Thematische Bibliographien / Human relations (HR)

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Auswahl der wissenschaftlichen Literatur zum Thema „Human relations (HR)“

Autor: Grafiati

Veröffentlicht am 29. Juni 2021

Zuletzt aktualisiert am 29. Juli 2025

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Zeitschriftenartikel zum Thema "Human relations (HR)"

Saxena, Akansha. "A Study of the impact of Human Resource Technology on Employee Relations." International Journal For Academic Research and Development 2, no. 1 (2020): 15–19. https://doi.org/10.5281/zenodo.6640414.

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The perpetual revolution in the field of technology has restructured and redefined the business and its dimensions. Regardless the nature and the size of the organization, the business leaders and managers are embracing technology with open arms. Human resource being the nucleus of an organization, the pulse of these radical transformations can be felt at a greater pace. With the amalgamation of technology in business, the employment relations are not immune to changes. HR technology are focusing its lens on improving the overall efficiency and effectiveness of the business by assisting the em

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Sanders, Karin, and Stephen Frenkel. "HR-line management relations: characteristics and effects." International Journal of Human Resource Management 22, no. 8 (2011): 1611–17. http://dx.doi.org/10.1080/09585192.2011.565644.

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Taganova, Elena N., Tamari M. Alieva, and Yuliya V. Shport’ko. "HR RISK MANAGEMENT. TRENDS AND PERSPECTIVES." RSUH/RGGU Bulletin. Series Economics. Management. Law, no. 1 (2023): 27–42. http://dx.doi.org/10.28995/2073-6304-2023-1-27-42.

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The article deals with the management of possible negative events related to the activities and characteristics of the personnel of organizations. Throughout the history of the development of labor relations, there were enough examples of bankruptcies and social tragedies that resulted from the implementation of the “human factor”. The ability to predict with varying probability the occurrence of negative events and the adoption of preventive measures to minimize damage is becoming particularly relevant in the current conditions of the growing global crisis

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Resya Dwi Marselina, Adjie Saepul Adha, Azfi Shafia Marwah Anandhita, Depi Febriyan, Siti Maesaroh, and Tiara Mustika Saldan. "Analisis Kebutuhan Sumber Daya Manusia Dan Manajemen Hubungan Industrial Pada Karyawan Administrasi Di RSUD Bandung Kiwari." Manajemen Kreatif Jurnal 2, no. 1 (2024): 137–50. http://dx.doi.org/10.55606/makreju.v2i1.2641.

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The Human Resources (HR) is a key element in carrying out organizational operational activities. Quality HR can provide the best service to customers. The quality and competence of employees can be influenced by effective industrial relations management. This study aims to analyze the needs of human resources and industrial relations management at RSUD Bandung Kiwari. The research method used is qualitative analysis with a descriptive approach. The results of the study show that the analysis of human resource needs and industrial relations management are interrelated. The analysis of human res

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Волков, А. В. "HR partnership in human resource management." Applied Economic Researches Journal, no. 1 (March 30, 2024): 146–54. http://dx.doi.org/10.47576/2949-1908.2024.1.1.018.

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В статье представлены теоретические основы кадрового партнерства человеческих ресурсов в системе социально-трудовых отношений. Выделены атрибутивные признаки концепции управления человеческими ресурсами, отличия элементов кадрового партнерства. Проанализированы динамика величины прожиточного минимума и минимальный размер оплаты труда в 2009-2022 гг., динамика общей численности населения в России и соотношение мужчин и женщин, динамика численности и удельного веса рабочей силы в разрезе федеральных округов, динамики численности населения, изменение среднего возраста занятого и безработного насе

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Kuruvilla, Sarosh. "Linkages between Industrialization Strategies and Industrial Relations/Human Resource Policies: Singapore, Malaysia, the Philippines, and India." ILR Review 49, no. 4 (1996): 635–57. http://dx.doi.org/10.1177/001979399604900404.

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The case studies of Singapore, Malaysia, the Philippines, and India presented in this paper support the author's contention that a country's industrialization strategy for economic development profoundly influences its industrial relations (IR) and human resources (HR) policy goals. The author finds that import substitution industrialization was associated with IR/HR policy goals of pluralism and stability, while a low-cost export-oriented industrialization strategy was associated with IR/HR policy goals of cost containment and union suppression. In countries that moved from a low-cost export-

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Su, Kaiwei. "Study on the Impact of Enterprise HR Management Informationization on Labor Relations Management." Transactions on Social Science, Education and Humanities Research 9 (July 8, 2024): 228–33. http://dx.doi.org/10.62051/cqwdkw67.

