scholarly journals Features of Formation of Multinational Work Teams in Modern International Companies

2021 ◽  
Vol 12 (3) ◽  
Author(s):  
Michael Solodkov
Keyword(s):  
Human Resources ◽  
Global Economy ◽  
Work Teams ◽  
Human Resources Management ◽  
Correct Choice ◽  
Theory And Practice ◽  
Resources Management ◽  
Staff Members ◽  
Industry Affiliation ◽  
International Companies

At the present time the role of management based on modern achievements of management theory and practice is constantly increasing. At the present stage of management development, one of the most promising directions is not only the improvement of personnel management, but also the development of practical models and management schemes that allow using individual propensities and qualities of the employee. Improving human resources management in international companies is becoming particularly important. These companies represent the basis of mechanism of modern global economy. International economic relations are constantly getting stronger which increases the need to foster international staff members within transnational corporations. At the same time most of such companies address these issues without any well-established models which would ensure positive results. The correct choice of human resources management strategy in an organization determines the company’s success in general. The article examined the experience of international companies in training personnel and creating multinational teams, defined the methods to systematize the work on the creation and development of multinational work teams in existing global companies regardless of the country and industry affiliation of such companies.

Success and Survival of Skill-Based Pay Plans

2005 ◽  
Vol 31 (1) ◽  
pp. 28-49 ◽  
Author(s):  
Jason D. Shaw ◽  
Nina Gupta ◽  
Atul Mitra ◽  
Gerald E. Ledford
Keyword(s):  
Longitudinal Study ◽  
Human Resources ◽  
Human Resources Management ◽  
Supervisor Support ◽  
Theory And Practice ◽  
Technical Innovation ◽  
Innovation Strategy ◽  
Resources Management ◽  
Compensation Systems ◽  
Workforce Flexibility

Factors related to the success and survival of skill-based pay (SBP) plans are addressed in a longitudinal study of 97 facilities. Results indicate that certain design features and support variables relate to increased workforce flexibility and to SBP survival, and supervisor support also relates strongly to SBP survival. The results also show that SBP plans are more successful and sustainable in manufacturing facilities than in service facilities, and SBP survival is less likely in facilities pursuing a technical innovation strategy. Implications of the research for theory and practice regarding SBP plans, compensation systems, and human resources management innovations are addressed.

HUMAN RESOURCE M ANAGEMENT SERVICE AT THE PRODUCT COMPANY

10.12737/1392 ◽  
2013 ◽  
Vol 2 (5) ◽  
pp. 73-74
Author(s):  
Галяутдинов ◽  
D. Galyautdinov ◽  
Брязгунова ◽  
Yu. Bryazgunova
Keyword(s):  
Human Resources ◽  
Professional Training ◽  
Work Teams ◽  
Human Resources Management ◽  
Training And Development ◽  
Problem Solver ◽  
Resources Management ◽  
Personnel Costs ◽  
Training Motivation ◽  
Labor Potential

It is pointed out that human resources management (HRM) department plays a signifi cant role in an organizational structure of any business entity as a problem solver of all and any issues concerning eff ective use of labor potential at the scale of the whole organization. Such HRM functions, as recruiting, selection, hiring, adaptation, training, motivation and development, help to avoid and/or resolve many personnel problems and to reduce personnel costs. By means of professional training and development HRM-department contributes substantially to fostering highly eff ective work teams. By varying forms and methods the HRMdepartment eff ectively adapts personnel training and development to the specific characteristics of different groups of employees and to personal touch of each employee as well.

scholarly journals Trends in the formation of state policy in the human resources management in public and local government authorities of Ukraine

2020 ◽  
Vol 45 (2) ◽  
pp. 168-172
Author(s):  
Iryna Gusak
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Public Service ◽  
State Policy ◽  
Professional Competence ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Public Authorities ◽  
Resources Management

