Relevant bibliographies by topics / New trends in human resources management

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'New trends in human resources management'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "New trends in human resources management"

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

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The subject of research is the changes of human resources management at the micro level in the conditions of the economy digitalization. The main directions of the transformation of the labor market in the economy digitalization conditions are the following: expansion of labor supply due to participation in economic activity of various socio-demographic groups of the population; increase in the volume of information about the labor market and its openness due to electronic resources; industry changes in the structure of the labor demand; the jobs polarization; the rapid renewal of professions and skills; the reduction of traditional sectors of the economy; the break of the national labor markets borders. It has been substantiated that these transformations change the requirements for the human resources management service in organizations and modify their functions. The main trends of the human resource management changes in the digitalization conditions are highlighted - the development of employment analysis under Big Data analytics; increased attenion to the formation of the HR- brand; changing the organizational role of the human resources department at the micro level; more active using the staff outsourcing; digitalization of human resource management technologies; expansion of interaction HR-departments and educational institutions, anticipating future skills and competencies; increasing the requirements for the HR manager, especially professional HR-specialists. As a result of the study, the directions for the formation of modern human resources departments in the organizations of the Republic of Belarus were determined, taking into account the course taken by the country to digitalization of the economy.
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Kuznecov, S. "MODERN TRENDS OF HUMAN RESOURCES MANAGEMENT IN THE CONDITIONS OF INNOVATIVE DEVELOPMENT." Actual directions of scientific researches of the XXI century: theory and practice 8, no. 4 (January 31, 2021): 69–77. http://dx.doi.org/10.34220/2308-8877-2021-8-4-69-77.

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The new economy, the knowledge economy, is fundamentally changing the attitude towards the workforce. The concept of "personnel" first replaced the concept of "human resources", but today it is already "human capital". Thus, the “war for brains” becomes the mainstream of HR management. The profession of an HR manager in business entities comes to the fore, and it is on their actions that the effectiveness of not only the correct selection of personnel depends, but also the further path of each employee, up to painless dismissal, without causing negative consequences for the HR brand Today VUCA-reality forces us to radically revise the existing classical approaches to human resource management. Stability replaces instability, predictability - uncertainty, simplicity - complexity, certainty - ambiguity. The flagship is the "Person-centered" approach in HR - management, when effective management does not respond to the position and the focus of attention is completely directed to a specific employee, to his emotions, feelings, problems, behavior, the possibility of combining "brains". Thus, the process of human resource management of business entities needs effective management based on new trends in the full management cycle, taking into account the transformation of life associated with the introduction of a remote work format. Accelerated development and implementation of IT technologies is also reflected in the process of effective HR - management of business entities focused on innovative development. This article examines modern trends in HR management at different stages, including adaptive management decisions that meet the conditions of remote work, allowing modern business to be competitive and occupy a leading position in the market.
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Česynienė, Rima, Danutė Diskienė, and Asta Stankevičienė. "LABOUR MARKET TRENDS AND THEIR IMPACT ON HUMAN RESOURCE MANAGEMENT IN LITHUANIAN COMPANIES." Ekonomika 92, no. 3 (January 1, 2013): 123–40. http://dx.doi.org/10.15388/ekon.2013.0.1619.

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Abstract. During the last decades, organizations operate in changing labour market conditions. Labour markets of many countries, including Lithuania, are in a continuous state of changes which demand a new approach to the management of human resources. The purpose of this study was to identify the key factors that transform labour markets and to outline how this transformation is impacting human resource management practices, particularly human resource specialists’ functions and competences. To achieve this purpose, a detailed review of literature was performed and a research based on the questionnaire method was conducted in 2011–2012 in 92 Lithuanian companies. The research included 160 respondents – specialists of human resourcesdepartments. The research has demonstrated that, in the changing labour market conditions, the functions of human resource specialists have become more diverse and are increasingly directed towards fulfilling the needs of the business.Key words: labour market, human resource management, functions, competences
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Taigbenu, Akpofure E. "Current Trends in Water Resources Research." Advanced Materials Research 367 (October 2011): 779–93. http://dx.doi.org/10.4028/www.scientific.net/amr.367.779.

