scholarly journals Human resource management leave and tour management data retrival system

2018 ◽  
Vol 7 (2.8) ◽  
pp. 186
Author(s):  
A Ajay Kumar ◽  
Tenali Ravi Kumar ◽  
T Bala Akhil Reddy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Life ◽  
Management Framework ◽  
Fundamental Reason ◽  
Commercial Process ◽  
Resource Organization ◽  
Relationship Of ◽  
Research Show

This paper assembles a progressive learning-based research show organizing human resource organization system (HRMS) and legitimate execution from the perspective of various levelled learning structure is usefulto decreasethe costs also it saves the time, joining and altering Human Resource tries to whatever is left of the partnership. Experts will be locked in and secure with more information and decreaseover their work life. With this Human Resource Management Framework one can easily develop the work frameworks and approach. The fit flexibility features keep delegates present and fulfilling, even as statutes and controls change. For gifted relationship of commercial process, computerization in the current circumstance. The fundamental reason for the undertaking is to build up a HRM structure is the Intranet Automation of HR Software .HR framework gives the data with respect to the pros I the affiliation.

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.

scholarly journals Human Resource Management Practices and Employee’s Turnover Intention in the Manufacturing Industry in Malaysia

2018 ◽  
Vol 8 (2) ◽  
pp. 216
Author(s):  
Ong Choon Hee ◽  
Chew Mei Lien ◽  
Sim Jun Liang ◽  
Ainatul Shahirah Mohamed Ali ◽  
Nazhatul Shima Abd Manap ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Management Practices ◽  
Work Life ◽  
Human Resource Management Practices ◽  
Recruitment And Selection ◽  
Main Factor

The main objective of this study is to examine the influence of Human Resource Management (HRM) practices (compensation and benefits, recruitment and selection and work-life policies) on employee's turnover intention. A survey questionnaire was sent and collected from 60 respondents who worked in the Manufacturing Industry in Malaysia. The results showed that the main factor that influences turnover intention of the employees was compensation and benefits. Hence, manufacturing firms ought to put extra efforts in this aspect in order to retain talents and minimize turnover rate of its workforce. Recruitment and selection and work-life policies were found to be not significant in predicting employee’s turnover intention.

scholarly journals The Framework for Effective Human Resource Management at Construction Site

2018 ◽  
Vol 203 ◽  
pp. 02002
Author(s):  
Idris Othman ◽  
Zain Hashim ◽  
Hisham Mohamad ◽  
Madzlan Napiah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Construction Industry ◽  
Human Resource ◽  
Construction Site ◽  
Construction Work ◽  
Management Framework ◽  
Construction Companies ◽  
Global Construction ◽  
Detailed Questionnaire

Human resource management framework being one of the issue across global construction industries. It is a major concern in the construction industry because inefficiency, delay and cost from construction work could be affected and causing great losses to individuals and organizations. Therefore, resource management framework is changing the way resource management can be approached. Most of the construction companies around the world are implementing human resource management systems to reduce cost, eliminate delaying project, and to provide an efficient framework in their construction site. The objective of this paper is to investigate the effectiveness of implementing human resource management framework in construction site. The methodology included is a combination of literature review, market studies and detailed questionnaire survey before starting the actual survey, a pilot study for this questionnaire was done, which confirms its acceptance. Based on findings from the researcher, most of the company and contractor firms have awareness about management of resource at construction site as human resource management is a major concern on construction industries.

