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Khan, Sania. „An efficient human resource management system model using web-based hybrid technique“. Problems and Perspectives in Management 20, Nr. 2 (06.05.2022): 220–35. http://dx.doi.org/10.21511/ppm.20(2).2022.18.
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The proliferation of international business activities drives organizations to expand their operations into new areas and propels human resource management (HRM) to ensure hiring and retaining competent personnel. Consequently, firms have been struggling to place qualified people in relevant roles and provide adequate training. This study utilized information technology to solve these challenges using a web-based system to interconnect the processes, receive the data from the job applicants via a web-based interface, and connect them with suitable employment. Firstly, the proposed model presented a hybrid technique of Convolutional Neural Network (CNN) with Long Short Term Memory (LSTM) Cloud Web-based Human Resource Management System (CLWHRMS) by recognizing distinct features and forecasts the candidate’s potential under various classification tasks. For this, the study used a set of various software tools for web pages and database designing, including for the alteration of images. The hybrid model was executed using real-time data of 250 resumes, which were collected through an online database to validate the overall performance of the developed web-based system in terms of its accuracy, sensitivity, and specificity. Though the specificity was the same with all the techniques, the results illustrated CNN-LSTM technique was 91% accurate and 90% sensitive compared to the traditional methods. This CNN-LSTM model automatically estimates the suitability of a job candidate and projects his/her workability contributing to Saudi Arabian firms to ease and enhance their recruitment process. AcknowledgmentThis project was supported by the Deanship of Scientific Research at Prince Sattam Bin Abdulaziz University, AlKharj, Saudi Arabia under the Specialized Research Grant program with Grant No-2021/02/18747.
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Marumo, Okaile R., und Tumisang Angela Mmopelwa. „Use of Data Mining Techniques in Human Resource Management“. Zambia ICT Journal 1, Nr. 1 (11.12.2017): 41–46. http://dx.doi.org/10.33260/zictjournal.v1i1.22.
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In the past few years, Analytics has rapidly risen in among organizations within the field of human resource management. To the present date, however, Human Resource Analytics has not been subject to a lot of scrutiny from educational researchers. The aim of this paper is so to look at Different Mining Techniques could be implemented in the HR Department to enhance or support their decision making process. This will improve existing practices of HR analytics and will deliver transformational change indeed
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Hussain, Mohammad Tehaseen, und Mohammed Abrar Baig. „Human Resource Management by Machine Learning Algorithms“. International Journal for Research in Applied Science and Engineering Technology 10, Nr. 11 (30.11.2022): 629–32. http://dx.doi.org/10.22214/ijraset.2022.47376.
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Abstract: The main object of Human Resource Management using machine learning is to analyze employees' interest in their respective companies and make predictions about who will stay or leave the organization. The data is extracted using data scraping techniques and stored in CSV format. Data collected through this technique contains different features, and with the help of ML algorithms, it leads to predictions. This analysis helps the manager to make conclusions about who will stay or leave the organization; with this, the manager can approach a way to let stay a worthy employee in the organization. In our study, we used different techniques like feature scaling and SMOTE. According to the results, the suggested methods like random forest and XG boost classifier. The accuracy rate(%) values for the outcomes produced by the suggested methods will lead us to the conclusion.
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Ilyin, S. N., und G. R. Kolodkin. „Psychodiagnostics as an innovative technology in human resource management“. Izvestiya MGTU MAMI 7, Nr. 1-5 (10.09.2013): 226–28. http://dx.doi.org/10.17816/2074-0530-67906.
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The article refers to a need to implement techniques of psychodiagnostics into management science. Russian businessmen do not pay enough interest to labor resources, to a right approach to the staff and the impact on them. As a newest technology of business management, I recommend the use of psychodiagnostic techniques. These techniques will quickly shift from extensive to intensive management and, as a result, to the efficient operation of the entire company.
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Bucur, Vlad, und Liviu-Cristian Miclea. „Multi-Cloud Resource Management Techniques for Cyber-Physical Systems“. Sensors 21, Nr. 24 (15.12.2021): 8364. http://dx.doi.org/10.3390/s21248364.
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Information technology is based on data management between various sources. Software projects, as varied as simple applications or as complex as self-driving cars, are heavily reliant on the amounts, and types, of data ingested by one or more interconnected systems. Data is not only consumed but is transformed or mutated which requires copious amounts of computing resources. One of the most exciting areas of cyber-physical systems, autonomous vehicles, makes heavy use of deep learning and AI to mimic the highly complex actions of a human driver. Attempting to map human behavior (a large and abstract concept) requires large amounts of data, used by AIs to increase their knowledge and better attempt to solve complex problems. This paper outlines a full-fledged solution for managing resources in a multi-cloud environment. The purpose of this API is to accommodate ever-increasing resource requirements by leveraging the multi-cloud and using commercially available tools to scale resources and make systems more resilient while remaining as cloud agnostic as possible. To that effect, the work herein will consist of an architectural breakdown of the resource management API, a low-level description of the implementation and an experiment aimed at proving the feasibility, and applicability of the systems described.
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Глухенькая und N. Glukhenkaya. „Study of Human Resource Management Sistems: Konvergentsialno-Integration Approach“. Management of the Personnel and Intellectual Resources in Russia 3, Nr. 4 (15.08.2014): 56–59. http://dx.doi.org/10.12737/5424.
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Study of human resources management systems depend largely on approaches and techniques applied. Integration and convergence approach is complex and thus implies that several theoretic approaches are applied in mix. Research methods depend on the scientific approach selected. Approaches and techniques considered in this paper, can be used in preparing graduation theses upon the specialty of «personnel manager» as well as by professionals in analytics and practical activities. The author proposes classification of methods and techniques applicable to preparing graduate projects. A set of scientific approaches is selected based on theoretic writings of A.Ya. Kibanov, V.M. Mishin and other theorists. Also presented is the classification of techniques based on various aspects of personnel management system of an enterprise. Integration and convergence approach is build on the fundamentals of other theoretic approaches. Personnel management systems analysis is of importance, as it is an important factor of organizational management enhancement.
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Huzooree, Geshwaree, und Vimla Devi Ramdoo. „Review of Effective Human Resource Management Techniques in Agile Software Project Management“. International Journal of Computer Applications 114, Nr. 5 (18.03.2015): 10–15. http://dx.doi.org/10.5120/19972-1860.
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Chlivickas, Eugenijus, Palmira Papšienė und Arnas Papšys. „HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS“. Business, Management and Education 8, Nr. 1 (20.12.2010): 51–65. http://dx.doi.org/10.3846/bme.2010.04.
