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Relevant bibliographies by topics / Human resource management

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Academic literature on the topic 'Human resource management'

Author: Grafiati

Published: 4 June 2021

Last updated: 6 July 2024

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Journal articles on the topic "Human resource management"

1

Bhesaniya, Dr Kishor V., A. R. Sakhida A. R. Sakhida, and C. C. Gediwala C. C. Gediwala. "Human Resource Management New Dimantion." International Journal of Scientific Research 1, no. 1 (June 1, 2012): 4–6. http://dx.doi.org/10.15373/22778179/jun2012/2.

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Yao, Jiangang. "Emotional Management in Modern Human Resource Management." International Journal of Research Publication and Reviews 4, no. 12 (December 26, 2023): 4151–56. http://dx.doi.org/10.55248/gengpi.4.1223.0109.

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Kenneth, Dr Kalyani, and R. Aruna jayamani. "Current Trends in Human Resource Management." International Journal of Scientific Research 1, no. 2 (June 1, 2012): 112–13. http://dx.doi.org/10.15373/22778179/jul2012/37.

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Mukhtorov, Botir, and Murodjon Ermatov. "METHODS OF EFFECTIVE HUMAN RESOURCE MANAGEMENT." International Journal Of Management And Economics Fundamental 03, no. 05 (May 1, 2023): 76–80. http://dx.doi.org/10.37547/ijmef/volume03issue05-10.

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Labor resources and their effective management are important factors in creating a perfect and competitive national economic system in the Republic of Uzbekistan. Therefore, the article covers issues such as the definition of the concept of "Management of human resources" and the study of the level of application of methods of effective management of human resources in Uzbekistan.

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Chiara, Cappelletti, Valenti Diego, and Saresella Mara. "Human Resource Management (Human Resource Planning)." Journal Islamic Economic Minangkabau 1, no. 1 (April 14, 2023): 49–60. http://dx.doi.org/10.55849/jiem.v1i1.69.

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Human resource planning is the first thing an organization or company must do when a company seeks better human resource management. All organizations or companies must determine their future with different plans according to the demands of the times. Nowadays changes are rapid, so organizations or companies must be able to keep up with changes quickly and precisely. Organizations or companies must be able to anticipate and adapt to change. Therefore, personnel planning is becoming increasingly important for companies, due to the globalization of new technology and organizational change processes overshadowing organizational life repeatedly. Organizations that are not supported by employees which is in accordance with the quantity, quality, strategy and function that is good, of course the organization will find it difficult to maintain and develop its existence in the future, so that personal planning is successful. Influencing factors hi environmental factors, organizational decisions, employee supply factors.

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Chiara, Cappelletti, Valenti Diego, and Saresella Mara. "Human Resource Management (Human Resource Planning)." Sharia Oikonomia Law Journal 1, no. 1 (April 14, 2023): 49–60. http://dx.doi.org/10.55849/solj.v1i1.69.

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Human resource planning is the first thing an organization or company must do when a company seeks better human resource management. All organizations or companies must determine their future with different plans according to the demands of the times. Nowadays changes are rapid, so organizations or companies must be able to keep up with changes quickly and precisely. Organizations or companies must be able to anticipate and adapt to change. Therefore, personnel planning is becoming increasingly important for companies, due to the globalization of new technology and organizational change processes overshadowing organizational life repeatedly. Organizations that are not supported by employees which is in accordance with the quantity, quality, strategy and function that is good, of course the organization will find it difficult to maintain and develop its existence in the future, so that personal planning is successful. Influencing factors hi environmental factors, organizational decisions, employee supply factors.

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Saxena, Aseem. "Human Resource Management Practices on Teachers Performance." Journal of Advances and Scholarly Researches in Allied Education 15, no. 4 (June 1, 2018): 17–20. http://dx.doi.org/10.29070/15/57126.

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Priyanto, Eddy, and Clara Schneider. "Green Sustainable Human Resource Management in Malaysia." SPLASH Magz 1, no. 2 (April 21, 2021): 21–24. http://dx.doi.org/10.54204/splashmagzvol1no1pp21to24.