This article substantiates the essence and problems of state policy in the human resources management in public and local government authorities of Ukraine. The quality of specialist training for work in public and local government authorities is analyzed and the ways to improve the level of personnel professional competence are determined. The main problems of human resources management in the system of public authorities are covered. They are adaptation of state policy in the human resources management, increase in the demands and responsibility of the civil servant for the quality of tasks performed, etc. The purpose of the human resources management is to provide personnel, organize its effective use, professional and social development. Therefore, the task of this article is to determine the main directions of restructuring the human resources to improve the functioning, to expand the functional responsibilities of employees of relevant services, to increase their independence in solving problems of human resources management. The unresolved parts of the general problem are considered: the creation of a professional institute of public service; ensuring its effectiveness; the issue of improving the functioning of human resources of public authorities in Ukraine given modern achievements of the theory and practice of human resources management remains relevant. The changes in human resources in public authorities for the purpose of modernization of the legislation of Ukraine on public service and service in local government authorities are studied. The directions of improving the modern management system in public authorities to form the effective public policy are proposed.

scholarly journals Diagnosis of the Maturity Level of Implementing Industry 4.0 Solutions in Selected Functional Areas of Management of Automotive Companies in Poland

2021 ◽  
Vol 13 (9) ◽  
pp. 4867
Author(s):  
Ewa Stawiarska ◽  
Danuta Szwajca ◽  
Mirosław Matusek ◽  
Radosław Wolniak
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Industry 4.0 ◽  
Global Economy ◽  
Business Processes ◽  
Assessment Tool ◽  
Innovation Management ◽  
Human Resources Management ◽  
Resources Management ◽  
Functional Areas

The automotive sector is one of the key branches of the global economy. The automotive industry is also a very important sector of the Polish economy, as it generates over 8% of GDP and accounts for over 20% of the annual export value. Industry 4.0 and the effective use of modern technologies give a chance for its further dynamic development. The implementation of Industry 4.0 solutions in the business processes of automotive companies should not only take place in the area of production or logistics, as it is usually indicated, but also in their other functional areas, such as quality management, human resources management, and innovation management. The purpose of the article is to diagnose the level of maturity in the implementation of Industry 4.0 solutions in selected management areas of automotive companies operating in Poland. Using a maturity assessment tool, the authors assessed the level of maturity in six selected functional areas of an enterprise, such as production and logistics management, quality management, human resources management, social and environmental responsibility, and product innovation management. The authors also formulated conclusions and recommendations concerning actions that should be taken by automotive companies in order to achieve higher maturity levels in the implementation of Industry 4.0 solutions.

scholarly journals EFFECTS OF ARTIFICIAL INTELLIGENCE ON HUMAN RESOURCES MANAGEMENT A STUDY OF IT SECTOR IN PAKISTAN

2021 ◽  
Vol 1 (1) ◽  
pp. 61-77
Author(s):  
Khushnooda Tahira
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resources Management ◽  
Numerical Data ◽  
Modern Technology ◽  
Theory And Practice ◽  
Modern World ◽  
Unique Contribution ◽  
Resources Management ◽  
The Given

Purpose: The study examined effects of artificial intelligence on human resources management a study of it sector in Pakistan Methodology: The tool used for the purpose of gathering the data for this thesis was a questionnaire The content of the questionnaire had to be necessarily validated by a PhD professor .In order to fulfill the need of the research of finding out the relationship, which might exist between the given dependent and independent variables, correlation analysis was conducted using SPSS.. The research was also based upon facts and arguments based on the non-numerical data which is gathered through different articles. The respondents chosen for filling the research questionnaire were selected from the top ranking IT companies of Pakistan because of the fact that these companies, some of them being multi-national, would have the understanding of the modern challenges related to technology and the complexities of the recruitment. Result: Technology is the main focus of the whole world today. Companies who wish to survive in the modern industry must make their recruitment processes digitized by incorporating the modern technology so that not only the processes can be made faster but also their performance can be made better. Unique contribution to theory and practice: Artificial intelligence is the result of the modern world of complexities and new technological advancements which have allowed new entrant to enter new markets anytime. The biggest challenge of artificial intelligence is that it has made everything quick. Recruiters want to be catered quickly for this purpose, companies ought to have highly responsive HR system so that the hiring is on time