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The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.
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Ballesteros-Pérez, P., Ma C. González-Cruz und M. Fernández-Diego. „Human resource allocation management in multiple projects using sociometric techniques“. International Journal of Project Management 30, Nr. 8 (November 2012): 901–13. http://dx.doi.org/10.1016/j.ijproman.2012.02.005.
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Goran Mihajlovski. „Human resource management in unprofitable companies“. International Journal of Scholarly Research and Reviews 2, Nr. 2 (30.06.2023): 118–21. http://dx.doi.org/10.56781/ijsrr.2023.2.2.0050.
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This research paper aims to explore the unique challenges faced by Human Resource Management (HRM) in unprofitable companies and identify potential strategies to enhance HRM effectiveness in these organizations. Unprofitable companies often struggle with financial constraints, declining market share, low employee morale, and talent retention issues, which significantly impact their HRM practices and overall organizational performance. These challenges include limited budgets for HR initiatives, difficulties in attracting and retaining high-quality talent, and managing employee motivation during times of uncertainty and restructuring. Additionally, the study examines the impact of these challenges on crucial HR metrics, such as employee engagement, turnover rates, and productivity. To address these challenges, this paper proposes a comprehensive framework for HRM strategies in unprofitable companies. The framework emphasizes the importance of aligning HR practices with the company's overall strategic goals, adopting innovative approaches to talent management, and enhancing employee engagement through effective communication and motivation techniques. The findings of this research contribute to the understanding of HRM in unprofitable companies by highlighting the distinctive challenges faced and providing practical insights for HR professionals offering guidance on strategic HR interventions that can help revitalize organizational performance, foster employee resilience, and contribute to the long-term sustainability of unprofitable companies.
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Bansal, Ved Prakash. „Human Resource Management System: Challenges and Opportunities“. VEETHIKA-An International Interdisciplinary Research Journal 2, Nr. 4 (31.12.2016): 5–9. http://dx.doi.org/10.48001/veethika.2016.02.04.002.
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Human resource management (HRM) is adopted by many corporate because of its advantages. But at the same time it faces many challenges. The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper analysis the various challenges which are emerging in the field of HRM. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques
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Sumirah, Sumirah, Jamrizal Jamrizal, Ely Surraya, Syamsul Huda und Anggi Fitri. „Human Resource Management in Integrated Islamic Junior High School“. AL-ISHLAH: Jurnal Pendidikan 13, Nr. 3 (31.12.2021): 3004–12. http://dx.doi.org/10.35445/alishlah.v13i3.1552.
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This study aims to determine how teachers can implement human resource management (HR) at the Integrated Islamic School (SIT). This study focuses on teacher human resources at a Junior High School (SMPIT) Jambi. This research is descriptive qualitative research. The data collection techniques used were observation, interviews, and documentation, while the data analysis techniques used were data reduction, data presentation, and conclusion drawing. The results of the field research show that the implementation of teacher HR management at SMPIT Al Fatih Jambi has not been implemented perfectly, judging from the performance of the teachers and the lack of firmness of a leader or principal. Several things must be considered, especially with regard to the selection process, placement, and teacher performance.
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Subaidi, Subaidi, Sudarmaji Sudarmaji, Moh Nasuka und Munasir Munasir. „The Implementation of Human Resource Management in Improving the Quality of Teacher’s Learning“. Nidhomul Haq : Jurnal Manajemen Pendidikan Islam 6, Nr. 3 (26.11.2021): 579–86. http://dx.doi.org/10.31538/ndh.v6i3.1554.
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This article aims to describe the application of human resource management in improving the quality of teacher learning. The research used a qualitative approach, while the type of research was survey/field research. Collecting data using interview techniques, observation, and documentation. Furthermore, the collected data will be analyzed with data reduction techniques, data presentation, and finally drawing conclusions. The results of this research indicate that a) The application of human resource management in improving the quality of teacher learning: (1) Planning for Human Resource Needs (2) Procurement of Human Resources/Recruitment Staff. (3) Assessment of Work Performance and Compensation of Human Resources. (4) Human Resources Training and Development. (5) Creating and Fostering Effective Work Relationships. b) Supporting factors are support from student guardians, students, and school principals, leadership, human resources, facilities, culture. Inhibiting Factors are limited learning time, Less optimal education and teacher training development, Quality communication. c) The results of improving the quality of teacher learning through the application of human resource management are evidenced by the completeness and quality of teaching tools owned by teachers of SMK N 2 Jepara which include: RPP, journals, student attendance lists, question analysis, enrichment programs, and assessment instrument. So that each student has a Study Result Card, Value Transcript (report card), Portfolio, and Competency Certificate
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Jie, Xie. „Research on the Realization of Human Resource Management System“. Advanced Materials Research 926-930 (Mai 2014): 3930–33. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.3930.
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Along with the development of the computer network techniques and the database techniques, the human resource management has become the important part of the enterprise’s informational management. According to the actual needs of human resource management, the paper designs and implements a set of human resource management system. The Paper in-depth research and analyze the Struts2, Spring and Hibernate (three lightweight J2EE framework). Summarizes the advantages and methods of the framework of the Struts2+Spring+Hibernate (SSH) integration technology and determine the overall architecture of the system construction.Adopting B/S structure that is popular currently, the Web-based human resource management system developed by busing enterprise’s internal network externalizes the features of the commonality, the augment ability, and the security, etc.
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Deni Pandu Putra Kusuma und Ahmad Nasrulloh. „Perencanaan Manajemen Sumber Daya Manusia di Sekolah“. Al-fahim : Jurnal Manajemen Pendidikan Islam 4, Nr. 2 (30.09.2022): 142–57. http://dx.doi.org/10.54396/alfahim.v4i2.286.
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This study aims to determine the construction or concept of human resource management, human resource management functions, and human resource management applications. This research is a qualitative research . The technique used in determining the informants is purposive sampling. Data collection techniques by conducting observations, interviews, and document studies. Furthermore, the data analysis technique of this research uses Miles and Huberman type analysis which divides the analysis including data collection, data reduction, data display and conclusion drawing, verification. Furthermore, this research shows that the application of human resource management at SMP Muhammadiyah 2 Way Jepara, East Lampung is to carry out human resource needs planning, human resource procurement, human resources achievement evaluation and development.
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Adamatti, Diana F., und Marilton S. de Aguiar. „Computational Techniques to Manage Natural Resources“. International Journal of Organizational and Collective Intelligence 3, Nr. 2 (April 2012): 117–37. http://dx.doi.org/10.4018/joci.2012040104.
