High rates in turnover of skilled employees can turn to be a very significant concern in organizations world-wide. Turnover affects productivity, product or service quality and of course profitability. As Human Resources (HR) activities can be considered as a primary source of sustainable competitive advantage in organisations, it would also play a major role in employees’ intention to stay or to leave. This paper examines the influence of different human resource practices on employees’ job satisfaction and organizational commitment and eventually on job turnover with a focus on the governmental sector in the State of Qatar. In order to develop such investigation, a model was suggested and an online questionnaire was developed and distributed. Hypotheses were tested on a sample of more than 250 highly ranked employees in Qatar. Statistical correlations were conducted to examine the relationships among variables under investigation. The results show that positive relationships were observed between the HR practices under investigation and job satisfaction and organizational commitment which indicate intention to stay.

There is an overwhelming need to focus on the human capital and the role of this important resource on organizations’ systems. In addition, there is a need for study on human resource development and participative management system. This would not be an interesting topic for study, if it were not a comparative study in the field of human capital and participative management system. Two important sectors were selected for the study i.e., Gas and Car parts companies. Gas Indian Ltd in Delhi (GAIL) and the National Gas Company of Isfahan, Iran; and also, two manufacturers of car parts in India and Iran, named Sona Group Company (in India) and Atlas Pump Sepahan (in Iran) were selected. The objectives of the study were associated with the role of some important human resource factors in participative management system. Objectives of the study are as follows: The role of communication, employees compassion, employees sentiment, reward system and training in participative management system, also if there were any significant difference on the impact of mentioned variables in Indian and Iranian organizations from the perspective of employees. The questionnaires were distributed among randomly selected employees and the researcher collected responses through the questionnaires of employees. Analysis of data was based on the SPSS (Statistical Package for the Social Sciences). Three levels of analyses were computed: 1. Descriptive analyses 2. T-Test 3. Correlation analyses. The general observations associated with attitudes of Indian and Iranian employees about hypotheses are presented in this paper.

The development of human resources recruitment and training strategies in a dynamic environment poses a challenge to many policy makers in various organisations. The goal of every human resource manager is to recruit, train and deploy the right personnel at the right place and at the right time in order to meet organizational requirements. We develop a system dynamics simulation model that captures the dynamic behaviour of a typical corporate manpower system. Three major strategies are indentified and simulated under different manpower demand scenarios. Based on a set of performance indices, the impact of the strategies is simulated under assumed demand scenarios including steady increasing, fluctuating, and s-shaped demand. Useful managerial insights are derived from the study. The model is a decision support tool for developing reliable dynamic manpower policies in terms of recruitment, training capacity, available skills, and attrition. This approach can assist organizations to design effective manpower strategies.

This study interrogates the meaning and conceptual nuances of human capital accounting and additionally highlights its empirical dimensions. A critical aspect of the concerns of the study borders on the validity of an interdisciplinary interpretation of the trajectories of human capital accounting. The methodology of the study is purposively the literature review. The study has attempted to underscore the essential aspects of the critical developments in the subject matter of human capital accounting. It has also tried to draw attention to the shortcomings of earlier studies, while showing the strengths of the influential types of such previous researches. Finally, the interdisciplinary thesis of the problem of the study was upheld, as having a large measure of validity. The empirical import of the concept of human capital accounting however, remains contentions. Consequently, continuous interdisciplinary research-engagement is recommended as an outcome of the study.