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In the context of global economic integration, new opportunities have arisen for the robust development of China's economy and various industries. As the mainstay of all economic activities, enterprises have a significant impact on competitiveness through internal management optimization and effective talent utilization. Thus, managing human resources well is of great importance. To meet the long-term development needs of enterprises, relying solely on capital accumulation and technological innovation is insufficient. It is also essential to build an efficient, collaborative, and innovative te

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Goel, Alok Kumar, and Geeta Rana. "Human Capital Creation: Innovative Practices by an Indian Bank." South Asian Journal of Business and Management Cases 3, no. 2 (2014): 195–205. http://dx.doi.org/10.1177/2277977914548339.

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Employee retention was a big challenge at YES Bank, an emerging Indian bank. The main objective of the study is to identify innovative steps taken by the management in their human resource (HR) practices to enhance employee retention and to create a conducive environment for human capital creation in the YES Bank. The case explores and provides useful insights as to how YES Bank has successfully transformed its working environment for human capital creation through innovative HR practices. The case concludes with questions to provoke discussion to understand the importance of various HR manage

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Florkowski, Gary Walter. "HR technologies and HR-staff technostress: an unavoidable or combatable effect?" Employee Relations: The International Journal 41, no. 5 (2019): 1120–44. http://dx.doi.org/10.1108/er-08-2018-0214.

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Purpose Drawing on the job demands-resources and IS literatures, the purpose of this paper is to identify organizational factors that mitigate technostress in the HR department; and to evaluate how technostress and techno-insecurity affect technology’s impact on job satisfaction. Design/methodology/approach This research draws on a web-based survey of 169 US and Canadian firms targeting HR executives as key informants. An HR-context-specific, technostress model was tested with structural equation modeling. Exploratory factor analysis evaluated the structural properties of all multi-item scales

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Tampol, Renato, and Hector M. Aguiling. "Organizational culture and human resource practices of the SVD educational institutions in the Philippines." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (2021): 202–12. http://dx.doi.org/10.20525/ijrbs.v10i3.1117.

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Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifical

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Dissertationen zum Thema "Human relations (HR)"

Mogensen, Gustav, and Simon Warfving. "Nya perspektiv på HR, Human relations & Artificiell intelligens : En kvalitativ studie där AI-enheter inkluderas i HR-perspektivet." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105355.

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För nästan hundra år sedan, lades grunden för det som senare kom att benämnas som human relations. HR-perspektivet med Mayos “Hawthornsstudie” i spetsen, innebar ett skifte i hanterandet och synsättet av människor i organisationer. Taylorismens organisatoriska kontroll och effektivitet byttes ut mot människors behov och välmående. Numera är HR-diskursen mångfacetterat och dess nuvarande existens ses som relativt självklar i många sammanhang. Men i och med den nya teknologiska eran, som numera innefattar artificiella intelligenta (AI)-enheter, gör att HR-perspektivet inte bör negligera dessa ny

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Donnelly, Sióbhan Noelle. "The management of industrial relations (IR) and human resources (HR) in Irish-owned multinationals (MNCs)." Thesis, University of Warwick, 1999. http://wrap.warwick.ac.uk/36428/.

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This thesis is concerned with HRM in Irish-owned multinational companies (MNCs). For the purpose of this research, HRM is understood in its broadest sense as encompassing the policies, processes and procedures involved in the management of people within organisations (Sisson, 1989). Adopting a head office-centred approach, this thesis specifically focuses on two dimensions of FIRM: (i) the collective management of non-managerial employees, that is the management of industrial relations (IR), and (ii) the management of non-operational human resources (HR), that is the management of managers. Ch

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Schlingemann, Thomas. "The management of human resources on cruise ships : the realities of the roles and relations of the HR function." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/the-management-of-human-resources-on-cruise-ships-the-realities-of-the-roles-and-relations-of-the-hr-function(0c1fdbb9-de5d-4234-9398-7298b7806404).html.

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This thesis aims to contribute to a deeper understanding of human resource management (HRM) within cruise ship organizations. The cruise ship industry is one of the fastest developing sectors within the tourism industry. Therefore, it should come as little surprise that the demand for seafaring human resources has also grown. Assuming that effective management of crew members is key to the effective operation of cruise ships, the specifics and challenges for HRM in this particular organisational context are identified and analysed as well as the realities of the roles and relations of the ship

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Ljutic, Nermina, and Jeanette Lundell. "Samspel och utvecklingsmöjligheter på jobbet : En kvalitativ studie om HR-medarbetares och chefers upplevelse av att arbeta tillsammans." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26755.

