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 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.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

The Role of E-HRM Practices on Digital Era

2020 ◽  
pp. 1-20
Author(s):  
Nurten Polat Dede
Keyword(s):  
Human Resources ◽  
Business Processes ◽  
Human Resources Management ◽  
Rapid Change ◽  
Resources Management ◽  
Knowledge Based ◽  
Digital Era ◽  
Knowledge Based Economy ◽  
Technological Developments ◽  
Management Functions

The changes brought about by trends such as globalization, technological developments, and knowledge-based economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter.

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.

ELECTRONIC HUMAN RESOURCES MANAGEMENT: A RESEARCH IN SYRIAN REFUGEE COMPANIES IN TURKEY

2021 ◽  
Vol 22 (1) ◽  
pp. 9-22
Author(s):  
N. Gokce Uygur ◽  
Ayse Gunaltay ◽  
Ildikó Rudnák
Keyword(s):  
Human Resources ◽  
Information And Communication Technologies ◽  
Time Management ◽  
Human Resources Management ◽  
Strategic Partner ◽  
Resources Management ◽  
Positive Effects ◽  
Syrian Refugee ◽  
Digital World ◽  
Management Functions

Along with the digital world, business management models adapt to this area and reshape their processes according to this century. This digital shaping no longer appears only in marketing departments but also human resources are at the center of this digitalized world. In this era where human structure and behavioral patterns have changed, that is, people become digital, human resources positioning themselves in this field is now a necessity rather than a difference. In this study, the change experienced in human resources management functions and applications with the effect of technology in time has been mentioned. The types of E-Human Resources Management applications that emerged with the changes in information and communication technologies are explained in terms of their functions in the business and the effects of the transformation of human resources functions on business outputs are examined. The application for the test conducted revealed positive effects in the area. This study aimed to find out the role of e-HRM in Syrian refugee companies which are established in Turkey. In addition, aimed to examine e-HRM process adaptation in refugees companies and how to carry out services for them. This study is designed to improve the general findings and recommendations of the electronic human resources management. Another mail goal is to shed some light on how Syrian refugee companies react to these new components and their improvement. Beside that, this article cannot provide a comprehensive report on the numerous activities in Turkey. The report highlights some management mechanisms in Syrian refugee companies regarding to e-HRM. In this study, qualitative research technique is used. According to the information obtained from open-ended and in-depth interview questions directed to the participants; E-HRM reduces the costs that organizations spend on HR functions. Effective time management and enabling data banking are prominent motivator factors. In addition to these positive outcomes, it plays a role in increasing mutual communication between the employee and the organization. Under the light of this information, HRM once again confirms that it is an important strategic partner in supporting the organization’s strategies through technology investments.

The Role of E-HRM Practices on Digital Era

2022 ◽  
pp. 180-199
Author(s):  
Nurten Polat Dede
Keyword(s):  
Human Resources ◽  
Business Processes ◽  
Human Resources Management ◽  
Rapid Change ◽  
Resources Management ◽  
Knowledge Based ◽  
Digital Era ◽  
Knowledge Based Economy ◽  
Technological Developments ◽  
Management Functions

The changes brought about by trends such as globalization, technological developments, and knowledge-based economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter.

scholarly journals THE IMPORTANCE OF HUMAN RESOURCES IN HOTELS

2019 ◽  
Vol 30 (6) ◽  
pp. 1767-1770
Author(s):  
Vladimir Kitanov
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Job Tasks ◽  
And Performance ◽  
Or Team ◽  
And Behavior ◽  
The Given ◽  
Creativity And Innovation ◽  
A Company

Human resource management and their potential and behavior in the work process or job tasks are a responsible and dynamic process that helps the organization to reach the desired abilities, quality and performance, and through its management to influence the behavior of individuals and groups in order to ensure the achievement of desired results and projected goals. Appropriate human resources management enables every person performing the tasks and tasks to provide capable and responsible persons, so that an individual or team can achieve maximum results in the given conditions.Human capital is defined as the knowledge, experience, skills, creativity, and innovation skills of employees in a company that directs them towards performing the joyful tasks.

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