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Journal articles on the topic 'Human resource departments'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Nadezda, Jankelova, Joniakova Zuzana, Blstakova Jana, and Nemethova Ildiko. "Readiness of human resource departments of agricultural enterprises for implementation of the new roles of human resource professionals." Agricultural Economics (Zemědělská ekonomika) 63, No. 10 (2017): 461–70. http://dx.doi.org/10.17221/189/2016-agricecon.

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This paper is part of a broader study which aims to investigate the success factors of agricultural enterprises. It attempts to present the partial results of a questionnaire survey whose goal was to determine the quality of HRM (Human Resource Management) departments in basic agricultural enterprises. Studies focusing on the HRM of basic agricultural enterprises have been published in many countries. In the Slovak Republic, experts and academics from the Slovak University of Technology in Nitra, and the Slovak Research Institute of Agricultural and Food Economics have arrived at perceptive co

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Stankevičienė, Asta, and Julija Šarupičiūtė. "The Place of Human Resource Management Department in Private and Public Sector Organisations in Lithuania." Business: Theory and Practice 15, no. (1) (2014): 93–102. https://doi.org/10.3846/btp.2014.09.

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Growing strategic significance of the human capital develops the demand of new human resource management functions, which requires constructive participation of the human resource department in the process of formation and implementation of the organisational strategy. The extent to which a human resource department is given a possibility to implement their strategic role can be explained by the place of the department within the organizational structure. The aim of the article is to identify the place human resource departments hold in private and public sector organisations in Lithuania: the

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Feng, Xingmiao, Ying Qu, Kaijie Sun, Tao Luo, and Kai Meng. "Identifying strategic human resource management ability in the clinical departments of public hospitals in China: a modified Delphi study." BMJ Open 13, no. 3 (2023): e066599. http://dx.doi.org/10.1136/bmjopen-2022-066599.

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ObjectivesChinese public hospitals are managed like a bureaucracy, which is divided into two levels of hospital and departmental management. Improving strategic human resource management ability (SHRMA) within clinical departments can improve department performance and service quality, which is an important way for public hospitals to obtain an advantage in a diversified competitive medical market. However, there is a lack of specialised evaluation tools for SHRMA in clinical departments to support this effort. Therefore, this study aims to develop an index for evaluating the SHRMA of clinical

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Abuladze, Lasha, and Zuzana Skorková. "Human Resource Management Department Development and its Organizational Structures." SHS Web of Conferences 115 (2021): 03001. http://dx.doi.org/10.1051/shsconf/202111503001.

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The purpose of our study represents to determine how HRM’s organizational structures has been changed in the past and where HRM is positioned in present. For obtain theoretical knowledge, we used methods: collecting, gathering, sorting, content analysis, synthesis, comparative and deduction of information. Main sources of obtained information, knowledge represent professional articles and research. Today’s HRM, its position and roles (strategic partner, administrative expert, change agent, employee champion) has undergone five key stages of evolution, changes in organizational structures. At t

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Soman, Dilip. "Human Resource Management: For Humans." NHRD Network Journal 14, no. 2 (2021): 173–85. http://dx.doi.org/10.1177/2631454120982115.

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Marketing departments, governments and policymakers all around the world have increasingly started embracing the field of behavioural sciences in improving the design of products and services, enhancing communications, improving managerial decision-making, encouraging desired behaviour by stakeholders and, more generally, creating a human-centric marketplace. Within organisations, the human resources management (HRM) function is perhaps the one place that acknowledges that humans are central to the organisation’s success, so it is critical that HRM too actively embraces the insights and method

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Khobragade, Ulka. "Recommendation System for Human Resource Department." International Journal for Research in Applied Science and Engineering Technology 10, no. 1 (2022): 647–51. http://dx.doi.org/10.22214/ijraset.2022.39886.

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Abstract: The objective is to find suitable skilled employees for the job among different departments within the organization. For finding the quality of an applicant or even the already employed employee, the HRs of companies goes through a lot of hectic schedule, time consuming processes, decision making, etc. In this case, Recommendation System, which is a part of Machine Learning, proves to be effective in making decisions on behalf of the HRs if an employee or an applicant is suitable enough for the job. The aim of the project is to predict whether the already employed employees, who belo

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Bao, Zixuan. "The Application of Big Data in Human Resource Outsourcing of Government Departments." Modern Economics & Management Forum 5, no. 5 (2024): 984. http://dx.doi.org/10.32629/memf.v5i5.2909.

