scholarly journals Key Determinants of Human Resource Management in Hospitals: Stakeholder Perspective

2017 ◽  
Vol 9 (2) ◽  
pp. 105-115 ◽  
Author(s):  
Beata Irma Buchelt ◽  
Aldona Frączkiewicz-Wronka ◽  
Renata Kaminska
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Meta Analysis ◽  
Healthcare Providers ◽  
Medical Personnel ◽  
Healthcare Management ◽  
Point Of View ◽  
Hospital Operations ◽  
Stakeholder Perspective

AbstractOver the past decade, theoretical and empirical research on the various aspects of human resources (HR) within the healthcare (HC) sector has grown extensively due to its′ strategic importance in the sector. There is a visible tendency among researchers to pursue an effective human resource management (HRM) strategies, methods, and tools. Countries implement policies which should increase the amount and competences of employees within healthcare. Providers of HC services (i.e. hospitals) tend to enforce modern HRM solutions adapted from business organisations to attract, retain and develop HR. However, these seem not be as effective as they could (Hyde et al., 2013). Because of this, authors approached a researched reality from the point of view of a contextual paradigm, assuming that HRM solutions to be effective should match the reality of HC providers (Pocztowski, 2008). The aim of the research was to detect determinants which might influence the management of medical personnel in hospitals and identify the possible strength of these determinants so a more adjusted organisational and human resource management strategy could be elaborated. The list of possible determinants of hospital operations as the result of meta-analysis was elaborated. The list created the basis for interviews conducted among stakeholders and experts. Respondents were asked to appraise the factors with the usage of numerical scale considering their influence on medical personnel management in hospitals (physicians, nurses and others). In total, there were 28 interviews completed. The general conclusion which can be drawn from the analysis of these data is that hospitals should reorient their HRM practices in such the way that not only the quantitative but also the qualitative aspect of performance would be properly handled. This paper draws from HRM theory (contextual approach), stakeholder theory, and healthcare management theory, adding new insight to each in the context of the HC sector. Identification of most important factors which influence hospitals could allow the providers to elaborate HRM strategy adjusted to external circumstances.

scholarly journals Study on Human Resource Management in Agriculture

2002 ◽  
pp. 171-181
Author(s):  
Márta Zalainé Piros
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Point Of View ◽  
Career Support ◽  
Resource Information ◽  
Top Managers ◽  
The Future

The human factor has been reassessed with regard to strategic initiatives towards obtaining and preserving competitive advantage. Knowledge, experience and special skills are a specific form of capital, forming part of the organisations’ assets and serving as an organisational strategic resource. Their development and use require major investments, both on the part of the individual and the organisation. In a Europe undergoing integration, the quality of human resources enjoy priority among our really important values and specific features. The opportunities of the near future can be utilised, and agricultural economic organizations can survive and increase their organizational effectiveness, if they possess a basis of human capital which is able to make a shift in perspective and behaviour which is of primary importance from the point of view of incorporating market mechanisms and implementing them in practice. My investigations were focused on the current position of human resource management in a comprehensive manner; further, on the approach of top managers regarding the future. Analysing the business and other indicators of the companies studied, I have set the objective to describe the differences and special features of the human resource management practice of companies, which are different in size, operational form, and from the perspective of success or failure.Human resource management is directed to attracting, retaining, motivating and utilising labour. A given work process can be successful or unsuccessful – given the same conditions – depending on who performs it. Therefore, human resource management related tasks require special attention when enterprises are planned, established and operated. On analysing the responsibilities of human resource management, I have found that the functions and responsibilities of human resource have low or medium importance in the operation of economic organisations today. Regarding the future, top managers have expressed higher expectations of human resource management responsibilities in all areas and they consider individual functions to be more important. The establishment and operation of a human resource information system has been presented as the most important need for change. Correlation analyses have proved that the higher the sales revenues of a company, the higher the development of human resources is regarded by its manager, and the same holds for training, career support and a proper establishment and continuous evaluation of job profiles.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

scholarly journals Human resource management (HRM) and public service motivation (PSM)