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Stamos, Harris, and Nikita Pugin. "Ledarskapets inflytande på organisationsförändring : en fallstudie inom lokalvårdsbranschen." Thesis, Högskolan Väst, Avd för företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9644.

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Moderna organisationer har ett högt tryckt på sig att kunna anpassa sig till marknadens rå-dande förväntningar. De kan pressas av olika intressenter som kunder och konkurrens men även av organisationens egna anställda. Upp till 70% av alla förändringsarbeten misslyckas vilket tyder på att anställda inte är en del av stödet för den framgångsrika förändringen. För att kunna avklara omfattande organisatoriska förändringar behövs det en förändringsagent, vilket oftast utgörs av en stark ledare inom företaget. Denna studies syfte är att bidra med en större kunskap om hur ledarskap kan påverka organ

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Hedman, Mattias, and Charlotte Skinnar. "Human resources outsourcing : att släppa kontrollen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11484.

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Titel: Human resources outsourcing Högskola: Mälardalens högskola Västerås Institution: Akademin för hållbar samhälls- och teknikutveckling. Ämne: Kandidatuppsats i företagsekonomi - FÖA300 Författare: Mattias Hedman och Charlotte Skinnar Handledare: Ulla Pettersson Sidoantal: 43 Bilagor: 1 Nyckelord: Outsourcing, HR, relationer Syfte: Uppsatsens syfte är att utifrån teorin analysera Fortums och Foras val inom HRO och hur de hanterar den. Därefter presentera förslag på vad de skulle kunna lägga fokus på i framtiden utifrån teorin. Metod: Kvalitativ metod och deduktiv ansats. En fallstud

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Paphavatana, Pisalvit, and Md Fazla Mohiuddin. "Changing Role of HR : A Comparative study of different organization structures in relation to HR & the motivation behind them." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-71362.

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Since its big breakthrough in 1980 starting in America (Bredin, 2008), we see yet another shift from traditional to Strategic Human Resources which were basically about two normative model “best fit” vs. “best practice” and their implication in business organizations (Boxall & Purcell, 2000). Scholars like Ulrich (1997), suggested ways about how Human Resource (HR) could contribute in the search for competitive advantage by advocating new organizational structures and roles such as HRSSC (Human Resource Shared Service Center) or the new role of HRBP (Human Resource Business Partner). These

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Berggren, Emilia, and Emma Nilsson. "”…vad är det som ger den goda relationen? Är det kommunikationen? Var börjar det? Vad är hönan och ägget?” : En kvalitativ studie om den interna kommunikationen mellan HR-funktionen och linjecheferna i en multinationell koncern." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-30328.

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Studien har tagit avstamp i samtal med en kontaktperson hos en multinationell koncern. Kontaktpersonen beskrev att det fanns en önskan om att undersöka vilka kommunikationsvägar som är lämpliga att använda för att kommunicera med cheferna gällande HR-arbetet. Studien har syftat till att i en multinationell koncern undersöka, beskriva och analysera relationen och kommunikationen mellan HR-funktionen och linjecheferna samt vilka möjligheter och hinder som finns inom dessa områden. De teoretiska utgångspunkterna bestod av teorier kring relationer, kommunikation och organisation. Studien har utgåt

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UGLIETTI, GUIDO. "La gestione del capitale intellettuale per ottenere un vantaggio competitivo sostenibile." Doctoral thesis, Università Cattolica del Sacro Cuore, 2013. http://hdl.handle.net/10280/1806.

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Questo lavoro di ricerca poggia sulla solida convinzione che sia necessario un salto di qualità sia negli investimenti in capitale intellettuale che nelle pratiche di gestione manageriale, al fine di attivare un processo di crescita di lungo corso che duri nel tempo. Dal momento che l'economia della conoscenza riveste una sempre maggiore importanza, questo studio ha verificato gli effetti che le pratiche HR e le capacità di rinnovamento possono esercitare sul capitale intellettuale al fine di creare un vantaggio competitivo sostenibile. Il modello adottato ha considerato il capitale intellettu

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Bücher zum Thema "Human relations (HR)"

Smith, George C. B. The new HR/IR function: Changing to meet the competitive challenge. Industrial Relations Centre, Queen's University, 1993.