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With the development of society, human resource outsourcing of government departments has achieved certain results, and the arrival of the era of big data has also brought new opportunities and challenges to human resource outsourcing of government departments. It has become a new development trend to integrate big data technology into human resource management. Through in-depth interviews with staff of government departments and talent service companies, this paper summarizes the problems of human resource outsourcing of government departments in the era of big data, such as ignoring the impo

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Chernov, A. V., V. A. Chernova, and A. A. Kogan. "Human resource management in multinational companies: global and local challenges." Vestnik Universiteta, no. 4 (June 1, 2022): 34–39. http://dx.doi.org/10.26425/1816-4277-2022-4-34-39.

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This article examines a cross-section of the problems associated with human resources management in multinational companies that HR department managers face in their practice. Since the second half of the 20th century, transnational corporations began to enter foreign markets and face the challenges posed by culturally diverse staff at subsidiaries. Until now, the problems of human resource management in a cross-cultural environment have not lost their relevance. The authors cover the issues of human resource management policies standardization/ adaptation in multinational companies, cultural

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Gul, Arbab, Muhammad Ali Ahmad, Hafiz Ahmad, Nuzulul Fatimah, and Abid Fareed. "The Role of Information Technology in Human Resource Management: Empirical Evidence from Public Sector of Pakistan." IJEBD (International Journal of Entrepreneurship and Business Development) 4, no. 1 (2021): 137–44. http://dx.doi.org/10.29138/ijebd.v4i1.1270.

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Purpose: At present times, information technology is commonly exploited in different areas of HRM, therefore, most of the public sector organizations have taken initiated to utilize the outstanding services of IT in their HR management functions to optimize and improve their HR departmental efficiency. Information technology has radically changed the way organizations are operated, particularly the HR department. Design/methodology/approach: The current study has been done to identify the key role played by information technology in all human resource departments of public sector organiz

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Hinch, Gerald K., and Clement D. Pangallo. "Federal Training in Tight Budget Years." Public Personnel Management 15, no. 4 (1986): 359–68. http://dx.doi.org/10.1177/009102608601500403.

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As federal agencies look for ways to improve productivity, they should concentrate on developing their most important resource—their human capital resource. Although federal civilian training has exceeded the recommended norms on several key indicators, training departments will have to do more with fewer resources. Several ideas and techniques are presented in this paper to stimulate divergent thinking on ways to cope with fulfilling the training department's mission, purpose and objectives during times of dwindling financial resources.

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Garcia, David Dante V., James Paul T. Casanova, John Christian F. Maala, and Jowenie A. Mangarin. "The Rifts Within: Exploring the Organizational Impacts of Conflicts within a Department." GUILD OF EDUCATORS IN TESOL INTERNATIONAL RESEARCH JOURNAL 3, no. 1 (2025): 187–211. https://doi.org/10.5281/zenodo.15037721.

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Conflict is an inherent aspect of every organization, arising naturally from human interactions, differing opinions, and the complex nature of work. This research aims to assess the impacts of conflicts within a department by examining various aspects of departmental conflict, including its types, sources, and consequences. The study employs a quantitative correlational research design to better understand conflicts within organizations. It focuses on selected municipalities in the first district of Batangas, specifically the towns of Balayan, Nasugbu, and Tuy. The researchers use a combinatio

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Lyubonko, V. P. "INNOVATIVE COMPONENTS TO IMPROVE THE EFFICIENCY OF HUMAN RESOURCE MANAGEMENT." Visnyk Universytetu “Ukraina”, no. 11 (38) (2024): 104–13. https://doi.org/10.36994/2707-4110-2024-11-38-09.

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The article is dedicated to the application of innovative technologies in the field of HR management in IT companies. The article discusses the possibilities of artificial intelligence, machine learning, robotic process automation (RPA), and cloud platforms in improving HR management approaches. With the use of AI technologies, companies can significantly speed up and simplify hiring, automate resume review, improve selection accuracy, and ensure objective decisions Cloud systems facilitate easy access to real-time information, support collaboration between departments, and improve data securi

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Gao, Huayuan. "Discussion on Enterprise Green Human Resource Management." Frontiers in Business, Economics and Management 5, no. 3 (2022): 215–17. http://dx.doi.org/10.54097/fbem.v5i3.2009.

