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Journal articles on the topic 'Human resources management level of development'
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1
Wang, Meimei. "Management and communication contribute to the innovative development of human resource management —— engages employees through management communication." Journal of Education, Humanities and Social Sciences 2 (July 13, 2022): 359–64. http://dx.doi.org/10.54097/ehss.v2i.833.
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In modern enterprise management, the role of human resources can not be ignored, and the good job of human resource management has a positive role in improving the enthusiasm of employees.This paper first expounds the development situation of enterprise human resources management, then analyzes the problems existing in enterprise human resources management, and finally proposes to improve the level of enterprise through effective management communication, fully mobilize the enthusiasm of employees to participate in work.Combined with the actual situation of enterprise development, this paper puts forward an effective strategy to optimize enterprise human resource management, aiming to provide constructive suggestions for the innovation and development of human resource management of enterprises, help enterprises to give full play to the positive role of human resources, and provide a strong guarantee for the long-term development of enterprises.
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Miao, Bin. "Facing the Development of SMEs Based on Human Resources Management." Advanced Materials Research 268-270 (July 2011): 1909–12. http://dx.doi.org/10.4028/www.scientific.net/amr.268-270.1909.
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SMEs are important part of the national economy. The level of human resources management in an enterprise ultimately determines the competitiveness of enterprises and effective development and scientific and rational management of human resources is the key to the business success. Therefore, how to strengthen and improve the enterprise human resources management are the urgent issues in the development process of current enterprises. The article analyzes the prominent problems in SMEs’ human resources management from human resource perspective, taking Zhengzhou Wuhua Lamp Company for example. It puts forward how to strengthen and perfect the SMEs’ human resources management and gives some countermeasures and suggestions, also highlights the importance of "people-oriented" concept of modern human resources management and provides valuable suggestions for SMEs’ health development.
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Öztırak, Mesut. "Training and Development in Human Resources Management." International Journal of Social Sciences 6, no. 26 (2022): 273–87. http://dx.doi.org/10.52096/usbd.6.26.16.
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Education as a general definition; in the behavior of the individual through his own life it is the process of bringing about desired changes. Teaching, planned and planned education carried out in a certain place and in a time period called the programmatic part. Based on these definitions, my concept of education is more we can say that it is comprehensive. Development, employment in the organization to increase the performance of the employee. Made by the management during the period from the start of the it includes all efforts related to activities. Training and development in organizations or businesses involving employees activities have a number of purposes. These; to achieve high efficiency at an affordable cost, to increase the quality of goods and services for production, to prevent waste of materials, raw materials and energy, to help the organization in effective time management, to increase the level of organizational commitment by providing motivation and job satisfaction of employees can be counted as increasing and strengthening the corporate culture. In this study, the training and development function in human resources management is mentioned. Key words: Human Resources Management, Training, Development, Training and Development Jel Code: M10, M11
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JIEQIAN, ZHANG, and RUDNAK ILDIKO. "HUMAN RESOURCE MANAGEMENT IN CHINA UNDER ECONOMIC GLOBALIZATION." Journal Plus Education 35, no. 1 (2024): 89–103. http://dx.doi.org/10.24250/jpe/1/2024/zj/ri/.
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Economic globalization is the development characteristic and advantage of modern economy, especially the in-depth development of knowledge economy and people-oriented era, which has become the decisive factor of the world economy in the 21st century. In this context, competition among countries increasingly revolves around the quantity, quality and development level of human resources. This transformation has brought both opportunities and challenges to human resource management (HRM) in China. Economic globalization has prompted China's human resources management concepts to be re-examined and updated, and the field of human resources management has shown a more diversified pattern. The subjects of human resources management are constantly changing, and it is necessary to adjust the human resource’s structure and improve the overall quality of the workforce. While economic globalization has brought opportunities to China, it has also brought tremendous pressure to China's human resources management. Fierce international competition has posed a severe test to human resources and challenged traditional human resource management methods and structures. This article deeply explores the impact of economic globalization on human resource management in China. It analyzes how China's human resources management responds to the emergence of diverse talent market, the growing demand for cross-cultural skills, the fluidity of global talent flows, the need for technology and digital transformation, and the regulation and compliance faced in operations challenge. Globalized environment. By understanding and responding to these changes, China's human resource management can proactively respond to the changing situation and seize the opportunities brought by economic globalization.
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Buralova, Malika A., Ekaterina V. Novikova, and Movlatkhan Sh Khashagulgova. "ANALYSIS OF RISKS RELATED TO HUMAN RESOURCES AND RISKS OF HUMAN RESOURCE MANAGEMENT." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2/15, no. 155 (2025): 136–41. https://doi.org/10.36871/ek.up.p.r.2025.02.15.016.
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With the constant improvement and development of the economic level, modern methods of operation of enterprises are widely used. Human resource management and parameter optimization, being an important part of the enterprise’s economy, have a significant impact on improving social and economic levels. As the reform of the social and economic system continues to change, market competition is becoming increasingly fierce. In order to ensure the long-term development of a market economy, it is necessary to improve the management system of norms and rules, which will contribute to improving the overall quality of human resource management. There are still noticeable problems in the modern development of human resource management. The risks associated with human resources and the risks of human resource management hinder the effective performance of managerial work. This article mainly examines the objective risk factors associated with human resources, and then examines the risks in the overall human resource management process, as well as ways and measures to counter risks.
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Molchanov, Igor. "Healthcare Management: Role of Human Resources." Vestnik Volgogradskogo gosudarstvennogo universiteta. Ekonomika, no. 3 (December 2020): 77–87. http://dx.doi.org/10.15688/ek.jvolsu.2020.3.7.
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The importance of the material and technical base and financial resources for the development of the Russian health care system has been established. The availability of qualified specialists, doctors and nurses, plays a key role for the functioning of the industry. Training of personnel and provision of medical institutions with medical personnel at the level of regulatory requirements are among the main tasks of health development. The systematic approach, methods of induction and deduction, expert assessments in the study of the problems of staffing of healthcare organizations are applied. Features of the federal structure and spatial development of modern Russia are the methodological basis of the study. The performed analysis of the current situation in the health care sector and the nature of the accumulated problems are substantiated by statistical information. The factors significantly influencing the provision of medical services have been identified. Insufficient level of provision of doctors and nurses in the constituent entities of the Russian Federation has been established. The compliance with the conditions of appropriate quality and the required volume of medical services as a necessary basis for the work of medical organizations are determined. The reasons and trends in the change in the levels of employment and unemployment in the regions of Russia are considered. The features of internal migration between federal districts are disclosed. The results of the functioning of medical organizations and the state of health care as a branch of the social sphere are analyzed. The influence of factors of employment, unemployment, internal migration on the activities of healthcare organizations was taken into account when developing recommendations. Proposals for resolving acute issues in human resources management have been formulated. The use of long-term planning tools as a necessary condition for the development of the healthcare industry is justified. The key role of training and retraining activities has been identified. Recommendations for correcting deficiencies and improving the work with medical personnel have been formulated. The results of the study for application in activities to improve the organization and management of health development at the subnational level are confirmed. Suggestions for practical application are made.