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Research has largely been driven by the quest for innovation, new knowledge and improving the general wellbeing of the human race. Monumental challenges that plague humanity tend to, from time to time, shape research and take it to new heights, and one of such is the global water crisis [1,2]. To restate the obvious that water is the basis of life and the engine for social and economic growth, water resource engineering research attempts to address challenges related to: (i) how water of sufficient quantity and quality can be made available to meet various competing sectoral demands; (ii) how development and exploitation of the resource can be carried out in a sustainable manner so that its benefits extend to future generations; (iii) what adaptation and mitigating measures can be put in place to minimize the impacts of global climate change. This paper, therefore, presents trends in four areas of research in water resources engineering that focus on the paradigm shifts in water supply and sanitation, integrated modeling in order to give quantitative expression to integrated water resources management (IWRM), thereby achieving a more defined space for decision making, new and emerging cost-effective water treatment technologies, and research developments in adaptation measures to climate change.
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Ashbaugh, Sam, and Rowan Miranda. "Technology for Human Resources Management: Seven Questions and Answers." Public Personnel Management 31, no. 1 (March 2002): 7–20. http://dx.doi.org/10.1177/009102600203100102.

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Public management is slowly being transformed by information technology. Technology today is the driver of new government processes for dealing with citizens and suppliers. But it is also reshaping important functions and processes that only those inside government may care about such as accounting, payroll, and personnel administration. Taken together, the internal and external impact of new technologies is changing the way governments manage and make decisions.1 This article examines the current state and future trends in human resource management systems (HRMS). Such systems are related to a broader “digital government” effort that seeks to apply technology to streamline government processes. The underlying architecture for digital government is the Internet and integrated administrative management systems (which are more commonly known as enterprise resource planning (ERP) systems). This article describes the technology and functional features of such systems and focuses specifically on the business benefits provided by the human resource management system (HRMS) components. Questions examined include: ▪ What are the challenging issues facing HRMS? ▪ What is the current state of HRMS technology? ▪ What is ERP? How is it related to HRMS? ▪ What are the major technology features of modern systems? ▪ What specific functions are encompassed by HRMS? ▪ What are the major business benefits of modern HRMS? ▪ What are some of the major risk factors in implementing HRMS solutions?
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Reisman, Bernard. "Management Theory and Agency Management: A New Compatibility." Social Casework 67, no. 7 (September 1986): 387–93. http://dx.doi.org/10.1177/104438948606700701.

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Social workers typically have not looked to business management theory for perspectives on managing their agencies. However, recent humanistic trends in management theory may make it a valuable resource as human service agencies seek to adopt new management methods.
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Горячева, Елена, Elena Goryacheva, Наталья Костикова, and Natalya Kostikova. "Issues of human resource management in hospitality industry." Services in Russia and abroad 10, no. 3 (September 21, 2016): 199–209. http://dx.doi.org/10.12737/20111.

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The article is devoted to the practice-oriented issues in hospitality industry. The work presents new trends in modern requirements for staff in tourism and hotel industry. The authors on the basis of estimations the industry´s leading experts and own practical convictions assert that the effectiveness of personnel interaction with partners and customers is a structural constructed field of activity and affects the competitiveness of businesses in general. New conceptual understanding of human resources management includes scientific administration, interconnection of social and psychological characteristics of each employee´s with labor productivity and formation of staff interest in the results of operations. In this regard, it is interesting to study the influence of these factors on the work of staff in hospitality industry. This article discusses the actual needs of the work with staff in the departments of HR (human resources), and, in present conditions, the demand for the following approaches: remote employment, flexibility in competence and professionalism, continuing education, fast adaptation and the staff involvement in the company work process.
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Zhang, Kaifu. "Top Trends for Talent Management." Scientific and Social Research 3, no. 2 (July 13, 2021): 163–69. http://dx.doi.org/10.36922/ssr.v3i2.1124.

