The Impact of Demographic Changes on Human Resources Management in European Supply Chains-Selected Aspects

2014 ◽  
pp. 3-13
Author(s):  
Halina Brdulak
Keyword(s):  
Human Resources ◽  
Supply Chains ◽  
Human Resources Management ◽  
Demographic Changes ◽  
Resources Management ◽  
The Impact

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

scholarly journals Indefinite vs. fixed-term work contracts: the impact over the teachers’ work-engagement

2020 ◽  
Vol 14 (1) ◽  
pp. 893-905
Author(s):  
Sorina Ioana Mişu
Keyword(s):  
Human Resources ◽  
Work Engagement ◽  
Quantitative Research ◽  
Human Resources Management ◽  
Present Moment ◽  
Resources Management ◽  
Strategic Human Resources ◽  
School Year ◽  
State Of Mind ◽  
The Impact

AbstractA teacher’s work during the school year should be seen as a marathon or as a sprint? This paper intends to contribute to the expanding body of literature on the work-engagement issues of education employees from a perspective of strategic human resources management. It investigates how the length of their working contracts influences the level of engagement shown for their work. It was assumed that the existence of an indefinite or a fixed-term work contract brings up aspects such as stability, predictability and coherence for a teacher’s work, all thought to be parts of a positive engagement state of mind. Nevertheless, the acknowledgement and the acceptance of a short time collaboration could bring just as good results if the focus remains on the present moment. In order to gain a better understanding it was performed a quantitative research materialized in a questionnaire, answered by school teachers employed under both forms of contracts. The findings of this study are of value for any of the educational field stakeholders as the system’s human resources are the most valuable asset for a qualitative result. In the end, implications of a predominant engaged or disengaged stuff will be discussed and human resources management suggestions will be made.

Impacts of creation of safety stock on human resources management in manufacturing companies

2017 ◽  
Vol 18 (1) ◽  
pp. 0-0
Author(s):  
Šárka Čemerková ◽  
Vojtěch Malátek
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Working Hours ◽  
Production Costs ◽  
Manufacturing Companies ◽  
Safety Stock ◽  
Resources Management ◽  
Safety Stocks ◽  
Overtime Work ◽  
The Impact

The aim of this article is to map the impact on the area of human resources caused by failures in stock deliveries. Against these failures the businesses is protected by creating a safety stock. However in this way, large amounts of capital are bound. In response to minimize production costs, enterprises introduce JIT technology. When applying JIT enterprises reduce safety stock to a minimum. Outside the focus investment in human resources cannot remain, especially in a context where the necessity of reserves for ensuring of production continuity can arise. In this text attention will be paid to ensure an adequate amount of personnel to support production out of regular working hours in the case, when due to insufficient safety stocks the production in regular working hours has not been realized. The first part includes a literature search on the topic. In the next section an alternative model will be created, through which enterprises can proceed to deal potentially with arising situations, i.e. whether to create material safety stock, or arrange workers for overtime-work.

Impacts of creation of safety stock on human resources management in manufacturing companies

2016 ◽  
Vol 17 (4) ◽  
pp. 69-78
Author(s):  
Šárka Čemerková ◽  
Vojtěch Malátek
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Working Hours ◽  
Production Costs ◽  
Manufacturing Companies ◽  
Safety Stock ◽  
Resources Management ◽  
Safety Stocks ◽  
Overtime Work ◽  
The Impact

The aim of this article is to map the impact on the area of human resources caused by failures in stock deliveries. Against these failures the businesses is protected by creating a safety stock. However in this way, large amounts of capital are bound. In response to minimize production costs, enterprises introduce JIT technology. When applying JIT enterprises reduce safety stock to a minimum. Outside the focus investment in human resources cannot remain, especially in a context where the necessity of reserves for ensuring of production continuity can arise. In this text attention will be paid to ensure an adequate amount of personnel to support production out of regular working hours in the case, when due to insufficient safety stocks the production in regular working hours has not been realized. The first part includes a literature search on the topic. In the next section an alternative model will be created, through which enterprises can proceed to deal potentially with arising situations, i.e. whether to create material safety stock, or arrange workers for overtime-work.

Industrial relations (Union) issues at Asian Paints Ltd.

2018 ◽  
Vol 8 (2) ◽  
pp. 1-22
Author(s):  
Nikunj Kumar Jain ◽  
Subhashis Sinha ◽  
N.S. Iyer
Keyword(s):  
Graduate Students ◽  
Human Resources ◽  
Strategic Management ◽  
Human Resources Management ◽  
Union Leader ◽  
Industrial Relations ◽  
Content Type ◽  
Post Graduate ◽  
Resources Management ◽  
The Impact

Subject area Human Resources Management (HRM), Industrial Relations and Strategic Management. Study level/applicability Post-graduate students or executive post-graduate students, Core course in Human resources Management (HRM), Industrial Relations or Strategic Management or in elective courses in Industrial Relations and Strategic HRM. Case overview The Personnel manager of Asian Paints Ltd., Cuddalore (Tamil Nadu) factory, found himself in a Catch 22 situation when a Union leader of the manufacturing unit refused to work. The Union leader had been transferred from the Quality Assurance department to the Production department. The case describes the sequence of events and the backdrop in which the aforementioned situation had unfolded. Given the circumstances that prevailed in the factory, the personnel manager’s decision was likely to have significant impact on the factory’s output. Expected learning outcomes The student will be able to understand the industrial relations/Union issues in a company and the role of different stakeholders, namely, management, Union, workmen and the government in a conflict scenario. The student will learn the application of principles of natural justice and will be able to evaluate the Industrial Relations (IR) strategy adopted by the organizations to prevent labor unrest at the workplace. The student will understand the impact of critical management decisions on the organization’s performance in an uncertain global environment. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 6: Human Resource Management.

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