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To manage the natural resource, many aspect must be treat, because this are evolve all flora and fauna in planet. Mainly, how this management could improve the life quality in present and future, for all species (not just for human begins). In literature, there are three computational challenges in natural resources management: data management and communication; data analysis; and optimization and control. In this paper, the authors present four case studies where some techniques could help in the management of natural resources and to solve these challenges.
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Ramaswamy, Shubhangee, Devidas Golhar, Srinivas Kumar Swamy und Poonam Pawar. „Impact of Human Resource Management on Talent Management at Apple“. ECS Transactions 107, Nr. 1 (24.04.2022): 12493–503. http://dx.doi.org/10.1149/10701.12493ecst.
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The purpose of this research was to find out how HRM influences the performance of talent management in an organization. For this purpose, Apple Inc. was selected and data was collected through primary data collection method by sharing a survey questionnaire with 25 random employees of Apple. From their responses, it was found that the HRM department of Apple ensures the effectiveness of the organization’s different talent management techniques. It was found that the HRM department is responsible for developing, implementing, and maintaining talent management methods in an organization such as Apple Inc. Talent management method at Apple is effective due to its HRM department only.
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Pusvitasari, Rita. „HUMAN RESOURCES MANAGEMENT IN IMPROVING THE QUALITY OF EDUCATION“. AL-TANZIM: Jurnal Manajemen Pendidikan Islam 5, Nr. 2 (20.08.2021): 125–35. http://dx.doi.org/10.33650/al-tanzim.v5i2.2549.
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This study analyzes the importance of human resource management in schools by focusing its analysis on human resource management in improving the quality of education at Al-Islam Krian High School, Sidoarjo, East Java. The education system at every level relies heavily on human resources for the implementation of its programs. The success of education in schools is determined by the principal's success in fostering and developing educators and education personnel in schools to improve the quality of education. This research uses a qualitative approach with the type of case study. Data collection techniques are carried out through; observation, interviews, and documentation. The results showed that planning in improving the quality of education was carried out by analyzing human resource needs and mapping positions according to the school's vision, mission, and goals, making job descriptions and job specifications. Existing human resources are then fostered and trained to improve the quality of their resources by those targeted by educational institutions.
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Ranjan, Jayanthi, D. P. Goyal und S. I. Ahson. „Data mining techniques for better decisions in human resource management systems“. International Journal of Business Information Systems 3, Nr. 5 (2008): 464. http://dx.doi.org/10.1504/ijbis.2008.018597.
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Gahlawat, Neha, und Subhash C. Kundu. „Progressive human resource management and firm performance“. International Journal of Organizational Analysis 27, Nr. 3 (08.07.2019): 471–93. http://dx.doi.org/10.1108/ijoa-05-2017-1159.
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Purpose This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.
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Carolina, Mentari Vindi, Husni Muhamad Rifqi und Hafinas Halid. „Enhancing the Environmental Performance of Organizations through Green HRM: The Role of Individual Green Behavior“. Vol.3, Issue 2, Dec 2022 3, Nr. 1 (30.06.2022): 7–15. http://dx.doi.org/10.55862/asbjv3i1a002.
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Green Human Resource Management (GHRM) has become a primary strategic practice for major businesses with human resource divisions involved in greening the workplace. Green Human Resources Management (GHRM) is described as a set of techniques, plans, strategies, procedures, and practices aimed at encouraging green Employee behavior in ways that promote an environmentally friendly, resource-sustainable, and socially responsible workplace and organization. The phrase Green Human Resource Management (GHRM) refers to an organization's commitment to a broader environmental policy in its business policies and human resource management activities. It necessitates the use of any employee to enhance environmental performance and raise employee involvement and participation to sustainable development. This research will be conducted to determine the relationship and how green HR practices can affect an organization's environmental performance.
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Gadzali, Silvy Sondari, Junaid Gazalin, Sutrisno Sutrisno, Yanto Budi Prasetya und Abu Muna Almaududi Ausat. „Human Resource Management Strategy in Organisational Digital Transformation“. Jurnal Minfo Polgan 12, Nr. 1 (04.06.2023): 760–70. http://dx.doi.org/10.33395/jmp.v12i1.12508.
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In the rapidly evolving digital age, organisations around the world are facing new challenges in managing their human capital. Digital transformation has significantly changed the business landscape, affecting the way organisations operate, communicate and compete in an increasingly competitive marketplace. This research aims to identify HRM best practices that can help organisations overcome the challenges of digital transformation and achieve success in the adoption of new technologies. The focus of this study is primarily qualitative. Methods for gathering data include paying close attention to detail while viewing and recording data, and then using analytical techniques such as data reduction, visualisation, and inference to draw conclusions. The study concluded that HRM strategies in organisations' digital transformation are key to the success of companies in facing the changes of the digital era. By focusing on improving employees' digital competencies, cultural and leadership changes, proper organisational restructuring, talent management, performance measurement, effective communication, flexibility, and good risk management, organisations can optimally leverage digital technology to achieve competitive advantage, improve business performance, and provide added value to customers.
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Al-Amin, Md, Refa Akter, Ayesha Akter, Md Uddin und Abdullah Mamun. „Socially Responsible Human Resource Management and Voluntary Environmental Behavior: Moderating the Effect of Ecocentric Leadership“. Central European Management Journal 29, Nr. 2 (15.06.2021): 147–68. http://dx.doi.org/10.7206/cemj.2658-0845.49.
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Purpose: The study examines the influence of socially responsible human resource management (SRHRM) on employees’ voluntary environmental behavior (VEB), and it tests the moderating effect of ecocentric leadership (EL). Design/Method: We adopted deductive reasoning in a positivist paradigm by applying quantitative analytical techniques and structural equation modeling. We selected 187 respondents from clothing industry through a self-administered questionnaire survey in Chattogram, the commercial capital of Bangladesh. Findings: The outcomes revealed that both SRHRM and EL influence VEB. However, the moderation analysis indicated that EL negatively intervenes in the effect of SRHRM on VEB. Implications: One of the essential contributions of our study is its development of the knowledge related to valuing, developing, and measuring SRHRM’s contribution to improving VEB in a moderated model with the help of EL to ensure long-term sustainability. Originality: Very little is known about the importance of SRHRM in fostering employees’ voluntary environmental behavior, so this study will be one of the first to examine the topic. Moreover, the moderating effect of EL posits that its interaction effect is not substantial in stimulating voluntary environmental behavior if organizations can institutionalize SRHRM.
