scholarly journals Leveraging human resources management (HRM) practices toward congruence of values

2021 ◽  
Vol 10 (1) ◽  
pp. 85-94
Author(s):  
Maureen Gelle-Jimenez ◽  
Hector M. Aguiling
Keyword(s):  
Performance Management ◽  
Management Practices ◽  
Personal Values ◽  
Human Resources Management ◽  
Core Values ◽  
Organizational Strategies ◽  
Structured Interviews ◽  
The Core ◽  
Hr Management ◽  
The Impact

Core values are critical to an organization’s identity, mission, strategy, and success.  Harmonizing personal values and the core values espoused by the organization addresses congruence gaps and ensures that the actions of employees are consistent and aligned with organizational strategies. This study aims to identify the HR management practices of a University in Manila, Philippines that promote the congruence between the personal values of employees and the core values of the organization.  The qualitative research methodology was utilized to identify practices in the areas of Recruitment and Selection, Performance Management System, and Training and Development that promote congruence of values.  Semi-structured interviews of key University officials were conducted using open-ended questions. A review of relevant and pertinent documents was also undertaken. The three identified HR functional areas are highlighted because these are critical in the selection, motivation, and retention of high-quality employees.  Leveraging HR management practices to promote congruence entails that the values of the organization are well-defined.  Employees must understand how these are translated into workplace behaviors and actions.  It must be clearly laid down how these relate to their performance and the impact these have on the achievement of the overall goals of the organization.

scholarly journals Impact of HRM practices on core competencies Applied

2017 ◽  
Vol 1 (3) ◽  
pp. 1-36
Author(s):  
Saadoun Hamoud Chthear ◽  
Uday Salah Jihad
Keyword(s):  
Human Resources ◽  
Management Practices ◽  
Core Competencies ◽  
Human Resources Management ◽  
Practical Aspect ◽  
Organizational Level ◽  
Resources Management ◽  
The Core ◽  
Core Capabilities ◽  
The Impact

The main thrust of the research is to determine the impact of human resources management practices on core competencies. The research was carried out in the practical aspect of the Ministry of Construction and Housing, Municipalities and Public Works. The subject of human resources management practices is of great importance and renewed due to the sustained interest in human resources. The role of these practices has not only been limited to the human resource، but has also extended to its role at the organizational level in the direction of its development، namely، the reliance on it to qualify human resources to make them capable and capable. Which is the result of possessing substantial capabilities، which is a weapon through which organizations compete in an environment characterized by change، which in turn requires the capabilities، capabilities and resources of a renewed core، and in the field of research embodied in the testing of human resources practices، and is based on the interest of the core capabilities of the future includes the ability and capability of defensive and offensive at the same time to deal With the changing environment as a characteristic of the era، in particular that the consequences of this environmental change require an assessment and accordingly، either improve or strengthen the core capabilities، which leads to meet the requirements of the beneficiaries of the services provided by the Ministry of Wall That reconstruction and in this context، the research sample included workers in the ministry mentioned the number of employees (132) and has been used as a questionnaire for data collection، and research has found the existence of the impact of the human resources management practices and core capabilities.

scholarly journals BETWEEN REWARD AND SUFFERING: THE BANK WORKERS' VIEW OF THE FLEXIBILITY DISCOURSE

2016 ◽  
Vol 17 (4) ◽  
pp. 15-38
Author(s):  
REJANE PREVOT NASCIMENTO ◽  
LÍGIA DO CARMO MARTINS DAMASCENO ◽  
DIANA REBELLO NEVES
Keyword(s):  
High Performance ◽  
Management Practices ◽  
Human Resources Management ◽  
Point Of View ◽  
Structured Interviews ◽  
Content Analysis Method ◽  
Standards Of Living ◽  
Methodological Aspects ◽  
The Impact ◽  
Bank Employee

ABSTRACT Purpose: To analyze critically the impact of the flexibility discourse on banking industry practices, from the perspective of bank employees. Originality/gap/relevance/implications: This research is relevant once it deals with the issue of flexibility from the point of view of the employees, a matter that is still being debated in the academia. It also tries to close a gap in the subject, namely on whether employees identify the use of the flexibility discourse as being an instrument of control. Key methodological aspects: The study used a qualitative approach and semi-structured interviews for its data collection. This data was analyzed using the content analysis method. Summary of key results: The transformation of bank workers' profiles, in order to be more flexible, has exposed them to perverse management practices and, encouraged by corporate discourse, they have ended up becoming high performance slaves. The bank employee is now primarily seen as a salesperson. Even though they are dissatisfied with their working conditions, the interviewees readily submit themselves to the pressures of work to maintain their standards of living. Key considerations/conclusions: Flexible practices are so embedded in the day-to-day work of bank workers that they do not perceive them as being tools of control or domination over them. Finally, the conclusion reached is that the prevailing ideology in society enhances the discourse of human resources management, which, in turn makes the flexibility discourse operational, as pointed out by Sennet (2008) and Gaulejac (2007).

