scholarly journals A Measurement and Analysis Model of the Human Resource Management Capability Based on the Ideal Domain for Grey Correlation

2015 ◽  
Vol 8 (12) ◽  
pp. 55-64
Author(s):  
Xianmin Wei
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Analysis Model ◽  
Grey Correlation ◽  
Ideal Domain ◽  
Management Capability ◽  
Measurement And Analysis ◽  
The Ideal

Developing a Framework of Human Resource Management, Organizational Learning, Knowledge Management Capability, and Organizational Performance

2015 ◽  
pp. 164-193 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Sustainable Competitive Advantage ◽  
Management Capability ◽  
Knowledge Management Capability

This chapter introduces the framework and the practical concepts of Human Resource Management (HRM), organizational learning, Knowledge Management Capability (KMC), and organizational performance. This chapter also explains the role of HRM, organizational learning, and KMC on organizational performance. The developed framework presents the relationship among the constructs (i.e., HRM, organizational learning, KMC, and organizational performance) and contributes toward a better understanding of the specific mechanisms through which HRM, organizational learning, and KMC positively influence organizational performance. HRM effectively acts as a trigger toward effective organizational learning and KMC processes, thus creating a valuable organizational performance. Organizational performance that can usually help to perform a task in an integrated manner is a source of sustainable competitive advantage. Understanding the role of HRM, organizational learning, KMC, and organizational performance through the framework will significantly enhance the organizational performance and achieve business goals in the modern business world.

HRM Performance Evaluation Based on Grey Theory and TOPSIS Methodology for Scientific Material Company

2011 ◽  
Vol 63-64 ◽  
pp. 290-294
Author(s):  
Chao Hui Zhang ◽  
Ning Li
Keyword(s):  
Performance Evaluation ◽  
Resource Management ◽  
Correlation Analysis ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Dimensional System ◽  
Grey Theory ◽  
Grey Correlation ◽  
Grey Correlation Analysis

With the development of human resource management, the function of human resource becomes more prominent in performance management in enterprises. By using strategic and coherent approach, we can measure the performance of employees which individually and collectively contribute to the achievement of the objectives of the business. Because human resource management (HRM) is a multiple dimensional system, the HRM performance evaluation should be taken peer variables into account. So, we proposed a peer appraisal method, denoted as TOPSIS, to evaluate the performance of human resource in enterprises. Before we applied TOPSIS methodology, the indexes for measuring the HR performance should be identified firstly. Based on the basic traits of HRM, the indexes are identified by grey correlation analysis. A peer performance evaluation frame based on grey theory and TOPSIS methodology is proposed in this paper. Using the HRM performance evaluation frame, we applied in 45 scientific material enterprises in Jilin province and drew corresponding constructive conclusions.

scholarly journals Manjemen Pengelolaan Sumberdaya Manusia Berbasis Religious Approach di Waroeng Stake & Shake dan Pamella Supermarket

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Nita Fitriana
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Phenomenological Approach ◽  
Analysis Model ◽  
Scientific Model ◽  
Human Resource Management System ◽  
Training Activities ◽  
Religious Aspects

Human resource management system with the Western scientific model raises tension and scientific disparity. Many people then conceptualize new models in managing human resources to be more in line with the Islamic concept. However, this would only add to the debate at the theoretical level. Amid the theoretical debate process, Pamella Supermarket and Woreong Steak & Shake applied the human resource management model in an applicable manner to their employees. Based on this, this research seeks to reveal the management carried out by the two companies so that it can be conceptualized in the management of human resource management based on Islamic principles. To get this picture, this study uses a descriptive-qualitative method with a data analysis model using a phenomenological approach. The results showed that both Waroeng Steak & Shake and Pamella Supermarket involved religious aspects in managing human resources with different criteria. These differences are found in the procurement and development process. In the procurement process, Waroeng Steak & Shake emphasizes religious criteria such as the ability to read the Koran, while Pamella emphasizes politeness. In training & development, Waroeng Steak & Shake conducts religious and employment training while Pamella does not hold training activities. In compensation, maintenance and dismissal, both Waroeng Grop and Pamella Supermarket have the same criteria.Sistem pelololaan sumberdaya manusia dengan model keilmuan Barat memunculkan ketegangan dan disparitas keilmuan. Banyak kalangan kemudian mengkonsepsi model-model baru dalam pengelolaan sumberdaya manusia agar lebih sesuai dengan konsep Islam. Akan tetapi hal tersebut justru menambah perdebatan dalam tataran teoritis. Ditengah proses perdebatan teoritis, Pamella Supermarket dan Woreong Steak & Shake justru menerapkan model pengelolaan sumberdaya manusia secara aplikatif kepada karywan-karyawannya. Atas dasar hal tersebut, penelitian ini berusaha mengungkapkan pengelolaan yang dilakukan oleh kedua perusaan sehingga dapat terkonsep secara jelas manajemen pengelolaan sumberdaya manusia berdasarkan prinsip ke-Islaman. Untuk mendapatkan gambaran tersebut, penelitian ini menggunakan metode deskriptif-kualitatif dengan model analisis data menggunakan pendekatan fenomenologi. Hasil penelitian menunjukkan bahwa baik Waroeng Steak & Shake maupun Pamella Supermarket melibatkan aspek-aspek agama dalam pengelolaan sumber daya manusia dengan kriteria yang berbeda. Perbedaan tersebut terdapat pada proses pengadaan dan pengembangan. Pada proses pengadaan, Waroeng Steak & Shake menekankan kriteria agama seperti kemampuan Baca Tulis AlQuran, sedangkan Pamella menekankan pada kesopanan. Pada pelatihan & pengembangan, Waroeng Steak & Shake mengadakan pelatihan agama dan pekerjaan sedangkan Pamella tidak menyelenggarkan kegiatan pelatihan. Pada kompensasi, pemeliharaan dan pemberhentian, baik Waroeng Grop maupun Pamella Supermarket memiliki kriteria yang sama.