2016 ◽  
Vol 37 (5) ◽  
pp. 746-763 ◽  
Author(s):  
Fabian Homberg ◽  
Rick Vogel
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Meta Analysis ◽  
Public Service Motivation ◽  
Content Type ◽  
Hr Practices ◽  
Bibliometric Review ◽  
The Impact

Purpose – The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse and review how the literatures on HRM and PSM relate to each other. Design/methodology/approach – The paper combines two complementary studies: a bibliometric analysis of the interrelationships between the two literatures and a meta-analysis of the impact of HR practices on PSM. Findings – Although HRM is among the core subject categories to which the literature on PSM refers, the pre-eminence of HR topics self-reported by PSM researchers indicates large room for further transfer. Intrinsic HR practices show positive and significant effects on PSM, while no such association was found for extrinsic HR practices. Originality/value – The editorial is a complement to a recent bibliometric review of PSM research, focusing more particularly on the interrelationships with HRM and applying hitherto unused techniques. It is also the first meta-analysis of the association between HR practices and PSM.

Challenges of implementing the health system transformation plan in the health sector (Preprint)

2020 ◽  
Author(s):  
Fariba Azizzadeh ◽  
Asghar Koohi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Health System ◽  
Human Resource ◽  
Health Sector ◽  
Structured Interview ◽  
Point Of View ◽  
World Health ◽  
System Transformation ◽  
Grounded Theory Method

BACKGROUND Today, health is one of the top priorities in people's lives. In today's world, health perspectives are broader. OBJECTIVE Therefore, this study was conducted to identify the challenges of implementing the transformation of the health system in the health sector of Gotvand city in Iran. METHODS This qualitative study was conducted by an in-depth and semi-structured interview method. Participants, including 11 experts in the Health Transformation Project, were targeted. The Grounded Theory method (Foundation Data Theory) was used for analysis. RESULTS According to the identified categories and components, managerial challenges are: appointment without criteria, lack of meritocracy, instability of management, incompatibility of responsibilities, and authority of managers has been identified. Challenges have also been identified in human resource management, such as inefficient human resource management, employee frustration (hopelessness), and difficult job placement conditions. In the political sphere, factors such as the instability of domestic and foreign policy were also identified. In the financial field, the Health Transformation Plan faced the challenges of financial resource instability and lack of sustainable financing. CONCLUSIONS According to interviews and responses received, the most important factor from the respondents' point of view was the instability of domestic and foreign policies as the main focus of political challenges.

Robustness and flexibility of human resource management practices

2017 ◽  
Vol 39 (5) ◽  
pp. 594-625 ◽  
Author(s):  
Igor Gurkov ◽  
Evgeny Morgunov ◽  
Zokirzhon Saidov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Cost Minimization ◽  
Point Of View ◽  
Social Benefits ◽  
Content Type ◽  
The One ◽  
The Cost

Purpose The purpose of this paper is to retrace the sources of robustness of the operations of Russian manufacturing subsidiaries of western multinational corporation (MNC) during the downturn, from the point of view of applied human resource management (HRM) practices. Design/methodology/approach A repeated survey of heads of Russian manufacturing plants of western MNCs was implemented. The same respondents aswered the similar questions in 2014 and in 2016. Findings The current evolution of HRM arrangements in the Russian manufacturing subsidiaries of MNCs can be explained by an attempt for ambidexterity. On the one hand, managers of the Russian manufacturing subsidiaries of MNCs attempt to prevent employee alienation. Thus, they retain permanent contracts and preserve guarantees of home-take pay. On the other hand, there is the elimination of several social benefits. In the author’s opinion, the cost-minimization approach has been used excessively. The authors speculate that the system of social benefits will need to be adjusted again to transform the system from one that is “crisis-proof” to one that is “stagnation adapted.” Originality/value The findings provide a basis for a broader discussion on mutation of HRM systems in manufacturing subsidiaries of MNCs facing deteriorating market conditions.

