scholarly journals Strategic human resource management technology effect and implication for distance training and learning

2019 ◽  
Vol 9 (1) ◽  
pp. 314 ◽  
Author(s):  
Khalil Alsaadat
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Resource Planning ◽  
Strategic Human Resource Management ◽  
Business Strategies ◽  
Cultural Leadership ◽  
Distance Training ◽  
Government Organizations ◽  
The Right

<p>Strategic human resource management involves a future-oriented process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives. HR management has changed dramatically in recent decades. It was once largely an administrative function focused on day-to-day responsibilities such as employee recruiting and selection and managing employee benefits. Changing labor market conditions and new business thinking call for HR business strategies that include recruiting and retaining the right people, as well as providing ethical and cultural leadership[1].This paper discusses the following issues : The importance of human resource activity , The importance of strategic human resource planning, The changing role of human resource management and nature of work and non government organizations , Technology effect on human resource management and implications for distance training and learning .A field study was conducted to know the attitude of one hundred and five Saudi employees towards the effect of distance learning and training on human resource management and development</p>

scholarly journals Human Resource Management in Sports: A Critical Review of its Importance and Pertaining Issues

2016 ◽  
Vol 69 (1) ◽  
pp. 15-21 ◽  
Author(s):  
Ranjan Kumara Weerakoon
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Relevant Literature ◽  
Resource Planning ◽  
Strategic Human Resource Management ◽  
Sports Management ◽  
Efficient Operation ◽  
Human Resource Planning

AbstractThis paper will illustrate the meaning and importance of human resource management (HRM), human resource planning, and strategic human resource management, which are critically important for an organization’s effectiveness and must be effectively managed (Doherty, 1998). This study used the literature review method to acquire its final results. The relevant HRM literature review was done according to the purpose of the study. It used the purposive random sample method for selecting relevant literature. This study shows the current economic environment in the sports industry; the second part of the study critically analyzes the value of the strategic management of employees for the effective and efficient operation of sports organizations. It also critically evaluates human resource planning and other pertinent issues in terms of legislation, recruitment, selection, training, induction, and reward management from different international examples in sports management. Over the past few decades, increasing competition, globalization, and continuous changes in the market and in technology have emphasized the need to rethink the management of the organization and of human resources for the sake of overcoming significant challenges (Taylor et al., 2006). Therefore, managers should use strategic human resource management to overcome significant issues and to form well-planned strategies so that the organization may succeed.

Enlivening Workplace Climate Through Strategic Human Resource Management Initiatives: Unleashing Its Efficacy

2021 ◽  
pp. 227853372098306
Author(s):  
Debarun Chakraborty ◽  
Wendrila Biswas
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Human Resource ◽  
Management Practices ◽  
Resource Planning ◽  
Strategic Human Resource Management ◽  
Compensation Management ◽  
The Impact

The study aims to explore the impact of the strategic human resource management practices on organizational climate and organizational performance. The study used simple random sampling technique, and 387 responses have been collected finally. The primary data have been collected from professionals/managers of different manufacturing units from five divisions of West Bengal, namely Burdwan, Medinipur, Malda, Presidency and Jalpaiguri. Compensation management, employee relation and human resource planning (HRP) have positive and significant impact toward organizational climate where compensation management has greater impact compared to other factors toward organizational climate. Performance management, training and development, and recruitments and selection have negative and nonsignificant impact toward organizational climate. The study implies that proper compensation, good relationship with employees, and proper planning of human resources can improve the organizational climate, which also improves the organizational performance. The study is original as no such research has been conducted in the Indian context earlier.

scholarly journals Aligning Strategic Human Resource Management To Human Resources, Performance And Reward

2013 ◽  
Vol 12 (11) ◽  
pp. 1405
Author(s):  
Melody Brauns
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Changes ◽  
Business Environment ◽  
Strategic Human Resource Management ◽  
Business Strategies ◽  
The World ◽  
The Future

In a rapidly changing business environment, one may recognise the words the only thing constant in life is change by French author Francois de la Rockefoucauld. Yet, with on-going change, it can be difficult to know what to do and how to do it. The world out there is harsh and competition is fierce. Indeed, the world is changing at a rapid pace. Therefore, both public and private sectors have to plan for the future and prepare for any unforeseen circumstance. This paper will discuss the link between Strategic Human Resource Management, Human resources, Performance and Reward, what we know, and the future direction of Strategic Human Resource Management. Strategic Human Resource Management involves making those decisions that define the overall vision, mission, core values and objectives of the organisation, thus determining the most effective utilisation of its resources. Walker (1992: 16) states that Strategic Management enables managers to respond to environmental changes based on a defined business mission, vision and values. Strategies are directional plans that guide management actions in the pursuit of opportunities. In essence, strategies point the way for the most promising changes. They are plans that give direction and address people related business issues. Human Resource strategies are important because they help determine how to manage people in relation to business strategies. Strategic Human Resource Management aligns Human Resources, which is necessary for the success of the organisation.

Combination of human resource management methods during in times of change

2020 ◽  
pp. 144-150
Author(s):  
V.A. Morozov
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Crisis Management ◽  
Human Resource ◽  
Management Strategies ◽  
Strategic Human Resource Management ◽  
Crisis Period

This article focuses on the aspects of human resource management strategies in crisis management, as well as the comparison of classical and modern ways to overcome the consequences of crises for human capital. The possible consequences of ongoing and possible crises, as well as ways to prevent and overcome them, are investigated. Personnel strategies in human resource management are disclosed. The presentation of strategic human resource management in a crisis period is given.

scholarly journals SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation

2021 ◽  
Vol 7 (2) ◽  
pp. 159
Author(s):  
Khaliq Ur Rehman ◽  
Mário Nuno Mata ◽  
José Moleiro Martins ◽  
Sabita Mariam ◽  
João Xavier Rita ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Human Resource Management Practices ◽  
Resilient Behavior

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

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