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Kráľová, Katarína. "GREEN HUMAN RESOURCE MANAGEMENT PRACTICES IN THE CONTEXT OF SUSTAINABLE BUSINESS DEVELOPMENT." Sociálno-ekonomická revue 21, no. 2 (2023): 47–55. http://dx.doi.org/10.52665/ser20230205.
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Human resource management suggests that organizations that want to attract and in the future retain quality human resources for business with the goal of sustainable development must change the prevailing situation, especially now that human resources are consumed rather than developed. At the same time, green management of human resources was recently introduced as a response to changes at the social, economic and especially environmental level of the labor market and employment relations. Green human resources management is understood as an extension of strategic human resources management and represents a new approach to people management with a focus on long-term development, regeneration and renewal of human resources in the context of sustainable business development. However, the attributes of green HRM compared to mainstream HRM are not yet completely clear and precise. The contribution aims to fill this gap by proposing and revealing the characteristics of green human resource management and their impact and influence on business sustainability, as well as the possibilities of integrating green human resource management practices into businesses.
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Zarqan, Ince Ahmad. "Human Resource Development in the Era of Technology; Technology’s Implementation for Innovative Human Resource Development." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 10, no. 3 (2017): 217. http://dx.doi.org/10.20473/jmtt.v10i3.5967.
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Rapid changes in technology have affected businesses in an uncountable way, strength of a company can be measured based on the level of technology that implemented for the sake of efficiency, it posseses that the “technovation” (technology and innovation) is one of the key for improvement of human resource. Surely, it is a single important factor for a human resource management as an organization should be able to identify an improvement of its human resources. Thus, the primary purpose of the present paper is to analyze the current effects of technology on HR processes, consider the existing literature on the topic, and discuss the advantages and efficiency. In this scenario, there is a need to clearly identify a technology for an efficient management of human resources which is able to improve skills of the employees. A number of key areas of the impacts of technology on human resource development that are discussed in order to gain an innovative human resource development.Keyword : Human Resource, Development, Technology, Improvement
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Suganthi, M., G. P. Raja, and C. Muthurasu. "Role of Human Resource Management in Education." Shanlax International Journal of Arts, Science and Humanities 12, S1-May (2025): 43–46. https://doi.org/10.34293/sijash.v12is1-may.8976.
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Human resource management in education is so important and carelessness may jeopardize it. In education, human resource management is set of practices and methods for the integration and maintenance of teaching and other staff in this institution so that they perform their task and achieve the goals for which they were created. It is because education personal’s are the principal agency through which educational goals as such, national development are attained. Rapid socio-economic development and efficient service delivery are the products of human resources. This is why this paper emphasised that without a strong, skilled and motivated human resource management programme within which a development cannot be achieved, development is impossible. The human resources have a great bearing upon the execution of the programmes of any educational system at any level.
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Mynzhanova, Gulzhakan, Nurlan Sailaubekov, and Dana Kunanbayeva. "The role of university faculty motivation in human resources development and university competitiveness growth." Problems and Perspectives in Management 16, no. 3 (2018): 92–101. http://dx.doi.org/10.21511/ppm.16(3).2018.08.
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The article aims to reveal the university rating by its faculty motivation, which has an impact on human resources development in higher education sector and raises the university competiveness level. To achieve the given goal, the researchers have developed a model for evaluating the university rating on faculty work motivation by assessing implementation of motivational factors in the university, their weight for determining its rating in comparison with the threshold value.The article examines blocks of motivational factors, such as material-monetary, material- non-monetary and non-material. The authors believe that systemic and timely use of these blocks of motivational factors by the university may increase the lecturers’ professional skills level, quality of the educational program and the academic process itself and contribute to the growth of university competitiveness.During the research, the lecturers were surveyed by using a structured questionnaire, and a model for assessing the university faculty motivation level has been developed based on the research outcomes. Comparative analysis of the obtained results and the threshold value have been made so that to come up with conclusions on the universityrating. The survey has revealed that the university under study has the B+– class rating, which demonstrates a fairly high result. There have been made recommendations to the given university on achieving the higher-class rating.
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Majapahit, Sali Alas, Asep Somantri, and Roni Ilham Subagja. "MODEL DASHBOARD MONITORING KINERJA PEGAWAI PADA TOP LEVEL MANAGEMENT." JURNAL COMPUTECH & BISNIS 15, no. 2 (2021): 108–14. https://doi.org/10.5281/zenodo.5784187.
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<em>uman resources are one of the important factors in a company that must be managed by means of human resource management. One of the focuses on human resource management is by monitoring or monitoring the work carried out by each human resource, to ensure that the work carried out by each existing human resource is in accordance with the work targets that must be achieved. This research is to facilitate the Top Management in monitoring the development of employee performance, and facilitate Top Management in obtaining information related to the development of employee performance. The research was conducted by analyzing Top Managerial needs, looking for relevant KPIs and designing dashboards starting from setting dashboard functionalities, alerts, and dashboard interfaces. The results of this study are in the form of a dashboard design or model for monitoring employee performance. The results of the design can be used by the organization to help make decisions at the Top Management level.</em>
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Guseinov, Igor. "Multilevel system in strategic management of human resources." University Economic Bulletin, no. 52 (March 18, 2022): 29–34. http://dx.doi.org/10.31470/2306-546x-2022-52-29-34.
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Relevance of research topic. In condition of globalization and a difficult demographic situation, the strategic management of human resources plays a decisive role, both in the planned development of the organization and in the socio-economic development of the state. Formulation of the problem. Building an effective system of strategic management of human resources at the organization level without taking into account external factors is a utopian task. Setting the task, the purpose of the study. The aim of the study is to consider a multi-level system of strategic management of human resources. In this article, the following research objectives are set: 1) to determine the multi-level structure of the strategic management of human resources; 2) to identify the influence of external factors on the strategic management of the organization. Method or methodology for conducting research. The study was conducted using an analytical and comparative method, observation, surveys, interviewing top and middle managers (42 people). Presentation of the main material (results of work). In this article, the importance of the influence of external factors on the functioning of the organization is indicated. The results of the study on the application of a multi-level approach in the strategic management of human resources are also reflected. Conclusions according to the article. The study emphasizes the need to take into account external factors, state and regional policies in strategic development. The use of a multi-level approach in the strategic management of human resources will ensure the achievement of a systemic synergistic effect.
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N., Shobha. "HUMAN RESOURCES DEVELOPMENT (HRD)." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 51–58. https://doi.org/10.5281/zenodo.2566314.
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<em>Understanding and improvement of organizational development is very much essential in achieving strategic human resourcing outcome. From attraction and retention, to development and utilisation of human capital, Human Resource Development (HRD) is the centre of strategic focus in HRM. </em> <strong><em>Objectives:</em></strong><em> Motivation of an organisation focuses on individual learning needs and aligns them with the learning of organisations consistently. Learning and development is specified according to individual need, for instance, Total Quality Management (TQM) schemes is way of disseminating employees knowledge.</em> <strong><em>Methodology:</em></strong><em> Catalyst for change, cultural change programmes organisations brought about to change employee’s perception and commitment towards the organisation. Competitive advantage: well-designed HRD programmes can be seen as a basis of competitive advantage by supporting the integration of business planning with human capabilities, from recruitment activity such as induction training to longer term career development schemes to enhance retention of staff and attraction of talents.</em> <strong><em>Results and discussion:</em></strong><em> Learning and development activities serve the purpose of releasing the potential of human resource capability of the organisation and creating knowledge as a strategic asset. These processes need to be managed strategically for HRD to be integrated with SHRM which aims to link human resources with strategic goal and objectives.</em> <strong><em>Summary and conclusion:</em></strong><em> HRD is a system and process involving organised series of learning activities designed to produce behavioural changes in human beings in such a way that they acquire desired level of competence for present or future role, maintains the organisational need for the human resources with the individual needs for career growth and development.</em>
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Supriyatno, H. Budi, Azis Hakim, Sari Ningsih, and Susetya Herawati. "Analysis of Indonesia’s Human Resource Development." International Journal of Research and Innovation in Social Science VIII, no. IV (2024): 2326–33. http://dx.doi.org/10.47772/ijriss.2024.804236.