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Qutni, Darul, M. Kristiawan und Yessi Fitriani. „Human Resource Management in Improving The Quality of Education“. Edunesia : Jurnal Ilmiah Pendidikan 2, Nr. 2 (20.02.2021): 354–66. http://dx.doi.org/10.51276/edu.v2i2.132.
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this study aims to determine human resource management in improving the quality of education. The formulation of the problems in this research are: (1) how is human resource management in improving the quality of education?, (2) what are the obstacles faced in the implementation of human resource management in improving quality?, (3) what are the factors in the implementation of human resource management in improving the quality of education?, (4) how is the quality of education?. This research is a qualitative research with a qualitative descriptive approach. The data obtained were collected through observation, interview and documentation techniques. The results showed that human resource management at SD Negeri 170 Ogan Komering Ulu (OKU), both in quality improvement, implementation, supporting factors and the quality of education had been running optimally
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Firdiansyah, Fitra Azkiya. „Optimization Of Human Resources Management In Islamic Banking“. JPS (Jurnal Perbankan Syariah) 2, Nr. 2 (14.10.2021): 150–64. http://dx.doi.org/10.46367/jps.v2i2.375.
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So far, the rapid development of Islamic banking has not been supported by competent resources according to Islamic principles. The resources contained in Islamic banking so far have been a shift from conventional banking, resulting in the incompetence of these resources in Islamic banking. This study aims to analyze the optimization of human resource management in Islamic banking following Islamic principles. The method in this research is descriptive analysis with a qualitative approach. The analysis uses deductive and inductive techniques from various published literature. The results of the study show that human resources in Islamic banking are not yet optimal. The development and development of available resources must align with the position, training, and development of attitudes and managerial skills instilled with Islamic financial and ethical principles. Islamic banking must cooperate with universities in the coaching process to absorb potential resources with added value and have Islamic-based competencies.
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Sahrul, Muhammad, Soni Akhmad Nulhaqim, Rudi Saprudin Darwis und Adi Fahrudin. „Human resources management in the children's social welfare institution darul ilmi, Depok city“. Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan 5, Nr. 5 (25.12.2022): 2313–19. http://dx.doi.org/10.32670/fairvalue.v5i5.2707.
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In every organization, including human service organizations, the role of human resources becomes very important, because the running of the organization is largely determined by the existence of human resources as a driver in resource management and organizational activities that are realized to achieve organizational goals. This study aims to examine human resource management in the setting of a child social welfare institution which is part of a human service organization. This study uses a descriptive qualitative approach. Data were obtained from primary and secondary data, while data collection techniques were carried out through observation, in-depth interviews and documentation studies. Data analysis was carried out through the stages of data presentation, data reduction, and drawing conclusions. The research location is at the Darul Ilmi Child Welfare Institution, Depok City, West Java Province. The results of the study indicate that human resources are very important in addition to other resources in child social welfare institutions because they involve management from planning to awarding staff or employees who are used as a unit in human resource management so that the realization of an effective and efficient organization can be achieved.
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Ejiogu, Amanze Rajesh, und Chibuzo Ejiogu. „Translation in the “contact zone” between accounting and human resource management“. Accounting, Auditing & Accountability Journal 31, Nr. 7 (17.09.2018): 1932–56. http://dx.doi.org/10.1108/aaaj-06-2017-2986.
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Purpose The purpose of this paper is to develop an understanding of the process through which ideas are translated across disciplines. It does this by focussing on how the idea that people are corporate assets was translated between the accounting and human resource management (HRM) disciplines. Design/methodology/approach This paper is based on the interpretation of a historical case study of the travel of ideas between the accounting and HRM disciplines. Translation is used as an analytical lens as opposed to being the object of the study and is theorised drawing on insights from the Scandinavian Institutionalist School, Skopos theory and linguistic translation techniques. Findings Translation by individual translators involved the translator stepping across disciplinary boundaries. However, translation performed by interdisciplinary teams occurs in the “contact zone” between disciplines. In this zone, both disciplines are, at once, source and target. Ideas are translated by editing and fusing them. In both cases, translation is value laden as the motives of the translators determine the translation techniques used. Legitimacy and gravitas of the translator, as well as contextual opportunities, influence the spread of the idea while disciplinary norms limit its ability to become institutionalised. Also, differential application of the same translation rule leads to heterogeneous outcomes. Originality/value This is the first accounting translation study to use the theories of the Scandinavian Institutionalist School or indeed combine these with linguistic translation techniques. It is also the first study in accounting which explores the translation of ideas across disciplines.
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Fellner, Andrzej, und Mariusz Osowski. „Implementation of „Human Factors” in the safety analysis of human resource management process“. Issues of Forensic Science 290 (2015): 94–103. http://dx.doi.org/10.34836/pk.2015.290.4.
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The present article is based on the findings of scientific research conducted within the FP7-GALILEO-2011- GSA-1 project, acronym SHERPA (Support ad-Hoc to Eastern Region Pre-operational Actions in GNSS”[1]). The implementation of novel techniques and technologies triggered the requirement for preparation of a safety case, while generating a scientific problem of how this should be done. The working hypothesis adopted was verified both theoretically and empirically, while the obtained results allowed the development of a new model for assessing risks related to the implementation of satellite techniques and technologies for the purposes of aviation, upon which the safety case was built. The model was adopted at the international forum during the SHERPA project workshops (Eurocontrol and GSA). This article discusses only issues related to human factors, which are essential for the Safety Management System (SMS) and the subject of permanent certified trainings in the aviation industry. The model was developed which underwent positive empirical verification and became the subject of training offered to the Staff of the Voivodeship Inspectorate of Road Transport, for the first time in Poland. Based on scientific research conducted and its results, it can be concluded that the implementation of organizational, technical or legał solutions requires the safety case to be built using the model presented herein. Additionally, human factors training is an indispensable SMS element and it should be applied to every sphere of human activity, particularly those involving human resource management
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Saxena, Naresh C. „Yogic Science for Human Resource Management in Public Enterprises“. Public Enterprise Half Yearly Journal 25, Nr. 1-2 (15.12.2021): 27–38. http://dx.doi.org/10.21571/pehyj.2021.2512.03.
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Human resources management is the process of managing people in a structured manner to help the organisation to meet its objectives. In public enterprises the objectives are multifarious and sometimes opaque; and hence human resources management is more complex. An increase in occupational stress which has an adverse effect not only on the health and wellbeing of the individual but also on the health of the organisation. In the frenetic world of today where management principles are being turned on their heads there are some principles and precepts which are constant and which can help in the development of human resources in such a way that the health of the organisation and the health of the individual is safeguarded. In this paper we will see how the techniques and practices of Yoga – a time-tested oriental science – may be helpful in the public enterprises by reducing the stress level of the employees and increasing their greedlessness and public spiritedness.
