scholarly journals Human resources management within the process management in small and medium-sized enterprises

2013 ◽  
Vol 61 (7) ◽  
pp. 2093-2098
Author(s):  
Marie Duspivová ◽  
Růžena Krninská
Keyword(s):  
Human Resources ◽  
Driving Force ◽  
Process Management ◽  
Human Resources Management ◽  
Causal Effects ◽  
Primary Data ◽  
Substantial Impact ◽  
The Czech Republic ◽  
Resources Management ◽  
Present World

Sector of small and medium-sized enterprises is regarded as the backbone of the economy and a driving force of innovation, employment and social integration. Development of the sector of small and medium-sized enterprises in the Czech Republic has a substantial impact on economic and social development of the country and its various regions. This article deals with the human resources management in small and medium-sized enterprises, because it is more than obvious recently that the prosperity of the organization is depended on human resources and management of them can determine not only whether the organizations succeed, but whether it will be able to survive in turbulent conditions in the present world. The main aim of this paper is to analytical describe the monitoring the process of human resources management in selected categories of enterprises by business activity and number of employees including statistical analysis of causal effects. Further to analytical describe the evaluation the process of human resources management and indicators of this process, which are monitored by small and medium-sized enterprises. To achieve this aim were used selected primary data collected in the project GAJU 068/2010/S titled “Process management and its possible implementation in small and medium-sized enterprises”.

scholarly journals Global Workforce Diversity Management: Challenges across the World

2021 ◽  
Vol 92 ◽  
pp. 02026
Author(s):  
Daniela Kharroubi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Value Added ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Theoretical Studies ◽  
Target Groups ◽  
The Czech Republic ◽  
Resources Management ◽  
Global Workforce

Research background: The increased integration of global workforce from different countries of the multicultural world is a phenomenon which is lately observable in the labour market, i.e. people with different beliefs and backgrounds are interacting due to the world’s rapid globalization. However, maintaining a positive workplace in companies has been one of the essentialities that they work on in order to build employer’s good brand. Many articles had been written on diversity management, but there were rare researches done on global workforce diversity management. Purpose of the article: The aim of this article is to review recent literatures, analyse publications in the field of diversity management and to provide an insight on the challenges facing human resources management on a global basis, especially in the Czech Republic. Methods: This article provides a comprehensive review of quantitative, qualitative and theoretical studies published in journals and distinguishes articles that fall within the search criteria. Findings & Value added: Human resources management in most companies put an effort on to increase diversity and to endorse inclusion. The target groups for diversity efforts differ according to the geographical region. Whilst most countries, particularly in Europe and North America have a main insistence on retaining and promoting gender equality. These findings won’t only benefit academicians but also managers and potential researchers, because they will be able to acknowledge the various aspects about global workforce diversity management.

scholarly journals Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

2013 ◽  
Vol 61 (7) ◽  
pp. 2787-2799 ◽  
Author(s):  
Zdenko Stacho ◽  
Hana Urbancová ◽  
Katarína Stachová
Keyword(s):  
Czech Republic ◽  
Human Resources ◽  
Human Resources Management ◽  
Size Composition ◽  
Necessary Condition ◽  
The Czech Republic ◽  
Resources Management ◽  
Negative Impacts ◽  
Management Functions ◽  
The Given

A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340) and in Czech Republic (n = 109) focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

scholarly journals HUMAN CAPITAL AS A DETERMINANT OF STRATEGIC HUMAN RESOURCES MANAGEMENT IN PUBLIC ADMINISTRATION ON THE EXAMPLE OF POLAND

2019 ◽  
pp. 32-41
Author(s):  
Joanna Dzieńdziora ◽  
Małgorzata Smolarek
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Public Administration ◽  
Human Resources Management ◽  
Primary Data ◽  
Capital Management ◽  
Human Capital Management ◽  
Personnel Policy ◽  
Resources Management ◽  
Welfare Institutions