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Lack of human resource skills and low educational attainment are still problems related to human resources in Indonesia. According to the Society for Human Resource Management (SHRM), which represents 258,000 members in more than 165 countries, one of the main challenges for Indonesian human resources today is competition. They believe that the demand for qualified and trained human resources throughout the world has increased, but productivity and quality of human resources are still very low at present. In Indonesia itself, data shows that the number of workers has a low level of education. The Central Statistics Agency noted that Indonesia’s working population will reach 139.85 million people in August 2023. Based on their level of education, the domestic working population is dominated by elementary school graduates and below, the number reached 51.49 million people or contributed 36.82% of the total working population in the country. Then there were 24.85 million junior high school graduate workers, or 17.77%. Meanwhile, the working population with high school graduates is 28.33 million people or accounts for 20.25%. Meanwhile, 17.33 million Indonesian workers are vocational school graduates. The proportion reached 12.40%. Meanwhile, the population of university graduates is recorded at 14.44 million people, or 10.32% of the total working population nationally. Lastly, the number of workers graduating from Diploma I/II/III is the lowest, namely only 3.41 million people or 2.44%. Education level can indicate the quality and productivity of the workforce. According to the scope of work, the majority of the working population in Indonesia works in the informal sector, namely 59.11%. Meanwhile, the other 40.89% work in the formal sector. Because most human resources have limited skills and a low level of education, it will be difficult to increase the productivity and quality of human resources to compete. In the current era of advanced technology and industrialization, human resources are needed who can develop, think more advanced and are able to adapt to the times. The quality of human resources is the key to the country’s future success. Superior and competitive human resources mean that Indonesia is treated equally and respected by other countries. The quality of Indonesia’s human resources is still weak, therefore training and development needs to be carried out to improve quality. This research aims to analyze human resource development in Indonesia. Data was analyzed qualitatively. The results of the research show that Indonesian human resources have developed through education and training. This can be improved in order to achieve increased quality of human resources.
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Radeva, Svetlana. "DEVELOPMENT OF HUMAN RESOURCES IN MEDICAL INSTITUTIONS." Knowledge International Journal 34, no. 4 (2019): 1141–46. http://dx.doi.org/10.35120/kij34041141r.
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The management of human resources is the main function of management in the organization. This defines the nature and the development of the Organization as a whole, modifies people's management in the working process to steer them towards the goals that the organization sets itself. The effective management of human resources requires the elaboration of clear strategies for the development of staff, managers with values and patterns of behaviour, corresponding to the stated values of the organization, who understand the significant effect of improving work to improve the human resources system in order to achieve better results. In order to achieve the objectives of an organization such as the Specialized Hospital of obstetrics and gynecology for active treatment Varna (SHOGAT), the leaders of each level need to know the theoretical-methodological foundations of the staff motivation, the legal framework for the action; To know and guide conflict resolution in hospital sectors. Knowing the patterns of motivation, the management raised the 100% satisfaction of its employees by improving the jobs and renovating the building stock. Managers in the medical institution work in the direction of engaging the personnel in the curative and diagnostic process, as well as in participating in the training process of the future cadres. This helps to plan labour resources on hospital structures and to select staff.The management and development of human resources is aimed at implementing the decision and implies forming in the managing system (the supervisors) the ability to properly influence the managed system (health teams) in order to ensure that the task is implemented by using the most effective methods and means.
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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 study sample consisted of 356 participants from human resource management departments from 30 SMEs in the Al-Hassan Industrial Estate (HIE) in northern Jordan. The structural equation modeling (SEM) was used to examine the data. The results displayed that entrepreneurial behavior positively and significantly impacts both entrepreneurial human resources management and entrepreneurial orientation. Additionally, entrepreneurial orientation positively impacts entrepreneurial human resources management. Entrepreneurial orientation partially mediates the relationship between entrepreneurial behavior and entrepreneurial human resources management. According to these findings, human resources management policies and practices influence the level of entrepreneurship within an organization.
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Jia, Yuanyuan. "Human Resource Management of Public Institutions from the Perspective of Sustainable Economic Development." Proceedings of Business and Economic Studies 5, no. 2 (2022): 49–56. http://dx.doi.org/10.26689/pbes.v5i2.3876.
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At this stage, the sustainability of human resources in China is becoming more apparent. As vital units of social development, public institutions are facing fierce competitions under the appalling situation of today’s market economy, and the problem of human resource management is increasingly significant. In order to improve their potentiality for sustainable development and enhance their core competitiveness, public institutions must pay attention to human resource management. At present, the human resource management of public institutions, whether from the micro level of employees and managers, or the regional differences at the macro level, all show significant problems, such as the flawed employee management system, the serious phenomenon of difference and mismatch, as well as the lack of professional knowledge among managers. Based on this, this paper takes the coordinated relationship between human resource management and sustainable economic development as a breakthrough and proposes several measures for the problems that exist in the human resource management of public institutions, so as to continuously improve the level of their human resource management as well as promote the sustainable development of public institutions and social economy.
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Wang, Run. "On the new ideas and strategies of human resource management selection in the era of "Internet +"." Advances in Education, Humanities and Social Science Research 6, no. 1 (2023): 40. http://dx.doi.org/10.56028/aehssr.6.1.40.2023.
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In the rapid development of social economy and science and technology, cross-border thinking and industry competition is increasingly fierce, "Internet +" as a new technology concept is widely used in the enterprise human resources management, which not only reflects the common ideas of economic development, but also in the practice of exploration, master more development opportunities. Especially under the background of the new era, how to improve the level of enterprise human resources management is an important issue that every department should pay attention to. In this paper, on the basis of understanding the reform and development status of human resource management in the Internet era, according to the development trend of human resource management, the construction of a standardized and perfect human resource management system, and based on the development requirements of the "Internet +" era to define the new concept of human resource management selection and effective measures.
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Apriyanza, Muhammad, Dina Mellita, Fitriasuri Fitriasuri, Efan Elpanso, and Andrian Noviardy. "Sosialisasi Dan Edukasi Green Human Resource Management Pada Pegawai Dinas Perindustrian Sumatera Selatan." Mestaka: Jurnal Pengabdian Kepada Masyarakat 4, no. 1 (2025): 36–41. https://doi.org/10.58184/mestaka.v4i1.579.