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Abalaka, Grace Eleojo. „Strategic Human Resource Management (SHRM) Concepts and Models for Virtual Organization Management: A Literature Review“. TEXILA INTERNATIONAL JOURNAL OF MANAGEMENT 9, Nr. 2 (31.08.2023): 33–45. http://dx.doi.org/10.21522/tijmg.2015.09.02.art004.
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Virtual groups have been defined to be an assemblage of persons that are physically or administratively separated but work together concurrently and cooperatively on job procedures through correspondences as well as information technology for achieving definite objectives. Managing a virtual remote workgroup is difficult and requires additional competences when compared to traditional management. Many managers are not capable of remote working or trained for such work situations leading to challenges associated with fulfilment of responsibilities. There is a need for managers to acquire fresh skill set. Understanding the unique social aspects and computer mediated technicalities encompassing management of virtual workforces will enhance organisational productivity likewise create an efficient human resource management (HRM) structure that can enhance attainments. This article is an integrative review of literatures aimed at expanding human resources management scope. In-depth investigations of human resource management literatures, research and theories and their application as well as study of applicable models and theoretical frameworks which can be used to comprehend the peculiar nature of virtual organizations was extensively explored. Findings recognized crucial tasks likewise opportunities emanating from contemporary situations that warrant virtual, remote working and suggestions were proffered that managerial staff and human resource executives can utilize for imminent circumstances that might require innovative work techniques for enhanced organizational performance. Pragmatic indications credibly prove that implementing strategic human resource management (SHRM) processes and strategies in virtual organizations adds value to organisational performances with reference to improved efficiency, greater viability, and reduced staff turnover level. Keywords: Strategic Human Resource Management, Virtual Organizations.
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Sri Wijiastuti, Zandra Dwanita Widodo, Fatkhul Imron und Kodrad Budiyono. „Sports Human Resources Development (Human Resources Management Survey in Petanque Sport Branch, Surakarta City)“. International Journal of Asian Business and Management 2, Nr. 4 (29.08.2023): 653–58. http://dx.doi.org/10.55927/ijabm.v2i4.5773.
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The existence of sports human resources in the petanque sport in Surakarta City, competency development in various ways is needed so that human resources in petanque sports in Surakarta City can be competent in completing their main tasks and functions. The aims of this study were to: (1) Know and describe the flow and process of sports human resource management in the petanque sport in the city of Surakarta. (2) Knowing and describing the potential of sports human resources in the petanque sport in Surakarta City. In this study the method used is descriptive qualitative with an inductive approach. The sample used. Data collection techniques used in this study were interviews, observation, questionnaires and document collection. Data analysis used interactive analysis includes data reduction, data presentation and drawing conclusions and verification. The findings from the research conducted included: (1) The sports human resource management process carried out by Petanque Surakarta City has fulfilled the provisions of the running of the organization, namely processes in the form of planning, organizing, directing and supervising. (2) The potential of Human Resources for the Petanque Sport in Surakarta City in general has not been optimally developed. This can be seen from the results of the data obtained from several indicators, namely the number of Sports Human Resources, qualifications, involvement in activities, achievements and welfare of the Surakarta City Petanque
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Abhijit, Chakrabarti. „Strategic Approach to Human Resource Management with special reference to University Libraries of India“. Asian Journal of Managerial Science 3, Nr. 2 (05.11.2014): 17–21. http://dx.doi.org/10.51983/ajms-2014.3.2.1163.
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The paper presents an insight and paradigm, generally for the university authorities and particularly for the librarian working in university libraries in India. It also explores what types of human resources management concepts and techniques required for managing information in terms of achieving the expected targets of the university libraries in India. The necessity of environmental analysis, internal and external to the libraries is incorporated for enabling librarian to underpin what and why would be necessary for the effective use of human resources management strategies for the university libraries. In this respect, it is highlighted to consider the present scenario of constantly changing socio-economic, political and technological environment in the university libraries of India. The paper analyzes the current trends in human resource management and pointed out the strategic approaches to human resource management.
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Jotabá, Mariana Namen, Cristina I. Fernandes, Marjaana Gunkel und Sascha Kraus. „Innovation and human resource management: a systematic literature review“. European Journal of Innovation Management 25, Nr. 6 (18.01.2022): 1–18. http://dx.doi.org/10.1108/ejim-07-2021-0330.
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PurposeThis study aims to map scientific publications, intellectual structure and research trends in the development of human resource management (HRM) by adopting innovative practices. Specifically, it aims to (1) identify the fundamental contributions of research and to (2) determine the lines of research that constitute the most prominent intellectual structure to contribute to defining a future research agenda.Design/methodology/approachThis study employs bibliometric, bibliographic coupling and cluster analysis techniques. To evaluate any potential patterns among the articles, it is analyzed how those were jointly cited. Hierarchical cluster analysis was also applied to those subject to bibliographic coupling analysis within the scope of grouping the interrelated articles into distinct sets.FindingsThe results enabled the identification and classification of various theoretical perspectives on human resources development through the adoption of innovative practices into four main approaches: (1) organizational factors of success, (2) strategic HRM, (3) human behavior and (4) learning management.Originality/valueThis study identifies, explores, analyzes and summarizes the main themes contributing to deepening the literature by identifying the priority areas concerning HRM through the adoption of innovative practices that can guarantee international standards of excellence.
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Homberg, Fabian, und Rick Vogel. „Human resource management (HRM) and public service motivation (PSM)“. International Journal of Manpower 37, Nr. 5 (01.08.2016): 746–63. http://dx.doi.org/10.1108/ijm-05-2016-0120.
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Purpose – The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse and review how the literatures on HRM and PSM relate to each other. Design/methodology/approach – The paper combines two complementary studies: a bibliometric analysis of the interrelationships between the two literatures and a meta-analysis of the impact of HR practices on PSM. Findings – Although HRM is among the core subject categories to which the literature on PSM refers, the pre-eminence of HR topics self-reported by PSM researchers indicates large room for further transfer. Intrinsic HR practices show positive and significant effects on PSM, while no such association was found for extrinsic HR practices. Originality/value – The editorial is a complement to a recent bibliometric review of PSM research, focusing more particularly on the interrelationships with HRM and applying hitherto unused techniques. It is also the first meta-analysis of the association between HR practices and PSM.
