Professional Identity: Organizational Psychologists as Chief Human Resource Executives

2010 ◽  
Vol 3 (3) ◽  
pp. 266-268 ◽  
Author(s):  
Marcia Avedon ◽  
Karen Grabow
Keyword(s):  
Human Resources ◽  
Professional Identity ◽  
Human Resource ◽  
Human Resource Executives ◽  
The People

We were asked by the editor of this journal about our reactions to the Ryan and Ford (2010) article. More specifically, she asked (a) to what degree “organizational psychologist” was part of our identities in our roles as the senior-most human resources executive in our respective organizations and (b) which of the scenarios described at the end of the Ryan and Ford article would most benefit organizations and the people who work in them (rather than examining which would be most beneficial to the profession itself).

Augment Human Resource Proximity Plumbing Cybernation

2021 ◽  
pp. 131-140
Author(s):  
Anant Deogaonkar ◽  
Sampada Nanoty ◽  
Archana Shrivastava ◽  
Geetika Jain
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource ◽  
Work Culture ◽  
Technological Transformation ◽  
The People ◽  
Human Energy ◽  
Technological Interventions ◽  
Business Acumen ◽  
Employee Experience

The expeditious proliferation of artificial intelligence in the mainstream has rejigged the simplest processes of the various sectors in the most efficient way. With the advent of the era of cybernation, the work culture has been curbed with the timely developments and upgradation of the technology. Cybernation has propelled the growth of every respective sector of the vast corporate diaspora with time. The main aim of the cybernation being that of smoothening the complex, bulk tasks which exploit mass human energy, has seen much success in its purpose so far. But certain domains of the corporate diaspora still await the technological transformation of their respective processes. One such prominent domain and the real fuel of the corporate diaspora, the human resource has yet to expand its purview to imbibe and imbue cybernation in its certain processes. Human resource domain being the custodian of the corporate, wherein it is for the people and by the people though with the niche of Industry 4.0 beholds more space to expand the angle of understanding the term resource for the human, than human as an element of resource in itself. Multifarious human resource processes can be enhanced further with apt utility of digitization in order to optimize the user interface and user experience, boosting the overall employee experience amidst the corporate. Several certain customary functions of the human resources entail the adaptation of automation in more nuanced way to evolve parallel with the digitalization. Moreover, the millennial era further looks up to a transformed human resource with higher echelons of functions to be performed, digitally evolved jobs, an automated work environment, work culture well acquainted with the artificial intelligence. The effect of cybernation on the business acumen of futuristic human resource leaders, working in the rapid concurrent era of disruptions, without losing the human touch, will carve the future human resource structure. Therefore, the intent of this chapter is to study the detailed implications of automation, digitalization, and cybernation in the domain of human resources and to study and examine the dynamically changing HR functions with technological interventions and disruptions by proposing a literature review.

scholarly journals Strategic Research on Automated Network for HRM using Knowledge Management

2019 ◽  
Vol 9 (2) ◽  
pp. 4590-4593
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Assessments ◽  
Strategic Research ◽  
The People

In this paper the strategic research on automated network for human resource management using knowledge management. The main intent of HRM is to manage the people in the organizations. The proposed system gives effective and efficient outputs by ensuring the human talent based on the goals of organization. Here the main intent of KM is to compensate, trained and recruited by using human resources. RMA is used in the proposed system to improve the performance assessments in effective way. The HRM based KM provides the contribution between the people to share the knowledge. Hence the proposed system ensures the knowledge focus and reinforces the management goals in effective way.

scholarly journals A Study of Human Resource Accounting

2021 ◽  
Vol 4 (1) ◽  
pp. 10-12
Author(s):  
Arunesh Kumar Gupta
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Training And Development ◽  
Human Capital Formation ◽  
Traditional Concept ◽  
Human Resource Accounting ◽  
The People ◽  
Resource Accounting ◽  
Physical Assets ◽  
A Charge

Human Resource Accounting (HRA) is a new branch of accounting. It follows the traditional concept that all expenditure on human capital formation is taken as a charge against the revenue of the period as it does not create any physical assets modern view is that cost incurred on any assets as Human Resources need to be capitalized as it provides benefits measurable in monetary terms. Measurement of cost and value of the people to organized as is highly important cost incurred in recruitment, selection, hiring, training and development of employees the concept of HRA has been defined by the American Accounting Association has “The process of identifying and measuring data about Human Resource and communication this information to interested parties. The study of this paper shows meaning, objective, importance and different method of Human Resource Accounting.

