scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

scholarly journals Implementation of Human Resource Management in the Adaptation Period for New Habits

2020 ◽  
pp. 19-26
Author(s):  
E. Nurzaman AM ◽  
Azhar Affandi ◽  
Andiyanga Udobong ◽  
Sarwani Sarwani ◽  
Hernawan Hernawan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Global Economy ◽  
Employee Performance ◽  
Adaptation Period ◽  
The Impact

The COVID-19 pandemic has disrupted the global economy and business, and Human Resources (HR) is at its heart. With the organization now on the cusp of recovery, the role of HR has become even more important. The question is not limited in terms of imagining the impact and role of human resources in the future post-COVID-19. One thing is certain - the pandemic and its inherent effects on business have highlighted the need for adaptability and resilience in today's workforce, accelerated the shift towards a new digital economy, and emphasized the importance of HR in the new normal. This study tries to describe the role of human resource management in an effort to restore organizational performance. This study is a qualitative research using descriptive methods to describe the object under study. The results showed that the role of HRM during the COVID-19 pandemic was very strategic, especially in terms of maintaining the health and safety of workers when returning to work by implementing strict health protocols and also providing guidance and assistance for employees affected by COVID-19 such as downsizing and restructurisation. This research also presents HR transformation in terms of employee performance appraisal using results-based performance methods and the use of technology as a support in job optimization

Impulsion of Information Technology on Human Resource Practices

2017 ◽  
pp. 231-254
Author(s):  
ChandraSekhar Patro
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Work Force ◽  
Dynamic Growth ◽  
Impact Of Technology ◽  
Role Of It ◽  
The Impact ◽  
The Way

In recent years, adoption of Information Technology (IT) mechanism has had an intense effect on Human Resources (HR) processes and practices. IT has revolutionized the way in which the organizations execute their day-to-day activities, particularly in the HRM domain, where technology has redefined the way in which HR departments perform their operational, relational and transformational functions. Organizations have realized the emergent value of using IT in leveraging their Human Resource functions and the way they function in the market. Today the organizations are facing more challenges than they ever did due to the rapid and dynamic growth of e-businesses which has lead companies to seek greater opportunities to run HR functions more effectively by implementing technology in the HRM. The chapter provides a conceptual framework on the role of IT in HRM. It examines the impact of technology on HR practices and the factors influencing the effectiveness of human resource dashboards. It also investigates the effect of technology on organizational and work force productivity.

The nexus between diversity management (DM) and organizational performance (OP): mediating role of cognitive and affective diversity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shagufta Showkat ◽  
Siddharth Misra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Diversity Management ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

Purpose Present day organizations are considering workforce diversity as one of the main challenges in the human resource management. This study aims to find out the relationship between diversity management (DM) in the context of strategic human resource management (SHRM) and organizational performance (OP). An attempt is made to find out the mediation effect of cognitive diversity (CD) and affective diversity (AD) in the relationship between DM and OP. Design/methodology/approach The constructs investigated in the present study include DM, OP, CD and AD. Structural equation modeling has been used to test the model fit. The data was collected from 50 human resource professionals working in different organizations in the information technology (IT) sector in Bangalore, India. Confirmatory factor analysis has been used for establishing the reliability. Findings The results show that there exists a significant relationship between DM and OP. This significant positive relationship can be attributed to the mediating role of CD and significant negative relationship is because of the AD. Research limitations/implications This study has several limitations. In this study, only three DM practices have been considered. The generalization of the results is another limitation as the study has been conducted in the IT sector in Bangalore, India. Similarly, sample size also affects the implications of an empirical study and sample size in this study is small. This study has investigated only the impact of two aspects of diversity, cognitive and affective, while neglecting the effect of communicational and symbolic processes. Practical implications The results indicate that organizations must consider that by providing intercultural trainings (ICTs), work–life balance (WLB) and work-time flexibility options, the negative aspects of diversity can be minimized. Moreover, organizations should encourage the task conflict which leads to better decision-making as well as creates a sense of group identification, which may help in the avoidance of negative consequences of AD. Originality/value This study is undertaken to find out the effect of certain diversity-oriented SHRM practices such as flexible working times, WLB, ICT and its impact on the OP in the Indian IT industry. This study has investigated the mediating role of CD and AD on the relationship between diversity-oriented SHRM practices and OP, which is the novelty of this study. Third, the study has been undertaken considering that there is a dearth of research on the impact of AD and CD on OP in the Indian context.