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Bijaya Bikram Shah und Prakash Shrestha. „Human Resource Management Practices and Customer Satisfaction in Hotel Industry“. Pravaha 28, Nr. 1 (31.12.2022): 107–18. http://dx.doi.org/10.3126/pravaha.v28i1.57978.
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Human resource management (HRM) practices are a requirement for each modern company. They cover a number of areas and begin with the hiring of the person and continue throughout their career. The workforce is the driving force behind the lucrative and intensely competitive hospitality industry. A vital requirement for obtaining a healthy position in a highly competitive market is to utilize human resources to their fullest potential. This study aims to examine the function of human resource management techniques in the hotel industry in particular. It also discusses customer happiness, service quality, and HRM practices in hotels. The participants are 315 managers and subordinates who work in different hotels in Nepal. The statistical package for social sciences was used to code and analyze the statistics. The results show that there is a positive relationship between practices of recruitment and training, performance management, delivery of quality in service, and customer satisfaction. However, the results show that there is no relationship between compensation and the delivery of quality service. This study imply that proactive enhancement of human resource strategies is necessary for Nepalese hospitality services to increase the influence on customer satisfaction.
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Bingle, Benjamin S., C. Kenneth Meyer und Ann Taylor. „Nonprofit And Public Sector Human Resources Management: A Comparative Analysis“. International Journal of Management & Information Systems (IJMIS) 17, Nr. 3 (24.05.2013): 135. http://dx.doi.org/10.19030/ijmis.v17i3.7863.
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Centralto this paper is the task of identifying and understanding what differentiatesnonprofit human resources management from that practiced in public sectoragencies (e.g., federal, state, and local governments). The key differences highlighted here arevolunteer employment, the presence and role of a board of directors, and theemphasis nonprofit organizations place on strategic planning. Understanding these unique areas is arguablyvaluable if it leads to more effective human resource management practices,enhanced techniques, and uniquely tailored approaches to the administration ofnonprofit organizations. The analysisincludes an overview and discussion of topics (e.g., strategic human resourcesmanagement, employee motivation, and compensation) essential to enhancing ourunderstanding of human resources management in the nonprofit sector. Finally, existing literature is surveyed toidentify current trends and inform our discussion of future considerations fornonprofit human resources management.
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Shah, Seema. „Impact of IT Techniques on Human Resource Management in Technical Institutes of India“. International Journal of Computer Applications 21, Nr. 1 (31.05.2011): 46–50. http://dx.doi.org/10.5120/2471-3325.
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Mashari, Ali, Astiti Amalia, Meilinda Safitri und Dermawan Waruwu. „Strategy for Increasing Human Resources Through Infrastructure“. EDUKASI : Jurnal Pendidikan Islam (e-Journal) 11, Nr. 1 (06.01.2023): 23–34. http://dx.doi.org/10.54956/edukasi.v11i1.372.
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Human resource management is a process closely related to implementing management strategies that are directly handed over to schools to be developed according to their potential. The purpose of this study is to describe the strategy for the development and quality of human resources in elementary schools. This research is a type of field study or qualitative, collecting data according to the phenomena at the location, namely at Muhammadiyah Al-Birru Ponorogo. Data collection techniques through observation during meeting activities between leaders and subordinates, interviews with school principals, committee members, foundation members and stakeholders, documentation of assignment letters, photos of activities. The results showed: that a well-planned human resources improvement strategy is a benchmark for the maximum success or failure of human resources management by developing the potential of human resources who have their respective talents directed according to the knowledge of the teachers and healthy competition between human resources with the stimulus of giving awards to educators. Implementation of improving human resource educators through periodic semester career coaching, maximizing IT class management, and learning innovation with collaborative teaching methods. The success of improving school human resources very influential in carrying out the learning process properly and perfectly organized.
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Yuniarsih, Tjutju, und Mochammad Dudih Sugiharto. „HUMAN RESOURCE MANAGEMENT MODEL TO CREATE SUPERIOR PERFORMANCE“. International Journal of Education 9, Nr. 1 (30.08.2016): 72. http://dx.doi.org/10.17509/ije.v9i1.3721.
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<p>This research is motivated by the empirical conditions related to poor performance of human resources in various institutions in Indonesia. This research focuses on the uneven gains of competitive human resources due to workers’ characters which still prioritize routines and the fact that quality-oriented work culture has not been strongly established.. The solution offered is a model of human resource management that emphasizes the interaction between personal and situational factors that are directed at the creation of improved performance and productivity, as stated in behaviourist theory. Based on the above explanation, the aim of this second year research is to measure the effects of the two previously mentioned factors on performance. The research adopted quantitative approach with explanatory survey method. First year research was focused on an exploration with inductive approach to map the determining factors for variables that will build a model of human resource management in achieving superior performance. Second year research used explanatory survey, combining multiple regression analysis techniques to test the causal relation between variables, while the third year research will use Research and Development method to test the hypothetical model. The subjects of this research were employees in educational institutions (Indonesia University of Education and Bandung State Polytechnic ), banks (West Java-Banten Bank and Indonesian People’s Bank), business institutions (Advent Hospital), and government institutions (Local Government Agencies in Bandung). The size of the samples was taken proportionally from each work unit by using proportionate random sampling. The number of units of analysis was 239 respondents determined by Solvin formula. The instruments of this research consisted of questionnaires, interview guide, and documentary study. The instruments were validated by expert judgment. The data were processed with the aid of SPSS version 21 and AMOS to find the causal relationship between variables, and regression analysis to identify variables forming superior performance. Based on the findings, it can be concluded that all personal aspects and situational aspects were proven to have significantly positive effects and contributions to create superior performance. The hypothetical model developed in this first and second year research will be tested in the next year’s research.<br /><br /></p>
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Bissessar, Ann Marie. „Differential Approaches to Human Resource Management Reform in the Public Services of Jamaica and Trinidad and Tobago“. Public Personnel Management 30, Nr. 4 (Dezember 2001): 531–47. http://dx.doi.org/10.1177/009102600103000408.