scholarly journals A startup initiative on implementing electronic human resource management

2019 ◽  
Vol 9 (3) ◽  
pp. 132-141
Author(s):  
THANASINGH S ◽  
SRIVIDHYA S
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Best Practices ◽  
Human Resource Management ◽  
Human Resource ◽  
It Culture ◽  
Set Up ◽  
Number Of Individuals ◽  
The Ideal

Implementation of e-HRM includes different difficulties with its employee implications like extensive set-up expenses to help a vigorous tech-foundation and impediments in mapping all substantial HR forms into e-HRM process, concentrate on belittling courses of events in venture completing may make struggle between the procedure proprietorship by HR and IT divisions, and so forth. E-HRM assume the presence of an IT culture and additionally a culture of Knowledge management (KM), with the Human Resource as a procedure proprietor, being clear about the targets of e-HR and the execution design e.g. characterizing the developments for execution, choice of usage accomplices, a dedication which includes spending extend periods of time, preparing workers on the ideal utilization of the entrance, and so forth. The set-up costs and also upkeep appear to be one of the greatest difficulties of e-HRM. Costs have a tendency to berelative to necessities and the kind of association. The greater part of the bundles is of worldwide measures and in view of best practices. These bundles should be modified according to Indian Standards keeping in mind the end goal to make them easy to understand for Indian clients. This customization should be taken up in the correct viewpoint. Preparing the clients is numerous a periods an arduous procedure, the same number of individuals don't observe them to be easy touse. Ceaseless checking and input are basic for the achievement of any e-HRM exertion in an organization.

Developing a Framework of Human Resource Management, Organizational Learning, Knowledge Management Capability, and Organizational Performance

2016 ◽  
pp. 371-402
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Sustainable Competitive Advantage ◽  
Management Capability ◽  
Knowledge Management Capability

This chapter introduces the framework and the practical concepts of Human Resource Management (HRM), organizational learning, Knowledge Management Capability (KMC), and organizational performance. This chapter also explains the role of HRM, organizational learning, and KMC on organizational performance. The developed framework presents the relationship among the constructs (i.e., HRM, organizational learning, KMC, and organizational performance) and contributes toward a better understanding of the specific mechanisms through which HRM, organizational learning, and KMC positively influence organizational performance. HRM effectively acts as a trigger toward effective organizational learning and KMC processes, thus creating a valuable organizational performance. Organizational performance that can usually help to perform a task in an integrated manner is a source of sustainable competitive advantage. Understanding the role of HRM, organizational learning, KMC, and organizational performance through the framework will significantly enhance the organizational performance and achieve business goals in the modern business world.

scholarly journals KEMAHIRAN KEPIMPINAN DALAM KARYA THIRUKKURAL [THE PRINCIPLES OF HUMAN RESOURCE MANAGEMENT IN THURUKKURAL]

2021 ◽  
pp. 185-193
Author(s):  
SHOVEENA PRIYA THIAGU ◽  
ILANGKUMARAN SIVANADHAN ◽  
M.SARGUNAVATHY
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Qualitative Methods ◽  
Human Resource ◽  
Leadership Skills ◽  
Research Data ◽  
Student Life ◽  
Analysis Model ◽  
Interactive Analysis ◽  
Interview Method

The purpose of this study is to study the leadership skills in Thirukkural. The objective to strengthen this research is identify the characteristics of leadership skills in Thirukkural. Researchers have used qualitative methods to analyze the content in Thirukkural to collect research data. Researchers have conducted fieldwork by using Interactive Analysis Model and interview method to collect data on leadership skills in Thirukkural. The Thirukkural was written by Thiruvalluvar is excepted to exceed 2000 years ago. The findings of the study indicate that Thiruvalluvar has emphasized several features to strengthen leadership skills in student life through Thirukkural. The findings of this study provide effective implications from Thirukkural to overcome the challenges faced by a leader among the students.The conclusion of this study shows that the Thirukkural is excepted to exceed 2000 years ago, is still provides more effective exposure to leadership skills to leaders.

Sign in / Sign up

Export Citation Format

Share Document