scholarly journals PERAN PENDIDIKAN DAN PELATIHAN SERTA KOMPETENSI DALAM UPAYA PENINGKATAN KUALITAS SUMBER DAYA APARATUR (Studi pada Dinas Perhubungan Kota Tarakan)

1969 ◽  
Vol 9 (2) ◽  
Author(s):  
Ana Sri Ekaningsih
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Human Resource ◽  
Regular Education ◽  
Education And Training ◽  
Resource Quality ◽  
Training And Education ◽  
And Training

Purpose of the study is to examine and analyze the role of education and training in improving apparatus human resource quality through competence as intervention. The data collection was conducted by distributing questionnaires to 82 respondents. However, only 78 respondents qualified. The tool was analyzed utilizing path analysis. Research results conclude that training and education have significant effect on competence. It indicates that regular education and training for the employees will improve employees' competencies better. Education and training have a significant effect on improving the quality of human resources. The higher the frequency, the better quality of apparatus human resource. Competency has significant effect on improving the quality ofapparatus human resource. This suggests the higher apparatus competencies, the higher investmestment in the community. Competence partially mediates the influence of education and training on improving the quality of apparatus human resource. Consequently, training and education have impact on improving the competence quality of apparatus human resource as intervention.Keywords: education and training, competency, apparatus human resource qualityTujuan dari penelitian ini untuk mengetahui serta menganalisis peran pendidikan dan latihan dalam meningkatkan kualitas sumber daya aparatur melalui kompetensinya sebagai intervensi. Pengumpulan data melalui penyebaran kuesioner kepada 82 responden, namun hanya 78 responden yang memenuhi syarat. Alat dianalisis dengan analisis jalur. Hasil penelitian menyimpulkan bahwa pendidikan dan pelatihan memiliki pengaruh yang signifikan pada kompetensi, itu menunjukkan pendidikan dan pelatihan kepada karyawan dari kompetensi masing-masing pegawaipun yang lebih sering atau teratur juga akan meningkatkan lebih baik. Pendidikan dan Pelatihan memiliki pengaruh yang signifikan pada peningkatan kualitas sumber daya manusia, hal ini menunjukkan semakin tinggi frekuensi, kualitas pendidikan dan latihan akan meningkatkan sumber daya aparaturnyapun. Kompetensi berpengaruh signifikan pada peningkatan kualitas sumber daya aparatur, hal ini menunjukkan kompetensi yang lebih tinggi dari aparatur, semakin tinggi investasi pada masyarakat. Kompetensi sebagian menengahi pengaruh pendidikan dan latihan pada peningkatan kualitas sumber daya aparatur. Pendidikan dan Pelatihan sehingga secara tidak langsung berpengaruh pada peningkatan kualitas kompetensi sumber daya aparatur sebagai intervensi.Kata kunci: pendidikan dan pelatihan, kompetensi, kualitas sumber daya aparatur

scholarly journals SOCIAL COMPETENCIES AND PERSPECTIVES OF HUMAN RESOURCES IN LOGISTICS ORGANIZATION

2016 ◽  
Author(s):  
Ramunas Palšaitis ◽  
Kristina Čižiunienė ◽  
Kristina Vaičiutė
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Human Resource ◽  
Social Competencies ◽  
Logistics Service ◽  
Cultural Processes ◽  
New Challenges ◽  
Logistics Service Quality ◽  
The Impact ◽  
And Training

Clients of logistics organizations often demand not only one service, but a total logistics package. Therefore, globalization of economic, social and cultural processes pose new challenges for human resource management. The paper analyzes the impact of human resource competence features and its use as a tool for development of logistics organization and logistics service quality assurance. Competence measurement is complicated, it requires sophisticated studies, thus competence is often assessed on the grounds of simple, easily expressed, but often frustrated total image indicators, such as education and training. The conducted qualitative research enabled the identification of human resource social competence problematics in logistics organizations.

scholarly journals Spatial and Seasonal Structure of Bacterial Communities Within Alpine Vineyards: Trentino as a Case Study