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The introduction of New Public Management in the public services of many countries brought with it not only changes in epistemology but new methods and techniques for managing resources.1, 2, 3, 4 With the advent of New Public Management, for instance, techniques such as contracting out, divestment, and the disaggregation of the public services into separate self contained units were employed by many governments to increase output and reduce cost in the public sector. However, it was also recognized that another resource, namely how employees are managed, needed to be reformed as well. This concern for proper management of human resources was implicit in one of the primary tenets of New Public Management, which stressed that managers should be “free to manage.”5 This “freedom to manage” principle involved more than changes in the process of decision-making. Indeed, it led to a radical attempt on the part of various states to replace the former systems of personnel administration with the “new” private sector system of human resource management. This article examines the attempts to reform, human resource management systems in the public services of two of the larger countries in the Commonwealth Caribbean—Jamaica and Trinidad and Tobago. It argues that although these two countries share a remarkable commonality in terms of historical backgrounds, and political and economic developments, the human resource systems that were introduced under the wider ambit of administrative reform varied. Moreover, it was evident that Jamaica was far more successful in the actual implementation of human resource systems than Trinidad and Tobago. What is even more striking is the fact that reformers in both countries took only what they wanted from the reform package and in some cases amended them in the light of factors such as ethnicity, political culture, party dominance, or levels of economic development.
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Liu, Jie. „Deconstruction and Implementation of Strategic Human Resource Management Evaluation Algorithm Using Data Mining Technology“. Mobile Information Systems 2022 (16.08.2022): 1–11. http://dx.doi.org/10.1155/2022/8890859.
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With the rapid development of information technology, especially the extensive use of databases, computer networks, and other fields, the amount of data held by enterprises is also growing rapidly. With the current shortage of human resources and the pressure of talent competition, the evaluation of human resource management in enterprises is particularly important. Creating measures to attract talents, innovating the understanding management system, formulating a standard talent evaluation system, avoiding the occurrence of improper employment accidents, rationally allocating the weight of human resources, and cultivating the loyalty of employees to the enterprise have become the challenges that more and more companies need to face. In response to the problems raised above, this paper conducts an in-depth excavation of strategic human resource management evaluation and uses in-depth excavation technology. Due to the huge amount of data in the human resource management system, data mining algorithms such as the ID3 algorithm, GBDT algorithm, and Bayesian network are proposed to classify and evaluate the data. Based on these data mining techniques, the strategic human resource management evaluation algorithm is researched and tested. First, the decision tree algorithm is used to build a decision tree for the educational background, identity, and other information of a company’s staff to classify the employees. The factor analysis test results show that after deleting a single similar factor, the variance contribution rate of each influencing human resource management evaluation has a certain increase. Employee engagement and organizational culture rose by 2 percent, while employee satisfaction, organizational learning, and organizational capability each rose by 1 percent. Therefore, data mining technology patient decision tree algorithm is effective for strategic human resource management evaluation.
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Avissa, Caesya Noor, Ikhwan Hamdani und Suyud Arif. „Strategi Manajemen Sumber Daya Manusia Islami Dalam Meningkatkan Produktivitas Kinerja Karyawan di Koperasi Syariah 212 Sentul“. El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam 5, Nr. 1 (24.11.2021): 115–28. http://dx.doi.org/10.47467/elmal.v5i1.650.
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This study aims to explain the strategy of human resource management in increasing the productivity of the performance of employees in the Sharia Cooperative 212 Sentul and how appropriate human resource management is with Islamic law. This study uses a qualitative approach with data collection techniques in the form of interviews and documentation. The resource persons in this study were the head of the human resources division and two employees in Cooperative 212. The results of the study stated that the Human Resource Management Strategy implemented in Cooperative 212 was by providing training, every year there was an employee performance appraisal and increasing ability in communicate. Cooperatives have implemented Human Resource Management in accordance with Islamic law because Cooperative 212 has done things that do not violate Islamic rules such as being honest at work, having a sense of responsibility, maintaining trust, and self-evaluation. Thus, employees are able to produce a positive impact, but the implementation is still less than perfect because the implementation of the strategy used has not been carried out regularly and well structured. However, the leadership is expected to improve the Human Resource management strategy so that the Sharia Cooperative 212 can develop and not deviate from Islamic rules.
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Avissa, Caesya Noor, Ikhwan Hamdani und Suyud Arif. „Strategi Manajemen Sumber Daya Manusia Islami Dalam Meningkatkan Produktivitas Kinerja Karyawan di Koperasi Syariah 212 Sentul“. El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam 3, Nr. 1 (24.11.2021): 115–28. http://dx.doi.org/10.47467/elmal.v3i1.650.
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This study aims to explain the strategy of human resource management in increasing the productivity of the performance of employees in the Sharia Cooperative 212 Sentul and how appropriate human resource management is with Islamic law. This study uses a qualitative approach with data collection techniques in the form of interviews and documentation. The resource persons in this study were the head of the human resources division and two employees in Cooperative 212. The results of the study stated that the Human Resource Management Strategy implemented in Cooperative 212 was by providing training, every year there was an employee performance appraisal and increasing ability in communicate. Cooperatives have implemented Human Resource Management in accordance with Islamic law because Cooperative 212 has done things that do not violate Islamic rules such as being honest at work, having a sense of responsibility, maintaining trust, and self-evaluation. Thus, employees are able to produce a positive impact, but the implementation is still less than perfect because the implementation of the strategy used has not been carried out regularly and well structured. However, the leadership is expected to improve the Human Resource management strategy so that the Sharia Cooperative 212 can develop and not deviate from Islamic rules.
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Rao, M. S. „The tools and techniques of effective change management“. Human Resource Management International Digest 23, Nr. 1 (12.01.2015): 35–37. http://dx.doi.org/10.1108/hrmid-12-2014-0163.
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Purpose – Equips leaders with tools and techniques to lead change effectively. Design/methodology/approach – Explains various aspects of change leadership, including the characteristics of change leaders, and outlines a blueprint to effect change successfully. Findings – Argues that change requires a new mind-set, tool-set and skill-set. Lists some of the reasons for resistance to change. Practical implications – Highlights the differences between change and growth and considers the implications of these. Social implications – Seeks to justify the need to change in the current global business environment. Originality/value – Concludes that change is imperative for an organization to succeed in the modern business environment.
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Indika, Miki. „PENGARUH SISTEM PENGENDALIAN INTERN PEMERINTAH DAN KOMPETENSI SUMBER DAYA MANUSIA TERHADAP EFEKTIVITAS PENGELOLAAN KEUANGAN DAERAH PADA PEMERINTAH KABUPATEN MUSI RAWAS UTARA“. Jurnal Akuntansi 14, Nr. 2 (08.01.2021): 167–87. http://dx.doi.org/10.25170/jak.v14i2.1116.