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The purpose of this study is to study environmentally friendly human resource management including employee behaviour in the workplace and the environment around the workplace. We used secondary data on 216 companies in Malaysia by conducting online interviews with 2160 employees about human resource and environmental management practices by quantifying them using the Likert scale and analyzing them using the ordinary least square model. We found a positive relationship between the level of environmental and social concern for the organization as reflected in environmentally friendly regulations and Standard Operating Procedures with human resource management as well as the level of employee compliance with company regulations and the level of employee welfare.

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M. Vijayalakshmi, M. Vijayalakshmi, and Dr P. Natarajan Dr. P. Natarajan. "Strategic Human Resource Management for Competitive Advantag." Indian Journal of Applied Research 2, no. 1 (October 1, 2011): 24–27. http://dx.doi.org/10.15373/2249555x/oct2012/10.

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Deepa, P. "Revolutionizing Human Resource Management through Artificial Intelligence." International Journal of Science and Research (IJSR) 13, no. 2 (February 5, 2024): 176–78. http://dx.doi.org/10.21275/es24131185821.

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Dissertations / Theses on the topic "Human resource management"

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Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and A. Kuzmenko. "Human resource management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.

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Lundy, Olive. "Strategic human resource management." Thesis, Queen's University Belfast, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292572.

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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.

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Lei, Lin. "Intelligent human resource management system." Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1445897.

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Ashrafi, Elham. "Human Resource Management at Work." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24422.

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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.

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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased their organization's strategic value using HRO strategies. The transaction cost economics (TCE) theory was the conceptual framework for this study. Data were analyzed using methodological triangulation to identify codes from words, phrases, and sentences using multiple sources to identify recurring themes. Five key themes emerged: outsourcing strategies, outsourced functions, operational costs, organizational effectiveness, and success measurement. The findings of this study may lead to social change by supporting managers in making HRO decisions conducive to reducing operating costs while maintaining HR effectiveness, which might positively impact social change by providing core function jobs to the local community thereby decreasing unemployment rates.

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Blackburn, Alan. "The knowledge-based resources built through human resource management practice." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418875.

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Parsa, Seyed Jafar Sadjadi. "Human resource management in shipping industry." Thesis, London Metropolitan University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499581.

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Human Resource Management (HRM) is a new system of managing employees in the orgamsation. The use of this system and its models is growing very fast among companies in different industries. The outcomes of a proper HRM modeJ are business ice, customer satisfaction and employee commitment. There are factors, e if an appropriate model of HRM is not practiced in a company. These include but not are limited to high staff turnover, stress, ageing workforce and gender diversity. This research examines the implementation of HRM in the shipping industry.

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Bridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.

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Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is available over the period January 1989 to March 1997 (giving 99 monthly observations). Although personnel data of this this sort is available for the US (see, for example, Baker, Gibbs and Holmstrom (1994) and Lazear (1999)), this is one of the first data sets of its kind to be available for the U. K. This thesis focues on three areas of personnel economics. It analyses the issues of promotion, absenteeism, and labour turnover, paying particular attention in all three cases to gender differences.

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Books on the topic "Human resource management"

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Human resource management. 8th ed. Harlow, England: Financial Times/Prentice Hall, 2011.

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Ivancevich, John M. Human resource management. 8th ed. Boston: McGraw-Hill/Irwin, 2001.

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Human resource management. Boston: Pearson, 2013.

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Syed, Jawad, and Robin Kramar. Human Resource Management. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-52163-7.

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Carbery, Ronan, and Christine Cross. Human Resource Management. London: Macmillan Education UK, 2019. http://dx.doi.org/10.1057/978-1-352-00403-8.

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Collings, David G., Geoffrey T. Wood, and Leslie T. Szamosi, eds. Human Resource Management. Second edition. | Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9781315299556.

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Dessler, Gary. Human resource management. 9th ed. Upper Saddle River, N.J: Prentice Hall, 2003.

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Martin, John. Human resource management. Los Angeles: SAGE, 2009.

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Dessler, Gary. Human Resource management. 7th ed. Upper Saddle River, N.J: Prentice Hall, 1997.

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W, Boudreau John, ed. Human resource management. 8th ed. Chicago: Irwin, 1997.

