Research on the practice of modern apprenticeship training from the perspective of competency

2021 ◽  
pp. 002072092110032
Author(s):  
Wang Shuwei ◽  
Zhang Yong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Moral Education ◽  
Human Resource ◽  
Work Motivation ◽  
Apprenticeship Training ◽  
Work Meaning ◽  
Apprenticeship Education ◽  
The Relationship

Whether the apprentice is competent for the job and produces performance for the organization is the key index to test the quality of apprenticeship education. Based on competency theory, this paper investigates the influence of competency dimensions and work meaning on performance. Through the competency questionnaire analysis of 224 shop managers in apprentice project enterprises, it is found that: the part of the competency dimension of personality traits, motivation and values hidden in the iceberg model has a significant impact on performance through work meaning; the relationship between work values and work meaning of apprentices is stronger, and that the relationship between work motivation and work meaning of non-apprentices is stronger. Therefore, we should pay more attention to the cultivation of multiple values of apprenticeship, especially the significance of moral education. The results provide reference for upgrading the quality of talent training in Colleges, reconstructing talent training objectives and the practice of human resource management in enterprises.

Adaptive Capability of HR towards Revival and Transformation of Industry

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
K. Vasanthi Kumari
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Human Potential ◽  
Capital Costs ◽  
Software Companies ◽  
Human Resource Manager ◽  
The Relationship

Todays business revolves largely around people, not capital. This is of great importance especially in people businesses like software companies with relatively high people costs and low capital costs. Humans and the potential they possess drive an organization. Todays organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential - individuals capabilities, time, and talents - must be managed. Human resource management works to ensure that employees are able to meet the organizations goals by motivating them to do better continuously. Hence, proper treatment of the human resource - employees in an organization should be given priority. Where an extensive range of HR policies exist and are well known, managers are provided with the tools, techniques and procedures to use in people management. These then can be expected to modify or influence the relationship between managers and their subordinates. Employee commitment to the organization will be influenced by their perceptions of these practices as well as their relationship with their managers. They have been subjected to intense pressure to cut down costs while keeping the standards and quality of services high. In such a scenario, the stage is set for path-breaking reforms and candid innovation to keep both factors of production, that is, employees and employers satisfied. This paper discusses in detail the importance of innovative Human Resource Management techniques and practices that have deemed importance in the current economic scenario. It also discusses the importance and functions of a Human Resource Manager and the prudent steps that he/she can take in order to increase organizational effectiveness.

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

scholarly journals Perceived Serviceability of Outplacement Programs as a Part of Sustainable Human Resource Management

2019 ◽  
Vol 11 (17) ◽  
pp. 4748 ◽  
Author(s):  
Zdenka Gyurák Babeľová ◽  
Augustín Stareček ◽  
Dagmar Cagáňová ◽  
Martin Fero ◽  
Miloš Čambál
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Slovak Republic ◽  
Perceived Usefulness ◽  
Negative Effects ◽  
Research Results ◽  
Industrial Enterprises ◽  
Generational Groups

Work and employment are important elements of every working person’s life. If an employee loses his or her job, he or she loses an important and determining part of his or her life. To reduce the negative effects that affect the quality of an employee’s life, outplacement programs were established as a part of sustainable human resource management. Sustainable human resource management emphasises the importance of employee care. Outplacement, for its part, includes support for employees at their last stage in the organization. The main aims of the paper are to present the research results focused on the perceived usefulness of outplacement programs for dismissed employees, to analyse the relationships between the emotions felt by redundancies and other employees as well as the comparison of differences in emotions felt by different generations of dismissed employees. A valid collection tool (research questionnaire) was developed for research purposes and distributed to employees of industrial enterprises in the Slovak Republic. Overall, the research set was composed of n = 692 employees from different generational groups. The research results proved the existence of a relationships between the emotions felt by redundancies and other employees and differences in emotions felt by employees from different generational groups.

Human Resource Management, TQM, and Firm Performance in Small and Medium-Size Enterprises

2000 ◽  
Vol 25 (1) ◽  
pp. 43-58 ◽  
Author(s):  
Gaylen N. Chandler ◽  
Glenn M. Mcevoy
Keyword(s):  
Resource Management ◽  
Firm Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Best Practice ◽  
Medium Size ◽  
Current Debate ◽  
Total Quality ◽  
The Relationship

This study analyzes the moderating effect of two key human resource practices on the relationship between organizational strategy and firm performance. In a sample of 66 small to medium-sized manufacturing firms we found that a total quality management strategy was most effective when supported by significant training and group-based incentive compensation. This result is discussed in light of the current debate in the field about “best practice” versus “fit” models of human resource management and business strategy.

Sign in / Sign up

Export Citation Format

Share Document