scholarly journals A study on “Challenges of Six Sigma implementation in Human Resource Management” Special reference to Information Technology Sector

2018 ◽  
Vol 5 (1) ◽  
pp. 77
Author(s):  
S. Rajesha
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Special Reference ◽  
Human Resource ◽  
Six Sigma ◽  
Technology Sector ◽  
Information Technology Sector

Human Resource Management Strategies of the Indian Information Technology Sector Post-Pandemic

2021 ◽  
pp. 191-210
Author(s):  
Kannan Rajagopal ◽  
Vaisahli Mahajan ◽  
Krishna Chandan Ayyagari
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategies ◽  
Secondary Data ◽  
Employee Morale ◽  
Employer Branding ◽  
Technology Sector ◽  
Information Technology Sector

The objective of this chapter is to discuss the changes incorporated in the human resource management strategies post-pandemic situation owing to the COVID-19 pandemic which has instigated disaster across the Indian information technology sector. However, the information technology (IT) industry has been cruising through the situations steadily compared to the other sectors as it has adopted certain innovative human resource (HR) management strategy coupled with technological innovation. The theoretical investigation using the secondary data sources and views of HR professionals clearly reveals that the information technology sector has incorporated strategic changes to restore the balance and control the distortion caused by the COVID-19 pandemic to the industry. More specifically, the diverse HR strategies incorporated by the IT firms in their efforts were focused to combat the economic repercussions caused by the pandemic, keeping in mind the financial strength of the company, employee morale, future business outlook, and employer branding.

Six Sigma in Human Resources

2017 ◽  
pp. 242-269
Author(s):  
Sushree Lekha Padhi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Six Sigma ◽  
Management Practices ◽  
Full Potential ◽  
Support Functions ◽  
Business Excellence ◽  
Customer Delight ◽  
Voice Of Customer

HR business partner, Business Excellence are some buzzwords in the industry nowadays. Profitability and efficiency are being driven through various strategic initiatives aligned to the vision of the organization. Customer satisfaction is now being replaced by customer delight. Organizations are taking steps ahead of voice of customer. The consumer insights are thoroughly analyzed and interpreted. Data analytics is not restricted to only finance and operation functions but are widely used across the support functions along with line functions. Human resource is now considered as an asset. Organizations are also trying to find out ways to capitalize the full potential of human asset. Various tools and methodologies are paving its way to bring efficient human resource management practices. Six Sigma is one of the tools, which is booming into the application space of Human Resource Management. Six Sigma is being considered as a business process and is helping the in shaping and improving their bottom line by designing and monitoring various activities to reduce the defects.

Difficulties in Accepting Telemedicine

2010 ◽  
pp. 681-691
Author(s):  
María José Crisóstomo-Acevedo ◽  
José Aurelio Medina-Garrido
Keyword(s):  
Health Care ◽  
Information Technology ◽  
Resource Management ◽  
Human Factors ◽  
Human Resource Management ◽  
Human Resource ◽  
Resistance To Change ◽  
Organizational Management ◽  
New Type ◽  
Practical Implications

Telemedicine requires a new type of worker: the health care teleworker. Nevertheless, physicians remain wary of adopting telemedicine. This work examines the sources of the resistance to incorporating telemedicine. We adopt a focus centering on the difficulties that human factors have in accepting the practice of telemedicine. Employees’ resistance to change comes mainly from the inertia that perpetuates traditional routines and methods of working. The success of telemedicine projects will be determined by these human factors as well as by an adequate use of information technology and an appropriate organizational management. This work also offers some practical implications in human resource management for managers of telemedicine projects to consider.

Data Warehouse and Business Intelligence Systems in the Context of E-HRM

2009 ◽  
pp. 223-229
Author(s):  
Martin Burgard ◽  
Franca Piazza
Keyword(s):  
Data Mining ◽  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Data Warehouse ◽  
Human Resource ◽  
Business Intelligence ◽  
Multidimensional Data ◽  
Business Intelligence Systems ◽  
Analytical Processing

The increased use of information technology leads to the generation of huge amounts of data which have to be stored and analyzed by appropriate systems. Data warehouse systems allow the storage of these data in a special multidimensional data base. Based on a data warehouse, business intelligence systems provide different analysis methods such as online analytical processing (OLAP) and data mining to analyze these data. Although these systems are already widely used and the usage is still growing, their application in the area of electronic human resource management (e-HRM) is rather scarce. Therefore, the objective of this article is to depict the components and functionality of these systems and to illustrate the application possibilities and benefits of these systems by selected application examples in the context of e-HRM.

Six Sigma in Human Resources

2022 ◽  
pp. 867-890
Author(s):  
Sushree Lekha Padhi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Six Sigma ◽  
Management Practices ◽  
Full Potential ◽  
Support Functions ◽  
Business Excellence ◽  
Customer Delight ◽  
Voice Of Customer

HR business partner, Business Excellence are some buzzwords in the industry nowadays. Profitability and efficiency are being driven through various strategic initiatives aligned to the vision of the organization. Customer satisfaction is now being replaced by customer delight. Organizations are taking steps ahead of voice of customer. The consumer insights are thoroughly analyzed and interpreted. Data analytics is not restricted to only finance and operation functions but are widely used across the support functions along with line functions. Human resource is now considered as an asset. Organizations are also trying to find out ways to capitalize the full potential of human asset. Various tools and methodologies are paving its way to bring efficient human resource management practices. Six Sigma is one of the tools, which is booming into the application space of Human Resource Management. Six Sigma is being considered as a business process and is helping the in shaping and improving their bottom line by designing and monitoring various activities to reduce the defects.

Global Information Systems and Human Resource Management

2011 ◽  
pp. 30-43
Author(s):  
Fred Niederman
Keyword(s):  
Information Technology ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Information Technologies ◽  
Global Organizations ◽  
Human Resource Strategy ◽  
Information Systems Professionals ◽  
Management Techniques

A socio-technical approach to information systems requires recognition of the inextricable link between information technologies and humans as designers and users. This essay explores five areas in which information technology and human computer designers/users interact within the context of global organizations. These five areas are: using information technology to support the human resource strategy of global organizations, using information technology to support the generation and distribution of organizational learning, using human resource management techniques and programs to support the work of information systems professionals, using human resource management techniques and programs to support the work of global “end-users” or knowledge workers, and, finally, national and regional policies to support technical and human resource infrastructures.

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