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Book chapters on the topic "Human resource management"

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Pettinger, Richard. "Human resource management." In Management, 159–77. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-1-137-03028-3_9.

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Zhang, Pengfei, and Lijun Tang. "Human resource management." In Ship Management, 96–113. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003081241-7.

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Hoye, Russell, Katie Misener, Michael L. Naraine, and Catherine Ordway. "Human resource management." In Sport Management, 189–212. 6th ed. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003217947-11.

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Hoye, Russell, Aaron C. T. Smith, Matthew Nicholson, and Bob Stewart. "Human resource management." In Sport Management, 140–66. Fifth Edition. | New York : Routledge, 2018. |: Routledge, 2018. http://dx.doi.org/10.4324/9781351202190-7.

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Green, Miriam. "Human Resource Management." In Encyclopedia of Corporate Social Responsibility, 1370–77. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-28036-8_138.

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Eyre, E. C., and Richard Pettinger. "Human resource management." In Mastering Basic Management, 251–68. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15056-4_23.

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Reichwald, Ralf, Martin Baethge, Oliver Brakel, Jorun Cramer, Barbara Fischer, and Gerd Paul. "Human Resource Management." In Die neue Welt der Mikrounternehmen, 117–33. Wiesbaden: Gabler Verlag, 2004. http://dx.doi.org/10.1007/978-3-663-09742-6_5.

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Foster, Elvis C. "Human Resource Management." In Software Engineering, 253–69. Berkeley, CA: Apress, 2014. http://dx.doi.org/10.1007/978-1-4842-0847-2_15.

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Joshi, Vasant Chintaman. "Human Resource Management." In Digital Finance, Bits and Bytes, 151–64. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-3431-7_10.

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Pettinger, Richard. "Human resource management." In Introduction to Management, 183–212. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23258-1_7.

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Conference papers on the topic "Human resource management"

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Pavlovic, Goran. "Algorithmic Human Resource Management: Characteristics, Possibilities and Challenges." In 9th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2023. http://dx.doi.org/10.31410/eraz.s.p.2023.147.

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In the field of human resources, algorithmic management refers to the utilization of digital technology, artificial intelligence, and big data to develop rules and procedures that enable the automated management of human resources. Algorithmic human resource management can potentially replace human resource managers in all stages and activities of staffing, thereby significantly expediting the management process and enhancing cost-effectiveness. Through the use of artificial intelligence, algorithms develop patterns and models from which they can autonomously learn and improve the quality of decision-making in employee management. However, relying exclusively on algorithmic human resource management can lead to the emergence of discriminatory management practices, particularly when the algorithms are based on unrepresentative or biased data. Considering these factors, this paper aims to examine the fundamental characteristics, principles, application possibilities, and challenges of algorithmic human resource management.

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Alger, Captain H. C. "Cockpit Resource Management." In Human Error Avoidance Techniques Conference. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 1989. http://dx.doi.org/10.4271/892610.

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Isakov, Vladislav Aleksandrovich. "Controlling human resource management." In International extramural online conference. TSNS Interaktiv Plus, 2020. http://dx.doi.org/10.21661/r-91214.

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Cimpan, Bogdan. "HUMAN RESOURCE MANAGEMENT BENCHMARKING." In 2nd International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2015. Stef92 Technology, 2015. http://dx.doi.org/10.5593/sgemsocial2015/b23/s7.049.

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Molamohamadi, Zohreh, Napsiah Ismail, and Norzima Zulkifli. "Sustainable Human Resource Management." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2013. http://dx.doi.org/10.5176/2251-2349_hrmpd13.28.

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Gričnik, Ana Marija, Matjaž Mulej, and Simona Šarotar Žižek. "Sustainable Human Resource Management." In 7th FEB International Scientific Conference. University of Maribor, University Press, 2023. http://dx.doi.org/10.18690/um.epf.3.2023.35.