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Ippolito, Francesca. Mainstreaming Human Rights in EuroMed Bilateral Relations. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190848194.003.0004.

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This article, focusing on the bilateral dimension of the EuroMed relations related to migration conceptualises the existence of a human rights (HR) mainstreaming duty in EU external policies and attempts to examine the related problems of the application and performance of such a duty based on the analysis of the human rights clauses included in the Association Agreements (AAs) within the European Neighbourhood Policy (ENP) framework, in combination with the mechanism of the “non-affection clause” for formal and informal Readmission Agreements concluded at both the EU (EURAs) and national leve

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Perkins-Carter, Crystal, and Wesley Long. Human Relations in Rio / HR 4170-240: Declining Balance Card Ledger. Independently Published, 2019.

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Ramstad, Peter M., and John W. Boudreau. Beyond HR: The New Science of Human Capital. Harvard Business School Press, 2007.

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Wright, W. HR in the Boardroom: The HR Professional's Guide to Earning a Place in the C-Suite. Palgrave Macmillan Limited, 2015.

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Wright, W. HR in the Boardroom: The HR Professional's Guide to Earning a Place in the C-Suite. Palgrave Macmillan Limited, 2015.

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Ketchen, David J., T. Russell Crook, Samuel Y. Todd, James G. Combs, and David J. Woehr. Managing Human Capital. Edited by Michael A. Hitt, Susan E. Jackson, Salvador Carmona, Leonard Bierman, Christina E. Shalley, and Douglas Michael Wright. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780190650230.013.19.

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This article explores human resource (HR) management and its interrelationship with strategic human capital and performance. Drawing on data from 158 studies of human capital, the authors consider how synchronized systems of HR management practices affect human capital and how individual practices impact performance. The authors also look at the impact of synchronized systems of practices on performance in relation to human capital and existing resources. The authors describe resource-based theory that explains performance differences and how firms manage their strategic resources to enhance p

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Bach, Stephen, and Ian Kessler. HRM and the New Public Management. Edited by Peter Boxall, John Purcell, and Patrick M. Wright. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199547029.003.0023.

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As human resource management (HRM) has developed as a field of study, the attention paid to public sector employment relations has been relatively limited. The preoccupation with the link between HR practice and corporate performance has been less applicable to public service organizations that are answerable to a range of stakeholders and in which HR policy has been geared to ensuring political accountability. There has been a recognition that the public sector confronts fiscal and political pressures that are altering HR practice. However, this observation has rarely been backed up by a sust

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Gilley, Ann, Jerry W. Gilley, Scott A. Quatro, and Pamela Dixon. Praeger Handbook of Human Resource Management. Greenwood Publishing Group, Inc., 2008. http://dx.doi.org/10.5040/9798216000228.

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The two-volumePraeger Handbook of Human Resource Managementis an indispensable resource for anyone with a question relating to workplace practice or policy. Volume One contains information organized by HR task or topic: Recruitment and selection, employee development, performance management, compensation and benefits administration, and employment law. Volume Two covers organizational issues like leadership and HR strategy, organizational development, change management, and general HR issues and workplace policy. Written by experts of all stripes, including HR professors, HR consultants, and p

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Buchteile zum Thema "Human relations (HR)"

Englert, Marco. "HR goes digital & sustainable – Exzellente HR-Kommunikation und der Weg zu Human Relations." In Digitale Unternehmensführung. Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-23053-1_19.

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Ruta, Dino. "HR Portals as Tools for Relational Resources Management." In Encyclopedia of Human Resources Information Systems. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch063.

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The aim of this chapter is to present the coevolution of technology and human resource management, considering the role of enabler that information technology (IT) can play in the reconfiguration of the human resource (HR) function. This approach combines theories on activities, competences, and knowledge and follows the concept of intellectual capital (IC), composed by at least three forms of capital, that is, human, social, and organizational (Sullivan, 2000; Youndt, Subramaniam, & Snell, 2004). This chapter focuses on the value that relations have in the organization. For this reason we

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Jain, Dr Sheetal, and Dr Rajesh Sahu. "HUMAN RESOURCE STRATEGIES IN CURRENT SCENARIO." In Futuristic Trends in Management Volume 3 Book 11. Iterative International Publisher, Selfypage Developers Pvt Ltd, 2024. http://dx.doi.org/10.58532/v3bhma11p1ch1.