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As the main component of China's social market economy, enterprises must assume the major responsibility of protecting the environment and achieving harmony between man and nature. In recent years, due to the current environmental pollution, resource depletion, low environmental awareness of enterprises and other problems, the issue of environment will attract the attention of national government departments and citizens. In this case, enterprises need to attach great importance to it, and it is necessary to take measures to change and innovate management models and methods. As one of the core

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Laar, David Diam. "Impact of Human Resources Budgeting on Human Resource Management Accountability in Metropolitan, Municipal and District Assemblies in the Ashanti Region." TEXILA INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH 9, no. 1 (2022): 94–102. http://dx.doi.org/10.21522/tijar.2014.09.01.art009.

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The Metropolitan, Municipal, and District Assemblies in Ghana have adopted, have been practicing Human Resource Budgeting for effective accounting of human resources. However, little is done to determine its impact on Human Resource Management Accountability. This study, therefore, focused on the impact of Human Resource Budgeting on Human Resource Management Accountability in Metropolitan, Municipal, and District Assemblies (MMDAs) in the Ashanti Region of Ghana. The study purposively sampled Heads of Departments since they have the responsibility of supervising, directing, coordinating the a

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Sumetzberger, Walter. "Managing human resources in a multinational context." Journal of European Industrial Training 29, no. 8 (2005): 663–74. http://dx.doi.org/10.1108/03090590510627120.

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PurposeTo develop more sensitivity for different patterns of human resource management in multinational companies.Design/methodology/approachSystemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management.FindingsA concept of four typical varieties of human resource management, a model and important aspects for designing the cooperation processes between human resource departments and company management in multinational companies.Originality/valueThis paper provides a complex mindset about human resource management in a mu

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Anagnostopoulos, Theodoros, Theodoros Xanthopoulos, and Yannis Psaromiligkos. "A Smartphone Crowdsensing System Enabling Environmental Crowdsourcing for Municipality Resource Allocation with LSTM Stochastic Prediction." Sensors 20, no. 14 (2020): 3966. http://dx.doi.org/10.3390/s20143966.

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Resource allocation of the availability of certain departments for dealing with emergency recovery is of high importance in municipalities. Efficient planning for facing possible disasters in the coverage area of a municipality provides reassurance for citizens. Citizens can assist with such malfunctions by acting as human sensors at the edge of an infrastructure to provide instant feedback to the appropriate departments fixing the problems. However, municipalities have limited department resources to handle upcoming emergency events. In this study, we propose a smartphone crowdsensing system

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Marques, Joan. "HR in all its glory." Human Resource Management International Digest 15, no. 5 (2007): 3–6. http://dx.doi.org/10.1108/09670730710762799.

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PurposeThis article presents the diverse responsibilities of the HR department in organizations that strive for leadership within their sector.Design/methodology/approachLists and explains these responsibilities, and highlights how they are connected.FindingsAdvocates that at the foundation of an HR department's responsibilities should be an immediate and continuous connection with strategic management and with departmental heads, so that the workforce can be geared toward any new requirements.Practical implicationsPresents a useful way forward for HR departments that find themselves simply fu

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Arasa, Mary. "IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT PRACTICES AT KISII TEACHING AND REFERRAL HOSPITAL." Edith Cowan Journal of Human Resource and Leadership 1, no. 1 (2021): 30–38. http://dx.doi.org/10.55077/edithcowanjournalofhumanresourceandleadership.v1i1.9.

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Purpose: Human resource management functions involve the management and development of people in organizations, formulation and implementation of human resource practices and policies. The aim of this study was to establish challenges facing the human resource management practices at Kisii Teaching and Referral Hospital. Design/ Methodology/Approach: The methodology employed in this research was a case study design. The tool used was an interview guide. Respondents were drawn from the human resource department and two line managers were interviewed. The interviews were well versed with t

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VanSchenkhof, Matthew, Matthew Houseworth, and Scott Smith. "Fair Labor Standard Act Mandate: How Do Higher Education Human Resource Departments React?" International Journal of Business Administration 8, no. 5 (2017): 36. http://dx.doi.org/10.5430/ijba.v8n5p36.

