TRENDS OF IT HUMAN RESOURCES AND END-USERS INVOLVEMENT IN I.T. FUNCTION:  A COMPARISON OF MANUFACTURING AND SERVICE SECTOR

It is essential in all organizations to provide integration of human resources and the organization, in terms of organizational effectiveness. In organizations that are active in service sector, this integration is especially important because of the fact that the employees are in face-to-face relationship with the customers. In this sense, the extent of responsibility on managers/leaders, is really important. Managers/leaders in organizations can adopt a leadership style and behave as “Task (Work) Oriented” or “Employee (Relationship) Oriented”. The style that is adopted by the leader, has a considerable effect on their relationship with employees.Leader-member Exchange Theory (LMX) is the leading theory that scrutinizes endogeneity and exogeneity. LMX, codes human resources as inner-group and outer-group in the context of leader-member exchange. The leadership styles that are adopted by the managers, have great impact on the exchange among leaders and subordinates. Thus, the subordinates perceive their situation either inner-group members or outer-group members.The purpose of this study, is to find out the effect of the leadership style that is adopted by the managers on Leader-Member Exchange (LMX). In this context, a survey method is applied to the tourism agencies that are active in Yalova, Turkey. The survey consists Fiedler’s LPC (least preferred co-worker) measure, Leader-member Exchange measure and demographical questions. According to the results, there is no statistically significant effect of Task Oriented leadership style on Self Oriented dimension of LMX. On the other hand, it has been found that there is statistically significant effect of Relationship Oriented Leadership Style on Self Oriented dimension of LMX.

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Rekomendasi Perbaikan Infrastruktur TI SMK Berdasarkan Evaluasi Tingkat Kematangan Framework COBIT 5

JOURNAL OF APPLIED INFORMATICS AND COMPUTING ◽

10.30871/jaic.v2i2.1038 ◽

2018 ◽

Vol 2 (2) ◽

pp. 9-14

Author(s):

Hendrik Kusbandono ◽

Dwiyono Ariyadi

Keyword(s):

High School ◽

Human Resources ◽

Provincial Government ◽

Management Policy ◽

Data Service ◽

It Infrastructure ◽

Vocational High School ◽

Online Data ◽

Education Authority ◽

It Human Resources

Starting from 2017, the management policy and education authority of Vocational High School in district region is taken over by the provincial government. In order to distribute the services to Vocational High School in several regions, the provincial government applies data service in online. To support online data service between the provincial education office and the Vocational High School in several regions, it is needed the supports of adequate IT infrastructure. The IT infrastructure components cover human resources and IT assets in form of hardware and software. To discover the maturity level of IT infrastructure in each Vocational High School, it is required analysis of IT human resources capability and IT asset owned. The research method used was COBIT 5 framework with a set of best practices which able to facilitate the management to assess and mitigate risks, as well as provide improvement recommendations. Subdomain focus used for evaluations and recommendations were APO07 and BAI09. The results obtained by capability level of each subdomain is at level 1 namely Performed Process that organization performs a process to achieve the purpose with improvement recommendations to Level 2 namely Managed Process.

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Trends in IT Human Resources and its Determinants

Human Resources Management ◽

10.4018/978-1-4666-1601-1.ch084 ◽

2012 ◽

pp. 1479-1495

Author(s):

Vijay K. Agrawal ◽

Vipin K. Agrawal ◽

Ross Taylor ◽

Frank Tenkorang

Keyword(s):

Human Resources ◽

21St Century ◽

It Professionals ◽

Scarce Resources ◽

Factors Influencing ◽

Reasonable Degree ◽

It Human Resources

The purpose of this chapter is to examine the various, sometimes contradictory, factors influencing the demand for IT professionals and to build a simple framework that can be used to predict demand. The ability to predict the demand for IT professionals with a reasonable degree of accuracy is important for IHE’s and businesses to correctly identify where their scarce resources should be allocated to develop a curriculum for the 21st century workforce.