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

Organizational learning, knowledge management practices and firm’s performance

2015 ◽  
Vol 22 (1) ◽  
pp. 14-39 ◽  
Author(s):  
Ajay K. Jain ◽  
Ana Moreno
Keyword(s):  
Knowledge Management ◽  
Organizational Learning ◽  
Performance Management ◽  
Management Practices ◽  
Achievement Orientation ◽  
Content Type ◽  
Power Generation Equipment ◽  
Engineering Organization ◽  
Reward And Recognition ◽  
The Impact

Purpose – The study aims at investigating the impact of organizational learning (OL) on the firm’s performance and knowledge management (KM) practices in a heavy engineering organization in India. Design/methodology/approach – The data were collected from 205 middle and senior executives working in the project engineering management division of a heavy engineering public sector organization. The organization manufactures power generation equipment. Questionnaires were administered to collect the data from the respondents. Findings – Results were analyzed using the exploratory factor analysis and multiple regression analysis techniques. The findings showed that all the factors of OL, i.e. collaboration and team working, performance management, autonomy and freedom, reward and recognition and achievement orientation were found to be the positive predictors of different dimensions of firm’s performance and KM practices. Research limitations/implications – The implications are discussed to improve the OL culture to enhance the KM practices so that firm’s performance could be sustained financially or otherwise. The study is conducted in one division of a large public organization, hence generalizability is limited. Originality/value – This is an original study carried out in a large a heavy engineering organization in India that validates the theory of OL and KM in the Indian context.

scholarly journals CHANGES IN HUMAN RESOURCES MANAGEMENT IN A PANDEMIC (FOR THE RESULTS OF NARRATIVE EXPERT INTERVIEWS)

2020 ◽  
Keyword(s):  
Labor Market ◽  
Work Performance ◽  
Management Practices ◽  
Human Resources Management ◽  
Remote Work ◽  
Managerial Decision ◽  
Hr Management ◽  
Expert Interview ◽  
Market Situation ◽  
Education Science

The article is dedicated to the analysis of the changes in HR management practices in Ukrainian enterprises during the pandemic. Introduction of the anti-epidemic restrictions has a large impact on market situation, and labor market in particular, creating a critical situation for enterprises. In such situation new challenges in HR management emerge, which, have being solved successfully, will allow mitigating the consequences of the pandemic for enterprises and workers. Since such conditions are completely novel, there is a lack of the systemic research of the factors that influence managerial decision-making. The article is aimed at the identification and analysis of the most significant challenges emerging in the area of HR management due to the epidemic hazard spread and the introduction of the anti-epidemic restrictions. The research is based on the results of the expert interview with different level managers of the private and state enterprises operating in the areas of education, science, IT, finance and service. Data reveal that the most problematic challenge was the transition to remote work leading to the technical, psychological, and methodical difficulties in the work performance. Moreover, the different level of availability of the remote work in different enterprises and areas conditions unequal influence made by the crisis on workers and the intensification of socioeconomic inequalities. Another important aspect is the informal relationships management and the integration of workers, since consolidated work groups appear more resistant toward the stress of the abrupt changes in working conditions. The situation of uncertainty regarding the future development of the pandemic and the introduction of anti-epidemic measures shortens the strategic planning perspective and bears high conflict potential, which will complicate labor market recession. It is suggested to use the presented results for the further detailed and systemic research of the influence made by the pandemic on the changes in HR management practices in the context of the global transformations of labor relationships.

scholarly journals The Impact of performance management on improving human resources management’s elements at Al Hikmah Pharmaceutical Company (Public shareholding)