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Since McKinsey’s 1998 report on “better talent is worth fighting for” which formally introduced the term “the war for talent,” talent management (TM) has been attracting strong attention from industries and academia throughout the world. Talents are seen as the critical determinant of organizational success and a necessity for sustainable corporate development. To be successful, companies need to identify and manage talents effectively. However, the dilemma faced by companies are the uncertainty of the external environment which makes it difficult for them to predict the supply and demand of talents in the external labor market as well as the difficulty to attract the needed talents and retaining the skills that they have spent abundant resources to cultivate. This article aims to summarize the top trends of talent management (TM) in the contemporary society and offers a comprehensive explanation as well as corresponding suggestions in response to these trends so as to provide the best way to build a multi-dimensional and comprehensive team to meet the new requirements in the infobahn era, thus enhancing the operation and management capabilities for optimizing human capital.
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Clarke, Oliver. "Book Review: Human Resources, Personnel, and Organizational Behavior: New Trends in Employment Practice: An International Survey." ILR Review 46, no. 3 (April 1993): 596–97. http://dx.doi.org/10.1177/001979399304600326.

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Lušňáková, Zuzana, Silvia Lenčéšová, Veronika Hrdá, and Mária Šajbidorová. "Innovative Processes Within Communication and Motivation, Work Environment Care and Creativity Support of Human Resources." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 68, no. 2 (2020): 395–405. http://dx.doi.org/10.11118/actaun202068020395.

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The given issue applied in the practise of food businesses in Slovakia is very actual. The objective reason is especially the fact that the food businesses are producers of domestic foodstuffs, production of which is considered very important not only from nutritional point of view for the population and availability of quality domestic products but from sustainability of employment in this branch, development and application of quality, qualified and committed employees, point of view as well. The objective of the paper is to find out how food businesses working in Slovakia implement and use new trends, in selected areas of human resource management, in reality. The research actively included 453 food businesses from all the Slovakia. The statistical relations and correlations between variables were performed by Cronbach alpha, Spearman test, Kruskal-Walis test using programs EXCEL and SAS Enterprise Guide 7.1. We found out that food businesses in Slovakia show significant reserves and shortcomings in a practical application of new trends within human resource management despite of the fact that their representatives realize the importance of human resources. In the conclusion, we provide suggestions and recommendations to improve the company practise.
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Dissertations / Theses on the topic "New trends in human resources management"

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Santos, Rute Pedrosa dos. "New trends on expatriation and challenges for IHRM : a state of the art." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13319.

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Mestrado em Gestão de Recursos Humanos
A globalização das economias, ao longo dos anos, levou ao aumento do número de empresas a operar internacionalmente. Consequentemente, o número de missões internacionais continua a aumentar, enquanto as empresas adoptam abordagens mais flexíveis. Surgem então alternativas às tradicionais missões de expatriados de longa duração, não sendo claro em que medida é que estas alternativas são menos disruptivas para a vida dos colaboradores. Apesar da crescente tendência entre as EMN (Empresas Multinacionais) em contar com estas formas de missões alternativas para levar a cabo negócios internacionais, o grosso da pesquisa e dos estudos permanece focado nas experiências dos tradicionais expatriados de longa duração. Dado este contexto, o objectivo principal desta dissertação é estudar as novas tendências ao nível das missões internacionais em EMN contemporâneas, bem como as suas implicações na área da GIRH (Gestão Internacional de Recursos Humanos). A hipótese principal baseia-se na ideia de que a predominância da expatriação de longa duração, tanto na literatura como na prática dos gestores de RH (Recursos Humanos), tem conduzido a uma relativa negligência ao nível da gestão das novas formas de missões internacionais.
The globalization of economies, over the years, has increased the number of companies operating internationally. Consequently, the number of corporate international assignments continues to rise and companies are adopting more flexible approaches. Alternatives to the traditional long-term expatriate assignment are emerging but it is not clear to what extent they are less disruptive to employees’ lives. Despite the growing trend among MNCs (Multinational Companies) to rely on these alternative forms of assignments to conduct international business, the bulk of the research remains focussed on the traditional long-term expatriate experiences. Given this context, the main aim of this dissertation is to study the new trends of international assignments in contemporary MNCs and their implications in the field of IHRM (International Human Resource Management). Our main hypothesis is that the predominance of long-term expatriation in both the literature and practice of HR (Human Resources) managers has led to a relative neglect of the management of new forms of dislocation.
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Gorman, C. Allen, and Klaus G. Melchers. "New Developments in Rater Training Research." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/424.

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Rater training is important for various human resource activities. The proposed symposium highlights contemporary research on rater training in different arenas such as performance appraisal, job interviews, and foreign language testing. New and emerging trends in rater training research and practice will also be discussed.
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Ibragimova, Yuliya. "New Methods in Human Resources Management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193004.