Decoding the strike at Bajaj Auto's Chakan plant: a negotiator's framework

2014 ◽  
Vol 4 (4) ◽  
pp. 1-6
Author(s):  
Kamal K. Jain
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industrial Relations ◽  
Subject Area ◽  
Relative Strength ◽  
Point Of View ◽  
Content Type ◽  
Sequence Of Events ◽  
First Case

Subject area Negotiation, Human Resource Management. Study level/applicability Graduate and post graduate level course in Human Resource Management, Industrial Relations, and Negotiation. Case overview The present case unfolds sequence of events in the wake of collective bargaining between the union and the management of Bajaj Auto for settling the issue of wage revision. Since no agreement could be reached between both the parties, the workers' union called for a strike. This was the first case of strike in the plant in its 16 years of existence. Bajaj Auto is India's second-largest motorcycle manufacturer in the country, having its manufacturing plants at Chakan (Pune, Maharashtra), Pantnagar (Uttrakhand), Waluj in Aurangabad, Maharashtra. The Chakan plant, set up in 1999, has an installed capacity of over 3,000 units a day. The present case relates to workers' strike at its Chakan Plant which lasted for more than 50 days. The case is analysed from the negotiation point of view. Expected learning outcomes To understand basic principles/rules of negotiation; to explain the framework that can be used to assess the relative strength of power of the parties involved in negotiation; and to understand various power moves used by parties involved in negotiation. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes.

scholarly journals Developing Employee Adaptive Behaviors by Organizational Employability Culture in the Flexible Human Resource Management. Scholars’ Perspective

2019 ◽  
pp. 163-177
Author(s):  
Leila Shoraka
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Environment ◽  
Point Of View ◽  
The Subject ◽  
Employee Competencies ◽  
Effective Use ◽  
Adaptive Reaction

This study aims to present the role of employability culture in shaping employees’ employability as an adaptive reaction to the effects of flexible human resource management in modern organizations. In addition, we check whether these phenomena are described in scientific studies, regardless of the conditions in which the business environment operates in a given country. Therefore, this article presents a review of the literature on this subject, in Iran. This study is a systematic literature review (SLR) that investigated this subject from 1997 to 2018 published in databases such as Scopus, Web of Science, Science Direct, and Iranian databases such as SID, MAGIRAN, CIVILICA, and NOORMAG. The result showed the important role of employability culture in shaping employees’ employability as an adaptive reaction to the effects of flexible human resource management. In addition, it has been shown that there are very few items describing this issue in Iranian publications. This is due to the relatively low competitive conditions of the business environment in which the companies of this country operate. It can be assumed that depending on the advancement of the economy, scholars, to varying degrees, concentrate on the phenomena that are the subject of analysis of their publications. They most clearly respond to current problems and even with a certain delay in relation to their issues. This approach of the employer is very beneficial from the point of view of the effective use of employee competencies in the labor market and avoiding the unfavorable phenomenon of unemployment.

scholarly journals Managerial Questions of Human Resource Management in Agriculture

2003 ◽  
pp. 45-54
Author(s):  
Csaba Berde
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Point Of View ◽  
Experimental Results

Human resource management has many charasteristics in the field of agriculture, which should be taken into consideration from the point of view of management. Becoming a farmer is a result of a socializational process, in which tradition has a determining role. The ratio of unqualified labour in agriculture is high, compared to other sectors, and the situation is similar considering age. The number of employees is continuously decreasing; and this kind of work is determined by seasonality. Fluctuation is high, and methods for evaluating production are not well accepted. Managerial expectations changed considering labour. According to experimental results, the importance of qualification has decreased, while suiting a specific job and its duties has become more important.

scholarly journals Enlightenment of Positive Psychology on Human Resource Management

2021 ◽  
Vol 5 (1) ◽  
pp. 212
Author(s):  
Yitong Niu
Keyword(s):  
Resource Management ◽  
Positive Psychology ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Planning ◽  
Employee Motivation ◽  
Point Of View ◽  
Working Environment ◽  
Enterprise Organization ◽  
Management And Development

This paper analyzes the concept and main ideas of positive psychology, discusses the theoretical basis of applying the principle of positive psychology to human resource management, analyzes the problems encountered in the development of modern enterprise organization from a practical point of view, and discusses its enlightenment to human resource management of enterprises. From how to establish enterprise culture and create a positive working environment for enterprise organization, to training enterprise employees, including employee recruitment, employee motivation, employee training and career planning. It has good practical value for the management and development of human resources in enterprises.

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