2022 ◽  
Author(s):  
Raffaele Guzzon ◽  
Daniela Bertoldi ◽  
Tomas Roman ◽  
Roberto Zanzotti ◽  
Elena Franciosi
Keyword(s):  
Illumina Miseq ◽  
Training System ◽  
Bacterial Concentration ◽  
Training Systems ◽  
Bacterial Microbiota ◽  
Plate Counts ◽  
The Impact ◽  
And Training

AbstractBacteria have a fundamental role in determining the fitness of grapevine, the composition of grapes and the features of wines but at present, little information is available. In this work, the bacteria colonizing the different portions of grapevine (bark, leaves and grapes) were explored in the vineyards of the Alpine region of Trentino, considering the impact of different environmental and agronomical variables. The vineyards included in the work were selected based on their different geographical positions (altitude) and grapevine training systems in order to explore the whole variability of the grapevine ecosystem. Moreover, the surface amount of copper was measured on grapes and leaves during the vegetative growth. Bacterial analysis, performed using plate counts and Illumina MiSeq, revealed an increase in the concentration of grape bacteria proportional to the progress of the ripening stage. Conversely, the peak of bacterial concentration onto leaf and bark samples occurred in August, probably due to the more favourable environmental conditions. In bark samples, the bacterial microbiota reached the 7 log CFU/cm2, while 6 log UFC/g were measured in grape samples. A remarkable biodiversity was observed, with 13 phyla, 35 classes, 55 orders, 78 families and 95 genera of bacteria present. The presence of some taxa (Alphaproteobacteria, Desulfovibrionaceae, Clostriadiales, Oscillospira, Lachnospiraceae and Bacteroidales) was ubiquitous in all vineyards, but differences in terms of relative abundance were observed according to the vegetative stage, altitude of the vineyard and training system. Bacteria having oenological implication (Lactobacillus, Pediococcus and Oenococcus) were detected in grape samples collected in August, in low abundance. The data revealed a complex bacterial ecosystem inside the vineyard that, while maintaining common traits, evolves according to environmental and agronomical inputs. This study contributes to define the role of bacteria in the complex balance established in each vineyard between human actions and agricultural environment, known as terroir.

scholarly journals Improving the efficiency of human resources with the use of new technologies and reorganization process

2019 ◽  
Vol 9 (1) ◽  
pp. 31-38
Author(s):  
Arben Tërstena ◽  
Arta Jashari Goga ◽  
Bujar Jashari
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Business Processes ◽  
New Technologies ◽  
Work Process ◽  
Manufacturing Enterprises ◽  
New Information ◽  
The Impact

Information technology (IT) as a structural factor and instrument transforms the architecture of organizations, business processes, and communication which is increasingly integrated into human resource management (HRM). It is an important part of the human resources work process. IT is designed to support HR professionals at all stages of management. This paper is focused on analyzing how information technology affects the improvement of human resource efficiency. The survey was conducted in private enterprises in Ferizaj, region (Kosovo), through questionnaires. Twenty employees/managers of manufacturing enterprises were surveyed who were well informed about the role of human resources in general and the impact on the efficiency of information technology. The results of the empirical study show that the use of new information technology improves the efficiency of HR and enhances the performance of the enterprise.

scholarly journals The Impact of Human Resource Information System (HRIS) Applications on Organizational Performance (Efficiency and Effectiveness) in Jordanian Private Hospitals

2016 ◽  
Vol 8 (3) ◽  
pp. 31 ◽  
Author(s):  
Iyad Mohammad Ali Khashman ◽  
Aysar Mohammad Khashman
Keyword(s):  
Information System ◽  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Private Hospitals ◽  
Human Resource Information System ◽  
Resource Information ◽  
Positive Attitudes ◽  
Efficiency And Effectiveness ◽  
The Impact

<p>This study aimed to investigate the impact of human resource information system (HRIS) on organizational performance in Jordanian private hospitals, through examining if the (HRIS) components (job analysis, recruitment, selection, performance appraisal applications, and communications) have a significant impact on organizational performance (efficiency, effectiveness). The data was collected using a questionnaire instrument. The population of the research included all private hospitals located in Amman city, the number of private hospitals located in Amman were 39 hospitals whereas the sample of the research included (170) employees working in HR departments from the private hospitals. The result of this study showed that there are a positive impact of the HRMS applications  on organizational performance, More specifically, it was found that  and a positive attitudes from employees working in Human resources sections in private hospitals towards all human resource information system applications .The result of the study also indicated that employees working in human resources' sections in private hospitals have positive attitudes towards organizational performance which includes efficiency and effectiveness. The research recommended that hospitals should focus on human resource information system applications in the work environment to achieve positive outcome and maximize organizational performance at all level.</p>