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The development Over time, human resource management has changed, one which is the creation of ecologically friendly company activities by producing the concept of Green Human Resources Management (GHRM). Currently, Green Human Resource Management has become the main business strategy for substantial organizations where Human Resource Development has an active role in the work environment. Green resource management is a policies for environmentally conscious companies resource management Management is human resources that are aware of scientific disciplines aware of scientific disciplines by combining with maintain the sustainability of nature in company management. Green Human Resource Management is a program that helps create a green workforce that can understand and appreciate green culture in an organization that requires high-level technical and management skills in employees. Green Human Resource Management practices in supporting better environmental performance. The approach is a qualitative one that is based on empirical research by examining use in empirical research by examining use green human resources management in the industrial world based on” devotion results from various parties, with sources of national journals, international journals.
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Khassenova, Nurbanu, Gulsara Mukina, Lyudmila Popp, Saule Kaliyeva, Ardak Turginbayeva, and Zhaxat Kenzhin. "Impact of human resources in the creative sphere on economic development." Problems and Perspectives in Management 23, no. 3 (2025): 13–25. https://doi.org/10.21511/ppm.23(3).2025.02.
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The industrial era is gradually giving way to a creative economy driven by human resources. This study aimed to assess the impact of human resources within the creative economy on countries’ economic growth. The focus was on human capital involved in the creative economy. Panel data from 21 countries (2016–2023) were analyzed. The ILO classification methodology for employment types was applied. A fixed-effects regression model was employed to assess the impact of human capital on economic growth, while controlling for relevant factors. The model’s coefficient of determination increased from 0.494 to 0.652 with the addition of new variables, indicating improved accuracy. These variables were used to assess the effect of creative economy indicators on GDP per capita across countries. A direct correlation has been established between the share of employed people involved in the creative economy and the country’s level of economic development, specifically in terms of GDP per capita (Gini coefficient: r = –0.431, P = 0.01). The quantitative importance of human resources of the creative economy was calculated for both developed and developing countries of the world. The practical value of the obtained results lies in the possibility of their use for the development of public management decisions to stimulate the economic growth of the country.
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Sazonova, Tetiana, Daryna Omelych, Serhiy Dutkin, and Alina Malysh. "Project approach in the management of personnel potential of the enterprise as a method of improving personnel security at the micro level." Ukrainian Journal of Applied Economics and Technology 2024, no. 4 (2024): 70–74. https://doi.org/10.36887/2415-8453-2024-4-10.
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The article is devoted to the concepts of ‘human resources potential’ and ‘personnel security’, as well as to the method of their development known as project management. It is proposed to interpret the concept of an enterprise’s human resource potential in a narrow sense as the capabilities of each individual employee, which can be actualized through training and continuous development, as well as the creation of a favourable working and socio-psychological environment. The author examines the relationship between human resource management and human resource security, specifically the interplay between the elements of human resource potential and various types of human resource security. By paying attention to this relationship, organizations can enhance their overall human resource potential. The signs of progressive and regressive dynamics in human resource potential, which serve as both benchmarks and signals for enterprise management, are identified. The importance and relevance of project management in the personnel management system are described, and its main components are identified, which determine the feasibility of using project management in both stable and unstable environments, both external and internal. Attention is paid to the methodology of the project approach, and the importance of an integrated approach to its consideration is determined to ensure the effectiveness of personnel management and the enterprise. Eight tasks have been identified that must be implemented. They form the prerequisites for the project’s success. These include analysis and research of external and internal environmental factors, forecasting the development of their impact; identification of development alternatives and target audiences; identification of risks; outlining priority areas of innovation in the field of human resources management; creation of an organizational structure for project management; and control. An algorithm for project management in the field of enterprise personnel management is proposed. It contains sequential activities that must be performed in a specific order. These include defining a strategic goal, a set of tasks, principles, systematic analysis of opportunities, threats, strengths, and weaknesses, calendar planning, development of an organizational mechanism (distribution of roles, functions, duties, responsibilities), implementation of measures, and monitoring of project implementation. Keywords: human resources potential, personnel security, personnel, project, project management.
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Bécherel, Lionel. "A Framework for Human Resources Development Strategy at the Macro-Level." International Journal of Hospitality & Tourism Administration 1, no. 3-4 (2001): 73–97. http://dx.doi.org/10.1300/j149v01n03_05.
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Naser Alolayyan, Main, Mohammad Sharif Alyahya, and Dana Ahmad Omari. "Strategic human resource management practices and human capital development: The role of employee commitment." Problems and Perspectives in Management 19, no. 2 (2021): 157–69. http://dx.doi.org/10.21511/ppm.19(2).2021.13.
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This paper studied the influence of strategic human resource management on human capital development through the mediation of employee commitment. A descriptive cross-sectional study design was used to collect data from 514 participants (medical staff) from five hospitals in northern Jordan. The hospitals involved were from different sectors, including governmental, private, and university hospitals. Several analysis methods were used in the study: Confirmatory Factor Analysis (CFA), discriminant validity, and composite reliability. Direct and indirect hypothesis testing was also utilized using Structural Equation Modeling (SEM). The study showed that the practice of strategic human resource management had a direct positive impact on employee commitment; the practice of strategic human resource management had a direct positive impact on human capital development; the impact of employee commitment on human capital development was positive and direct; employee commitment has a partial mediating effect between both of them. Accordingly, HR managers in hospitals should move from “softer” responsibilities and traditional HR activities to a more strategic level (i.e., developmental strategy), where HR strategies are aligned and reinforce the hospital’s vision and mission and link organizational strategy to HR strategies. Healthcare managers should invest more in human capital through formal education and training. AcknowledgmentsThe Deanship of Research at Jordan University of Science and Technology (JUST) in Jordan is acknowledged by authors for providing facilities through the research No. 488/2020 and research environment to accomplish the goals of this work. The authors thank Professor Fareed Nusair at the Department of Health Management &amp;amp; Policy, the Faculty of Medicine.
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Tsuzuki, Goki. "Socio-Economic Development Level and Technology Policies for Water Resources Management." Water Science and Technology 19, no. 9 (1987): 273–76. http://dx.doi.org/10.2166/wst.1987.0088.
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Water is considered to be essential for all forms of life. The multiple uses of water and the consequences of its inadequate use, as well as the socio-economic conflicts arising from the inappropriate management of water resources, are discussed. The impact of the marked differences in development between the regions which result from the large size of Brazil must be taken into account. Policy decisions regarding management of water basins will determine the form of participation of the different sectors in water resources use with priority given to human uses for direct consumption and hygiene, and to uses of the soil associated with floods. A variety of methods may be used for data collection, analysis, interpretation and storage. These methods range from manual equipment to large main frame computers. The purpose of the creation of a ‘National System for Water Resources Management' is to organize and institutionalize, whenever necessary, a dynamic and efficient system for the adequate management of water resources.
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Liu, Yonghan, Yufeng Zhang, Zichen Cui, Jiahui Zhang, Zihan Yang, and Zhihong Li. "Research on the Impact of gGreen Human Hesource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises." Journal of Human Resource Management 12, no. 3 (2024): 62–73. http://dx.doi.org/10.11648/j.jhrm.20241203.12.
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In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees&apos; spontaneous changes within the organization, such as the improvement of employees&apos; loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.