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This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coaching and talent management) and employee satisfaction. The thesis has four chapters. First two chapters "Measurement Systems in an Organization" and "Methods in HR Management" set a theoretical background for the research. The third chapter concentrates on the research itself: employees of five Russian companies both with and without coaching and talent management, are tested. In the last chapter are compared research outcomes and theoretical approach, as well as, recommendations are given.
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Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.

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Ozaltan, Asli. "Sociological Analysis Of New Trends In Vocational Education And Training (vet) In Turkey." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/2/12612014/index.pdf.

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The aim of this study is to put forth the relationship between the transformation of the labor market and the production process and the vocational education and training in Turkey. The Study will reflect the effects of transformation on the individual and society. The research is conducted through interviews with social partners. The study touches upon the reflection of the understanding of new vocationalism adopted in line with the flexibilisation in the organization of work on the vocational and technical education in Turkey. It tries to explain how this new educational approach is shaped on the basis of the main three discourses such as lifelong learning, employability and flexibility. Consequently, the research focuses on the idea that transformation of vocational education and training in Turkey has occurred at discursive level and also based upon the prevailing opinion on the necessity of developing human resources in compliance with the needs of the economy
that the transformation process. Contrary to expectations of the new vocational education and training system, it produces individual who feel themselves anxious and uncertain about the future, fear and feel in insecure, and accordingly, experiences deprivation and social exclusion.
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Kolářová, Ivana. "Aplikace Age Managementu ve vybrané firmě." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224138.

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The theoretical part of the thesis dealing with the theme of Age Management contains a relatively new concept concerning the field of Human Resources Management which focuses on taking the age of eymployees into account. The theoretical part is also approaches current demographic trends in the Czech Republic and points out the problems that may arise in connection with future demographic development. The practical part deals with the analysis of the external and internal environment of a company which serves as the basis for initial proposals of the application of Age Management in a particular company.
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Chalupa, Pavel. "Návrh aplikace age managementu ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-234712.

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This thesis deals with proposal of measures that may lead to risk mitigation associated with employees´aging under the terms of the Age Management application in the chosen company. The theoretical part explains the concepts of human resources management and current demographic trends are not omited either. The analytical part presents the analysis of external and internal business environment. The quantitative and qualitative research was conducted as well. Based on the obtained data initial proposals are made for the introduction of age management in the chosen company.
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Agostinho, Diogo Alexandre Figueiredo Gomes. "O ciclo formativo na Abylos Trends&Consulting." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13099.

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Mestrado em Gestão de Recursos Humanos
O presente relatório de estágio centra-se na temática da formação profissional, nomeadamente no ciclo formativo e na sua importância para o sucesso de todo o processo. Organizações que aprendem são organizações que se conseguem adaptar mais facilmente às solicitações inesperadas do meio. Nesse sentido, e vivendo nós num mundo VUCA (acrónimo anglo-saxónico para descrever o mundo como sendo volátil, incerto, complexo e ambíguo), a importância dessa adaptação é cada vez mais evidente, visto que as mudanças acontecem com maior frequência e imprevisibilidade do que nunca. A formação assume-se, assim, como um elemento fundamental de desenvolvimento do capital humano de forma a dar respostas eficazes a estas transformações. Este relatório tem como principal objetivo compreender os diferentes contributos teóricos sobre o tema e compará-los com a experiência tida em contexto organizacional na Abylos Trends & Consulting, uma startup da área de Consultoria e Formação que está no mercado desde 2014. Para isso, procedeu-se a uma descrição das atividades realizadas no período de estágio na Abylos, a uma revisão de literatura sobre o conceito de formação e sobre cada uma das fases do ciclo formativo e posteriormente à análise crítica do mesmo. Conclui-se que, no geral, o ciclo formativo da Abylos Trends & Consulting está alinhado com o referido na bibliografia estudada.
This report is centered on the organizational training concept, particularly on the training cycle and its importance to the success of the whole training process. Learning organizations are organizations that can adapt more easily to unexpected market requests. As we live in a VUCA world (volatile, uncertain, complex and ambiguous), the importance of this adaptation is increasingly evident as the changes are happening in an unpredictable way and more often than ever. As a consequence, training is a fundamental element of human capital development in order to respond effectively to these changes. The main objective of this report is to understand the different theoretical contributions that focused on this item and compare them with an internship experience at Abylos Trends & Consulting, a startup that operates on the consultory and training market since 2014. On that way, this report presents a description of the activities carried out on the internship at Abylos, a literature review about the training concept, particularly about each element that composes the training and, after that, a critical analysis. To conclude, the author suggests that the training cycle at Abylos Trends & Consulting is aligned with the literature studied.
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Simms, Christopher Don. "An analysis of the management of packaging within new product development : an investigation in the UK food and drinks sectors." Thesis, University of Portsmouth, 2012. https://researchportal.port.ac.uk/portal/en/theses/an-analysis-of-the-management-of-packaging-within-new-product-development(03da77f3-bb88-4ea9-bf67-1f72b0b9f8f9).html.