Impact of human resource (HR) practices on organizational performance

2017 ◽  
Vol 10 (2) ◽  
pp. 186-207 ◽  
Author(s):  
Muhammad Habib Rana ◽  
Muhammad Shaukat Malik
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Future Research ◽  
Business Organizations ◽  
Content Type ◽  
Hr Practices ◽  
Training Compensation ◽  
The Impact

Purpose The purpose of this paper is to establish the impact of human resource (HR) practices on organizational performance and moderating effect of Islamic principles on the impact in Pakistani business organizations. It aims at finding efficacy of HR practices as well as the role of Islamic teachings in business. Design/methodology/approach Five broad categories of HR practices: selection, training, compensation, performance appraisal and employee participation, have been taken as independent variables and their impact has been assessed on organizational performance: dependent variable, keeping the application of the Islamic principles as moderating variable. Data were collected from employees of mobile telecommunication service providers operating in Pakistan through a questionnaire based on a 5-point Likert scale and then analyzed in SPSS. Findings HR practices, including selection, training, compensation, performance appraisal and employee participation, have been found to be significantly and positively related to organizational performance. Moderation by the application of Islamic principles was observed to be positive. Its magnitude generally displayed decreasing trend with an increase in level of application. Research limitations/implications Measurement of Islamic work ethics and organizational performance has been unidirectional, gauged only on the basis of employees’ judgment. Inclusion of organizational and market data in future studies will add to the value of the outcome. Understudy business organizations grudgingly provided required information, in spite of personal connections and liaison, because of their organizational policies, commitments and limited concern with the research. Lists of employees were not shared with the researchers, which left only the option of convenient sampling. More reliable sampling techniques are recommended for future research on the subject. Moreover, the sampling frame was limited to the province of Punjab because of shortage of resources. Future research on the subject is suggested to have a broader base, including organizations interested to participate in the exercise of research. Practical implications Outcome of the study will provide useful guidelines to the business organizations by clarifying whether business is a religion-neutral affair or not. It is also expected to provide a line of thought for self-assessment and improvement. The concept of maximization of profit for a business organization can be evolved to a win–win arrangement by the maximization of benefit for all stakeholders. This is a logical and certain outcome once a business organization takes care of its employees, society, environment and, definitely, its shareholders. Originality/value A few studies exist on human resource management in Islamic as well as Pakistani context; however, the role of the religion and its contribution toward organizational performance has not been amply crystallized. This is just an endeavor in hitherto less frequented direction.

scholarly journals KOMPETENSI SDM DAN PENGARUHNYA TERHADAP KINERJA UMKM BATIK DI KABUPATEN BANYUMAS

Performance ◽  
2017 ◽  
Vol 23 (2) ◽  
pp. 89
Author(s):  
Sulistyandari Sulistyandari ◽  
Ekaningtyas Widiastuti ◽  
Sri Martini
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Economic Activity ◽  
Company Performance ◽  
Competency Development ◽  
Knowledge And Skills ◽  
Corporate Goals ◽  
The Impact ◽  
Hr Competencies

The role of SMEs in Indonesia in supporting the economy in Indonesia is quite significant. In the post-1997 crisis in Indonesia, SMEs can prove that this sector could become the foundation for the national economy. Number of SMEs also continued to increase from year to year. SMEs in developing countries is almost always the biggest economic activity in number and ability to absorb labor. Development of SMEs as one of supporting economic growth must be accompanied by the development of human resources in various aspects. HR competency development of SMEs important in order to create a quality workforce to reach corporate goals. The current study focused on SMEs Batik in Banyumas, was to examine the impact of human resource competencies (Knowledge, Skills and Abilities) on company’s performance in SME Batik Banyumas. Research conducted on 65 respondents in Banyumas showed that HR competencies affect the performance of SMEs. Skills have significant effect on the performance of SMEs. However, knowledge and abilities does not effect the performance of SMEs. The owners of SMEs Batik should pay attention to the importance of human resource competencies to improve their performance. It is also important to improve their skills through training and workshops related to batik. Owners of batik needs to involve employees in their knowledge and skills in the production process of batik that can help increase employee and company performance in the future.

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