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AL-Benayyan, Ahlam. "The Level of Application of Green Human Resources Management and its Relationship to Sustainable Development Considering Some Demographic Variables at Umm Al-Qura University." Journal of Umm Al-Qura University for Educational & Psychological Sciences 16, no. 4 (2024): 164–80. https://doi.org/10.54940/ep78634485.
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The goal of the current research is to reveal the level of green human resources management (green recruitment, green training, green performance evaluation) and achieving sustainable development among workers in the human resources sector at Umm Al-Qura University. In addition to identifying the differences between the responses of the research sample regarding perception of the level of application of green human resources management and regarding achieving sustainable development due to variables (gender, years of experience, job position); In addition to identifying the nature of the correlation between green human resources management practices and the level of achieving sustainable development among the sample members. To achieve the objectives of the research, the questionnaire was used as a tool for collecting data. The research sample consisted of (38) administrators in senior, middle, and operational management in the Human Resources Department at Umm Al-Qura University, who were randomly selected. The descriptive, correlational, and comparative approach was used. The research concluded that the level of Managing green human resources was weak, and the level of the green employment dimension was at an average level (2.69), followed by the green training dimension at a weak level (2.46), and finally after the green performance evaluation was at a weak level with an average level (2.30). There were no differences in perception of the level of application of green human resources management. According to gender and experience groups, while statistically significant differences were found due to job position groups (senior - middle - operational) in green recruitment, green training, green performance evaluation, and the application of green human resources as a whole, in favor of senior management. It was also found that the average achievement of sustainable development was average; There were no differences in achieving sustainable development due to the variables of gender, experience groups, and job position groups. There was a statistically significant correlation between green human resources management practices and the level of achieving sustainable development among the sample members. In light of the research results, some recommendations were presented.
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Rachmaliya, Nyayu Siti, and Hady Efendy. "Analysis of Employee Performance, Organization Culture, Work Satisfaction and Organization Commitment." Human Resource Research 1, no. 1 (2017): 41. http://dx.doi.org/10.5296/hrr.v1i1.11740.
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The purpose of this study is to analyze the innovation of an organization’s management, strategic factors that support organizational management, efforts made, relationships with human resource development and application to human resource development. This research is a qualitative research with content analysis method. The data source in this research are document of five international articles, data collection, data analysis up to the presentation of data adopting Huberman and Milles model. Level of management maturity, organizational culture concepts and organizational performance and Information Technology systems in service to support their management. The success of the institution in carrying out its vision and mission cannot be separated from the readiness of human resources and facilities available. Innovation of an organizational management, Strategic factors that support organizational management, efforts undertaken, relationships with human resource development and application to human resource development are all dependent on Information Technology (Computer Applications), reliability and skill of human resources in using the application.
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Lobanova, Liudmila. "Human Resources Management Value in Knowledge-Based Society." Business: Theory and Practice 10, no. (3) (2009): 233–46. https://doi.org/10.3846/1648-0627.2009.10.233-246.
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While building knowledge-based society and economy, particular importance in human resources management falls on the value of human resources and management expertise. The article analyses the features of human resources management competences in terms of completing human resources management functions in practice with a view to advantages of human resources management approaches compared with traditional approaches to human resources management. Upon research on personnel management functions and competencies associated with the study of theoretical and empirical research, the article analyzes the human resources management activities, and the distribution of functions between management, as well as and the designated human resources (personnel) managers and directors. Approaches to human resources management competencies are given, the human resources (personnel) management competence structure, personnel managers profiles, along with roles and functions in practice are described. Based on the empirical results of the Lithuanian organizations, leaders' competences are evaluated, including their impact on employees and organizations to succeed. The value of human resources management features, and human resources management factors determining the level of development are identified.
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Masad, Fawzieh, Hassan Al-Ababneh, Dirar Al-maaitah, Tamara Al-maaitah, and Serhii Koverha. "Human resource management in the logistics systems of modern companies." Acta logistica 12, no. 1 (2025): 77–89. https://doi.org/10.22306/al.v12i1.591.
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The key goal of the study is aimed at arguing the strategic aspects of human resource management in the logistics systems of modern companies. It has been determined that the effective functioning of modern companies cannot be imagined without human resources and a logistics system that ensures the life cycle of production of goods and services. The economic features of logistics systems of modern companies are substantiated. Structured resources of modern logistics systems of companies and practical recommendations for their rational use. A classification of human resources has been developed with arguments depending on their characteristics and type of implementation in the logistics system. The influence of the economic characteristics of the logistics activities of companies on the competitiveness and level of development of human resources has been demonstrated. To argue the strategic aspects of human resource management in the logistics systems of modern companies, multifactor correlation analysis tools are used based on data from global indices of logistics efficiency, human development, and competitiveness. The key trends in human resource management in logistics systems are identified, the correlation and interdependence of logistics, the effectiveness of human resource management and competitiveness are argued. Theoretical prerequisites for strategic human resource management in the logistics systems of modern companies have been developed and have their own value and importance. The obtained research results and generated scientific and practical recommendations can be applied when building strategies and long-term plans for the company's development in key areas: logistics, human resources and competitiveness.
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Xu, Ya Ning. "Research on Process Control of Human Resource Management Based on Visualization Technology." Applied Mechanics and Materials 687-691 (November 2014): 2258–62. http://dx.doi.org/10.4028/www.scientific.net/amm.687-691.2258.
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With the development of computer and multimedia technology, social media platforms are widely used in various fields, so this paper introduces the design of network multimedia platform in the human resources management system, and designs a kind of new human resources management computer system. In order to improve the level of human resource management, it can introduce more talents and rational allocation human resources for enterprises, so we must improve the user generated content quality of social networking platform, eliminating spam behavior, and improving the social network human resource platform reputation. This paper establishes the security mechanism related mathematical model of social network human resources system. Through the VB programming control, it can implement the security of social network content, the automatic removal of rubbish short message and the optimal audit mechanism of system human resource management, which provide innovative solutions for the enterprise human resource management.
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Yang, Yajing. "A Grey Prediction Algorithm for Enterprise Human Resource Management Validity Model Construction and Improvement." Security and Communication Networks 2022 (July 8, 2022): 1–11. http://dx.doi.org/10.1155/2022/2023610.
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With the deepening development of economic globalization and world economic integration, all enterprises are faced with an increasingly complex and competitive living environment. Therefore, it is particularly important to formulate a human resource strategy suitable for the enterprise’s own development to cope with the external challenges and external competition of the enterprise. However, in the current management practice of state-owned enterprises including power supply enterprises in our country, it is rare to make strategic decisions on human resources by applying scientific, effective, and complete mathematical models. Taking construction enterprises as an example, this study combines human resource management, enterprise management, project management, comprehensive evaluation, and grey system and other theories to systematically study the effect of human resource management in enterprises, and finally constructs a suitable evaluation method for construction enterprises, and an assessment model for diagnosing its human resource management status. We provide practical guidance for the management of human resources in construction enterprises, which is conducive to human resource workers to discover existing problems in time and make improvements, give full play to the potential of human resources, and improve the level of human resource management and the value of enterprises.
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Fuxia, Gao, Ye Xinyi, and Xu Xinpeng. "Research on the Reform Path of Professional Title System of Human Resource Management in the New Era." Journal of Asian Research 6, no. 1 (2022): p1. http://dx.doi.org/10.22158/jar.v6n1p1.
