The Human Resource Manager in Spain

1995 ◽  
pp. 11-34 ◽  
Author(s):  
Santiago García Echevarría ◽  
Maria Teresa del Val Núñez
Keyword(s):  
Human Resource ◽  
Resource Manager ◽  
Human Resource Manager

scholarly journals Human Resource Manager Selection Based on Logarithmic Fuzzy Preference Programming and TOPSIS Methods

2013 ◽  
Vol 3 (2) ◽  
pp. 14 ◽  
Author(s):  
Mohammad Reza Fathi ◽  
Seied Reza‎ Seied Javadin ◽  
Amirhesam Behrooz ◽  
Mohammad Reza Sadeghi
Keyword(s):  
Competitive Advantage ◽  
Human Resource ◽  
Decision Makers ◽  
Superior Performance ◽  
Resource Manager ◽  
Effective Utilization ◽  
Integrated Method ◽  
Human Resource Manager ◽  
Manager Selection ◽  
Fuzzy Preference

Today’s organizations must gain competitive advantage through the effective utilization of their human resources. Successful human resource management can contribute to superior performance as a source of competitive advantage by making organizations more effective. The purpose of this paper is applying a new integrated method to Human Resource Manager Selection. Proposed approach is based on Logarithmic fuzzy preference programming and TOPSIS methods. LFPP method is used in determining the weights of the criteria by decision makers and then selecting Human Resource Manager are determined by TOPSIS method. A real case demonstrates the application of the proposed method.

scholarly journals Contemporary Human Resource Manager Roles

2019 ◽  
Vol 51 (1) ◽  
pp. 23-32
Author(s):  
Jacek Kopeć
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Review Of The Literature ◽  
Resource Manager ◽  
Human Resource Manager ◽  
The Future ◽  
The Subject

The article presents the modern roles of the HR manager to meet the challenges of the future. The first part of the article presents the challenges in the field of human resource management towards the HR manager. The next part of the article presents a review of the literature on the subject regarding the classic roles of the HR manager. It was proposed to the HR manager in the future to perform the following roles in addition to the classical roles: master of employee engagement management, facilitator of skillful use of talents in the organization, digilizer of personnel processes and employee diversity, green HRM facilitator.

Tools and Techniques for Designing Effective Compensation Systems

2009 ◽  
pp. 842-848
Author(s):  
Adeniji Anthonia Adenike
Keyword(s):  
Human Resource ◽  
Resource Manager ◽  
Priority List ◽  
Human Resource Manager ◽  
Doing Business ◽  
Compensation Systems ◽  
Complex Functions ◽  
Essential Resource ◽  
And Performance ◽  
Tools And Techniques

Employees are the most essential resource of an organization. They are vital to a company’s success. Without them, it would seize to exist. Management will probably give employee compensation the first place in their priority list and rightly so. Because the importance that compensation holds for their lifestyle and self-esteem, individuals are very concerned that they be paid a fair and competitive wage. Organizations are concerned with pay not only because of its importance as a cost of doing business, but also because it motivates important decisions of employees about taking a job, leaving a job, and performance on the job. Hence, one of the most vital factors for attraction, motivation, and retention amongst the employees is the compensation system, policies, and review philosophies of any organization. Compensation as a function of human resource management that involves rewarding employees for performing organizational task is one of the most complex functions of the human resource manager. A lot of studies have shown the various components of compensation both for the executives and the employees, but no study has focused on the tools and techniques for designing and implementing effective compensation systems. Therefore, this article will look into these tools and techniques of effective compensation systems. To be able to do this effectively, we will look at the various definitions of compensation in the background to the study, the features of good compensation tools, the rationale for choosing effective compensation tools, and the various compensation tools we have—both intrinsic and extrinsic.

scholarly journals An Interview with Human Resource Manager

2018 ◽  
Vol 3 (2) ◽  
pp. 142
Author(s):  
Yunli Guo
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Social Influence ◽  
Human Resource ◽  
Leadership Style ◽  
Daily Activities ◽  
Resource Manager ◽  
Human Resource Manager ◽  
Common Task ◽  
Successful Manager

