scholarly journals Model for Assigning a Pupil to a Mentor in the Staff Training System of the Organization

2021 ◽  
Vol 21 (2) ◽  
pp. 92-103
Author(s):  
O.S. Perevalova ◽  
◽  
S.A. Barkalov ◽  
N.Yu. Kalinina ◽  
D.N. Batrakova
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Staff Training ◽  
Training System ◽  
Main Attention ◽  
Initial Stage ◽  
Literary Sources ◽  
Research Goal ◽  
Determining Factor ◽  
And Training

This article will focus on the mentoring process, which is interconnected with such HR functions as adaptation, motivation and training. And recently, many employers from a variety of alternatives have made a choice in its favor. Aim. The work examines the main functions of mentoring, its practical benefits and areas of application, and the main attention will be focused on the issue associated with the formation of pairs of mentors and students in order to achieve the greatest effect from their interaction. Materials and methods. In the process of achieving the research goal at the initial stage, it was planned to solve the problem of assigning a student to a mentor by forming the most “effective” pairs of mentors and students. These tasks were solved using the Hungarian method. But all the solutions obtained testified to the optimality of any solution to this problem. From this, it was concluded that there was no significance in combining mentors and students, based on a comprehensive assessment of their competencies, skills, etc. As a consequence of the result obtained and analysis of various literary sources, it was concluded that the most effective criterion for composing pairs “mentor – teaching” is compatibility (psychological and socio-psychological), the presence of which will favorably affect the effectiveness of the interaction between the mentor and the student. Consequently, the human resource management department needs, in addition to assessing the competencies, skills and other parameters of the effectiveness of mentors and students, to assess their psychotypes and/or apply various methods to determine the compatibility of the participants in the mentoring process. Results. The main result of the work is a mechanism for securing a student for a mentor and a refutation of the fact that the “effectiveness” of mentors and students, i.e. a point assessment of their competencies, skills and qualities can be a determining factor in the formation of pairs of mentors and students. Conclusion. So, when forming pairs of mentors and students, i.e. distribution of students by mentors, it is proposed to focus on their psychological and socio-psychological compatibility.

scholarly journals Manajemen Sumber Daya Manusia

2019 ◽  
Vol 2 (1) ◽  
pp. 93-104
Author(s):  
Sakban Sakban ◽  
Ifnaldi Nurmal ◽  
Rifanto Bin Ridwan
Keyword(s):  
Qualitative Research ◽  
Student Achievement ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Analytical Methods ◽  
Code Of Ethics ◽  
The Government ◽  
Improving Student Achievement ◽  
And Training

The purpose of this study was to determine human resource management in the Madrasah Aliyah Al-Mathitiriyah Rupit District. This type of research is qualitative research with descriptive analytical methods, namely methods that attempt to systematically explain the discussion material originating from various sources for later analysis in order to obtain results as a conclusion. Research Results, principals are very instrumental in increasing and motivating teachers, staff / employees, in improving student achievement, which has been effective and conditional. In providing opportunities and opportunities for the teachers to take part in education and training held by the government and provide opportunities for teachers to continue their higher level of study, Conclusion, the head of MA Al-Mathiriyah carries out, plans, and professionals, as well as field experts, and able to give awards, and provide penalties, if it violates the teacher's code of ethics. Keywords: Human Resource Management, Performance

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

scholarly journals ENHANCING CAREER COMMITMENT: THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES

2017 ◽  
Vol 16 (2) ◽  
Author(s):  
Khulida Kirana Yahya ◽  
Fee-Yean Tan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Career Commitment ◽  
Training And Development ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
The Relationship ◽  
And Training

The purpose of this study is to examine the relationship between human resource management(HRM) practices (training and development, compensation and promotion) with careercommitment. Data was gathered through questionnaire from 253 employees of a multinationalcompany in Malaysia. The regression results indicated that compensation, and training anddevelopment were significant predictors to enhance career commitment. The results alsosuggested that compensation was the most important factor that influence career commitmentfollowed by training and development.Keywords: Career Commitment; HRM Practices; Training and Development; Compensation;Promotion.

