Human resource management as a profession in South Africa

Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession. Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa. Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe’s Content Validity Ratio (CVR). Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession. Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa. Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession

Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance

Much of the human resource management literature has demonstrated the impact of high performance work systems (HPWS) on organizational performance. A new generation of studies is emerging in this literature that recommends the inclusion of mediating variables between HPWS and organizational performance. The increasing rate of dynamism in competitive environments suggests that measures of employee adaptability should be included as a mechanism that may explain the relevance of HPWS to firm competitiveness. On a sample of 226 Spanish firms, the study’s results confirm that HPWS influences performance through its impact on the firm’s human resource (HR) flexibility

Helium burning and neutron sources in the stars

Helium burning represents an important stage of stellar evolution as it contributes to the synthesis of key elements such as carbon, through the triple-alfa process, and oxygen, through the 12C(alfa, gamma)16O reaction. It is the ratio of carbon to oxygen at the end of the helium burning stage that governs the following phases of stellar evolution leading to different scenarios depending on the initial stellar mass. In addition, helium burning in Asymptotic Giant Branch stars, provides the two main sources of neutrons, namely the 13C(alfa, n)16O and the 22Ne(alfa, n)25Mg, for the synthesis of about half of all elements heavier than iron through the s-process. Given the importance of these reactions, much experimental work has been devoted to the study of their reaction rates over the last few decades. However, large uncertainties still remain at the energies of astrophysical interest which greatly limit the accuracy of stellar models predictions. Here, we review the current status on the latest experimental efforts and show how measurements of these important reaction cross sections can be significantly improved at next-generation deep underground laboratories