Investigation of the Application of Human Resources Management Technologies in Telecommunication Company

2017 ◽  
Vol 6 (4) ◽  
pp. 32-35 ◽  
Author(s):  
М. Коробкина ◽  
M. Korobkina ◽  
Л. Ширяева ◽  
L. Shiryaeva
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Resources Management ◽  
Hr Management ◽  
The Social

Among all the social concepts of the 20th and 21st centuries, one of the most important is the concept of human resource management technologies. Personnel management technologies occur as a link between the theory and practice of HR management, acting as a way to increase the efficiency of staff activities, as well as to coordinate the interests of the organization and employees. The article raises the problems of using of the technologies of personnel management in the company’s activities and the prospects for implementing human resources technologies into the practice of personnel management. The authors made a research in order to study the situation of application of various HR technologies in the activities of the federal telecommunications company. The results of this study allow us to see not only the problems that now occur in the implementation of human resource management technologies in the practice of the company, but also to find the ways to solve them and to optimize the activity of HR departments.

Unmasking merger problems from employees’ perspectives: A case of the disestablished Aganang Local Municipality, South Africa

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Walter Tshamano ◽  
Arthur Shopola ◽  
Ricky Mukonza
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Qualitative Approach ◽  
Resources Management ◽  
Staff Members ◽  
Local Municipality ◽  
Merging Process ◽  
Labour Disputes ◽  
Major Data

Background: Aganang Local Municipality (ALM) was disestablished, and its municipal area was amalgamated into Blouberg Local Municipality, Molemole Local Municipality and Polokwane Local Municipality on 03 August 2016. The municipality was disestablished with a view to optimise the financial viability of municipalities in the Capricorn District Municipality. This development brought about challenges in a variety of areas as the move meant merging of the disestablished municipality to the other three municipalities.Aim: This article explored the underlying human resources management problems that emanated from the disestablishment of ALM. The guiding question for this article was what are some of the salient human resource management challenges that emanated from ALM’s disestablishment? In addition, what lessons can be drawn for future municipal disestablishment exercises?Setting: The setting for this study was the Polokwane Municipality, South Africa.Methods: A qualitative approach, with interviews being the major data-collecting instrument, was applied.Results: A key finding of this study is that there is a general dissatisfaction among staff from Aganang Municipality who were moved to Polokwane Municipality (PM) because of disparities in remuneration between them and their counterparts working for PM.Conclusion: A major recommendation proffered in this article is that all human-resource-related issues need to be ironed out with staff members of the disestablished municipality before they are moved to other municipalities. This assists in minimising labour disputes in the merging process.

scholarly journals Management in achieving competitive advantage in Nigerian public organisations under the global economy

2015 ◽  
Vol 3 (3) ◽  
pp. 177
Author(s):  
Chijioke Hope Ukanwah ◽  
Emeka Austin Ndaguba
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Global Economy ◽  
Human Resources Management ◽  
Resources Management ◽  
Public Organisations ◽  
Productivity And Competitiveness

This paper explores the strategic role of human resources management in achieving competitive advantage in a global economy. Human resource management remains indispensable in engendering competitive advantage for businesses in this era of tense global competition. Productivity and competitiveness of organisations is now dependent on their employees’ ability to generate, process, and apply knowledge. Scholars and practitioners of human resources management agree that a workforce that is properly trained and managed is a source of competitive advantage. The article recognised the fact that public organisations have not really given importance to human resource management and this is responsible for their underwhelming performance. The paper recommends some HR strategies that managers can adopt to improve the quality and value of their workforce, and these range from effective talent management, continuous workplace learning, safe and healthy work environment, ICT adoption, competitive benefit system, HR planning to proper deployment of skills and expertise.

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