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Packaging plays a key role in product success within the highly competitive food and drinks sectors of the Fast Moving Consumer Goods (FMCG) industry. However, relatively little has been written about packaging in the marketing management literature. The majority of published research focuses on the marketing communications aspects of packaging. As a result, whilst there is substantial literature revealing the significance of packaging in purchasing decisions and perceptions of the product, its role in product development and the creation of new opportunities has been largely overlooked. Against this background, the research examines the management of packaging development within the FMCG industry: in particular, the food and drinks sectors. The purpose of the study is twofold: to examine how the development of a new product’s packaging is managed and integrated into the new product development (NPD) process of firms; and to explore how firms in the industry manage the opportunities that new packaging development may provide. The research finds that in their packaging development, most firms focus on ‘skindeep’ issues, such as the development of the label, and aesthetic modifications to the body of the packaging, such as changing the colour of a bottle. The analysis reveals three distinct levels of packaging development and argues that the development of new packaging formats and genuine packaging innovation is being overlooked by firms. The framework developed from the research reveals that the orientation of packaging development (skin-deep, aesthetic body modifications, or technological format change) is influenced by internal packaging capability, perceptions of the production process, the role of buyers, and concerns over the impact of changes on the product’s retailing. This in turn impacts on the role of the consumer and suppliers in development. This study contributes to the existing literature by providing new insight into the relationship between packaging development and NPD. The framework generated contributes to the existing stage based models of NPD by revealing that previous research has largely failed to analyse packaging development at the level of technological and format change. The findings also have implications for firms, identifying a need to re-examine their packaging development activities, to ensure that these address all three levels; not merely ‘skin-deep’ packaging.
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Venes, Mariana Saraiva dos Santos. "A new opportunity for human resources management to create value: Shaping a new business paradigm in the context of the Portuguese hotel industry." Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/9772.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics
This work project addresses the role of Human Resources Management in shaping and fostering Corporate Social Responsibility and Sustainability practices, within the context of the Portuguese hotel industry. For this purpose, an exploratory analysis was conducted, performing in-depth interviews to 12 HR managers. This study unveils that few HR managers are engaging in structured and valuable initiatives. None of them is measuring impacts of HR initiatives, or shaping CSR and CS concepts. It concludes that HR can exceed CSR and CS current practices, by addressing Shared Value creation.
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Books on the topic "New trends in human resources management"

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Human resource management in China: New trends and practices. Abingdon, Oxon: Routledge, 2011.

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Albers, Mohrman Susan, ed. Creating a strategic human resources organization: An assessment of trends and new directions. Stanford, Calif: Stanford University Press, 2003.

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Rudman, R. S. Human resources management in New Zealand. 5th ed. Auckland, New Zealand: Pearson, 2010.

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1950-, Brown Stephen M., and Sullivan Russell, eds. Outsourcing and human resources: Trends, models, and guidelines. Lexington, Mass: LER Press, 1996.

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Cook, Mary F. New directions in human resources: A handbook. Englewood Cliffs, N.J: Prentice-Hall, 1987.

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Gunnigle, Patrick. Personnel management in Ireland: Practice, trends and developments. Dublin: Gill and Macmillan, 1990.

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Advancing collaborative knowledge environments: New trends in e-collaboration. Hershey, PA: Information Science Reference, 2012.

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Rudman, R. S. Human resources management in New Zealand: Contexts and processes. 2nd ed. Auckland, N.Z: Longman Paul, 1994.