<em>Leadership has been described as the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. Different people require different styles of leadership. There are many traits that help people increase the effectiveness of their leadership. How to be a successful manager? In this paper, I interviewed a HR and summarized her descriptions about human resource management. As a Human Resource Manager, she described some specific daily activities and responsibilities in this interview, also gave some realistic experiences and useful advice for us. In order to have an effective leadership, it is important to build your own leadership style which can expend strengths and avoid weaknesses.</em>

Hubungan Motivasi kerja dan tingkat Pendidikan dengan Kinerja karyawan Balai Penelitian Bioteknologi Perkebunan Indonesia di Bogor

2018 ◽  
Vol 3 (02) ◽  
pp. 1
Author(s):  
Ramlan Ruvendi ◽  
Abdulah .
Keyword(s):  
Human Resource ◽  
Good Condition ◽  
Resource Manager ◽  
Work Condition ◽  
Level Of Education ◽  
Human Resource Manager ◽  
Coefficient Corrélation ◽  
Work World ◽  
Good For

The fast changes in the work world at present demands adoption and adaptation abilities for the new skill and capabilities of human resources at every level. The coming changes needs a strategy to improve the existing one and in anticipating the future needs. In relation to human resource improvement target, the role of particularly human resource manager, is very important. Through this role, the employee’s performance can be directed effectively and efficiently especially towards the company’s goal.  An organization will reach a certain level of performance if the organization can create work condition that motivate individuals in the organization, growing good condition of collaboration between individuals and groups as well as creating creativity and initiative.  The performance of employees at BPBPI based on the evaluation on employees’ level of education conducted by DP2K in 2008 were 73.82 (Good) for Elementary, 75.82 (Good) for Senior High School, 78.20 (Good) for Non degree and 79.57 (Good) for Strata One (S1) Degree.  The connection between level of education and employee’s performance at BPBPI shows a strong and positive relation based on coefficient correlation test result where the value of r was 0.708.  An organization will reach a certain performance if it can create good condition of cooperation between individuals and groups and allow creativity and initiative to grow.

scholarly journals PROFESSIONAL COMPETENCIES AS THE BASE OF EFFECTIVE WORK OF HUMAN RESOURCE MANAGER

2021 ◽  
Author(s):  
Olena Dragan ◽  
Anastasia Rudova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Time Management ◽  
Document Management ◽  
Professional Competencies ◽  
Corporate Ethics ◽  
Resource Manager ◽  
Effective Work ◽  
Human Resource Manager ◽  
High Level

The relevance of determining the main professional competencies of human resources manager in developing the professional standard for this position. The essence of the concept of “competence” is characterized by different scientists on the basis of key features: norm, readiness, requirements, set of qualities, ability, result of training and other. The competencies are being developed throughout the employee’s life, they are supplemented, updated, gained experience and so on. Based on the analysis of information of job-portal “Work.ua” it is determined that employers are looking for candidates with advanced digital competencies, time management, with high level of adaptability which includes flexibility, communication, organizational and leadership skills, ability to work in a team, able to work under pressure. The most popular categories of employees by different types of activity on the labour market in Kyiv and their general competencies are determined and analyzed. The main competencies, which should be possessed by the representatives of professional employees – human resource manager, taking into, account the requirements of employers in various areas of business: knowledge of Labour legislation, sociological knowledge and observation of corporate ethics, document management and IT support; realizing of business communication, resume analysis, application forms and vacancy profiles; testing to identify the professional skills and coaching; availability of management skills, leadership and human resources security, effective time management. The model of competencies to determine the basic requirements to the candidate and compare them in the future by three components: basic, functional, and role has been studied. The algorithm of creation the own model of competencies by the enterprise for various categories of employees or separate positions is characterized. The model of “20 faces” competencies, developed by British company “ADC”, where 20 the most important competences are identified and divided into 5 groups are analyzed. The advantages that the company and employee receive from the implementation of competencies are also proved.

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