Human Resource Planning, 1990s Style

1992 ◽  
pp. 31-42
Author(s):  
James W. Walker
Keyword(s):  
Human Resource ◽  
Resource Planning ◽  
Human Resource Planning

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Methods and priorities for human resource planning in oil and gas projects in Russia and OPEC

2021 ◽  
Author(s):  
Alexey Fadeev ◽  
Nadejda Komendantova ◽  
Alexey Cherepovitsyn ◽  
Anna Tsvetkova ◽  
Ivan Paramonov
Keyword(s):  
Human Resource ◽  
Oil And Gas ◽  
Resource Planning ◽  
Human Resource Planning

Military Human Resource Planning through Flow Network Modeling

2021 ◽  
pp. 1-12
Author(s):  
Oussama Mazari Abdessameud ◽  
Filip Van Utterbeeck ◽  
Marie-Anne Guerry
Keyword(s):  
Human Resource ◽  
Network Modeling ◽  
Resource Planning ◽  
Flow Network ◽  
Human Resource Planning ◽  
Through Flow

A patient stochastic model to support human resource planning in home care

2009 ◽  
Vol 21 (1) ◽  
pp. 3-25 ◽  
Author(s):  
Ettore Lanzarone ◽  
Andrea Matta ◽  
Gianlorenzo Scaccabarozzi
Keyword(s):  
Home Care ◽  
Stochastic Model ◽  
Human Resource ◽  
Resource Planning ◽  
Human Resource Planning

scholarly journals Human resource planning for authorized inspection activity

2019 ◽  
Vol 51 (2) ◽  
pp. 618-625
Author(s):  
Seung-hee Lee ◽  
Robert Murray Field
Keyword(s):  
Human Resource ◽  
Resource Planning ◽  
Human Resource Planning

Human Resource Planning as a Strategic Function

2017 ◽  
Vol 8 (3) ◽  
pp. 120-131 ◽  
Author(s):  
Jatinder Kumar Jha ◽  
Manjari Singh
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Line Managers ◽  
Human Resource Planning ◽  
Competitive Edge ◽  
Hr Managers ◽  
Forecasting Techniques

This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

scholarly journals A Cross-Sectional Analysis Of Motivating Needs And Public Accounting Success

2011 ◽  
Vol 8 (3) ◽  
pp. 12 ◽  
Author(s):  
Timothy A. Farmer ◽  
Larry E. Rittenberg
Keyword(s):  
Human Resource ◽  
Resource Planning ◽  
Nonparametric Statistics ◽  
Need For Achievement ◽  
Public Accounting ◽  
Senior Managers ◽  
Cross Sectional ◽  
Human Resource Planning ◽  
Cross Sectional Analysis ◽  
Sectional Analysis

Seventy-five practicing auditors participated in the study which measured their needs using a modification of the Steers and Braunstein (1976) Manifest Needs Questionnaire. ANOVA and nonparametric statistics were used to compare the needs profiles of the auditors across their ranks in the firm (Staff, Senior, Managers, and Partner). Only the need for achievement varied systematically with position in the organization. These results are consistent with prior studies of needs as motivators. Suggestions are made for CPA firms to incorporate needs considerations into their human resource planning.

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