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The purpose of this chapter is to discuss some of the essential elements and contemporary developments in HR strategy. The goal of human resource strategy is to help staff members develop the skills, viewpoints, and behavior necessary for the organization to accomplish its goals. Human resource strategy is a set of guidelines for controlling the workforce through HR policies and procedures. Numerous HR-related issues are covered, such as hiring, compensation, performance management, reward and recognition, employee relations, and training. The HR strategy of a firm must be in line with its obj

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Ryan, Lorraine, Caroline Murphy, and Daniel Troy. "Social mobilization theory in HR and employment relations." In Elgar Introduction to Theories of Human Resources and Employment Relations. Edward Elgar Publishing, 2019. http://dx.doi.org/10.4337/9781786439017.00032.

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M. Schultz, Cecile. "The Future of HR." In Beyond Human Resources - Research Paths Towards a New Understanding of Workforce Management Within Organizations [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.96672.

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The HR function is currently dealing with a range of questions: How can HR prepare for the future? Which HR competencies will be needed? Which aspects should be focused upon? The way forward may start with capacitating HR managers to obtain the necessary competencies and be enlightened about which aspects should get specific attention in order to prepare for the future world of work. In order to progress towards a new understanding of workforce management within organisations, it is essential to shed light on HR competencies, future workspace, engagement, employment relations and resilience. A

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"HR Today and Tomorrow: Organizational Strategy in Global Companies." In Industrial Relations to Human Resources and Beyond: The Evolving Process of Employee Relations Management. Routledge, 2016. http://dx.doi.org/10.4324/9781315498331-22.

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Pandey, Anand, Dharam Pal Singh, Shaina Arora, and Kamal Batta. "From Data Entry to Data-Driven Decisions." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-9631-5.ch013.

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Human resources change with AI. Automation, fewer administrative duties, data-driven decision-making, and better applicant and employee experiences occur. AI can speed up hiring with skills analysis and interview scheduling and tailor onboarding with chatbots and role-specific training. AI's capacity to enhance and tailor instruction changes performance management. AI-driven systems that adapt to learners' needs may improve learning. AI chatbots that automate regular tasks and give 24/7 support may improve employee relations by freeing up HR specialists to concentrate on strategy. However, res

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Afedzie, Richard, Richard Brace, Fidelis Quansah, and James Attah-Panin. "Green Human Resource Management." In Research Anthology on Human Resource Practices for the Modern Workforce. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch105.

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This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmenta

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Afedzie, Richard, Richard Brace, Fidelis Quansah, and James Attah-Panin. "Green Human Resource Management." In Human Resource Management Practices for Promoting Sustainability. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4522-5.ch002.

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Ahmadi, Kumars. "Leveraging Leader Relations to Cultivate Brain Friendly Workplaces." In Business, Management and Economics. IntechOpen, 2022. http://dx.doi.org/10.5772/intechopen.107836.

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Regarded as the future of management, leadership is becoming increasingly important, but one of the most serious challenges facing leaders today is the declining trend in job satisfaction, commitment, and work motivation in HR, making the current working environment less effective. Today, neuroscience provides a more precise definition and description of the human being, so many different sciences use neuroscience findings more effectively, and leadership is linked to neuroscience in the form of organizational neuroscience. New understandings of human concepts regarding human brain-directed th

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Konferenzberichte zum Thema "Human relations (HR)"

Kochina, Svetlana, and Elena Shchetinina. "Diagnosis of Labor Relations and Human Capital Through the Prism of HR Branding." In IX International Scientific and Practical Conference “Current Problems of Social and Labour Relations" (ISPC-CPSLR 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220208.034.

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Ivanova, Oksana Evgenevna, and Vladimir Nikolaevich Vesnin. "HR management and human resource management: differences in approaches to managing labor relations in an organization." In International Research-to-practice conference. Publishing house Sreda, 2020. http://dx.doi.org/10.31483/r-85966.

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Gharrawi, Azhar M. "HR Planning Pharma Case Study." In 2020 International Conference on Resources Management. Koya University, 2021. http://dx.doi.org/10.14500/icrm2020.gen323.

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In a number of real-life situations, organisations are confronted with taking decisions to adopt different human resource management policies and practices in order to meet the challenges of dynamic business environment. In the case of Pharma, changing business environment and the associated challenges have necessitated the initiation of some HR-related actions. Some of the policies and decisions to meet the market dynamics are likely to affect the employment relationships in Pharma site, because the circumstances have forced the organisation to pursue employee head count reduction measures an

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Daroni-Gherman, Carmina-Maria, and Andreea Cipriana Cosma. "The impact of artificial intelligence (AI) on human resources activity in an organization (HR)." In Simpozion Ştiinţific al Tinerilor Cercetători. Ediţia a 22-a. Academy of Economic Studies, 2025. https://doi.org/10.53486/sstc2024.v2.39.

