scholarly journals Recursos Humanos frente às exigências contemporâneas de mudanças no ambiente de trabalho / Human Resources in view of the contemporary demands of changes in the work environment

2021 ◽  
Vol 15 (57) ◽  
pp. 872-887
Author(s):  
Paola Rodrigues Martins ◽  
Ana Lúcia De Paula Ferreira Nunes
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Literature Search ◽  
Human Resources Management ◽  
Office Work ◽  
Home Office ◽  
Resources Management ◽  
Management Processes ◽  
Administrative Area ◽  
Recursos Humanos

Resumo: Este artigo busca entender a área administrativa dos Recursos Humanos (RH) e as exigências do uso de home office no ambiente do trabalho frente às mudanças resultantes da pandemia do Covid-19. O principal objetivo é analisar os benefícios e os desafios da adoção do home office sob a perspectiva de profissionais do departamento de Recursos Humanos mediante as mudanças que impulsionaram este trabalho nas empresas. O estudo partiu dos seguintes questionamentos: quais os principais impactos da pandemia do Covid-19 na gestão de Recursos Humanos? Como as empresas se adaptaram às mudanças impostas? A metodologia escolhida para responder essas questões foi uma pesquisa bibliográfica, foram identificadas realizada em dez publicações de maior relevância ao tema, através de artigos publicados no período de 2020 e 2021. A linha de pesquisa resultou na conclusão que durante a pandemia da Covid-19, uma das áreas que mais sofreu impacto foi a do trabalho, contudo, apesar das barreiras, o trabalho em home office foi absorvido nas empresas impulsionando a área de Recursos Humanos no sentido de modificar seus processos de gestão de pessoas. Palavras-chave: Empresas. Pandemia. Recursos humanos. Home office. Abstract: This article seeks to understand the administrative area of Human Resources (HR) and the requirements of the use of home office in the work environment in view of the changes resulting from the Covid-19 pandemic. The main objective is to analyze the benefits and challenges of adopting the home office from the perspective of professionals in the Human Resources department through the changes that drove this work in companies. The study was based on the following questions: what are the main impacts of the Covid-19 pandemic on Human Resources management? How have companies adapted to the imposed changes? The methodology chosen to answer these questions was a literature search, which were identified in ten publications of greater relevance to the topic, through articles published in the period 2020 and 2021. The line of research resulted in the conclusion that during the Covid-19 pandemic , one of the areas that suffered the most impact was work, however, despite the barriers, home office work was absorbed in the companies, boosting the Human Resources area in order to modify its people management processes. Keywords: Companies. Pandemic. Human Resources. Home office.

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.

The Influence of Human Resources Management Processes (HRMPs) to Achieving Sustainable Competitive Advantage

2019 ◽  
pp. 1433-1451
Author(s):  
Mufleh Amin AL Jarrah ◽  
Louay Karadsheh ◽  
Muawya Naser ◽  
Samer Alhawari
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Human Resources Management ◽  
Sustainable Competitive Advantage ◽  
Resources Management ◽  
Industrial Companies ◽  
Management Processes ◽  
Research Findings ◽  
The Impact ◽  
Regression Tests

This article is used to examine the impact of HRMP to achieve a sustainable competitive advantage (SCA) in organizations. The hypotheses that HRMPs influences SCA imply that control of distinctive processes of human resources management (HRM) in industrial companies implies distinct factors of SCA. As a result, new questionnaires were developed and disseminated to 50 companies (200 top and middle managers) in Jordan in a survey format. The collected data was subjected to several simple regression tests using an SPSS program. The research findings presented that different processes of HRM, depending on acquisition, recruitment, training, evaluation performance, and promotion. There has been a strong interest in competing to achieve the highest SCA. The implications of the findings were discussed and suggestions were made.

Scaling the processes of human resources management of the organisation in the conditions of digital transformation

2021 ◽  
pp. 5-13
Author(s):  
A. L. Denisova ◽  
A. S. Bunkin
Keyword(s):  
Human Resources ◽  
Business Models ◽  
Human Resources Management ◽  
Business Environment ◽  
Digital Transformation ◽  
Resources Management ◽  
Management Personnel ◽  
Management Processes ◽  
The Russian Federation ◽  
The One

In the context of the digital transformation of the economy, the processes of managing the human resources of an organisation are of particular importance as the basis for achieving operational efficiency in a highly dynamic business environment. At the same time, the existing practice of human resource management in organisations shows that the human resources management system in the context of digital transformation requires special attention from the standpoint of scaling. This paper discusses the issues of scaling the processes of managing the human resources of an organisation in the context of digital transformation, the analysis and accounting of which will increase, on the one hand, the efficiency of the organisation, on the other hand, the motivation and involvement of employees in the work process. The research paper pays special attention to the Program for the training of management personnel for organisations of the national economy of the Russian Federation from the standpoint of scaling the processes of managing the human resources of an organisation in the context of digital transformation. Systematic studies of the scaling of the organization’s human resources management processes in the view of digital transformation will determine both new approaches and technologies for human resources management and the processes of changing the organisation’s business models.