Human capital refers to all the competences of employees. It is a resource of knowledge, skills and attitudes existing in every human being and society as a whole, which defines capability of work and adaptation to changes in the environment, and possibility of creating new solutions. The paper is theoretical and empirical in nature and presents the role of human capital in the implementation of personnel policy in an organisation. The aim of the paper is to present diagnosis of the level of human capital that contributes to the implementation of personnel policy of public administration on the example of integration and welfare institutions examined. Empirical part of the paper presents analysis of the survey results within selected aspects of human capital management in the institutions examined. Primary data collected during a quantitative study using questionnaire surveys, with a survey questionnaire as a research tool. The questionnaire was addressed to randomly selected employees of public administration organizations of the type integration and welfare institutions located in Silesian Voivodeship (Poland). Results of research: in the area of a strategy for human capital management there is a clear lack of a comprehensive approach which would enable a consistent use of modern tools for human capital management in this type of institutions. Keywords: human capital, human resources management, public administration.

scholarly journals DIVERSITY MANAGEMENT IN THE CONTEXT OF CORPORATE SOCIAL RESPONSIBILITY

2018 ◽  
Author(s):  
Marie Bednarikova ◽  
Jana Kostalova ◽  
Jan Vavra ◽  
Denisa Halamova
Keyword(s):  
Corporate Social Responsibility ◽  
Czech Republic ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Diversity Management ◽  
The Czech Republic ◽  
Resources Management ◽  
Corporate Social

During last years there are many new modern attitudes and trends in the field of human resources management. The article is focused to one of these trends – diversity management. The aim of the authors is to evaluate single components of diversity management namely in the context of corporate social responsibility (CSR). In addition different possibilities of application of diversity management in practice as instruments of CSR are submitted to analysis. The end of this article shows the results of research oriented to experience with diversity management put into practice in the selected companies in the Czech Republic.

Pengaruh Audit Manajemen Sumber Daya Manusia terhadap Kinerja Karyawan di Rumah Sakit Umum Daerah Kota Bekasi

2021 ◽  
Vol 1 (1) ◽  
pp. 1-13
Author(s):  
Ilham Rachdiansyah ◽  
Joni Tesmanto
Keyword(s):  
Human Resources ◽  
General Hospital ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Human Resources Management ◽  
Regression Line ◽  
Primary Data ◽  
Resources Management ◽  
Management Audit ◽  
Linearity Test

This study aims to analyze the effect of Human Resources Management Audit on Employee Performance in General Hospital Bekasi. This study is a causal-comparative research. This study population is the entire General Hospital Bekasi employees totaling 158 respondents. The selection of the sample using Cluster Random Sampling method. The number of samples was 80 respondents, derived from four divisions: medical division (8 respondents), paramedic (32 respondents), medical support (10 respondents), and general (30 respondents). The data used are primary data in the form of a questionnaire. Prior to the study, first conducted trials-test with the instrument validity-test and reliability-test involving 20 employees of a General Hospital Bekasi were not involved back at the time of the study. Analysis prerequisite- test including normality-test, linearity-test, multicolinearity-test, and heteroscedasticity-test. The hypothesis-test in this study using simple-regression analysis. The results of this study indicate the Human Resources Management Audit have a significant and positive influence on Employee Performance in General Hospital Bekasi indicated by r2 value of 0.518, the significant value smaller than level of significant (0.000 < 0.050) and the regression line equation is Y = 0.813 + 0.766X. Keywords : Management Audit, Human Resources, Employee Performance.

scholarly journals Comparison of Human Resources Management in Non-Family and Family Businesses: Case Study of the Czech Republic

2020 ◽  
Vol 12 (14) ◽  
pp. 5493
Author(s):  
Petra Horváthová ◽  
Marie Mikušová ◽  
Kateřina Kashi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Business Environment ◽  
Family Businesses ◽  
The Czech Republic ◽  
Resources Management ◽  
Starting Point ◽  
Wide Range ◽  
Research Questions

Human resources management, which includes a wide range of activities, may vary between businesses. One of the reasons for these differences may be the fact that they are non-family or family businesses. The purpose of this study is to identify differences in the area of human resources management between non-family and family businesses operating in the Czech business environment. The authors formulated three research questions and two hypotheses. The article’s main findings are: non-family and family businesses do not substantially differ in human resources management. The article is formulating more general conclusions in the researched area, which can serve as a starting point for further directions of possible research on this issue.

scholarly journals Selected Processes in SMEs, Targeting to South Bohemia Region and Trade Sector

2016 ◽  
Vol 64 (2) ◽  
pp. 589-594 ◽  
Author(s):  
Monika Březinová ◽  
Jaroslav Vrchota
Keyword(s):  
Human Resources ◽  
Quantitative Methods ◽  
Process Management ◽  
Human Resources Management ◽  
Secondary Data ◽  
Primary Data ◽  
Level Of Functioning ◽  
Depth Interviews ◽  
South Bohemia

