The Challenges of Implementing Business Process Reengineering in Social Security Organization: The Impact of Structural Features and Human Resource Management

2015 ◽  
Vol 12 (SEMAR) ◽  
pp. 85-93
Author(s):  
Rajab-Beigi Mojtaba ◽  
Shirvani Hamidreza ◽  
Zareinezhad Rohollah
Keyword(s):  
Resource Management ◽  
Social Security ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Process ◽  
Business Process Reengineering ◽  
Structural Features ◽  
Process Reengineering ◽  
The Impact

Implementation of Business Process Reengineering in Human Resource Management

2014 ◽  
Vol 25 (2) ◽  
Author(s):  
Radosevic Milan ◽  
Baosic Milan ◽  
Caric Marko ◽  
Vladimir Jovanovic ◽  
Beric Dalibor ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Process ◽  
Business Process Reengineering ◽  
Process Reengineering

scholarly journals The impact of human resource management on business process improvement: An analysis within the MSMEs of the textile and clothing industry

Bizinfo Blace ◽  
2020 ◽  
Vol 11 (2) ◽  
pp. 19-32
Author(s):  
Andrea Dobrosavljević ◽  
Snežana Urošević
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Process Improvement ◽  
Business Process ◽  
Business Processes ◽  
Value Added ◽  
Clothing Industry ◽  
Business Process Improvement ◽  
The Impact

Business process improvement is necessary given the need to satisfy consumers by delivering value-added products and services. The textile and clothing industry in the age of consumerism of textile and clothing products is facing the challenge of the constant need to meet and exceed consumer expectations. Establishing the practice of continuous business process improvement, especially within the micro, small and medium enterprises (MSMEs) of the textile and clothing industry, as the largest group of companies, is of particular importance in resisting these challenges. As the textile and clothing industry is labor-intensive and a large number of processes operate on the basis of direct engagement of human resources, there is a need to examine the impact of human resource management on the establishment of the practice of business process improvement in MSMEs. Within this paper, the impact of human resource management on the improvement of business processes was examined by applying regression analysis.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

Linking Work Engagement to Job Performance Through Flexible Human Resource Management

2017 ◽  
Vol 20 (1) ◽  
pp. 72-87 ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan ◽  
Vishal Vyas
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
It Professionals ◽  
It Industry ◽  
Relationship Of ◽  
The Impact

The Problem The Indian information technology (IT) industry has shown a phenomenal growth over the last two decades. These changes such as increased global competition and the shift in the blend and level of the workforce have led to an increasing level of uncertainty in the industry. To overcome this unprecedented change, IT firms need to adopt flexible human resource management (FHRM) that has a direct and/or indirect impact on job performance. Therefore, the purpose of this article is to explore the impact of work engagement on job performance through FHRM among IT professionals in India. The Solution The results indicate that the use of FHRM by the employees is an important mediator between the positive relationship of work engagement and job performance. Both work engagement and FHRM contributed to job performance. The sample firm and responses for the study were limited to IT industry domain only. The results suggest that FHRM should be promoted at the employee and firm levels to boost job performance. The Stakeholders Reflecting on the employee engagement and job performance via FHRM would boost the organizational flexibility in the IT industry. FHRM makes the employee more organization fit and more engaged for their respective job. This study may be helpful in unveiling the importance of flexibility in job performance. To the best of the authors’ knowledge, this is the first study that links work engagement, FHRM, and job performance in the Indian IT industry context. The study helps in the development of theory in FHRM and employee engagement.

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