Digital Transformation of Human Resource Management: Social Media’s Performance Effect

2021 ◽  
pp. 2150005
Author(s):  
Pelin Vardarlier ◽  
Mehtap Ozsahin
Keyword(s):  
Social Media ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Human Resources Management ◽  
Social Media Use ◽  
Resources Management ◽  
Management Processes

Growing importance of technology and digitalization, leaded by globalization, has changed the nature of competition. Innovation becomes evident in that competitive environment, and firms began to transform their human resource capabilities and functions in that direction. It is commonly accepted that the competitive advantage depends on mostly efficient and effective utilization of human resources. Thanks to the communication technologies, social media evolved into the most-preferred method to reach high qualified human resource. Although firms have been active in social media networks for a long time, they have started to use this medium for human resource management purposes, such as internal communication, career management and recruiting process, recently. LinkedIn, Facebook, Twitter and Google+ are primarily addressed social media tools which are used frequently in human resource management processes. In this respect, this study aims to examine the social media tools used in human resources management processes and the effects of social media use in human resource management processes on the human resources management performance and firm’s overall performance. The survey was conducted on human resource managers of 122 firms operating in manufacturing and service industry in Turkey. Data obtained from 122 human resource management managers were analyzed through the SPSS 21.00 statistical packet program. Descriptive analyzes, factor analysis, reliability analysis and correlation analysis have been conducted. Proposed relations were tested through regression analyzes utilizing Hayes’ PROCESS Macro. Research findings displayed that human resources management managers use social media tools frequently for recruitment and employee branding processes, and prefer mostly LinkedIn in all processes of human resources management. Furthermore, regression analyzes results revealed that human resources management performance mediates the effect of social media use at human resources management, on firm’s overall performance. The issue of social media use at human resources management have been examined in recent years and there is a limited number of research on that issue. Thus, this study examining social media use at human resources management and its performance effect is expected to contribute to literature.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER CHANGES IN HUMAN RESOURCES MANAGEMENT WITHIN THE SCOPE OF KNOWLEDGE MANAGEMENT PRACTICES

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 ◽  
Knowledge Management Practices

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.

The Influence of Human Resources Management Processes (HRMPs) to Achieving Sustainable Competitive Advantage

2018 ◽  
Vol 9 (1) ◽  
pp. 41-58
Author(s):  
Mufleh Amin AL Jarrah ◽  
Louay Karadsheh ◽  
Muawya Naser ◽  
Samer Alhawari
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Human Resources Management ◽  
Sustainable Competitive Advantage ◽  
Resources Management ◽  
Industrial Companies ◽  
Management Processes ◽  
Research Findings ◽  
The Impact ◽  
Regression Tests

This article is used to examine the impact of HRMP to achieve a sustainable competitive advantage (SCA) in organizations. The hypotheses that HRMPs influences SCA imply that control of distinctive processes of human resources management (HRM) in industrial companies implies distinct factors of SCA. As a result, new questionnaires were developed and disseminated to 50 companies (200 top and middle managers) in Jordan in a survey format. The collected data was subjected to several simple regression tests using an SPSS program. The research findings presented that different processes of HRM, depending on acquisition, recruitment, training, evaluation performance, and promotion. There has been a strong interest in competing to achieve the highest SCA. The implications of the findings were discussed and suggestions were made.

Komfort akustyczny w open space w narracji projektantów

2017 ◽  
Vol 2 (52) ◽  
pp. 61-70
Author(s):  
Anita Basińska ◽  
Agnieszka Jeran
Keyword(s):  
Human Resources ◽  
Working Conditions ◽  
Noise Level ◽  
Open Space ◽  
Human Resources Management ◽  
Work Place ◽  
Office Work ◽  
Resources Management ◽  
Good Working ◽  
Design Solutions

Nowadays a significant amount of work is office work. How it is performed is determined by both applied techniques of human resources management and organization of workspace; both these factors relate to each other. The increasing importance of good working conditions, as well as effectiveness, lead to serious discussions about the importance of comfort in a work place. Because the most popular type of workspace is open space, we have analyzed design solutions to provide comfort to employees. We have analyzed 50 projects published on the site sztukawnetrza.pl, and then we classified and described methods and means that reduce noise in open space.It has also caught our attention that in Poland there seems to be no objective acoustic indicators clearly defining the accepted noise level. This indicates the absence of such narration among designers though it does not mean such standards are not applied.

Igualdade de género e práticas de gestão de recursos humanos

2014 ◽  
Author(s):  
Carla Silva
Keyword(s):  
Human Resources ◽  
Gender Equality ◽  
Management Practices ◽  
Human Resources Management ◽  
Personal Life ◽  
Resources Management ◽  
Recursos Humanos ◽  
Work Family ◽  
The Universe

Assuming that there are asymmetries and imbalances between women and men in the organizations, motivated by difficulties in reconciling professional, family and personal life, which if overtaken by conciliatory human resources management practices may generate benefits for workers and companies, this work intends to present a case study to evaluate the contribution of human resources management for the promotion of gender equality, in terms of reconciling professional, family and personal life. In this manner, we aim to characterize the human resources management practices promoting gender equality in the port setor company, and to analyze the perception and the difficulties that workers have in reconciling work, family and personal life. The preparation of this case study required the use of several techniques to collect qualitative data through analysis of public documents of the company, and techniques to collect quantitative data by applying a questionnaire to the universe of company workers. With this research a series of relevant results were obtained, which can help human resources management to further contribute to the needs of reconciling professional, family and personal life, and contribute to promote benefits for the organizations in the implementation of practices enhancing gender equality.

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