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Sustainable HRM (SHRM) is a new approach to people management, focusing on long-term HRM, regeneration, and renewal. It helps firms attract and retain high-quality employees: by integrating SHRM practices into their employee value proposition, firms establish unique, attractive employer brands. Socially Responsible HRM, Green HRM, Triple Bottom Line HRM, and Common Good HRM are types of SHRM. Especially these characteristics of SHRM matter: Long-term orientation, care for employees, environment, profitability, employee participation and social dialogue, employee development, external partnership, flexibility, compliance beyond labor regulations, employee cooperation, fairness, equality. SHRM is based on sustainable HR policies, such as management of employment relationships, prevention, health and safety at work, training and continuous development, diversity and equal opportunities, fair remuneration and social benefits, communication, transparency, social dialogue, attraction, and retention of employees, work–family balance. The paper presents a possible requisitely holistic model of SHRM.

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Sadigov, Rahim. "CONCEPTUAL BASES OF STRATEGIC HUMAN RESOURCE MANAGEMENT." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.62.

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The main purpose of the research paper is to study the strategic management of human resources in industrial enterprises, career development and stimulation in the activity. Labor resources are active elements in the production of goods, the creation of material wealth and the provision of services to society. Human resources are important ones in all areas of the national economy. Human resources act as a creative component in the organization and management using their mental, spiritual and psychological capabilities. Human resources study and analyze technical, technological possibilities and financial sources, make management decisions as a leading resource in any organization. Research methodology is related in personnel policy and the comprehensive study of strategic human resource management. Human resource management in industrial enterprises is the main subsystem management system. This issue affects on the development of the enterprise, increasing the quality of products, economic efficiency and profits. The importance of the research paper - is to apply the results in the management of industrial enterprises. Human resource management contributes to sustainable operation in enterprises and organizations. The scientific novelty of the research is the definition of a successful personnel policy in the enterprise. Thus, the article identifies strategic goals in human resource management, and develops a corporate concept in this area. The article discusses the application of new technologies for career development. The application of innovations and methods in the implementation of management functions is the basis for motivating the workforce in an organization. All functions and management methods are applied in the process of strategic management of human resources. Management methods are social in nature, as well as ensure the direct development of employees, labor resources and actively influence on the outcome. Management methods lead to the expansion of financial and economic activities of the enterprise, the development of economic activities, the growth of labor resources. Management methods allow to increase competitiveness, as well as to attract partners, suppliers, customers and others. In this regard, our research can be commended in terms of the application of innovation in management.

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Berger, Thomas. "Human Resource Risk Management Concepts." In 8th International Conference on Human Interaction and Emerging Technologies. AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002796.

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The German Supervisory Board as intended by the German stock corporation act should not only supervise the Executive Board, but also be able to advise and steer it (not in day-to-day business, but strategically). As part of this task, the Supervisory Board needs adequate information on the risks the corporation faces, in all areas of business, e.g. finance, marketing or human resource. As strategic management is a core responsibility of the executive board and supervisory board and personnel risks are an essential part of strategy development and execution, information on the prevalence and severity of personnel risks are essential for a sound debate on strategic issues in the Supervisory Board. Like all risks, the management of personnel risks must be an integral part of a cyclical and company-specific strategy process. Currently, however, the area of human resource risk management plays only a minor role, which may be due to the supposedly comparatively more complex quantifiability of personnel risks or the complexity of human factor interactions. But risks in the domain of human resources are not only an important part of risk management because of current regulatory developments e.g. in the area of corporate social responsibility (CSR), but also because of the important role human resources play at companies in general. Personnel risks cannot be seen independently of a corporate strategy as humans execute them: Every strategy risk is linked with human resources.We therefore have analyzed existing human resource risk concepts with the aim of how such concepts could be used in Supervisory Boards especially for members of the employee representation to be able to advise and steer the Executive Board. We found a number of existing studies dealing with personnel risks from different angles and a few concepts for managing personnel risks. We also found that evidence is scant for personnel risks as a whole category, not only focusing on one area like motivation or health in general, but more broad categories like management risks or adaption risks. The aim of this paper therefore is to first provide a rationale for human resource risk management, second to provide an overview on existing studies and concepts in this field and third to summarize the various concepts into one for the potential usage in the Supervisory Board. This paves the way for more empirical studies on personnel risks and their relation to strategic management or enterprise risk management.

