HUMAN RESOURCE M ANAGEMENT SERVICE AT THE PRODUCT COMPANY

10.12737/1392 ◽  
2013 ◽  
Vol 2 (5) ◽  
pp. 73-74
Author(s):  
Галяутдинов ◽  
D. Galyautdinov ◽  
Брязгунова ◽  
Yu. Bryazgunova
Keyword(s):  
Human Resources ◽  
Professional Training ◽  
Work Teams ◽  
Human Resources Management ◽  
Training And Development ◽  
Problem Solver ◽  
Resources Management ◽  
Personnel Costs ◽  
Training Motivation ◽  
Labor Potential

It is pointed out that human resources management (HRM) department plays a signifi cant role in an organizational structure of any business entity as a problem solver of all and any issues concerning eff ective use of labor potential at the scale of the whole organization. Such HRM functions, as recruiting, selection, hiring, adaptation, training, motivation and development, help to avoid and/or resolve many personnel problems and to reduce personnel costs. By means of professional training and development HRM-department contributes substantially to fostering highly eff ective work teams. By varying forms and methods the HRMdepartment eff ectively adapts personnel training and development to the specific characteristics of different groups of employees and to personal touch of each employee as well.

A Critical Analysis of Pakistan International Airline's Human Resource Management Practices

2021 ◽  
pp. 37-44
Author(s):  
Tansif Ur Rehman ◽  
Rehmat Khatoon
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
Negative Relationship ◽  
Training And Development ◽  
Primary Data ◽  
Resources Management ◽  
Recruitment And Selection ◽  
And Training

Many human resource (HR) practices are ineffective in many state-owned firms because they are not implemented as they should be. Pakistan International Airlines (PIA) is a semi-government organization. The dilemma lies in the fact that PIA's human resources management practices are responsible for its downfall. This research aims to examine PIA's human resources management practices, mainly recruitment and selection, compensation and benefts, and training and development. Primary data was collected through questionnaires from 96 employees of the head offce in Karachi (Pakistan). F-test was used to check the overall relationship of PIA performance (fnancial and non-fnancial) with recruitment and selection, compensation and benefts, and training and development practices at PIA. The fndings revealed that from PIA employees' perception, there is a positive relationship between PIA training and development practices with the performance of PIA (fnancial and non-fnancial). In contrast, there is a negative relationship between recruitment and selection and compensation and benefts practices of PIA with PIA's performance (fnancial and nonfnancial). Moreover, this study recommends that PIA decrease its recruitment and selection practices and compensation and benefts practices to increase its performance (fnancial and non-fnancial). PIA should focus more on its training and development practices of existing employees to enhance its performance (fnancial and non-fnancial aspects).

scholarly journals Features of Formation of Multinational Work Teams in Modern International Companies

2021 ◽  
Vol 12 (3) ◽  
Author(s):  
Michael Solodkov
Keyword(s):  
Human Resources ◽  
Global Economy ◽  
Work Teams ◽  
Human Resources Management ◽  
Correct Choice ◽  
Theory And Practice ◽  
Resources Management ◽  
Staff Members ◽  
Industry Affiliation ◽  
International Companies

At the present time the role of management based on modern achievements of management theory and practice is constantly increasing. At the present stage of management development, one of the most promising directions is not only the improvement of personnel management, but also the development of practical models and management schemes that allow using individual propensities and qualities of the employee. Improving human resources management in international companies is becoming particularly important. These companies represent the basis of mechanism of modern global economy. International economic relations are constantly getting stronger which increases the need to foster international staff members within transnational corporations. At the same time most of such companies address these issues without any well-established models which would ensure positive results. The correct choice of human resources management strategy in an organization determines the company’s success in general. The article examined the experience of international companies in training personnel and creating multinational teams, defined the methods to systematize the work on the creation and development of multinational work teams in existing global companies regardless of the country and industry affiliation of such companies.

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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