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The dark side of industrial clusters: human resources
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The dark side of industrial clusters: human resources
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| dc.contributor.author | Puig Blanco, Francisco | |
| dc.date.accessioned | 2023-05-10T08:16:40Z | |
| dc.date.available | 2023-05-11T04:45:05Z | |
| dc.date.issued | 2022 | es_ES |
| dc.identifier.citation | Puig, F. (2022), "Guest editorial", Competitiveness Review, Vol. 32 No. 1, pp. 1-7. | es_ES |
| dc.identifier.uri | https://hdl.handle.net/10550/86525 | |
| dc.description.abstract | Generally speaking, human resources (HRs) are the set of people that make up a company's human factor. They are the workers, employees and managers. Any person who has a contractual relationship with an organization is considered an HR. HRs is also a business function centralized or not in a department (human resource management – HRM) that develops three critical tasks: acquiring and developing worker skills, employee motivation and job design (Schuler and Jackson, 1987). Moreover, HRM has to do with what is called labor administration (wages, social security, payroll and unions) and the adjustment of people to each job position (Mathis et al., 2015). In short, HRM is a set of policies and practices designed to maximize organizational integration, employee commitment, flexibility and quality of work (Guest, 1987; Paauwe, 2009). | es_ES |
| dc.language.iso | en | es_ES |
| dc.publisher | Emerald | es_ES |
| dc.title | The dark side of industrial clusters: human resources | es_ES |
| dc.type | journal article | es_ES |
| dc.subject.unesco | UNESCO::CIENCIAS ECONÓMICAS | es_ES |
| dc.identifier.doi | 10.1108/CR-01-2022-166 | es_ES |
| dc.accrualmethod | S | es_ES |
| dc.embargo.terms | 0 days | es_ES |
| dc.type.hasVersion | AO | es_ES |
| dc.rights.accessRights | open access | es_ES |
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