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Mandates from the United States government may create drastic changes in the university landscape. The Fair Labor Standard Act (FLSA) Mandate that was expected to go into effect in December of 2016 provided a means to understand how required changes impact the human resource (HR) departments within institutions. This paper addresses the primary concerns of institutional human resource departments as the FLSA mandate required status changes for up to 15% of the campus workforce. Analysis of forecasted issues with employee engagement generated central issues regarding ability to communicate with

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Loso, Jennifer M., Stephanie L. Filipp, Matthew J. Gurka, and Michael K. Davis. "Using Queue Theory and Load-Leveling Principles to Identify a Simple Metric for Resource Planning in a Pediatric Emergency Department." Global Pediatric Health 8 (January 2021): 2333794X2094466. http://dx.doi.org/10.1177/2333794x20944665.

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Increased waiting time in pediatric emergency departments is a well-recognized and complex problem in a resource-limited US health care system. Efforts to reduce emergency department wait times include modeling arrival rates, acuity, process flow, and human resource requirements. The aim of this study was to investigate queue theory and load-leveling principles to model arrival rates and to identify a simple metric for assisting with determination of optimal physical space and human resource requirements. We discovered that pediatric emergency department arrival rates vary based on time of day

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Mazur, Barbara, and Anna Walczyna. "Bridging Sustainable Human Resource Management and Corporate Sustainability." Sustainability 12, no. 21 (2020): 8987. http://dx.doi.org/10.3390/su12218987.

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The rise of the Sustainable Development (SD) concept contributed to the increasing interest in practices encompassing the Sustainable Human Resource Management (Sustainable HRM) and the results of these practices. This article relates to the area of Human Resource Management and activities undertaken by HR departments to implement the principles of sustainable development in the enterprise. In particular, it refers to the concept of Sustainable HRM, recognized by many researchers as a new paradigm in the area of HRM. Although an intensely-studied subject, there is a clear gap in research regar

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Aljabri, Bandar S., Hani M. Aburas, and Mohamed S. Alkahtani. "Using Analytical Hierarchy Process (AHP) for Developing a Performance Evaluation Model for A Human Resources Department in Private Sector in Saudi Arabia." International Journal of Business and Management 19, no. 5 (2024): 186. http://dx.doi.org/10.5539/ijbm.v19n5p186.

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Evaluating human resource departments discovers weak areas and supports performance measurements and continuous quality improvement. However, most research concentrates on the development of models that primarily assess the performance of individual human resources rather than focusing on the evaluation of the entire department. This study aims to formulate a model for evaluating the performance of human resource departments in Saudi Arabia&#39;s private sector. The proposed model studies HR standards using five well-known quality awards excellence models. Exploratory Factor Analysis (EFA)

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Aslam, Hassan Danial, Mehmood Aslam, Naeem Ali, Badar Habib, and Madiha Jabeen. "A Historical View of Human Resource Management Practice: Literature Review." International Journal of Human Resource Studies 3, no. 2 (2014): 126. http://dx.doi.org/10.5296/ijhrs.v3i2.6254.

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Managing human resource was always an important concern for managers in any organization. Today, human resource management proves one of the main stream departments in modern businesses. This paper aims to focus at history of this management function. This theoretical research narrows down the literature and presents detail analysis of the origins of human resource management discipline. Author has elaborated various researches and literature resources in order to understand the history of human resource management theories and focus on various theories, models and frameworks on which this dis

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Pieterse, H., and Sebastiaan Rothmann. "Perceptions of the role and contribution of human resource practitioners in a global petrochemical company." South African Journal of Economic and Management Sciences 12, no. 3 (2011): 370–84. http://dx.doi.org/10.4102/sajems.v12i3.226.

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The value-adding contribution of human resources departments in organisations has often been questioned. It is not clear whether human resource practitioners are adding value according to organisational managers’ expectations. The objective of this study was to compare the perceptions of human resource practitioners in a global petrochemical company concerning expected and real contributions to business performance with those of their internal clients. Stratified samples of human resource personnel (N = 128) and their internal line customers (N = 67) were taken. The Human Resource Role-Assessm

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Vankevich, Alena. "The new trends in human resource management in the context of the economy digitalization." University Economic Bulletin, no. 43 (November 20, 2019): 7–12. http://dx.doi.org/10.31470/2306-546x-2019-43-7-12.