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Fitz-enz, Jac. A new vision for human resources : defining the human resources function by its results. [Menlo Park, Calif.]: Crisp Publications, 1998.

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Tung, Rosalie L. The new expatriates: Managing human resources abroad. Cambridge, Mass: Ballinger Pub. Co., 1988.

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Book chapters on the topic "New trends in human resources management"

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Reichel, Astrid, Julia Brandl, and Wolfgang Mayrhofer. "New Captain but a Sinking Ship? The Influence of HR Director’s Gender on the Status of the HR Department — A Longitudinal Study." In Global Trends in Human Resource Management, 35–53. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137304438_3.

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Ďurana, Pavol. "The Use of Assessment of Work Performance of Human Resources as a Tool of Management Accounting to Result Controls in Slovak Companies." In New Trends in Finance and Accounting, 571–79. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-49559-0_52.

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Farnham, David. "Human Resources Management and Employee Relations." In Managing the New Public Services, 99–124. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-22646-7_5.

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Scholl, Hartmut, and Andrea Baldus. "Training and Qualification: Essentials of New Learning." In Handbook of Human Resources Management, 1–42. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-642-40933-2_28-1.

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Scholl, Hartmut, and Andrea Baldus. "Training and Qualification: Essentials of New Learning." In Handbook of Human Resources Management, 293–333. Berlin, Heidelberg: Springer Berlin Heidelberg, 2016. http://dx.doi.org/10.1007/978-3-662-44152-7_28.

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Zeuch, Matthias. "New Hire Integration." In Dos and Don’ts in Human Resources Management, 45–46. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_15.

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Baltzer, Laurence. "New Learning Methods." In Dos and Don’ts in Human Resources Management, 51–52. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_17.

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Dias, Ivo, and Maria José Sousa. "Business Intelligence Applied to Human Resources Management." In New Contributions in Information Systems and Technologies, 105–13. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-16528-8_11.

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Perdrix, Ferran, Roberto García, Rosa Gil, Marta Oliva, and José A. Macías. "Semantic Web Interfaces for Newspaper Multimedia Content Management." In New Trends on Human-Computer Interaction, 1–10. London: Springer London, 2009. http://dx.doi.org/10.1007/978-1-84882-352-5_3.

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Puri, Neha, and Harjit Singh. "Current Trends in Finance in the Context of Adoption of Principle-Based Accounting Standards in Accounting Education." In Financial Intelligence in Human Resources Management, 151–71. Boca Raton: Apple Academic Press, 2021. http://dx.doi.org/10.1201/9781003083870-8.

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Conference papers on the topic "New trends in human resources management"

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Popa (Petrescu), Mariana, ,. Elena Iancu (Vișan), and Nicolae Daniel Petrescu. "Tendencies of the Human Resources Management, Evolution and Development." In 7th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2021. http://dx.doi.org/10.24818/basiq/2021/07/061.

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Yüksel, Müberra. "RECENT TRENDS IN STRATEGIC HUMAN RESOURCE MANAGEMENT EDUCATION FROM THE PERSPECTIVE OF APPLIED POSITIVE PSYCHOLOGY." In 11th International Conference on Education and New Learning Technologies. IATED, 2019. http://dx.doi.org/10.21125/edulearn.2019.1015.

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"Research on the New Trends and Countermeasures of Human Resource Management under the "Internet +" Era." In 2019 Annual Conference of the Society for Management and Economics. The Academy of Engineering and Education (AEE), 2019. http://dx.doi.org/10.35532/jsss.v4.054.

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Ulrich, Patrick, and Mona Kratt. "Could digital technologies help improving management accounting in pandemic times?" In Corporate governance: A search for emerging trends in the pandemic times. Virtus Interpress, 2021. http://dx.doi.org/10.22495/cgsetpt15.

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In the field of management accounting, there is an enormous backlog of demand from a scientific and practical point of view around the topic of implementing new technologies to increase efficiency and effectiveness. This applies not only, but especially to small and medium-sized enterprises (SMEs), which have fewer human and financial resources than large companies. This research-in-progress article discusses potentials and implementation obstacles of new technologies in management accounting on the basis of an empirical survey among German SMEs from the year 2020
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Bednarikova, Marie, Jana Kostalova, Jan Vavra, and Denisa Halamova. "DIVERSITY MANAGEMENT IN THE CONTEXT OF CORPORATE SOCIAL RESPONSIBILITY." In Business and Management 2018. VGTU Technika, 2018. http://dx.doi.org/10.3846/bm.2018.28.

