scholarly journals Yeşil İnsan Kaynakları Yönetimi ve Yeşil İş Yetkinliklerinin İçerik Analizi Yöntemi İle Değerlendirilmesi (Green Human Resources Management and Evaluation of Green Business Competencies by Content Analysis Method)

2020 ◽  
Vol 12 (3) ◽  
pp. 2669-2681
Author(s):  
Nihan Yavuz
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Human Resources Management ◽  
Analysis Method ◽  
Resources Management ◽  
Business Competencies ◽  
Content Analysis Method ◽  
Green Business

scholarly journals THE CONCEPT OF “FREEDOM OF LEARNING” IN A MULTICULTURAL EDUCATION PERSPECTIVE

Ta dib ◽  
2021 ◽  
Vol 24 (1) ◽  
pp. 70
Author(s):  
Sukron Mazid ◽  
Sauqi Futaqi ◽  
Farikah Farikah
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Multicultural Education ◽  
Educational Process ◽  
Human Resources Development ◽  
Analysis Method ◽  
Content Analysis Method ◽  
Development Context ◽  
Text Study ◽  
Multicultural Perspective

This paper seeks to examine the concept of “Merdeka Belajar” or “Freedom of Learning” which was initiated by the Indonesian Minister of Education and Culture, Nadiem Makarim. The study of freedom of learning uses text study with content analysis method. The concept of “Freedom of Learning” is very interesting when studied with a multicultural education perspective. Moreover, the two concepts have the same relevance and spirit, namely freedom and justice in the human resources development context, particularly through the educational process. Based on the results, the implementation of “MerdekaBelajar” program so far includes four aspects, namely financing, teachers / educators, assessment, and graduates. In a multicultural perspective, problems in management and assessment aspects basically caused by a misunderstanding of the meaning of standards and standardization. Meanwhile, the teacher and graduate aspects lie in the importance of developing multicultural competencies.Integrating a multicultural education perspective in the “Freedom of Learning” policy also transforms an education system that is creative, innovative, and character.

Reflexivity in HRM Research

2020 ◽  
Vol 132 (1) ◽  
pp. 19-34
Author(s):  
Joanna Samul
Keyword(s):  
Content Analysis ◽  
Social Science ◽  
Human Resources ◽  
Human Resources Management ◽  
Data Interpretation ◽  
Research Process ◽  
Resources Management ◽  
Methodological Research ◽  
The Future ◽  
Future Direction

Human resources management as a sub-discipline of social science is concerned with both researching practice and building theory. It includes scientific (epistemological) and reality (ontological) perspective. It seems that the field of HRM has become an interesting subject of methodological research because of its scientific maturity. This article is an attempt to discuss the significance of reflexivity in the research process with particular emphasis on HRM research and to answer the questions: What does reflexivity mean? What are the reflexivity techniques? How are HRM researchers reflexive? This study is based on the content analysis of the most cited articles in the field of HRM. The findings show that the majority of authors use reflexivity techniques of methods, data interpretation and results. The future direction is outlined: more research reflexivity is required.

scholarly journals The role of employer brand practices in human resources management in job applications on company preference

2021 ◽  
Vol 2 (4) ◽  
pp. 1-9
Author(s):  
Abdullah Turk ◽  
Pelin Vardarlier ◽  
Muhammet Ali Hazar
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
External Environment ◽  
Analysis Method ◽  
Employer Branding ◽  
Resources Management ◽  
Long Time ◽  
Research Findings ◽  
Employer Brand

Employer branding is an important issue that businesses cannot neglect, as it is the process of creating a brand for employees and potential candidates. Especially with the development of technology, it has become easier to reach many resources. However, it has always been more difficult to reach talented human resources. At this point, discovering, attracting, and working with talented employees for a long time has attributed a key role to the employer brand. In this direction, the aim of the study is to investigate the roles of employer branding practices in attracting talents to the company in job applications. Content analysis, which is a qualitative analysis method, was used in the study. Maxqda 20 software program was used to access the findings of this analysis. In the research findings, it was seen that concepts such as reputation, communication, awareness, and the concept of Employer Brand were used together intensively. As a result of the research; It has been understood that businesses that want to attract talented employees to the company use the employer brand and communicate effectively with the external environment. It has been seen that this interaction supports the corporate reputation and this has played an important role in increasing the awareness of the company and in the preference and reliability

scholarly journals Implementing a digital human resources management tool in the government health sector in Bangladesh: a policy content analysis

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Dipika Shankar Bhattacharyya ◽  
Goutam Kumar Dutta ◽  
Iffat Nowrin ◽  
Sohana Shafique ◽  
Md. Zahidul Islam ◽  
...  
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Qualitative Content Analysis ◽  
Human Resources Management ◽  
Health Sector ◽  
Policy Coordination ◽  
Management Tool ◽  
Monitoring Strategy ◽  
Resources Management ◽  
The Government

Abstract Introduction In Bangladesh, to address the challenges of ensuring adequate human resources for health (HRH), the government began implementing a digital tool for HRH management in 2017. However, evidence suggests institutionalizing such tools in low-and-middle-income countries is impeded by policy aspects like implementation strategy and poor regulatory framework. Therefore, we aimed to explore factors in the current policy landscape that might facilitate and challenge the implementation of the tool in Bangladesh. Methods We conducted a review of policies related to ICT implementation and human resources management in the health sector in Bangladesh using qualitative content analysis method. Ten policies have been identified, and extensive reading was done to ascertain common themes and patterns. A document analysis matrix was developed to synthesize and help interpret the findings. Results Regarding facilitators, strong upstream level commitments were reflected in the content of policies in terms of setting out specific objectives, targets, timelines, and budget allocation. However, the lack of explicit monitoring strategy and extent of stakeholders’ engagement was not well-defined, ultimately creating chances for impeding downstream implementation. In addition, effective coordination among stakeholders and different HRH and ICT policies could be strengthened. Discussion Findings support the current discourse that national commitment plays a vital role in the integration of ICTs in health services. However, well-defined monitoring strategy and inter-ministry and intra-ministry policy coordination are crucial.

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

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