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The subject of research is the changes of human resources management at the micro level in the conditions of the economy digitalization. The main directions of the transformation of the labor market in the economy digitalization conditions are the following: expansion of labor supply due to participation in economic activity of various socio-demographic groups of the population; increase in the volume of information about the labor market and its openness due to electronic resources; industry changes in the structure of the labor demand; the jobs polarization; the rapid renewal of professions

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Valecha, Niharika. "Transforming human resource management with HR analytics: A critical Analysis of Benefits and challenges." International Journal for Global Academic & Scientific Research 1, no. 2 (2022): 56–66. http://dx.doi.org/10.55938/ijgasr.v1i2.16.

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Human resources have long been a valuable organizational asset. Employees must be considered as resources to gain a competitive edge, and firms may survive in a competitive market by aligning human resources with essential business objectives. Organizational success has always revolved around human resources. The alignment of HR strategy with the company's overall strategy relies heavily on personnel analysis. Human resource analysis aids HR managers in developing strategies that will allow the company to outperform its competition. The revolution and difficulties of human resource management

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Y.P., Nataraja. "TRACING THE HISTORY AND EVOLUTION OF HUMAN RESOURCE MANAGEMENT." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 19–25. https://doi.org/10.5281/zenodo.2566296.

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<em>An attempt is made in this paper is to analyse the tracing the history and evolution of human resource management. One or two centuries ago, the human resource management department – often referred to as just “labor welfare” or “personnel” was primarily associated with tasks like keeping employee records; ensuring companies followed the rules and regulations; determining wages, compensation packages and other benefits. Since the days of labor office during Industrial Revolution in 19th century Europe to the advent of </em><strong><em>Artificial Intellige

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Joohi, Chaturvedi, Chaturvedi Renu, Chaturvedi Abhinav, and Rai Dr.Mahima. "Role of Human Resource Management and Quality Management in Higher Educational Institutions." Studies in Indian Place Names 40, no. 3 (2020): 1461–90. https://doi.org/10.5281/zenodo.4105873.

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In any manufacturing organization there are large number of processes in which raw materials are converted into finished product with the help of resources like manpower, machines, materials, method, environmental characteristics for value addition. Various departments like Production, Purchase, Research and Development, Quality Management(QM), Maintenance, Human Resource Management (HRM) etc. which have interdependence on each other work together to produce quality products .Similarly in an educational institution there are different departments classified based on their expertise in deliveri

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Yu, Ye-lim, and Jae Young Seo. "The Case Study of University Department Mergers and Phasing Out Through the Lens of Bolman and Deal's Four Frames." Korean Association For Learner-Centered Curriculum And Instruction 24, no. 19 (2024): 727–45. http://dx.doi.org/10.22251/jlcci.2024.24.19.727.

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Objectives This study aims to analyze cases of merging and phasing out of university departments using Bolman and Deal's four-frame model, focusing on structural, human resource, political, and symbolic changes. Methods To conduct a case study on one engineering department at a private university and one arts and physical education department at a national university, a preliminary investigation was conducted through a review of relevant literature and in-depth written interviews. Based on the results of this preliminary research, Focus Group Interviews (FGIs) were carried out with with facult

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Roodney. "Findings - Human Resource Problem and Action Plan." Journal of Teacher Education 2017, no. 10 (2017): 12. https://doi.org/10.5281/zenodo.1000909.

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In The HR departments in many organizations have become strategic meaning that they are an integral part of the realization of the visions and missions of the organization. Various HR practices like Recruitment and selection induction and training, career development, succession planning, compensation management, outplacement and retirement are not being done in the conventional arbitrary method but they have to be in line with the strategic direction of the firm (Bloom, 2011).

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Kalavakolanu, Sripathi, and K. D. V. Prasad. "Human resource management digitalization." International Review, no. 3-4 (2023): 163–71. http://dx.doi.org/10.5937/intrev2304160k.

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This article will study the concept of digital transformation in the administration of human resources, as well as the ways in which different technologies are supporting various HR functions and the personnel who work for those activities. The study is of a descriptive character, and its compilation included the use of secondary data such as reports from corporations, Web sources, blogs written by subject matter experts, and research papers. This study was conducted with the intention of investigating the concept of "SMACI," which refers to the utilization of Artificial Intelligence (AI), HR

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Kemp, Linzi. "Implications for recruitment in a multinational organization: a case study of human resource management in the United Arab Emirates." Emerald Emerging Markets Case Studies 1, no. 4 (2011): 1–14. http://dx.doi.org/10.1108/20450621111192780.