Putting “Human” into Human Resource Management

1984 ◽  
Vol 13 (4) ◽  
pp. 501-510 ◽  
Author(s):  
Clyde J. Lindley
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
Leadership Style ◽  
Organizational Setting ◽  
Human Beings ◽  
Carl Rogers ◽  
Assessment Specialists ◽  
Relationship Of

This article stresses the importance of studying how the employee functions in the organizational setting in which he/she works. The relationship of organizational climate to performance is described by reviewing some of the research in this area. Human resource management means providing an organizational climate that will motivate the employee to reach his/her highest potential of effectiveness. It is treating employees as human beings, as persons with feelings, aspirations and pride. A philosophy of human resource management is presented based on the counseling philosophy of Carl Rogers, that each person has inner resources to grow and become a fully functioning person. Suggestions are made about the leadership style necessary to produce an organizational climate that will unleash the tremendous potential within employees. Participative management and other means of involving employees are encouraged as human resource management endeavors. Assessment specialists and other personnelists are challenged to assist managers and personnel directors in developing a truly people oriented, participatory, human organizational climate. “Human” human resource management means greater productivity.

scholarly journals The Implementation of Human Resource of the Indonesian Table Tennis Federation (PTMSI) in Cilacap Regency

2019 ◽  
Vol 6 (5) ◽  
pp. 128
Author(s):  
Dian Imam Saefulah ◽  
Muchsin Doewes ◽  
Sapta Kunta Purnama
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Table Tennis ◽  
Organizational Goals ◽  
Resources Management ◽  
Verification Method ◽  
Research Show

Table tennis is a sport that uses small balls. The game is simple and it can be played by all ages. The movements are consistent in hitting, directing, placing the ball in difficult position on opponent’s table. Human resource management is the withdrawal, selection, development, maintenance and use of human resources to achieve both individual and organizational goals. The purpose of the research is to determine the application of human resource management in the Indonesian Table Tennis Federation (PTMSI) Cilacap. There were 35 people as the population of the research. The population was consisted of administrators, coaches, and athletes. There were 20 respondents of the research, consisting of 5 administrators, 2 coaches, and 13 athletes. The research uses a descriptive verification method using a questionnaire instrument. Each respondent gets different questions depend on the duties and responsibilities at PTMSI Cilacap Regency. The results of the research show that the implementation of human resources management at PTMSI Cilacap has been running well. This can be seen from the complete organizational structure and the clear purposes of the establishment of PTMSI Cilacap, as outlined in both vision and mission of PTMSI Cilacap. The management members of PTMSI Cilacap have worked well in accordance with the scope of work and responsibilities of each section. The management also do reorganization every four years. Besides, the management open recruitments for athletes and coaches with selection, according to the valid and formal guidelines. Furthermore, there is promotion for athletes and coaches who can achieve targets and there is also degradation for those who have bad performance.

scholarly journals Human Resource Management Practices and Employee Retention

2020 ◽  
Vol 9 (1) ◽  
pp. 30-35
Author(s):  
Archana Yadav
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Power Management ◽  
Human Resource ◽  
Management Practices ◽  
Training And Development ◽  
Work Life ◽  
Annual Reports ◽  
Human Resource Practices ◽  
Hrm Practices

The study aims to assess the predicting role of human resource management (HRM) practices in retaining employees in NTPC Ltd. The company has been successful not only in attracting the best talent in the market, but also in retaining them, according to NTPC’s annual reports from 2013 -17, attrition rate was between .93% to 1% of the Middle Executive. NTPC is a leader not only in the power industry, but also in the market due to its robust HRM practices. Training and development emerged as the most prominent HRM practice during the study, which is also considered the backbone of NTPC Ltd. The company maintains a dedicated Knowledge sharing centre located in Noida, known as the ‘Power Management Institute’ (PMI) which is a world-class learning centre, has collaborated with best institutes in the world and train employees at all levels from entry level to top executive level with ‘planned intervention ‘. Data was obtained from NTPC’s publications maintained in the form of annual reports and ‘Power Management Institute ’annual calendars for the previous five years. A survey was conducted across various plants of NTPC on Middle- Level Executive on human resource practices which are followed in NTPC. HRM practices examined in this study are Security, training and development, quality of work life, compensation, career advancement, Promotion, award and rewards, and work-life balance. Findings indicate that Training and Development and Compensation are the most significant human resource practices in retaining employees and Promotion is the least significant HRM Practice in retaining employees at NTPC Ltd.

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