The Right Strategy? Examining the Business Partner Model's Functionality for Resolving Human Resource Management Tensions and Discussing Alternative Directions

2015 ◽  
Vol 29 (3-4) ◽  
pp. 214-234 ◽  
Author(s):  
F. H. Gerpott
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Partner ◽  
The Right

Deciphering the implementation of green human resource management in an emerging economy

2017 ◽  
Vol 36 (10) ◽  
pp. 1230-1246 ◽  
Author(s):  
Mohd-Yusoff Yusliza ◽  
Nur Zahiyah Othman ◽  
Charbel Jose Chiappetta Jabbour
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Human Resource ◽  
Emerging Economy ◽  
Employee Empowerment ◽  
Successful Implementation ◽  
Business Partner ◽  
Content Type ◽  
Hrm Practices

Purpose Drawing on the resource-based view (RBV) theory, the purpose of this paper is mainly to show how electronic human resource management (HRM), green employee empowerment, and human resource (HR) business partner role may influence green HRM practices. Design/methodology/approach A conceptual framework was proposed to test the direct effect of the three independent variables – and key HR factors – on green HRM. Self-administered questionnaire was adopted in a systematic collection of data from manufacturing and service organizations in Malaysia. The partial least squares method was used to test the conceptual framework of the study. Findings The empirical results demonstrate that green employee empowerment has a significant positive relationship with all dimensions of green HRM practices; the added value of HR business partner role is an important aspect in ensuring the successful implementation of green HRM practices; and surprisingly, electronic HRM was not significantly related with all dimensions of green HRM practices. Originality/value As revealed by searches of ISI Web of Knowledge and Scopus, there is no similar work which tested a similar framework based on evidence from an emerging economy. Based on RBV, it is possible to suggest that green employee empowerment and the role of HR as a Business Partner constitute unique resources when adopting green HRM practices.

scholarly journals Competency Mapping of Employee with Special Reference to Unitech Plasto Components Pvt. Ltd, Chennai

2019 ◽  
Vol 8 (4S3) ◽  
pp. 290-292
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Special Reference ◽  
Sample Size ◽  
Human Resource ◽  
Communication Skill ◽  
Main Tool ◽  
Vital Role ◽  
Research Competency ◽  
The Right

The process of human resource management is to bring the organization and the employees together to achieve their goals. It is the great importance of any organization. In simple word competency mapping play a vital role in the selecting, recruiting and retaining the right person to the right job. The research is mainly focused on the communication skill with gender in the employee’s competency towards in organization. The tool of research is U test and percentage analysis. The sample size of the research is 200 employees. The research done by issuing the questionnaires. The result I founded in this research Competency is the main tool in the organizational because by this the employees get evaluated by their performances. To achieve more rewards and also the employee knowledge will be concluded.

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 The Necessities of HR practices in RMG Sector of Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 7-20 ◽  
Author(s):  
Sabbir Hassan Chowdhury
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Random Sampling ◽  
Sampling Method ◽  
Management Practices ◽  
Simple Random Sampling ◽  
Human Resource Management Practices ◽  
Clear Idea ◽  
The Right

This study will be performed to find out whether the RMG sectors in Bangladesh are practicing the right process of HR functions and whether this sector is considering HR as an integral part of its business. Simple Random Sampling Method is applied in this study. The study will have both practical and academic value. It will lead anyone to get a clear idea about Human Resource Management Practices, its procedure and present scenario of RMG sector in comparison with BGMEA rules and regulations. This study will also focus on the issues of fraud and forgery in Human Resource Management Practices, and their guidelines in prevention. On the other hand the findings of the study will direct to think about appropriate actions and steps for the betterment of the existing practices.  