THEORETICAL FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT IN TERMS OF INNOVATIVE DEVELOPMENT

2020 ◽  
pp. 274-287
Author(s):  
M MUNASSIPOVA ◽  
S YDYRYS
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Training System ◽  
Economic Management ◽  
Social Partnership ◽  
Active Population ◽  
Labor Potential

The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building highquality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services. The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists. The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.

scholarly journals Management Millennialism: Designing the New Generation of Employee

2019 ◽  
Vol 34 (3) ◽  
pp. 371-387 ◽  
Author(s):  
Glynne Williams
Keyword(s):  
Young Adults ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Performance Criteria ◽  
Considerable Influence ◽  
Current Management ◽  
New Generation ◽  
And Training ◽  
Poor Management

The idea that society can be divided into discrete generations, each with its own essential characteristics, is treated with caution in sociology, but has had considerable influence among human resource management writers and practitioners. ‘Millennials’ – today’s young adults – are said to bring unique attributes to the workplace that may fit uneasily with current management practice. Given the well-documented weakness of generational categories, both in analysis and practice, this article asks how the archetype of the Millennial has taken such a hold. By focusing on recruitment and training within a large company, the article argues that the idea of the Millennial has been validated by repetition and imitation, but that it also serves the more rational purpose of respecifying performance criteria. The Millennial has been constructed as a ‘challenge’, but specifically as a challenge to poor management.

scholarly journals Emotional Intelligence: Elias, Foucault, and the Reflexive Emotional Self

2010 ◽  
pp. 28 ◽  
Author(s):  
Jason Hughes
Keyword(s):  
Emotional Intelligence ◽  
Human Resource Management ◽  
Social Control ◽  
Human Resource ◽  
Emotional Control ◽  
Social Constraint ◽  
Occupational Psychology ◽  
Norbert Elias ◽  
The Social ◽  
And Training

Over the last decade and a half there has emerged growing interest in the concept of “emotional intelligence” (henceforth EI), particularly within literature relating to occupational psychology, leadership, human resource management, and training. This paper considers the rise of EI as a managerial discourse and seeks to make sense of it, first in relation to existing accounts of emotion at work, and subsequently through utilising the analytical possibilities presented by the work of Norbert Elias and Michel Foucault. The case of EI is employed here as a concrete empirical site within which to explore potential complementarities between the analyses of Elias and Foucault, in particular around Elias’s arguments concerning the changing character of the social constraint towards self restraint, and Foucault’s discussion of power/knowledge and governmentality. EI is found to enshrine a more general move towards greater emotional possibility and discretion both within the workplace and beyond — an ostensible emancipation of emotions from corporate attempts to script the management and display of employee feelings. However, it is argued that rather than offering a simple liberation of our emotional selves, EI presents demands for a heightened emotional reflexivity concerning what is emotionally appropriate at work and beyond. As such, EI involves both greater emotional “freedom” plus a proliferation of new modalities of emotional control, albeit based now on the expression of feelings as much as their repression. Ultimately, these seemingly paradoxical aspects of EI serve to highlight an important point of inter-section in the work of Elias and Foucault around their conceptualisations of power, selfhood, and the shifting character of social control.

La comunicazione telefonica nell'emergenza sanitaria

RISORSA UOMO ◽  
2009 ◽  
pp. 193-204
Author(s):  
Gabriele Prati ◽  
Luca Pietrantoni
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Professional Practice ◽  
Main Task ◽  
Explorative Study ◽  
Emergency Calls ◽  
Dispatch Centre ◽  
Telephone Calls ◽  
And Training

- The main task of emergency dispatch operators is to obtain required key-information and to decided arrangement in order to react within a minute. The aim of this explorative study was to detect characteristics of communication during emergency telephone calls. To this end, 244 emergency calls, were collected at 118 ReggioSoccorso emergency dispatch centre. Results showed that callers' and operators' characteristics were associated with differential length of the call, ways of communication and ways of getting key-information. Finally, the implications for professional practice, such as human resource management and training, are discussed.Keywords: telephone calls, emergency, emergency dispatch operators.Parole chiave: comunicazione telefonica, emergenza, operatori del soccorso sanitario.

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