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Human resource management professionals are an important part of professional and technical personnel, and an important force to promote the high-quality development of social economy. Strengthening human resources management reform of professional title system, implement the central personnel work, such as the embodiment of the important conference spirit, to speed up the human resource service industry plays an important role in promoting the healthy development and the inevitable requirement of unit of choose and employ persons, promote efficiency of management of human resources, enhance human resource management professional sense of belonging. However, a new era of human resources management system of professional title reform faces four big problems: 1) evaluation standard is not scientific, 2) the single evaluation way suits inadequate, 3) the inefficiency of streamlining administration, delegating powers, improving regulation, and 4) strengthening services, weak publicity. So this article suggested from four aspects, to construct scientific and effective reform path of professional title system of human resource management: 1) establish scientific evaluation standards, 2) innovative judging methods, 3) improve the level of review management services, and 4) increase publicity.
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Tang, Yan Qun. "Reform Measures of Human Resources Management in Construction Enterprise - Based on Employees’ Satisfaction." Applied Mechanics and Materials 94-96 (September 2011): 2284–87. http://dx.doi.org/10.4028/www.scientific.net/amm.94-96.2284.
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At present the construction enterprises in our country expand rapidly toward building collectivized operation and a series of development bottleneck problems appear, in which building human resources management is of great importance and plays a key role. The level of human resource management in China's construction field is in general backward. How to advance the level of human resource management through improving employee satisfaction is the key factor to human resource management in the construction industry. And employees’ satisfaction can be achieved in three ways: Firstly, perfect employee welfare system to increase the investment to employees; secondly, improve performance evaluation system to guide the staff professional development; thirdly, set up employee training and developing system to promote the establishment of learning organization.
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Temnova, Natalia K. "MODERN ASPECTS OF THE DEVELOPMENT OF THE CONCEPT OF HUMAN RESOURCE MANAGEMENT AT THE UNIVERSITY." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 9/3, no. 139 (2023): 166–72. http://dx.doi.org/10.36871/ek.up.p.r.2023.09.03.018.
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In the modern conditions of the development of the higher education system, new challenges arise and at the same time opportunities for the formation, implementation and development of the concept of human resource management. This concept as a system allows you to include the synthesized experience of past management techniques, localize them at the national level, form unified criteria of professional competencies of higher education and integrate modern information and digital technologies that allow automating and optimizing the use of human resources. This provides forming a comprehensive assessment of the effectiveness of the human resource management mechanism and carrying out a strategic design of the motivation structure of higher school employees. The use of promising technologies for the development of human resources at the university includes adaptive management technologies, the use of big data technology, accounting and implementation of ethical aspects of management.
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Jacqueline Makanoneng, Sri Sundari, and Marisi Pakpahan. "Implementasi Manajemen Sumber Daya Manusia Di Fasilitas Kesehatan: Kajian Studi Literatur." Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset 2, no. 2 (2024): 304–10. http://dx.doi.org/10.61132/lokawati.v2i2.675.
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Health human resource management is a crucial aspect in efforts to improve the level of public health and improve the quality of services in health facilities. Health resources play a key role in the transformation of health development in Indonesia. Good implementation of health service management in health facilities is needed so that health development in Indonesia can run optimally. This research uses a literature review method with an article search strategy via Google Scholar. Articles were selected based on the inclusion criteria in this study. The research results show that the implementation of health human resource management in health facilities is still not optimal, which causes a shortage and inequality of health human resources in these facilities. The government and related agencies are expected to be able to improve the health resource management system by analyzing health human resource needs. In addition, efforts need to be made to educate and distribute health human resources in health facilities to ensure more equitable and quality health services.
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Albaar, Muhammad Ridha, Maria Paristiowati, and Zulfiati Syahrial. "Evaluation Of Regional Financial Management Training Programs." Asia Proceedings of Social Sciences 4, no. 3 (2019): 117–20. http://dx.doi.org/10.31580/apss.v4i3.809.
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 The purpose of this study was to determine the effectiveness of the Regional Financial Management training program at the Human Resources Development Agency of North Maluku Province. This study is a program evaluation study that usesmodel four level Kirkpatrick'swhich includes the level of reaction, learning, behavior and results. In this study discussed the level of reaction at four levels. The reaction level is discussed about the training participants' reactions to the curriculum, education staff and training facilities. The curriculum components are discussed about training schedules, training materials, learning methods and media. In the education and training component, the reaction of the resource person and the training committee was discussed. The components of the education and training facilities are discussed about classrooms, dormitories, supporting facilities for training and consumption of education and training. This study produces recommendations for reaction levels that can be used as references to improve the quality of the Regional Financial Management Training Program at the Human Resources Development Agency of North Maluku Province.
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Albaar, Muhammad Ridha, Zulfiati Syahrial, and Maria Paristiowati. "Evaluation Of Regional Financial Management Training Programs." Asia Proceedings of Social Sciences 4, no. 3 (2019): 102–5. http://dx.doi.org/10.31580/apss.v4i3.870.
Full textAbstract:
The purpose of this study was to determine the effectiveness of the Regional Financial Management training program at the Human Resources Development Agency of North Maluku Province. This study is a program evaluation study that usesmodel four level Kirkpatrick'swhich includes the level of reaction, learning, behavior and results. In this study discussed the level of reaction at four levels. The reaction level is discussed about the training participants' reactions to the curriculum, education staff and training facilities. The curriculum components are discussed about training schedules, training materials, learning methods and media. In the education and training component, the reaction of the resource person and the training committee was discussed. The components of the education and training facilities are discussed about classrooms, dormitories, supporting facilities for training and consumption of education and training. This study produces recommendations for reaction levels that can be used as references to improve the quality of the Regional Financial Management Training Program at the Human Resources Development Agency of North Maluku Province.
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Romero-Carazas, Rafael, Juan Pablo Ayras-Peralta, David Hugo Bernedo-Moreira, et al. "Human Resources Management for Job Satisfaction in Peruvian Employees." Academic Journal of Interdisciplinary Studies 13, no. 4 (2024): 539. http://dx.doi.org/10.36941/ajis-2024-0135.
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The research works related to job satisfaction are mostly quantitative and relational, where they converge in indexes in order to associate human resources with job satisfaction, however, there are few studies that deal with the subjective and intrinsic aspect of job satisfaction, that which deals with the analysis of experiences and experiences, with their possible interpretations, in order to build development alternatives, Consequently, through the present study, we sought to explore the social phenomenon of human resources management that promote job satisfaction in the collaborators of Peruvian companies. To this end, through a qualitative approach of phenomenological-hermeneutic design, 9 human resources managers from the industrial, commercial and service sectors were interviewed. The findings of this study highlight the importance of positive environment, professional growth and recognition in the commercial sector, balance and open communication in the industrial sector, and organizational culture and autonomy in the service sector, in addition; at a general level, common barriers to work-life balance are identified, highlighting the need for flexible policies and a proactive approach to well-being. As a consequence, the adequacy of development programs and recognition policies is recommended. At the research level, studies are recommended to evaluate the effectiveness of training and development programs in Peruvian companies, exploring labor policies and their contribution to the proper balance between work and personal responsibilities, with the aim of achieving a work-life balance, promoting the improvement of human resource management in organizations. Received: 1 April 2024 / Accepted: 29 June 2024 / Published: 5 July 2024
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Pylypenko, О. I. "Audit of the System of Human Resources Management as a Guarantee of the Realization of the Concept of Economic Security of the Enterprise." Statistics of Ukraine, no. 4(79) (December 20, 2017): 87–93. http://dx.doi.org/10.31767/su.4(79).2017.04.11.