Recruitment & Selection At Cheric Information Network Technologies Pvt Ltd

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 342-347
Author(s):  
R. Jyothsna ◽  
G. Kalyani
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Information Network ◽  
Human Resources Planning ◽  
The People ◽  
Resource Needs ◽  
Network Technologies ◽  
Resources Planning ◽  
A Company

Successful human resources planning is designed to identify an organizations Human resource needs. Once these needs are known an organization will want to do something about meeting them. The next step, then, in the staffing function is assuming, of course, that demand for certain skills, knowledge, and abilities is greater than the current supply in recruiting. This activity makes it possible for a company to acquire the people necessary to ensure the continued operation of the organization.

scholarly journals The examination of human resources in the Hódmezővásárhely micro-region on the basis of human resource hierarchy

2008 ◽  
pp. 91-110
Author(s):  
Krisztián Kis
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Rural Economy ◽  
Well Being ◽  
Living Standard ◽  
Coordinated Development ◽  
The People ◽  
Region I ◽  
Human Resource System

In this paper, I deal with the examination of the situation and change of human resources through the human resource hierarchy. My research covers the Hódmezővásárhely micro-region, which includes four settlements, two towns (Hódmezővásárhely as the centre of the area and Mindszent) and two villages (Mártély and Székkutas). Based on population density the micro-region is qualified as a rural territory, which is underpinned by the micro-region’s market town and homestead like character.I took the human resource system of Cloke and Park (1985) published in their book of Rural Resource Management as a basis of my examination and I pursued my research in consideration of Fehér’s (2005) researches related to rural economy. The system of human resources provided a hierarchical and logical framework for my examination. In the course of the research I made analyses along the three levels of human resources concerning the micro-region and its settlements.During the examination of the human resources of the Hódmezővásárhely micro-region I pointed out some negative changes and situations which unfavourably influence the socio-economic processes of the territory and its settlements. All this reveal that the human resources are not only factors of the economy of the micro-region as a rural economy but at the same time they are areas to be developed. The living standard (welfare) of the people living in the area and their quality of life (well-being) depend on the development and level of the different dimensions of the human resources largely. For that very reason there is a need for coordinated development of the human resources and the related fields with respect to the cause-effect relations.My research contributes to the better cognition of rural resources of the Hódmezővásárhely micro-region, without this a rational improvement and sustainable development of the micro-region and its settlements based on inner resources cannot be imagined.

scholarly journals Analisis model pengelolaan zakat dan wakaf (Studi Yayasan Yatim Mandiri Cabang Malang)

El Dinar ◽  
2018 ◽  
Vol 4 (2) ◽  
pp. 142
Author(s):  
Nihayatu Aslamatis Solekah
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Management Model ◽  
Poverty Eradication ◽  
Organizational System ◽  
The Public ◽  
External Problem ◽  
The People

Among the objectives of waqaf in islam is the distribution of welfare among the people and poverty  eradication. When well managed endowments will support  the development both in economic, religious, social, cultural, political, defense and scurity. The purpose of this study was to examine the management model of zakat and waqf productive. The result of this study are expected to provide benefits to provide a more substantial to the scientists, researchers, readers and the public that there is a model of productive management of waqf grant that can be used as an example in the management of zakat and waqf productive. The result showed that the foundation is independent orphans have an independent organizational system, in which the form of institutions such as the institute amil zakat generally resulting in organizational system there is no interfence from goverment regulations. Constraints/ problems experienced in Yayasan Yatim Mandiri Malang from the internal aspect is the lack qualified Human Resources an Human Resource Capibility less creative. Constraints/ problems faced in the Orphan Foundation of Malang independent external aspect is still modest community thought lack of support from family. To resolve the internal problems of orphans independent foundation that is to prepare a Qualified Human Resource (Internal). As for the external problem than it should maximize the marketing and provide understanding to families or orphans

scholarly journals The Contribution of Compensation and Training and Employee Development on Net Operating Income at PT Angkasa Pura I (PERSERO)

2018 ◽  
Vol 1 (1) ◽  
Author(s):  
AUDINA NUR AMALIA PUTRI ◽  
PRAMONO HARI ADI ◽  
NUR CHOIRUL AFIF
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Predictive Analytics ◽  
Employee Development ◽  
Operating Income ◽  
The People ◽  
And Training