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This study aims to see whether the government internal control system partially influences the effectiveness of regional financial management, whether human resources partially influence the effectiveness of regional financial management, and simultaneously government internal control system and human resource competencies influence the effectiveness of regional financial management. This study aims to examine the effect of the government's internal control system and human resource competence on the effectiveness of regional financial management. There are three variables in this study, namely the government internal control system, human resource competency, and the effectiveness of regional financial management which entirely developed into 15 indicators. The sampling technique used is purposive sampling with a population of 12 (twelve) Regional Apparatus Organizations that implement the Government's Internal Control System where each Regional Device Organization is taken as many as twelve respondents. The data collection techniques are questionnaires and observations. The data analysis method used in the study is a multiple regression analysis with the help of SPSS version 20. The result indicates that Government internal control system partially had a significant effect on the effectiveness of regional financial management, the human resource competencies partially had a significant effect on the effectiveness of regional financial management
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Kargeti, Himanshu. „Human Resource Management Techniques Effects on the Adoption of Total Quality Management in the Private Health Care Sector“. TEST Engineering & Management 82 (01.01.2020): 18029–41. http://dx.doi.org/10.52783/testmagzine.v82.14588.
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Whole quality management and human resource management techniques among health care professionals and their union in Haryana, India's private hospitals are the focus of this research. This study's goals are to provide a framework for comprehensive quality management, with an emphasis on the most effective human resource management techniques. The research also intends to look at how HRM practices affected the success of TQM implementation and how HRM practices affected employee satisfaction after TQM was put in place. In terms of both employment and income, India's health care businesses have grown to become a major force in the country. The healthcare industry has several obstacles, but one of the most significant is meeting the demands of its workers while simultaneously maintaining high quality and uniform standards.
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Thompson, James R. „Value Shifts in Public Sector Human Resource Management: A Congressional Perspective“. Review of Public Personnel Administration 37, Nr. 4 (09.09.2015): 375–404. http://dx.doi.org/10.1177/0734371x15605159.
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Various scholars have put forth frameworks for interpreting how public sector human resource management (HRM) policies and practices have tracked shifts in societal values. Although such frameworks serve important heuristic purposes, the empirical support offered for the interpretations made is generally thin. This study employs content analysis techniques to assess the relative validity of these different schemes with a focus on the priority assigned to the different values by members of Congress in debates over the federal civil service. According to the results, among the most dominant HRM-related values for the 122-year period (1883-2004) are efficiency, morality, and progress.
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Leszczynski, V. P. „Мethodical approaches to human resources management in innovative enterprises“. Ways to Improve Construction Efficiency, Nr. 46 (16.10.2020): 209–16. http://dx.doi.org/10.32347/2707-501x.2020.46.209-216.
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The article substantiates the theoretical and methodological provisions and practical recommendations for the human resources management system in innovative enterprises. The peculiarities of an innovative enterprise are determined, the main methods of evaluation and recruitment are researched and classified, taking into account modern requirements for creativity and innovation. It is substantiated that economic transformations have significantly changed the status of the organization as the main link in the production of material goods or the provision of various services. The market puts the organization in a new relationship with government agencies, with production and other business partners, directly with employees. New economic and legal regulators are being established, relations between the manager and subordinates are changing, between employees within the organization. Due to this, the requirements for human resource management are growing, where the human factor becomes the main factor of production. Human resource management includes all aspects related to the workforce: management, employers, workers, students, professionals. As labor markets have become more competitive, human resources professionals are now designed to provide people management techniques that not only support the institution's priorities but also ensure success in the global market. Institutions also strive to create an employment brand that resonates with specific employees. Institutions of all sizes and all industries are increasingly recognizing the importance of people. Managers and economists have traditionally seen human resource management as a mandatory expense rather than a source of value for their organizations. Economic value is usually associated with capital - equipment, technology and technical means. The limit for business expansion is not only the availability of financial capital, but also access to talent - human capital. Thus, people are crucial to organizational success, and the human and intellectual capital of the organization's staff provides an opportunity for significant competitive advantage. The content of the concept of "profitability of talents" is substantiated, the components of strategic management of human resources of the enterprise are investigated. The key characteristics and features of human resources management as a factor in supporting the growth of innovative development of the enterprise are summarized.
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Chygryn, Olena Yu, Oleksandra I. Karintseva, Diana D. Kozlova und Anastasiya V. Kovaleva. „HR Management in the Digital Age: the Main Trends Assessment and Stakeholders“. Mechanism of an Economic Regulation, Nr. 2 (2019): 106–15. http://dx.doi.org/10.21272/mer.2019.84.09.
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The company’s sustainable development depends from a lot of determinants. The article deal with the theoretical and practical aspects of human resource management on modern enterprises in the field of TV and communication services. The authors noted that for more than a century of human resource management, both theoretical and practical disciplines have evolved in various fields. In this connection the theoretical foundations for the development and preservation of human resource management were investigated. The authors analysed the worlds modern transformations of the workforce, that gives background for the future investigating and creates the preconditions for improving human resource management system on domestic enterprises. The authors emphasizes that the main objective of evolution and development of labour resource management is the efficiency of labour utilization, the search for the potential of employees, the application of techniques and practices to motivate and support staff. Changing the organizational environment in the market has to push managers to increase the effectiveness of the production process, create modern competitive advantages and consider the profitability of human resources. Investigating the features of functioning TV and communication companies has given the opportunity to provide recommendation for improving human resource management system. That would improve production, reduces costs, and at the same time ensures the stable existence and further development of the organization. The provided comparison of human resource management of PJSC “Ukrtelecom” and Vodafone Group PLC concludes that for a quick response to a modern problem, it is necessary to focus on the experience of a foreign company, to introduce modern instruments for the further operation of the enterprise. Key words: HR management, motivation, potential, efficiency, digitalization.
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Hossen, Md Miraj, Mareum Begum und Fatema Sultana. „MANAGING HUMAN RESOURCE THROUGH GREEN POLICY: WAYS OUT AND ITS IMPLICATION“. TRIKONOMIKA 17, Nr. 2 (31.12.2018): 49. http://dx.doi.org/10.23969/trikonomika.v17i2.1093.
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This paper attempts to highlight the green policy and its practices for managing the human resource in the organizations and also seeks to ways out some techniques to make green HR policy useful for the organizational practices. In this study, the authors used secondary data through an extensive literature survey form different sources. The significant findings are that all over the world, organizations are trying to practice green management or implementation of green policy for their daily activities as well as to ensure the health and well-being of their human resources. Though the green system is beneficial for both the organizations as well as employees but it costs a lot in the initial stage to meet up the preliminary fixed costs, train the people and to make people ready to work as per green policies. Gathering experiences from different research in advanced countries the authors try to conclude the study by mentioning some ways- how to manage HR through green policy or green human resource management (HRM) techniques.