scholarly journals Human resource management training of supervisors for improving health and well-being of employees

2019 ◽  
Author(s):  
Andreas Kuehnl ◽  
Christian Seubert ◽  
Eva Rehfuess ◽  
Erik von Elm ◽  
Dennis Nowak ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Training ◽  
Well Being ◽  
Health And Well Being

scholarly journals COVID-19: The Prospects for Nonprofit Human Resource Management

2020 ◽  
Vol 11 (1) ◽  
pp. 5
Author(s):  
Kunle Akingbola
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Well Being ◽  
Employment Relations ◽  
Call To Action ◽  
Essential Services ◽  
Primary Institutions ◽  
Health And Well Being

This article explores the impacts of COVID-19 on nonprofit employees and human resource management (HRM). The pandemic is wreaking havoc on people’s health and well-being and threatening the primary institutions that support the functioning of society. For nonprofits, COVID-19 is a call to action at many levels. As the devasting impacts of the pandemic evolve, nonprofits have continued to provide essential services and help the vulnerable. At the same time, the impacts of COVID-19 portend serious and potentially crippling strains on nonprofits, which are already overstretched. Since the context in which nonprofits operate is critical to their effectiveness and the outcomes of their employment relations, the impacts of COVID-19 could shape nonprofit HRM and employees’ ability to assist people.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

Human Resource Management in Post-Bureaucratic Organizations

2017 ◽  
pp. 252-273
Author(s):  
Gabriele Gabrielli ◽  
Francesca Zaccaro
Keyword(s):  
Social Sciences ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Well Being ◽  
New Organizational Forms ◽  
Human Resource Management Practices ◽  
Bureaucratic Organizations

The topic of human resource management is considered to be one of the most ancient in the domain of social sciences and different issues have been widely addressed by the time. However, society and markets evolution and the rise of new organizational forms invite new problems, as well as new perspectives on how to manage people at work. This chapter will deal with how the role of HRM has evolved in post-bureaucratic organizations and what can be done to sustain different people's motivation and engagement. Post-bureaucratic organizations may require a new human resource philosophy and the reconsideration of human resource management practices in order to guarantee employees' well-being, dignity together with organizational success.

Zurück zum Mitarbeiter!

2018 ◽  
Vol 59 (3) ◽  
pp. 17-20
Author(s):  
Stefan Huf
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Well Being ◽  
Talent Management

Abstract Vor zwanzig Jahren veröffentlichte Dave Ulrich „Human Resource Champions“ und gab damit den Anstoß für eine grundlegende Neuorientierung des Personalmanagements. Dieses Jubiläum wird zum Anlass genommen, Bilanz zu ziehen: HR hat die Mitarbeiter zunehmend aus dem Blick verloren, weshalb eine Rückbesinnung auf eine mitarbeiterzentrierte Personalpolitik erforderlich erscheint. Twenty years ago Dave Ulrich initiated with „Human Resoucre Champions” a reorientation of Human Resource Management. This anniversary gives reason to sum up: HR has lost employees out of sight. Human Resource Management therefore needs to give greater priority to promoting employee well-being. Keywords: talent management, makro perspektive, hr selbstverständnis

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