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POP, Alina Bianca, Aurel Mihail ȚÎȚU, Doina BANCIU, and Constantin OPREAN. "EFFECTIVE HUMAN RESOURCE MANAGEMENT IN COMPUTER-AIDED DESIGN ORGANIZATIONS." In INTERNATIONAL MANAGEMENT CONFERENCE. Editura ASE, 2024. http://dx.doi.org/10.24818/imc/2023/04.09.

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Computer-aided design (CAD) technology is widely used in modern design businesses. However, the management of these organizations' human resources is critical to their success. As a result, guaranteeing the effectiveness of human resource management is critical to the success of CAD businesses. The purpose of this research is to identify the most effective ways for managing human resources in CAD businesses. The specific aims of this study are to examine the impact of efficient human resource management on the performance of CAD companies, identify the elements that influence this efficiency, and make recommendations for efficient human resource management in CAD businesses. Human resource management must be done successfully for CAD firms to prosper. By using best practices in human resource management, CAD businesses may achieve long-term growth. As part of the study's mixed-methods research strategy, which also included a worker survey, in-depth interviews with management of CAD businesses were undertaken. The information received from the survey and interviews was evaluated using both quantitative and qualitative methodologies. According to the survey, effective human resource management increases the performance of CAD organizations. Human resource management in CAD businesses is influenced by factors like leadership, training and development, performance management, and employee engagement. Based on these findings, the study presents recommendations for effective human resource management in CAD businesses, such as the importance of strong leadership, the implementation of training and development efforts, and the use of effective performance management systems. These recommendations can help CAD firms improve their human resource management operations and achieve long-term success.

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Dhoot, Radhika. "Best Practices in Human Resource Management : Social Media and Human Resources." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2013. http://dx.doi.org/10.5176/2251-2349_hrmpd13.29.

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Reports on the topic "Human resource management"

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Bloom, Nicholas, and John Van Reenen. Human Resource Management and Productivity. Cambridge, MA: National Bureau of Economic Research, May 2010. http://dx.doi.org/10.3386/w16019.

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de Carvalho, Antonio Geldson, Charles Calomiris, and Joao Amaro de Matos. Venture Capital as Human Resource Management. Cambridge, MA: National Bureau of Economic Research, May 2005. http://dx.doi.org/10.3386/w11350.

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DEFENSE LOGISTICS AGENCY ALEXANDRIA VA. Total Quality Management Implementing Plan for Human Resource Management. Fort Belvoir, VA: Defense Technical Information Center, April 1989. http://dx.doi.org/10.21236/ada212915.

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Ichniowski, Casey, Kathryn Shaw, and Giovanna Prennushi. The Effects of Human Resource Management Practices on Productivity. Cambridge, MA: National Bureau of Economic Research, November 1995. http://dx.doi.org/10.3386/w5333.

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Abowd, John, George Milkovich, and John Hannon. The Effects of Human Resource Management Decisions on Shareholder Value. Cambridge, MA: National Bureau of Economic Research, October 1989. http://dx.doi.org/10.3386/w3148.

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Harper, Zachary. Human Resource Management and Internship Development in Small Apparel Businesses. Ames (Iowa): Iowa State University, May 2023. http://dx.doi.org/10.31274/cc-20240624-849.

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Ichniowski, Casey. Human Resource Management Systems and the Performance of U.S. Manufacturing Businesses. Cambridge, MA: National Bureau of Economic Research, September 1990. http://dx.doi.org/10.3386/w3449.

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Nguyen, Ethan. The transformation of Human Resource Management with the Implementation of Information Systems. Ames (Iowa): Iowa State University, January 2021. http://dx.doi.org/10.31274/cc-20240624-1496.

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Bartel, Ann. Human Resource Management and Performance in the Service Sector: The Case of Bank Branches. Cambridge, MA: National Bureau of Economic Research, January 2000. http://dx.doi.org/10.3386/w7467.

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Griffin, Katherine. Does Gender Matter? Human Elephant Conflict in Sri Lanka: A Gendered Analysis of Human Elephant Conflict and Natural Resource Management in a Rural Sri Lankan Village. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2530.

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