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During last years there are many new modern attitudes and trends in the field of human resources management. The article is focused to one of these trends – diversity management. The aim of the authors is to evaluate single components of diversity management namely in the context of corporate social responsibility (CSR). In addition different possibilities of application of diversity management in practice as instruments of CSR are submitted to analysis. The end of this article shows the results of research oriented to experience with diversity management put into practice in the selected companies in the Czech Republic.
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Nikolaeva, Valeria. "VEGETABLE PRODUCTION AND WATER MANAGEMENT - OPPORTUNITIES AND CHALLENGES." In AGRIBUSINESS AND RURAL AREAS - ECONOMY, INNOVATION AND GROWTH 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ara2021.357.

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The promotion of sustainable development and water management is among the main objectives of the Water Framework Directive and as well as the new EU Common Agricultural Policy. This requires both efficient use of water resources and reduction of the harmful effects of human activities, including agriculture. From this perspective, based on the production trends over the last ten years, the report assesses the opportunities and challenges for self-sufficient production of four major vegetable crops in Bulgaria by optimizing the use of water resources.
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Baloh, Peter, and Peter Trkman. "Influence of Internet and Information Technology on Work and Human Resource Management." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2642.

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Internet has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence - it has more or less changed every aspect of human society one can think of. This paper deals with the influence of Internet and information technology on work and human resource management. It observes main novelties and (inevitably coming) changes in areas of staffing, motivating and leading and discusses possible adaptations of organization and business. To discover the mentioned changes and consequences, firstly we try to broadly assert present condition in the field, both globally and in Slovenia, and outline promising future trends. Finally, combining that with elements of human-resource management we try to predict basic consequences that IT will have on the way employees are rewarded and the way new employees are acquired.
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Minaev, Vladimir, Vyacheslav Koryachko, and Konstantin Bondar. "Formation of multilevel system to counteract computer attacks." In International Conference "Computing for Physics and Technology - CPT2020". Bryansk State Technical University, 2020. http://dx.doi.org/10.30987/conferencearticle_5fce27716a5569.95312503.

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The main trend relating to state structures and large corporations is to build Information Security Monitoring Centers the key elements of which being SIEM-systems and SOC-Centers. Speaking about SOC-Centers the task of human resources optimal allocation among information security incident reporting lines taking into consideration staff competency and line capacity seems to be urgent. This task is solved in the article given. In general, the formulation of the task presented means the functioning of SOC-Center as a new mathematical model making use of “input – resources – output” terms. The target function of SOC-Center is built in an assumption of stationarity and independency of service reporting lines as a sum of their target functions. The main idea of human resources management in this case is the aspiration to achieve maximum significance of SOC-Center system aim, i.e. its general target function when organizing the fight with computer attacks. The problem was solved by Lagrange multiplier method. The expressions for optimal allocation of human resources on SOC-center service lines leading to maximum processing of message flow related to computer attacks have been received. The conclusion about this model being useful for transferring from stationary flows to their dynamic changes in SOC-Center resource provision including new different critical situations in computer system has been made.
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Payoux, Mélany, Lara Abdel Halim, Alexandra Didry, and Arnaud Trenvouez. "PRACTICAL AND SCIENTIFIC CHALLENGES IN ADAPTING DIGITAL COGNITIVE TESTS IN PROFESSIONAL ENVIRONMENT." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact038.