Winning the HRM Evidence-Based Impact Award—Lessons Learned: A Conversation With Key Stakeholders to the Process

2017 ◽  
Vol 10 (2) ◽  
pp. 314-326
Author(s):  
William A. Schiemann ◽  
Jerry H. Seibert
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Lessons Learned ◽  
Evidence Based ◽  
Business Outcomes ◽  
The Right ◽  
The Impact

The Society for Industrial and Organizational Psychology (SIOP) and its Foundation have increasingly focused on linking science to practice, and to that end have partnered with Society of Human Resource Management (SHRM) and its Foundation to create the Human Resource Management (HRM) Impact Award for firms demonstrating great practices in evidence-based human capital and management practices. Jack in the Box, the 2016 winner of this award, was so honored because of its integration of surveys and analytic models with leadership practices to understand, predict, and manage the right people drivers of important business outcomes. Instead of a research paper, we have chosen to share their story through conversational interview questions with the various stakeholders who contributed to the journey leading to the award and, in so doing, provide key lessons for others wishing to increase the impact of human capital in their organizations.

scholarly journals Navigating the next Industrial revolution: Future Work Force analysis based on Western Australian narrative

2019 ◽  
Vol 2 (2) ◽  
pp. 88-100
Author(s):  
Pasan Ganegama
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Leadership Style ◽  
Industrial Revolution ◽  
Group Discussion ◽  
Work Force ◽  
The Right ◽  
Future Work ◽  
Western Australian

The study adopts a Focus group discussion than the more dominant quantitative data in studying Western Australian Business landscape and it’s local and global disrupters, repellents and extractors are exhaustively and critically analyzed. In order to ascertain needed competencies to navigate the next industrial revolution, current practices of government and non-government initiatives can be Juxtaposed to rowing and rafting phenomena. The current global strategic HR perspective should be focused, fast and flexible but the Australian Government and most corporate conglomerates view are it should be Safe, Slow and Strict. People make sense of their world where human actions are based upon the person's interpretation of events, societal meanings, intentions and beliefs (Gill and Johnson 20101; Denzin and Lincoln, 20052). The Australian public’s belief in navigating the next industrial revolution and the effect of Government policy-making is analyzed critically in this paper. The following two questions being answered with practical disparity and in the end, adjusted accordingly to make sense to the layman terms. First “Why we need to reimagine Human Resource Management perspective?” was unveiled. Secondly, the key features of future Human Resource Management were questioned.  Thirdly what should the Australian corporates and Governments do differently to assimilate our workforce to reap benefits from the next industrial revolution is discussed. Finally championing the change using the right blend of leadership style and scale of change discussed in length to add clarity to the perspective.

scholarly journals Analisa Pengaruh Gaya Kepemimpinan Terhadap Kinerja Pegawai Pada PD Pasar Jaya Hwi Lindeteves Jakarta Barat

Media Ekonomi ◽  
2021 ◽  
pp. 1
Author(s):  
Nurvi Oktiani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Correlation Coefficient ◽  
Human Resource ◽  
Leadership Style ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Organization Management ◽  
The Right ◽  
Management Functions

In organization must have done planning in human resource management processing to get right person for the right position. the targets of human resource management in organization management functions tell about leadership issues. The purpose of the research to determine the influence of leadership style on employee performance in PD Pasar Jaya HWI Lindeteves West Jakarta in Nursing Field. The method is used the method of quantitative analysis. The data obtained through the spread of questionnaires with Likert scale measurements, for the sample of 36 respondents from a population of 40 employees. The technique analysis is used correlation coefficient test, coefficient of determination test, and test of regression equation. Based on the calculation of correlation coefficient obtained value of 0.385 indicates that the low level of relationship between leadership styles on employee performance, the coefficient of determination shows the value indicates that the influence of leadership style on employee performance influential and the rest influenced by others factors such as work discipline, motivation, training, job satisfaction and compensation. From the regression is meaning the leadership style plus 1 unit then will increase employee performance, For advice, the organization should has to head of the nursing field continue to work, improve and understand the application of leadership style to employees it can be more conducive.

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