2021 ◽  
Vol 10 (2) ◽  
pp. 415-425
Author(s):  
Mah’d Hussein Abu Joma
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Pharmaceutical Company ◽  
Task Performance ◽  
Human Resources Management ◽  
Contextual Performance ◽  
Study Data ◽  
Study Results ◽  
Management Factors ◽  
The Impact

The study aimed to identify the impact of Performance management’s dimensions (Task performance & Contextual performance) on improving human resources management’s elements in Al Hikmah Pharmaceutical Company. The study sample consisted of the employees working of Al Hikmah Pharmaceutical Company where 302 questionnaires were distributed to the employees working in in the company in Jordan; (12) questionnaires were excluded because they were not valid for analysis. The study used the descriptive analytical method. The study data was collected through a specially designed questionnaire for this purpose. The results of the study showed that the performance management factors (Task performance & Contextual performance) factors in Al Hikmah pharmaceutical company, the values of their arithmetic averages ranged between (3.675- 4.149) and according to the adopted scale, all these values are (high), which confirms the presence of a high impact of both performance management factors on all factors of human resources management in Al hikmah company. The study also showed that there is a discrepancy in the amount of the impact of performance management factors on the stages of human resources management’s elements, as follows: 1-The training and development. factor came first, 2-The organizational culture. factor came second, 3-The evaluate performance factor came third. Human resources management’s elements have been influenced to a lesser extent by the performance management factors. Based on the study results, researcher recommended the necessity of adapting Performance management by administration's leaders so as to develop the human resources department’s elements in the company because this contributes to raise productivity of it, which also means bigger market share, better revenues, best quality, then driving organization to achieve its goals.

scholarly journals From performance measurement to performance management in the impact investment industry

2020 ◽  
Vol 94 (5/6) ◽  
pp. 205-217
Author(s):  
Jeroen van Raak ◽  
Amber Raaphorst
Keyword(s):  
Performance Measurement ◽  
Performance Management ◽  
Institutional Investors ◽  
Structured Interviews ◽  
Impact Measurement ◽  
Standardized Measures ◽  
External Reporting ◽  
The Cost ◽  
Impact Data ◽  
The Impact

Impact investments have the potential to play an important role in solving social and environmental problems. Although the sector is growing rapidly, it does face a number of challenges, in particular related to impact measurement. Measuring the impact of such investments, which aim to achieve social and/or environmental impact while simultaneously generating financial returns, has proven difficult. This study examines the design and application of measurement systems related to impact investments. To investigate this, the seven impact measurement guidelines of the IMWG are used as a framework. We study to which degree impact investors set concrete investment objectives, how they measure and collect data related to the generated impact of the investments, and how they use such data to evaluate investment opportunities. We rely on a qualitative research methodology, including 13 semi-structured interviews among Dutch institutional investors. We find that impact investors typically set general, but not specific impact objectives. Furthermore, we note that impact investors are still searching for and experimenting with performance measures, and that they would value the development of standardized measures. Such standardized measures may assist in reducing the cost of obtaining investment data, while simultaneously increasing data reliability. Although the obtained impact data is currently hardly used for external reporting and impact data driven investment decisions, the institutional investors expect this to happen in the near future as the process of impact measurement matures. This would enable institutional investors to transition from performance measurement to performance management in the impact investment industry.

Sustainability in Information and Communication Technologies

2021 ◽  
pp. 375-396
Author(s):  
Clara Silveira ◽  
Leonilde Reis
Keyword(s):  
Information And Communication Technologies ◽  
Organizational Context ◽  
Management Practices ◽  
Communication Technologies ◽  
Software Systems ◽  
Organizational Strategies ◽  
The Sustainable Development ◽  
Information And Communication ◽  
Definition Of ◽  
The Impact

Information and communication technologies (ICT) can provide added value in an organizational context in order to enhance the definition of business support strategies. The purpose of the chapter is to focus on the contribution of ICT to implement a sustainability policy in the organizations, in the context of the sustainable development goals to improve cooperation and promote development. In this context, the principles of the Karlskrona Manifesto are applied to the development of software systems. The methodology focused on the literature review of the domain and on a case study, in order to analyze the impact of ICT as an engine of sustainability in organizations. The main conclusions focus on the analysis of the impact of established practices in organizations to design and develop sustainable software systems. The results point to a greater consciousness of the potential effects of software systems on sustainability, which will improve management practices, reducing the quantity of material to be recycled, and aligning organizational strategies with Green IT.

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