Pedro Miguel Romero Fernández
Biographic Data
| ID | 3459112 |
|---|---|
| NAME | Pedro Miguel Romero Fernández |
| GIVEN NAMES | Pedro Miguel Romero |
| FAMILY NAME | Fernández |
| SIGNATURE | FERNÁNDEZ P M R |
| AFFILIATIONS | Universidad de Cádiz |
| ORCID | 0000-0002-7648-9522 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2000 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 0 |
Attitudes of University Students Regarding Potential Conflicts in Socially Responsible Companies
Corporate social responsibility (CSR) is increasingly viewed as a strategic management tool for companies to draw in candidates. In this arena, international responsible rankings such as ‘The Great Place to Work’, ‘Family Responsible Employer Index (FREE)’ or ‘The Best Companies for Working Mothers’ put emphasis on the value of responsible behaviours, not only for surviving in the market, but also to ‘win the war for talent’. Using a sample of Sp…
Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research
Purpose Workforce diversity is considered one of the main challenges for human resource management in modern organizations. Despite its strategic importance, the majority of models in this field implicitly consider workforce as a generic and homogeneous category, and do not take into account cultural differences among employees. The aim of this paper is to present a systematic review of the literature on diversity among employees in strategic hum…
Trends and emerging values in human resource management ‐ The Spanish scene
Spanish firms have undertaken significant internal changes, including those related to human resources management, in order to adapt to new circumstances of market competitiveness. Length of the contractual relationship is one of the most important of these changes (contracts for an unlimited versus limited period). Available data show that the human resources management departments of Spanish firms have retained some traditional perspectives, wh…
Business strategy, work processes and human resource training: Are they congruent
This study examines the extent to which human resource (HR) training (content and context) is contingent on business strategy (i.e. classified according to Miles and Snow (1984) typology—‘Designing strategic human resource systems’, Organizational Dynamics, 13, 36–52) as well as the characteristics of the work process. Sixty-five Spanish organizations (i.e. 65 senior executives and 65 senior HR officers) participated in the study. Using primarily…
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Business strategy, work processes and human resource training: Are they congruent
This study examines the extent to which human resource (HR) training (content and context) is contingent on business strategy (i.e. classified according to Miles and Snow (1984) typology—‘Designing strategic human resource systems’, Organizational Dynamics, 13, 36–52) as well as the characteristics of the work process. Sixty-five Spanish organizations (i.e. 65 senior executives and 65 senior HR officers) participated in the study. Using primarily…
Trends and emerging values in human resource management ‐ The Spanish scene
Spanish firms have undertaken significant internal changes, including those related to human resources management, in order to adapt to new circumstances of market competitiveness. Length of the contractual relationship is one of the most important of these changes (contracts for an unlimited versus limited period). Available data show that the human resources management departments of Spanish firms have retained some traditional perspectives, wh…
Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research
Purpose Workforce diversity is considered one of the main challenges for human resource management in modern organizations. Despite its strategic importance, the majority of models in this field implicitly consider workforce as a generic and homogeneous category, and do not take into account cultural differences among employees. The aim of this paper is to present a systematic review of the literature on diversity among employees in strategic hum…
Attitudes of University Students Regarding Potential Conflicts in Socially Responsible Companies
Corporate social responsibility (CSR) is increasingly viewed as a strategic management tool for companies to draw in candidates. In this arena, international responsible rankings such as ‘The Great Place to Work’, ‘Family Responsible Employer Index (FREE)’ or ‘The Best Companies for Working Mothers’ put emphasis on the value of responsible behaviours, not only for surviving in the market, but also to ‘win the war for talent’. Using a sample of Sp…
Economics (4 works) · Management (4 works) · Business (3 works) · Computer Science (3 works) · Human resource management (3 works) · Human resources (3 works) · Knowledge management (3 works) · Sociology (3 works) · Engineering (2 works) · Marketing (2 works)