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This paper extensively explores the impact of integrating artificial intelligence (AI) into human resources (HRM), highlighting the many ways AI is changing and influencing practices and processes across organizations. In addition to the obvious promises of increased efficiency and operational optimization, the adoption of AI in HRM has a profound impact on organizational culture and labor relations. By automating repetitive and administrative-bureaucratic tasks, AI enables HR employees to focus their efforts and expertise on the more strategic and human aspects of HR management. Thus, employe

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Stojanović, Nikola, and Mojca Bernik. "Strategic Human Resources Management: Challenges and Opportunities." In Society’s Challenges for Organizational Opportunities: Conference Proceedings. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.3.2022.68.

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Recent events (COVID -19 pandemic, the Ukrainian war) not only have an impact on the business operations of organizations, but have also a broader impact on individual work processes in organizations. One of these is strategic human resource management, which includes the connection of personnel management with the policy of the organization. The article represents an scientific explanatory study, developed on the information collected from the literature from journals and books related to strategic human resources management. It tries to discover connections and relations between strategic HR

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Tola, Amalia. "HR Department: How Business Ownership and Activity Type Affect Its Existence in the Albanian Companies." In Seventh International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/limen.s.p.2021.67.

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Human Resources Management is an important function of organizational management. The way an organization uses its human resources for the development and implementation of its strategies can strongly affect its performance. Human Resources Management (HRM) in the context of a market economy is still a new concept in Albania. About thirty years after the transition from a centralized economy towards a free-market economy, the job relations in Albania are undergoing important changes; therefore, businesses should be able to successfully face the fast development of technology, globalization

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Martín-Hernández, Pilar. "TRAINING AND LEARNING OF UNIVERSITY STUDENTS OF LABOUR RELATIONS AND HUMAN RESOURCES IN HR RECRUITMENT AND SELECTION AND ARTIFICIAL INTELLIGENCE: SOME CHALLENGES AND FUTURE TRENDS." In 16th International Conference on Education and New Learning Technologies. IATED, 2024. http://dx.doi.org/10.21125/edulearn.2024.1453.

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Hornung, Severin, and Thomas Höge. "THE DARKSIDE OF IDIOSYNCRATIC DEALS: HUMANISTIC VERSUS NEOLIBERAL TRENDS AND APPLICATIONS." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact097.

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"Theory-building on workplace flexibility is extended, based on a critical Human Resource (HR) systems framework and paradox (conflict) perspective on employee-oriented vs. capacity-oriented flexibility. Differentiated are variabilities in HR practices by: a) content (functional, temporal, spatial, numerical, financial); b) control (employer, employee); and c) creation (top-down, bottom-up). Hybrid types of bottom-up initiated and top-down authorized flexibility, idiosyncratic deals (i-deals), describe mutually beneficial, negotiated agreements on non-standard working conditions between employ

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Bryukhova, Olga. "The Formation of an Attractive HR-Brand of a Transport Company's Target Audience of 'Young People'." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-60.

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The article is dedicated to studying the HR-brand of a vehicle company, and seeks ways to improve it further. Theoretical and methodological aspects of shaping the image of an organisation as an employer are now widely reflected in the works of domestic and foreign researchers in the field of human resource management. However, the applied aspects of branding in relation to specific employers from different sectors of the economy remain relevant for the study. The practical interest of the company in question is due to the high turnover rate (15%) and the shortage of young workers. For the pur

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GAJEWSKA, Paulina, Katarzyna PISKRZYŃSKA, and Rolandas RAKSTYS. "THE EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT ON THE EXAMPLE OF THE FOOD INDUSTRY." In RURAL DEVELOPMENT. Aleksandras Stulginskis University, 2018. http://dx.doi.org/10.15544/rd.2017.240.

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Everything formed in the company including products, services and all ideas are created by human. Therefore, human capital is one of the most important resources of an organization and source of achieving company’s success. The relation between employee fulfilment, satisfaction of their work and their effectiveness, commitment, performance and identification with the organization seems to be obvious. The goal of the paper is to present the review of the literature in the field of human capital management and the cognitive purpose is the analysis of the implementation of selected elements of hu

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