. National Organization for Women. (NOW). (n. d.
). Women-Friendly Workplace and Campus Campaign Summary. Retrieved January 8, 2005 from http://www. now. org/issues/wfw/summary.html.
The National Organization for Women outlines its campaign for a women-friendly workplace aimed at promoting women in the workplace. The organisation, undoubtedly a feminist effort whose claims have to be taken with a grain of salt, lists organisations that, in its opinion, discriminate against women and evidence of such discrimination. NPA Seeks to Increase the Number of Women in Civil Service. (200, August 1). Human Resource Management 40(8). Retrieved January 8, 2005 from http://www.
jil. go. jp/bulletin/year/2001/vol40-08/02. htm.Focusing on the opinions expressed in the Survey of Views concerning the Recruitment and Hiring of Female National Civil Servants by the National Personnel Authority (NPA) on the position of women in Japanese civil service and their prospects as assessed both by women and men.
The survey presents the viewpoints of different employee and retired groups, divided on the basis of age and gender. The reader can draw conclusions from the differences in the opinions of different groups on the issue of conditions for women in the Japanese workplaces.PricewaterhouseCoopers. (2004). Human Resource Management Practices Survey 2004.
Retrieved January 8, 2005 from http://www. pwcglobal. com/gr/eng/main/home/hr_survey04. pdf. The Greek division of PricewaterhouseCoopers Global examined HRM practices in Greek and multicultural companies, finding out, among other trends, a persistently low proportion of female top-level executives against the background of a rising number of middle-level managers. The report is of interest from the viewpoint of assessing HRM practices in different nations.
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