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The problem of realization of the concept of company’s economic security requires the regulation of the basic security, while the key resource that provides the greatest reserves for improving the efficiency of modern management system is human resource. In a dynamic environment, it is important to address the economic challenges associated with improving the information support of human resources management audits to increase the level of protection of enterprises from information leakage through employees. The aim of the study is to develop the main tasks of audit of the human resources management system at the enterprise in order to implement the concept of economic security of the enterprise. It is proved that the results of the audit of the human resources management system contribute to the assessment of the compliance of the personnel policy with the requirements of international norms and legislative acts of Ukraine, the development of a program to improve the management of personnel, taking into account its medium and long-term strategy based on the balance of social and economic efficiency, the interests of hired workers and employers. The factors that should be analyzed during the audit of human resources management at the enterprise are identified, which account for the development of a coherent picture of the tasks of audit of human resources in the context of the implementation of the concept of economic security of the enterprise. Conclusions: one of the effective ways to implement the concept of economic security at the enterprise is to conduct an audit of human resources in the enterprise, which allows to identify the imbalance factors of the field of activity on the level of their condition and development, identify the criteria for social risks and, based on their analysis, give the management of the company options for improving the situation. The results of the study substantiated the feasibility of using the human resources management system's social audit scheme, presented by the study of 11 factors that affect the efficiency of human resources management and economic security of the enterprise as a whole.
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Chugunov, Aleksandr. "CONCEPTUAL MODEL OF HUMAN RESOURCES MANAGEMENT AND PROJECT MANAGEMENT FOR AN SOFTWARE DEVELOPMENT." Applied Mathematics and Control Sciences, no. 3 (October 5, 2020): 150–63. http://dx.doi.org/10.15593/2499-9873/2020.3.08.
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The article provides an analysis of digital economy level in the Russian Federation, based on I-DESI index and software development was singled out as the most important industry for digital transformation. The importance stimulated by market growth dynamic and Russian Federation IT market product structure. An analysis of possibility using workflow based on data and data mining with according to software development specific are produced in the article. After the analysis there are conclude that digital transformation in software development are possible. Then generalized model of human resources management and project management for a software development organization is produced. Human resources management and project management in software development organization often executed manually and not effective. With this in mind produced model contains intelligence decision support system as crucial element in management and assumes using current operation tools. The model using can increase software development organization effectiveness and increase the process standardization due to base the process on accumulating and analysis data.
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Mutiara Auliya Khadija, Astrid Noviana Paradhita, Agus Purbayu, et al. "Backend Programming Techniques in the Development of Resource Manager Features in VRMS Systems Based on ORM Prisma." Decode: Jurnal Pendidikan Teknologi Informasi 4, no. 3 (2024): 830–43. https://doi.org/10.51454/decode.v4i3.792.
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The development of community makes human resource management in the company also needs to consider changing work rhythms. Nowadays, many companies use external human resources to complete work in the company. Therefore, an external human resource management strategy is needed that suits the company's needs. The Industrial Revolution 4.0 makes human resource management more about cross-generational competency-based management with a more integrated system. Information systems are one of the most widely used technologies in computer science and communication networks in companies' development of computing systems. information system as a primary computing system that needs to be owned by a company in order to optimize the company's business processes. This optimization also includes managing the company's internal and external human resources. This research focused on the development of human resource management systems. Therefore, this system is called the VRMS system. The VRMS system was developed using a hybrid agile method using the concept of Prisma ORM with NestJs. This research succeeded in building a VRMS system with a performance level of 100%.
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Zakirova, Alsou, Guzaliya Klychova, Alfiya Yusupova, Valeriya Kirillova, and Ildus Gimadiev. "Human resources planning and auditing in agribusiness." E3S Web of Conferences 91 (2019): 06003. http://dx.doi.org/10.1051/e3sconf/20199106003.
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Human resources and their development exert a considerable impact upon the effectiveness of an enterprises focused on innovative development since the potential of the personnel, its proper management and assessment provide competitiveness, strategic advantages and sustainable growth of the agricultural sector of any economy. To achieve the end goals an organization management must be guided by the rational use of not only financial and material resources but labor force as well. At the same time, workforce management appears to be one of the important areas of strategic development as, in an innovative economy the level of proficiency, knowledge, abilities and competence of an employee, become increasingly demanding. The article presents the procedure for planning personnel audit in accordance with international standards and provides precise matter making possible to be aware of the audit mechanism at the level of a particular economic entity. By means of applying such general scientific techniques as systematic approach, comparative analysis, classification and information integtating the authors have got an insight into the main principles of planning HR audit and scrutinised new requirements for the planning process in view of the fact that the international standards have become effective. With this in view the authors have elaborated the auditor’s working documents making possible to improve the efficiency of personnel audit and coordinate audit procedures with the work of the audited entity’s personnel.
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Bhatia, Bhanu Priya, and O. P. Verma. "Human Resource Management Practices In Himachal Road Transport Corporation." Commerce & Business Researcher 14, no. 2 (2021): 9–25. http://dx.doi.org/10.59640/cbr.v14i2.9-25.
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Human resources is the “real wealth creators of the organization.” Human resource management comprises assessing andmanaging the total knowledge, skills, creative abilities, ethics, and talents of the workforce. Fruitful planning, excellent human resource management, business-friendly policies & procedures, and proactive government can bring sustainable success to an organization. Human resource management (HRM) practices include human resource planning, recruitment and selection, training and development, compensation and benefits, performance appraisal system, industrial relations, career planning &development, organizational culture, and commitment &job satisfaction. The present study proposes to evaluate HRMpracticesfollowed in the public sector transport undertaking of Himachal Pradesh, viz., Himachal Road Transport Corporation (HRTC). The study mainly focuses on examining the perceptions of HRTC employees and their satisfaction level towards HRM practices followed in HRTC. Sample consists of 120 respondents of Shimla district of Himachal Pradesh and the judgmental sampling method has been followed. The conclusion drawn from the study is that HRM practices have a major impact on satisfaction level of employees of HRTC.
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Gorelova, Galina V., Daria A. Mikhalkina, and Anastasia Y. Nikitaeva. "Development of Human Resources in the Region: Cognitive Modeling." Journal of Economic Regulation 14, no. 2 (2023): 055–68. http://dx.doi.org/10.17835/2078-5429.2023.14.2.055-068.
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The study substantiates the importance of studying the problem of human resource development in the context of the digital transformation of the economy at the regional level. The conducted scientometric analysis made it possible to identify key thematic clusters of research on this issue and show that the digital context is combined with issues of human health, competencies, government intervention, and management issues. With this in mind, the factors affecting human resource development in the region are determined based on the use of quantitative and qualitative analysis methods. This made it possible to build a cognitive map reflecting the relationship of human resources as a concept with other components of the socio-economic system at the meso-level. The analysis of the cognitive map allowed us to conclude that the system is unstable to disturbances in combination with its structural stability. Based on the study of the mutual influence of the peaks and the development of an experiment plan, cognitive modeling of the development of human resources in the region was implemented. The study presents two scenarios of the development of events, which show that the presented cognitive model can be used to develop strategies for the development of human resources as it allows us to identify the most significant factors for determining effective regulatory influences.