Process management plays an important role in making up the competitiveness of small and medium-sized enterprises. This issue is researched in the long term at the Economic University of South Bohemia. The paper presents a comparison of trends in the average level of functioning of core processes (selling, human resources, marketing and finance) in the South Bohemian Region MSP for 3 years in the sector of trade. The first data was obtained under the grant GAJU 068/2010/S in 2010, and the second group of data was obtained from the grant GAJU 039/2013/S and GAJU 079/2013/S in 2013. From all the chosen processes within the research sample, significant changes can be shown only in the processes of human resources management and production where improvement of functioning of the processes was achieved. In the research project were used secondary data (financial statements of SMEs, who took part in the research and primary data which were obtained primarily through quantitative methods questionnaire supplemented by qualitative method of in-depth interviews.

Faktor-Faktor yang Memengaruhi Persepsi Efektivitas Perencanaan Kas Satuan Kerja Kementerian Negara/Lembaga di Wilayah Kerja KPPN Lingkup Kanwil DJPb Provinsi Bengkulu

2018 ◽  
Vol 3 (1) ◽  
pp. 13-22
Author(s):  
Muhammad Irfan Rizaldi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Research Problem ◽  
Primary Data ◽  
Research Use ◽  
Regional Office ◽  
Resources Management ◽  
And Training ◽  
Reward And Punishment

The purpose of this study is to understand the factors that affect effectiveness perception of satker’s cash planning in the working area of KPPN within the scope of DJPb Regional Office in Bengkulu Province. This research use primary data from 491 satkers from various Ministries/Institutions, while the number of samples are 51 of 97 satkers who meet criteria that represent the research problem. The variables used in this research are the quality of renkas G2 application, quality and quantity of human resources, management of satker organization, reward and punishment, and socialization and training. The result of this research which used PLS-SEM based analysis, shows the factors that significantly affected on the perception of cash planning effectivity are the quality of Renkas G2 spplication and the quality and quantity of human resources.       Abstrak Tujuan dari penelitian ini adalah untuk mengetahui faktor-faktor yang memengaruhi persepsi efektivitas perencanaan kas satker di wilayah kerja KPPN di lingkup Kanwil DJPb Provinsi Bengkulu. Penelitian ini menggunakan data primer yang dikumpulkan dari 491 satker dari berbagai Kementerian/Lembaga. Jumlah sampel sebanyak 51 dari 97 satker yang memenuhi kriteria yang mewakili masalah penelitian. Variabel yang digunakan dalam penelitian ini adalah kualitas aplikasi renkas G2, kualitas dan kuantitas SDM, manajemen organisasi satker, reward dan punishment, serta sosialisasi dan pelatihan. Hasil penelitian dengan menggunakan SEM berbasis PLS menunjukkan bahwa faktor-faktor yang berpengaruh signifikan terhadap persepsi efektivitas perencanaan kas adalah kualitas Aplikasi Renkas G2 dan Kualitas dan Kuantitas SDM.

scholarly journals Human Resource Management in SMEs in the Czech Republic – Specifics and Key Requirements

2020 ◽  
Vol 73 ◽  
pp. 02001
Author(s):  
Zdeněk Caha ◽  
Jan Urban
Keyword(s):  
Human Resources ◽  
Best Practice ◽  
Human Resources Management ◽  
Successful Implementation ◽  
Small Companies ◽  
Line Managers ◽  
The Czech Republic ◽  
Resources Management ◽  
Hr Managers ◽  
User Friendly

A frequent problem regarding human resources management in SMEs is that established rules are not followed. This is because managers either do not fully understand the rules or the importance thereof, or because of a lack of professional support or rigorous control by a human resources department. Another reason is that not all SMEs have personnel specialists or HR managers at their disposal, as a consequence of which the control and advisory role falls under the responsibility of line management. The solution to this conundrum may be the adoption of a personnel manual, a document that summarises best practice regarding human resources management based on the experience of professionally managed and financially prosperous small companies. This can be understood to represent a user-friendly methodological guide for the successful implementation of personnel management activities in SMEs by line managers, a guide which includes clearly defined methodological, control and advisory tasks and functions.

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