Giving a special treatment for employees in order to develop competences and engagement are still significant problem in human resources management in the organizations. To counter those problems, researchers and practices have been implementing some approaches, for example, well-established programs on selection, training, reward system, career development and performance appraisal, even more, to exert the employee assistance programs. This paper describes the relationship among the high commitment human resource management system, employee assistance programs, affective commitment, and employee engagement. I share 232 questionnaires as primary data in which respondents are on jobs¡¦ staff. Moreover, I use quantitative method in SEM, One-way ANOVA, etc., to analyze all the information. The main finding is that high commitment human resource management systems and employee assistant programs have a positive effect on job engagement through the mediate of affective commitment. The finding is highly supported the hypothesis I made, and also testify some researcher¡¦s suggests. Further from this research, I also offer some suggestions of management and practical to the issue.

Economic globalization and the Open-Door policy make China market more significant around the world. On the other hand, intensive competitions are making progress. This paper examines the economic and society change, labor laws altering, and human resources varying since 1949. As the dynamics of competition accelerate are perhaps the only truly sustainable sources of competitive advantage in China firms. Thus, successful management of human capital may be more ultimate determinant of organizational performance and survival than physical capital. Strategic human resource management (SHRM) emphasizes the through the improvement of within reliable bundles of human resources practices and human resources management system, which are appropriately matched or linked to existing organizational environment. Most particularly business strategies could result in higher organization performance achievable. An empirical analysis is presented by gathering data from 80 China firms in 2003. That is on purpose to examine the determinants of the accomplishment of human resource management system and the coverage to human resource management system influences on organization performance.

Ill-health has been identified as the cause and consequence of poverty in Uganda. In April, 2009 the ICT4MPOWER project was launched in order to improve health care delivery in the rural communities of Uganda using Information and Communication Technology. One of the aspects considered, was the development of a human resource management system. Studying quality literature, interviewing possible stakeholders and investigating the current healthcare management information system led to the finding of both tactical and strategic functions for the development of human resources. Mock up interfaces was designed to support the needs of the organization. Flowcharts, use cases, and instruction films were made to clarify and to see the process from different end user. We have identified a need for a more strategic approach towards human resource management, but it must begin with establishing the hard foundation.

No description available.