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Using OLAP Tools for e-HRM

Human Interaction with Technology for Working, Communicating, and Learning ◽

10.4018/978-1-61350-465-9.ch016 ◽

2011 ◽

pp. 252-265

Author(s):

Alysson Bolognesi Prado ◽

Carmen Freitas ◽

Thiago Ricardo Sbrici

Keyword(s):

Decision Making ◽

Human Resources ◽

Data Warehouse ◽

End Users ◽

Web Portal ◽

Business Information ◽

On Line ◽

Analytical Processing ◽

Resource Data ◽

Support Decision Making

In the growing challenge of managing people, Human Resources need effective artifacts to support decision making. On Line Analytical Processing is intended to make business information available for managers, and HR departments can now encompass this technology. This paper describes a project in which the authors built a Data Warehouse containing actual Human Resource data. This paper provides data models and shows their use through OLAP software and their presentation to end-users using a web portal. The authors also discuss the progress, and some obstacles of the project, from the IT staff’s viewpoint.

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Managing IT Human Resources

10.4018/978-1-60960-535-3 ◽

2011 ◽

Cited By ~ 3

Keyword(s):

Human Resources ◽

It Human Resources

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An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha

International Journal of Applied Industrial Engineering ◽

10.4018/ijaie.2018070105 ◽

2018 ◽

Vol 5 (2) ◽

pp. 58-67

Author(s):

Monalisha Patel

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Human Resources Management ◽

End Users ◽

Business Culture ◽

Complex Data ◽

Compatibility Factor ◽

The Impact

The complex data and information from all sectors are integrated together by the ERP within an organisation. Because of the various kinds of end users, the implementation of the ERP is a complex process to handle. Some of the effects of individual, technological and organisational factors are taken into consideration as in the impact of the usage upon ERP and its effect upon the end user. The results however suggests that the system functionalization supports the organisation in the functioning of the HR practices, training and development, self-dependency of employees (end users) and the compatibility factor of the end users as well. The usage of ERP has no doubt an impact upon human resources functions and operations. Because human resources involve the human capital, therefore the process of human resource management (HRM) is undergoing changes implementing various tools of technology while improving performance. The amalgamation between HRM processes with information technology being termed as electronic human resources management. (E-HRM). So, the phenomenon of E-HRM works to functionalise all operations and activities that the human resource management system dealt with. Both in terms of E-HRM and the virtual human resource management systems do not go with the same interpretations as those streamlined by Lepak and Snell's “The network founded structure built on partnerships and typically framed by networking technologies to support the organisation attain, develop and deploy intellectual capital.” It is not wrong to say that the decentralization of human resource functions is the essence of E-HRM. Those functions typically can be availed through an intranet or other web technology channel. When such facilities are provided within an organisation it helps the managers and employees empower themselves to perform the chosen HR functions themselves, relieving the HR department of those tasks. It is even foreseen that as E-HRM grows and renovates business culture, there would be changes, but the need is to be inculcated to a substantial measure.

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Definition of Engineering Asset Management: A Review

Applied Mechanics and Materials ◽

10.4028/www.scientific.net/amm.773-774.794 ◽

2015 ◽

Vol 773-774 ◽

pp. 794-798

Author(s):

M.S. Somia Alfatih ◽

M. Salman Leong ◽

Lim Meng Hee

Keyword(s):

Human Resources ◽

Asset Management ◽

Cost Effective ◽

Cost Effective Approach ◽

Definition Of ◽

It Human Resources

The terminology of "Asset Management" (AM) has been widely used in many organizations. It has been generally accepted and defined as a cost effective approach for asset operation, maintenance, upgrade, and disposal. It covers many scopes and topics spanning from financial, IT, human resources, and also physical engineered assets. Engineering asset management (EAM) is the management of engineering assets and it provides guidelines on the effective usage of all the physical engineered assets within the organization. It is deemed essential to understand the concept of effective EAM and practices in an organization. This paper provides a review on the definition and concepts of AM and EAM with the aim of providing good insights and understanding on this topics.

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