Human resource management becomes a important aspect for an organization's, because it is the human who built up and develop the organization, to achieve its objectives. Achieving a goals for the company depends not only on modern equipment, facilities and complete infrastructure, but depends on the people who carry out the work. The success of an organization is influenced by the performance of individual employees. Amongs the important functions of human resource management, one of the most important in achieving optimal performance in terms of operational revenue of an airport is the improvement of the quality of Human Resources. The improvement of human resources can be done with the provision of education and training. PT Angkasa Pura I (PERSERO) is a State Owned Enterprise (BUMN) that engaged an airports services that manage 13 airports in the Central Region to Eastern Indonesia. In a human resource management,compensation satisfaction also become an important aspect because satisfaction of compensation can influence employee's behavior to work more excited and high performance. This study is more focused on whether the cost that has been spent so far can really contributes to get a better in net operating income or in fact there is no significant linkage. The purpose of this research is to know and analyze the contribution of compensation and training and employee development on net operating income. The sample in this study are PT Angkasa Pura I annual report on the year 2017 with 13 branches airport. Data were analyzed using IBM SPSS software or PASW (Predictive Analytics SoftWare). The limitation in this study actually the data for training and employee development still minim. There is no detail about how much each training and development that company spend for that. so because of that we can really have a detail information about it.

Personnel consulting

2017 ◽  
Author(s):  
Чуланова ◽  
Oksana Chulanova
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Rational Approach ◽  
Work Program ◽  
Educational Standard ◽  
The People

The relevance of the "Personnel Consulting" presented in the textbook Material is due to the fact that in a post-crisis environment, The human resources of the enterprise are one of the most More valuable, so they require special attention and osto- Rational approach, as well as constant monitoring. The textbook was developed on the basis of the requirements of the work program Discipline "Human Resources Consulting" in accordance with the Higher educational standard of higher education Education in the areas of 38.03.03 "Human Resource Management"; 38.04.03 "Personnel Management" within the framework of the disciplines "Consulting- Staffing "," HR consulting "; 38.06.01 "Economy" (Profile of training 08.00.05 "Economics and management of the people Economy ") within the framework of the discipline" Contemporary problems Management of personnel "and the preparation of final qualifications On these lines.

Augment Human Resource Proximity Plumbing Cybernation

2022 ◽  
pp. 911-920
Author(s):  
Anant Deogaonkar ◽  
Sampada Nanoty ◽  
Archana Shrivastava ◽  
Geetika Jain
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource ◽  
Work Culture ◽  
Technological Transformation ◽  
The People ◽  
Human Energy ◽  
Technological Interventions ◽  
Business Acumen ◽  
Employee Experience

The expeditious proliferation of artificial intelligence in the mainstream has rejigged the simplest processes of the various sectors in the most efficient way. With the advent of the era of cybernation, the work culture has been curbed with the timely developments and upgradation of the technology. Cybernation has propelled the growth of every respective sector of the vast corporate diaspora with time. The main aim of the cybernation being that of smoothening the complex, bulk tasks which exploit mass human energy, has seen much success in its purpose so far. But certain domains of the corporate diaspora still await the technological transformation of their respective processes. One such prominent domain and the real fuel of the corporate diaspora, the human resource has yet to expand its purview to imbibe and imbue cybernation in its certain processes. Human resource domain being the custodian of the corporate, wherein it is for the people and by the people though with the niche of Industry 4.0 beholds more space to expand the angle of understanding the term resource for the human, than human as an element of resource in itself. Multifarious human resource processes can be enhanced further with apt utility of digitization in order to optimize the user interface and user experience, boosting the overall employee experience amidst the corporate. Several certain customary functions of the human resources entail the adaptation of automation in more nuanced way to evolve parallel with the digitalization. Moreover, the millennial era further looks up to a transformed human resource with higher echelons of functions to be performed, digitally evolved jobs, an automated work environment, work culture well acquainted with the artificial intelligence. The effect of cybernation on the business acumen of futuristic human resource leaders, working in the rapid concurrent era of disruptions, without losing the human touch, will carve the future human resource structure. Therefore, the intent of this chapter is to study the detailed implications of automation, digitalization, and cybernation in the domain of human resources and to study and examine the dynamically changing HR functions with technological interventions and disruptions by proposing a literature review.

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