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TitleImplications for recruitment in a multinational organization: a case study of human resource management in the United Arab Emirates.Subject areaThe case study aims to investigate human resource management issues of national importance, and specific recruitment issues important to the company.Study level/applicabilityStudents studying, e.g. Human Resource Management/Developing Human Resources as courses within an undergraduate business degree program. The audience is also targeted through courses that include the study of cross cultural management/diversity.Case overviewAn industrial organ

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Rianto Hermawan, Moh Ali Murad, and Wiri Wirastuti. "Proses Evaluasi Kinerja Pada Department Human Resource Development (HRD) dan Administrasi Engineering Swiss-Belhotel Silae Palu." Journal of Management and Social Sciences 2, no. 2 (2023): 63–83. http://dx.doi.org/10.55606/jimas.v2i2.257.

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One of the supporters of the Ministry of Tourism and Creative Economy in improving the economy, especially in the field of tourism destinations, namely the Hospitality Industry. The main objective of the hospitality industry is as a means of accommodation for temporary accommodation for guests who come from various places. In competing in the hotel industry, a strong management structure is needed, especially in the human resources (HR) department. The implementation method is carried out through the dedication and assistance method in the Human Resource Development (HRD) and Engineering Admin

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Sagandykova, L. S., G. Zh Tayauova, and D. N. Chowdhury. "Sustainable human resource management factors." Central Asian Economic Review, no. 6 (April 8, 2024): 92–107. http://dx.doi.org/10.52821/2789-4401-2023-6-92-107.

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Purpose of the research is to analyze works on the topic of sustainable human resource management, study factors, as well as identify and systematize specific practices for each category of factors.Research methodology. In this work, an analysis of existing publications in the Scopus database was carried out.Originality / value of the research. Although the concept of sustainable development is not new and has been actively studied since the 1960s of the last century, the study of sustainable human resource management as a separate concept dates back only about twenty years. Works from this pe

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Roagave L. Toruan, Aprilia Lerrech, Wd. Utami Wardani, et al. "ANALISIS SISTEM INFORMASI AKUNTANSI ATAS SIKLUS PENGGAJIAN PADA UMKM IL BENGKEL." JURNAL RISET MANAJEMEN DAN EKONOMI (JRIME) 1, no. 3 (2023): 243–54. http://dx.doi.org/10.54066/jrime-itb.v1i3.435.

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This study aims to understand the human resource or payroll cycle procedure and compare the human resource or payroll cycle procedure with the theory of accounting information systems for this human resource or payroll cycle. This research method was conducted using the interview method, because it can provide accurate information about the accounting information system in the human resources section and is able to meet research needs. And the results show that the human resource or payroll cycle has been carried out properly, where the owner includes all departments in the UMKM iL Workshop an

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Nguyen, Diep T. N., Stephen T. T. Teo, Helen DeCieri, and Marcus Ho. "Perceived formal authority and the effectiveness of the HR department in Vietnam." Personnel Review 48, no. 2 (2019): 551–69. http://dx.doi.org/10.1108/pr-03-2017-0073.

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PurposeThe purpose of this paper is to investigate whether formal authority of the HR department has any impact on line managers’ evaluations of HR department effectiveness.Design/methodology/approachTwo studies were conducted in Vietnam. Study 1 comprised a survey of 405 line managers to test the hypothesized model. Study 2 comprised a survey conducted with 155 line managers validated the findings from Study 1. Structural equation modeling and PROCESS macro were used to analyze the data.FindingsLine managers’ perceptions of the HR department’s formal authority had a positive and indirect impa

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Megdad, Zaid, and Dilber Caglar Onbasioglu. "The mediating role of organizational climate for human resources management strategies and competitive advantage in Jordanian commercial banks." Problems and Perspectives in Management 22, no. 2 (2024): 555–70. http://dx.doi.org/10.21511/ppm.22(2).2024.43.

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This study aims to examine the impact of human resource management strategies on gaining a competitive advantage in Jordanian commercial banks. Human resource strategies can help organizations achieve their goals by attracting and retaining skilled workers who contribute to the organization’s competitive advantage. A competitive environment requires effective human resource strategies. Thus, the study utilizes a descriptive analysis approach to analyze the data and test the hypotheses through SPSS and PLS-SEM-4. The study population comprises 13 banks, and the sample includes all employees of

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Rai, Shailendra K., and Priyanka Rana. "Impact on Human Resource Practices during Covid 19: A Review." Journal of Educational Management & Social Sciences 1, no. 1 (2021): 53–58. http://dx.doi.org/10.48112/jemss.v1i1.231.