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Tyurikov, Alexander G., Irina E. Nadutkina, and Margarita S. Veselova. "HUMAN RESOURCES POTENTIAL OF GOVERNMENT AND MANAGEMENT BODIES: SOCIOLOGICAL ASPECT." SCIENTIFIC REVIEW. SERIES 2. HUMAN SCIENCES, no. 1 (2021): 18–30. http://dx.doi.org/10.26653/2076-4685-2021-1-02.
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The article deals with topical issues related to the further development of the human resources potential of government and management bodies. It is emphasized that the mechanism implementations strategies for ensuring the sustainable development of regions and municipalities are largely determined by systematic work with the managerial personnel reserve, which must necessarily bear the signs of continuity and continuity, as well as stimulate the improvement of the professional level and advanced education of senior personnel.
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Jumaidi Nur, Marrieta Moddies Swara, Tugiman, Ida Farida, and Sri Utami. "Analysis of Information Technology-Based Educational Human Resource Development Strategies at the Higher Education Level." Jurnal Iqra' : Kajian Ilmu Pendidikan 8, no. 1 (2023): 280–98. http://dx.doi.org/10.25217/ji.v8i1.2676.
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This qualitative study aimed to analyze information technology-based educational human resource development strategies at the higher education level at Kutai Kartanegara University. The study utilized an exploratory and descriptive research design, employing interviews and document analysis as data collection methods. The participants included vital administrators, faculty members, and students from various departments within the university. The findings revealed that information technology was crucial in shaping educational human resource development strategies at Kutai Kartanegara University. The university has implemented various IT-based initiatives to enhance teaching and learning experiences, improve administrative processes, and foster professional development among faculty members. Regarding teaching and learning, the university has integrated various IT tools and platforms into the curriculum, such as learning management systems, multimedia resources, and virtual classrooms. These initiatives provided students with flexible learning opportunities, interactive course materials, and collaborative spaces for knowledge exchange. Moreover, the university has implemented IT-based professional development programs for faculty members, including training workshops, online resources, and communities of practice. The findings provide valuable insights for educational institutions seeking to leverage IT to enhance their human resource development strategies at the higher education level. Keywords: Educational Human Resource Development, Educational Human Resource Strategy, Technology-Based Education
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Bantash, Anastasiia, Viktor Koval, Maryna Bashynska, and Valentyna Kozlovtseva. "Balanced territorial economic development in the conditions of providing stability of human resources management." Economics. Ecology. Socium 4, no. 3 (2020): 58–66. http://dx.doi.org/10.31520/2616-7107/2020.4.3-6.
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Introduction. Reforming the territorial organization of power on the principles of decentralization is one of the key areas of systemic social transformation in Ukraine. The development of a country is impossible without the development of its regions and depends on how effective and efficient is the management of human resources at the regional and local levels, which act as an economic resource and ensure its social integrity and capacity to implement reforms at the regional level.
 Aim and tasks. The purpose of this article is to study the impact of decentralization reforms in Ukraine, in particular its impact on management efficiency and ensuring the stability of human resources development for the balanced development of territorial socio-economic systems.
 Results. The paper considers theoretical and practical issues of decentralization as a process that is currently taking place in Ukraine. Emphasis is placed on the fact that decentralization should become a development factor for social, cultural, economic, financial, environmental and other systems, and through these systems a development factor for citizens. At the regional level, it is within the territorial socio-economic systems that human potential is concentrated and human resources are reproduced, which are a source of competitive advantage.
 Conclusions. The lack of rational zoning of territories and a balanced administrative-territorial structure is due to the lack of effective regional management, which should be based on the use of improved organizational and economic mechanisms for the development of administrative-territorial units. In conditions when human resources were considered not as a factor of production, but as an important resource for achieving the goals of the organization, uniting the interests of representatives of united territorial communities becomes the main principle of reproduction of human resources and balanced development of territories. To achieve the self-sufficiency of local self-government, a number of objective and subjective dangers of the development of undesirable political consequences are currently hindered. The decisive factor in overcoming the negative processes in the economy and social life of the country is the formation of personnel policy in a decentralized government, as the ability of government to manage effectively depends on the professional level of its managers.
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Hassan, Samir Ul, Motika Sinha Rymbai, and Aasif Ali Bhat. "Economics of human resources development under globalization era: a study of BRICS countries." European Journal of Training and Development 43, no. 7/8 (2019): 682–98. http://dx.doi.org/10.1108/ejtd-10-2018-0101.
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Purpose The study aims to explore the extent to which human resources development quantifies the economic growth of BRICS countries under the globalization era by controlling country differences. Design/methodology/approach The study used the Generalized Method of Moments (GMM) and Scheffe pairwise comparison tests to quantify the impact of the variables and the level of difference among the BRICS countries onto human Resources development. Findings The study observes that the impact of human resources development on economic growth of BRICS counties is significant but limited to few countries. The study reveals that countries such as India and South Africa are unable to utilize their human resources efficiently to promote economic growth, as compared with Russia, China and Brazil. The study further argues that there is urgent need of amalgam of various economic development theories keeping in mind the regional needs to extract the positive impact from human resource on economic development. Research limitations/implications The single limitation of this research is that it was not possible to compare the results with other developing countries to unleash the capabilities of human resources development with regard to economic growth at the universal level. Originality/value To the best of the authors’ knowledge, this paper is the first of its kind to analyze human resources development at a much deeper level. The paper has chosen variables which are important from the policy perspective of government rather than the working perspective, which is a great contribution. Further, for human index the variables chose covering major aspects of human development from spending perspective.
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Al Mi’roj, Nur Khamid, and H. Khamim Zarkasi Putro. "Tata Kelola Sumber Daya Manusia Dalam Adversity Quotient Di KOPMA UIN Sunan Kalijaga Yogyakarta." Thawalib: Jurnal Kependidikan Islam 3, no. 2 (2022): 57–70. http://dx.doi.org/10.54150/thawalib.v3i2.96.
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Human resource management in adversity quotient in student cooperatives is an institution that focuses on cooperative education and training and human resource development. The training and development of potential members is the domain of the Human Resource Development division which is carried out by the daily manager. This section conducts a survey to members by distributing a questionnaire of member needs which are then realized. The level is three management/two and a half years. This career is divided into two types, namely management career path and membership career path. The compensation system is divided into two types, namely financial and non-financial compensation. The concept and development of Human Resources in Islamic religious education training, namely Allah commands humans to seek knowledge, seek knowledge with the intention of worship, calls for good teaching, the existence of methods and development of human resources in Islam, the importance of paying attention to morality and physical appearance, and Islam that encourage people to earnestly improve performance.
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Munassipova, M. E., and S. S. Ydyrys. "Theoretical foundations of human resource management in terms of innovative development." Iasaýı ýnıversıtetіnіń habarshysy 3, no. 117 (2020): 274–87. http://dx.doi.org/10.47526/2020/2664-0686.026.
Full textAbstract:
The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building high-quality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services. The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists. The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.