scholarly journals SCHOOL OF HUMAN RESOURCE MANAGEMENT AS THE BASIC FOR THE DEVELOPMENT OF MODERN BUSINESS STRATEGIES

2018 ◽  
pp. 03-07
Author(s):  
A. V. Tebekin
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Business Strategies ◽  
Quality Of Working Life ◽  
Social Partnership ◽  
Resources Management ◽  
The Social ◽  
Evolutionary Scheme ◽  
Modern Business

From the modern positions of market development, the place of the school of human resources management in the evolutionary scheme of the school of modern management is considered. Comparison of the model positions of the school of human relations and the model of the human resources school is given. The contents of the basic postulates of the school of human resources management are considered in detail, including: the attitude to the human factor as a source of the enterprise's income; creation of conditions for the development of each employee; integration of personnel policy of the enterprise into the general policy of the enterprise and into the social and economic policy adopted in the society; professional development and training of competent and interested employees; development of social partnership through democratization of governance; improving the quality of working life by enriching the content of work. The prospects of using these postulates in the formation and development of modern business strategies are shown. 

scholarly journals SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?

2021 ◽  
Vol 30 (30 (1)) ◽  
pp. 353-361
Author(s):  
Marie-Pier Côté ◽  
Doina Muresanu
Keyword(s):  
Human Resources ◽  
Relationship Quality ◽  
Social Identity Theory ◽  
Methodological Approach ◽  
Human Resources Management ◽  
Employment Relationship ◽  
Comparative Case Study ◽  
Resources Management ◽  
Social Organizational

This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.

scholarly journals MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Biljana Panić ◽  
Jana Cvijić ◽  
Nada Petrović
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategy ◽  
Practical Knowledge ◽  
Human Resources Management ◽  
Organizational Level ◽  
Resources Management

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

scholarly journals PECULIARITIES OF THE HUMAN RESOURCES MANAGEMENT PROCESS IN SERVICE ORGANIZATIONS - RESEARCH RESULTS

2020 ◽  
pp. 457-484
Author(s):  
Tijana Savić Tot ◽  
◽  
Vilmoš Tot ◽  
Marija Runić Ristić ◽  
Maja Aleksić ◽  
...  
Keyword(s):  
Quality Of Service ◽  
Human Resources ◽  
Human Resources Management ◽  
Business Environment ◽  
Service Organizations ◽  
Service Process ◽  
Management Process ◽  
Resources Management ◽  
Advantages And Disadvantages

Service organizations have, over the years, been constantly faced with increasing customer demand, growing competition, digitalization, and numerous changes in the business environment to which they must adapt in order to survive in the marketplace. As the main specificity of service organizations is reflected in the “intangibility” of their services, for customers who are participants in the service process and for employees who directly depend on the quality of service, service process and customer satisfaction, defining appropriate activities of Human Resources Management process, which manages employees, undoubtedly represents a priority that provides a competitive advantage. This paper will present the results of the research on the characteristics of eight selected sub-processes in the process of Human Resource Management in service versus production organizations of Rasina district, in order to define their specifics and point out their advantages and disadvantages.

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 IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KUALITAS PENDIDIKAN DI PAUD PELANGI BUNDA KOTA METRO

2019 ◽  
Vol 3 (01) ◽  
pp. 98
Author(s):  
Era Margaretha
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Learning Motivation ◽  
Quality Education ◽  
Educational Institutions ◽  
Quality Of Education ◽  
Resources Management ◽  
Childhood Education ◽  
Management Quality

Early childhood education (PAUD) Pelangi Bunda is one of the educational institutions that is very concerned about human resources, especially in an effort to prosper his life. Teachers as human resources are an important component in school organizations. The quality of human resources can be a support for the creation of quality education. However, quality human resources will not run as it should if it is not supported by sufficient financial. Therefore, Human Resources Management in PAUD Pelangi Bunda must be done well in order to improve the quality of education. learning motivation of learning citizens / communities.Keywords: Human Resource Management, Quality of Education

IT Governance and Human Resources Management: A Framework for SMEs

2013 ◽  
Vol 4 (3) ◽  
pp. 40-57 ◽  
Author(s):  
Helena Garbarino-Alberti
Keyword(s):  
Human Resources ◽  
Simple Structure ◽  
Human Resources Management ◽  
It Governance ◽  
Lessons Learned ◽  
Resources Management ◽  
Material Resources ◽  
It Human Resources

Information Technology (IT) plays an important role in organizations, particularly in small and medium-sized enterprises (SMEs). These firms have a simple structure with less specialized tasks and tight human, financial and material resources, so it is particularly important to use an appropriate IT governance framework (ITG) to such enterprises. This paper shows the results of applying an ITG framework designed for SMEs in a case study focused on IT Human Resources (IT HR) and the lessons learned. Conclusions highlight the importance of the quality of IT HR along with the key role played by related enterprise policies.

Digital Era and New Methods for Employee Recruitment

2022 ◽  
pp. 1908-1926
Author(s):  
Elif Baykal
Keyword(s):  
Human Resources ◽  
Change Process ◽  
Business Processes ◽  
Human Resources Management ◽  
Business Environment ◽  
Resources Management ◽  
Employee Recruitment ◽  
Advantages And Disadvantages ◽  
Digital Era

The ever-increasing digitalization in today's business processes—and incredibly fast-growing markets—have created a more competitive business environment. And, this more competitive business environment has led companies to be more demanding regarding the employee qualifications as well as the quality of tasks carried out by these employees. Moreover, this change process has rendered the traditional human resources management methods inadequate, further digitizing the field of human resources. In this study, the authors examine the handling of recruitment functions within human resources management and the digitization process. Furthermore, they discuss both the basic dynamics of the e-recruitment processes, the tools of e-recruitment, as well as its advantages and disadvantages.

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