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Because of COVID-19, every business has got affected; Human resource management is a core part of the corporate world. Proper functioning of Human resources is very crucial for optimum yield in any organization, especially during pandemics. Organizations have to adopt new practices after COVID distress about which many of them were not aware of. Therefore HRM practices of all sectors need to be modified and upgraded to meet the need of the hour. HR departments must be ready and conscious about what they are going to imply to cope up with new circumstances. The objective of the study is to gain

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Shailendra K Rai and Dr Priyanka Rana. "Impact on Human Resource Practices During Covid 19: A Review." Pakistan Journal of Multidisciplinary Innovation 1, no. 1 (2022): 10–15. http://dx.doi.org/10.59075/pjmi.v1i1.29.

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Because of COVID-19, every business has got affected; Human resource management is a core part of the corporate world. Proper functioning of Human resources is very crucial for optimum yield in any organization, especially during pandemics. Organizations have to adopt new practices after COVID distress about which many of them were not aware of. Therefore HRM practices of all sectors need to be modified and upgraded to meet the need of the hour. HR departments must be ready and conscious about what they are going to imply to cope up with new circumstances. The objective of the study is to gain

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Akshata, Bilagi. "Human Resource Planning as an Important Practice to Predict the Organization's Future Needs for Human Resources." International Journal of Advance and Applied Research 4, no. 7 (2023): 1–7. https://doi.org/10.5281/zenodo.7694840.

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One of the most crucial human resource practices in the company is human resource planning. Organizations heavily rely on human resource planning to assess their existing situation and forecast their future labor requirements. The following steps make up the human resource management (HRM) process: human resource planning, recruitment, selection, professional development, performance evaluation, and remuneration. Human Resource Planning (HRP), the first phase in the HRM process, entails identifying the HR goals of an organization, formulating a strategy for achieving those goals, and creating

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Rao, Patcha Bhujanga. "Effectiveness of Human Resource Information Systems: A Study with Reference to Greaves Cotton Limited." Asian Journal of Managerial Science 4, no. 1 (2015): 1–5. http://dx.doi.org/10.51983/ajms-2015.4.1.1190.

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A key issue in the management of information system in the 1980s is the growing sophistication of specialized information systems within the traditional functional areas of the organization. The human resource information systems (HRIS) is one such system which in recent years has become critical to the operation of the personnel departments of the companies. Information systems in personnel have evolved from the automated employee record keeping in the 1960s into complex reporting and decision systems today. The HRIS is designed to support the planning, administration, decisionmaking and cont

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Priyanka. "USE OF AI IN HUMAN RESOURCE MANAGEMENT." USE OF AI IN HUMAN RESOURCE MANAGEMENT 34, no. 1 (2023): 14. https://doi.org/10.5281/zenodo.8337415.

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<em>Human resource management must adapt to changing business sectors to ensure the company's growth and success. AI tools in HR for recruitment, onboarding, pay administration, employee retention, and staff management. AI and human resource management </em>practice <em>are transforming how organizations hire, manage, and engage personnel because it could replace routine activities and cognitive duties, requiring new skills. In today's competitive corporate world, human resources are essential to organizational performance. To survive, firms must use creative human resource manage

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Ayesha, Saeed. "Challenges Created By Globalization for the HR Management." American Based Research Journal 3, no. 11 (2014): 07–14. https://doi.org/10.5281/zenodo.3413468.

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<em>This paper identifies the effect of globalization on the hr department and it’s management .globalization is increasing rapidly having both negative and positive effects. This paper identifies the reasons which have led to the spread of globalization. Among them are the advancement in technology, transport, the increase of multinationals, reduction of trade barriers , global media etc. Furthermore the major challenges faced by the hr department and hr managers due to globalization have been discussed and one of the biggest challenges is managing a diverse workforce and creating a fri

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Mishra, Pavitra. "Green human resource management." International Journal of Organizational Analysis 25, no. 5 (2017): 762–88. http://dx.doi.org/10.1108/ijoa-11-2016-1079.

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Purpose The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a theoretical framework to fill the identified gaps and build a sustainable organization. Design/methodology/approach Multimethod approach was used. The research was conducted in two phases. Archival research was conducted in the first phase, and a case study technique was employed in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green human resource

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K, Ananthan. "A Study on Impact of Globalization on Human Resources Management." Shanlax International Journal of Commerce 7, S1 (2019): 71–79. https://doi.org/10.5281/zenodo.2552216.

