scholarly journals Could Education Quality Audit Enhance Human Resources Management Processes of the Higher Education Institutions?

2021 ◽  
pp. 097226292110055
Author(s):  
Chokri Kooli ◽  
Riad Abadli
Keyword(s):  
Higher Education ◽  
Organizational Climate ◽  
Human Resource ◽  
Positive Impact ◽  
Higher Education Institutions ◽  
Human Resources Management ◽  
Private Higher Education ◽  
Quality Audit ◽  
Private Higher Education Institutions ◽  
The Impact

This article aims to check whether the quality audit assessment could positively improve human resource management (HRM) practices and processes of the private higher education institutions. A quantitative analytical approach was performed in order to enhance our understandings of the impact of quality audit in terms of HRM. Twenty-six reports of 26 Omani private higher education institutions (HEIs) who already completed the first stage of national accreditation process has been analysed through this research. Researchers were able to notify a certain positive impact in certain areas related to the staff and staff support. The progress observed is partial, as certain sub-areas of assessment were severely criticized and several recommendations of improvement were issued in such regard. Through this research, we were able to conclude that the Omani private HEIs performed very well in the sub-areas of staff profile, severance, promotion, incentives and Omanization. Contrarily, an important number of recommendations was issued regarding the sub-areas of staff organizational climate and retention, human resource (HR) planning and management, professional development and finally recruitment and selection processes.

Perceived Human Resource Management Practices and Demographic Profile of Staff at Private Higher Education Institutions in Oman

2021 ◽  
pp. 2319510X2110473
Author(s):  
Jerome Reyes Vicencio
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Significant Relationship ◽  
Higher Education Institutions ◽  
Private Higher Education ◽  
Demographic Profile ◽  
Hrm Practices ◽  
Private Higher Education Institutions

This study described the perceived implementation of human resource management (HRM) practices and staff’s demographic profile at private higher education institutions (HEIs) in the Sultanate of Oman. It further explored the relationship of staff profile and HRM dimensions. Purposive sampling was used with a 50 per cent response rate. The instrument is composed of two parts; the first part includes staff profile while second part consists of 10 HRM dimensions clustered in 36 HRM practices. The findings revealed that all HRM dimensions were often applied and more than half of the respondents were academic staff, expatriates, male, and from affiliated, and college HEI. As to relationship, it was found that staff’s designation and residential status had high significant relationship in most of the HRM dimensions while staff’s HEI affiliation, classification and gender had high significant relationship with two HRM dimensions.

scholarly journals Institutional Capacity as Prevention of Abuse of Power of National Standard Policies for Private Universities in Jakarta

2020 ◽  
Vol 10 ◽  
pp. 281-292
Author(s):  
Mochammad Rozikin ◽  
◽  
Mohamad Sofyan ◽  
Bambang Slamet Riyadi ◽  
Bambang Supriyono
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Private Universities ◽  
Private Higher Education ◽  
National Standard ◽  
Research Technology ◽  
Private Higher Education Institutions ◽  
The Republic ◽  
The Government ◽  
The Impact

Research on this journal ontology that many private higher education institutions in Jakarta cover the impact of the policies of the Ministry of Research, Technology and Higher Education of the Republic of Indonesia as public officials to make and issue regulations that are very burdensome for the management of private higher education institutions. The purpose of this research is to criticize for improvement to the government of the Republic of Indonesia. This research used a qualitative method, while the research object was private universities in Jakarta that lack resources. The research subjects were resource persons who were aware of the constraints of the bankruptcy of private universities in Jakarta. The results of the study show that it has been proven that the state, in this case, the Ministry of Research, Technology and Higher Education of the Republic of Indonesia, makes and issues regulations that are very detrimental to the management of private higher education which is minimal in resources. The suggestion from this research shows that the government, by the constitution of the Republic of Indonesia, must be able to provide resource assistance efforts for private universities that are deficient.

scholarly journals How Information and Communications Technology Affects the Performance of Human Resources Management in the Higher Education?

2019 ◽  
Vol 3 (1) ◽  
pp. 36-49
Author(s):  
Dilber Yousifi ◽  
Nabaz T. Khayyat
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Positive Impact ◽  
Higher Education Institutions ◽  
Human Resources Management ◽  
Resource Planning ◽  
Information And Communications Technology ◽  
Communications Technology ◽  
Resources Management ◽  
The Impact

In today’s business, effective human resources management (HRM) plays an important role in organizations to cope with competition. Human capital plays a significant role in achieving competitive advantage. Hence, it is recommended for organizations to adapt HRM practices to reach the optimal level of employees’ performance. On the other hand, the information and communications technology (ICT) has become the backbone of numerous modern organizations in processing their business operations and activities. HRM has also been affected by the tremendous increase of ICT usage within the organization. The World Wide Web has transformed the human resources practices, for example, human resource planning, recruitment, selection, performance management, work flow, training, and compensation. This paper investigates the impact of ICT on HRM performance in the higher education sector in the Kurdistan Region of Iraq (KRI). In doing so, an empirical study based on survey questionnaire is conducted to gain a clear overview of where the higher education institutions stand in KRI in terms of the usage of ICT in the HRM field. The overall finding is that ICT may havea positive impact on the performance level of HRM staff in the higher education institutions in KRI. Furthermore, the level of ICT usage in KRI is not in a level where the individuals of HRM are well aware of ICT developments and E-HRM as well as the usage of computerized HRM.

Perceived Human Resource Management Practices and Intention to Stay in Private Higher Education Institutions in Malaysia: The Role of Organizational Citizenship Behaviour

2020 ◽  
pp. 097215092095090
Author(s):  
Hafinas Halid ◽  
Daisy Mui Hung Kee ◽  
Noor Fareen Abdul Rahim
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Management Practices ◽  
Higher Education Institutions ◽  
Private Higher Education ◽  
Intention To Stay ◽  
Private Higher Education Institutions

Addressing the problem of lecturer turnover in Malaysia, this study investigated the motivations behind the intention of employees to stay in private higher education institutions (PHEIs) in Malaysia, with a focus on the relationship between the perceived practices of human resource management (HRM) and the intention to remain at Malaysia’s PHEIs. Based on the social exchange theory (SET), this article proposed that the perceived HRM practices at those institutions are uniquely positioned to support employee intention to stay, particularly with the intervention of organizational citizenship behaviour (OCB). Data from 323 lecturers working at PHEIs in Malaysia confirm this model. Based on the analysis, this study revealed that recruitment and selection; training and development; and rewards and recognition all had a meaningful relationship with the intention to stay. In contrast, notably, performance appraisal did not have any significant relationship with the intention to stay.

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