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"Recruiting today is no longer what it used to be. Digital transformation has deeply changed the company, and particularly the recruitment process. The challenges linked to this transformation are two-fold: practical and scientific. Indeed, the world of human resources needs new tools to detect potentials. Research must meet this need by adapting, modernizing and scientifically validating the tools. To predict job performance, cognitive and soft skills, often referred to as ""21st century skills"", are now central to recruitment, talent development and career management. The objective of our study was to create digital versions of cognitive tests, based on reliable and well-known theoretical foundations. We want to present in detail the conception and construct validity of two of our online tests: the first one inspired by the Stroop effect (Stroop, 1935), the second one based on corsi blocks (Corsi, 1972). We hypothesise that the tests we created are positively correlated to the original ones. 91 participants were interviewed, aged between 18 and 58 (average = 34.57 years old, SD = 10.91). The proportion of women was 76.6% (n = 69), compared to 24.4% of men (n = 22). They all answered the original tests first, face-to-face, and a few months later, the digital ones we had created. We observed positive correlations between the two series of results. These very encouraging results will be clarified and discussed. These two new versions shed light on the candidates' attention and memory abilities that should be enriched during an interview focused on soft skills. In fact, the highest predictability is guaranteed by a method which necessarily combines cognitive evaluations and with other types of assessments, such as personality tests (Güler, Bayrak & Ocaks, 2019). This is why it is important to continue research efforts on the adaptation of digital cognitive tests in a professional environment."
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"MOTIVATION OF HUMAN RESOURCES: PERCEPTIONS AND TRENDS." In International Management Conference. Editura ASE, 2020. http://dx.doi.org/10.24818/imc/2020/04.21.

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Reports on the topic "New trends in human resources management"

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Jigjidsuren, Altantuya, Bayar Oyun, and Najibullah Habib. Supporting Primary Health Care in Mongolia: Experiences, Lessons Learned, and Future Directions. Asian Development Bank, January 2021. http://dx.doi.org/10.22617/wps210020-2.

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ince the early 1990s, the Asian Development Bank (ADB) has broadly supported health sector reforms in Mongolia. This paper describes primary health care (PHC) in Mongolia and ADB support in its reform. It highlights results achieved and the lessons drawn that could be useful for future programs in Mongolia and other countries. PHC reform in Mongolia aimed at facilitating a shift from hospital-based curative services toward preventive approaches. It included introducing new management models based on public–private partnerships, increasing the range of services, applying more effective financing methods, building human resources, and creating better infrastructure. The paper outlines remaining challenges and future directions for ADB support to PHC reform in the country.
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Vantassel, Stephen M., and Brenda K. Osthus. Safety. U.S. Department of Agriculture, Animal and Plant Health Inspection Service, November 2018. http://dx.doi.org/10.32747/2018.7208746.ws.

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Wildlife damage management (WDM) is an exciting field with many opportunities to provide solutions to the complex issues involved in human-wildlife interactions. In addition, WDM wildlife control operators (WCO) face a variety of threats to their physical well-being. Injuries can result from misused, faulty, or poorly maintained equipment, inexperience, mishandled wildlife, harsh weather, and dangerous situations, such as electrical lines. The goals of this publication are to: Develop an awareness of safety issues and adopt a mindset of “Safety First”, Review the major safety threats that WCOs face, Provide basic information for WCOs to protect themselves, and List resources for further information and training. Work in WDM poses many safety risks to those involved. Awareness, planning, and deliberate action can eliminate or reduce many threats. As the industry continues to develop, WCOs must keep up with new threats and safety practices to maintain their well-being. Following safe work practices helps to ensure WCOs remain on-the-job and injury free.
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Innovative Solutions to Human-Wildlife Conflicts: National Wildlife Research Center Accomplishments, 2010. U.S. Department of Agriculture, Animal and Plant Health Inspection Service, April 2011. http://dx.doi.org/10.32747/2011.7291310.aphis.

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As the research arm of Wildlife Services, a program within the U.S. Department of Agriculture’s (USDA) Animal and Plant Health Inspection Service (APHIS), NWRC develops methods and information to address human-wildlife conflicts related to agriculture, human health and safety, property damage, invasive species, and threatened and endangered species. The NWRC is the only Federal research facility in the United States devoted entirely to the development of methods for effective wildlife damage management, and it’s research authority comes from the Animal Damage Control Act of 1931. The NWRC’s research priorities are based on nationwide research needs assessments, congressional directives, APHIS Wildlife Services program needs, and stakeholder input. The Center is committed to helping resolve the ever-expanding and changing issues associated with human-wildlife conflict management and remains well positioned to address new issues through proactive efforts and strategic planning activities. NWRC research falls under four principal areas that reflect APHIS’ commitment to “protecting agricultural and natural resources from agricultural animal and plant health threats, zoonotic diseases, invasive species, and wildlife conflicts and diseases”. In addition to the four main research areas, the NWRC maintains support functions related to animal care, administration, information transfer, archives, quality assurance, facility development, and legislative and public affairs.
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