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The pace of globalization is increasing continuously in terms of markets for goods and services, investment and business opportunities within one or more organizations. This transformation caused by globalization affects all the department in an organization in which human resource management is not left  out in this transformation crusade as it has obligation to move along with the changing demands of the globalization process. This paper examines the impact of the workforce on Human Resource Management either locally or internationally also it revealed

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Altahat, Shadi, and Mohammad Alnadi. "The impact of entrepreneurial behavior on entrepreneurial human resources management: The mediating role of entrepreneurial orientation." Problems and Perspectives in Management 22, no. 1 (2024): 147–55. http://dx.doi.org/10.21511/ppm.22(1).2024.13.

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Entrepreneurial human resources management can establish competitive advantages by consistently fostering superior human resources contributions within companies. This is achieved through the development of skilled employees who are passionate about delivering quality products and services. This study sets out to explore the role of entrepreneurial orientation for small and medium-sized enterprises (SMEs), particularly the relationship between entrepreneurial behavior and entrepreneurial human resource management. An online questionnaire technique was used to meet the research objectives. The

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Eskiev, Musa A., Vasily Yu Vinogradov, and Madina H. Vakhabova. "NEED AND EFFECTIVENESS OF DEVELOPMENT OF HUMAN RESOURCES MANAGEMENT IN EDUCATIONAL INSTITUTIONS." Ekonomika i upravlenie: problemy, resheniya 6/7, no. 159 (2025): 60–67. https://doi.org/10.36871/ek.up.p.r.2025.06.07.007.

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The purpose of this article is to outline the need, principles and philosophy of human resource management from the perspective of educational institutions and to highlight the importance of development efficiency in educational institutions. The most distinctive feature of human resource management is that it is a means of giving value to a person. It is known that the productivity of a person who sees value increases. For this reason, human resource management is an important area in terms of organizational effectiveness. In this area, development efficiency is one of the most important comp

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Maurer, Rick. "The challenge of building support for human resource programs." Strategic HR Review 16, no. 3 (2017): 131–35. http://dx.doi.org/10.1108/shr-02-2017-0012.

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Purpose The purpose of this paper is to provide human resource (HR) leaders with a practical, straightforward approach to the challenge of building support (and reducing resistance). Building support for new programs is difficult in many organizations, and the cost of failed change is large. HR is not immune to these pitfalls. The primary reason that projects fail is resistance. Resistance itself is not the problem. But, how leaders look at and work with resistance is a significant problem. Design/methodology/approach This approach is based on some 20 years of practice working with leaders on

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Mehta, Dr Karun. "Integrating Human Resource Management into Lean: Its Implementation and Benefits." Innovative Research Thoughts 9, no. 4 (2023): 118–22. http://dx.doi.org/10.36676/irt.2023-v9i4-017.

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Lean management or lean thinking is a process improvement technique that along with Six Sigma is used in an increasing range of workplaces. This special issue focuses on the use of Lean in developed countries. This increased usage reflects a growing propensity for managers to launch initiatives to upgrade the efficiency and productivity of the enterprises that they manage, usually in an attempt to enhance the cost-effectiveness of operations. HR departments are under increasing pressure to ensure business success through effective HR practices. Lean HR can help organizations improve processes,

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ALRAISI, Ismail Bin Ali Bin Mohammed, Rosni Bin SAMAH, and Azlan Bin Shaiful BAHARUM. "PROVIDING A SCENARIO OF WASTAGE MITIGATION IN THE HUMAN RESOURCE MANAGEMENT SYSTEM BASED ON KAIZEN THEORY IN THE MINISTRY OF EDUCATION OMAN." International Journal of Humanities and Educational Research 03, no. 02 (2021): 18–27. http://dx.doi.org/10.47832/2757-5403.2-3.3.

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his study aims to provide a scenario of waste mitigation in light of the Kaizen approach for Human Resources Development and Management Departments in the Ministry of Education (MOE)- Oman. It is also set to identify the manifestations and level of waste, from the point of view of the study sample, in these departments. In addition, it focuses on pointing out the differences in the level of waste in those relevant departments in accordance with gender, job level, academic qualification, years of experience, and department. This study proceeded, with the descriptive approach, to determine the m

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