Glimpse of Tangkhul Tribes

2018 ◽  
Author(s):  
Mohammad Amiri
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Public Administration ◽  
Human Resource ◽  
Graduate Degree ◽  
Border Area ◽  
Post Graduate ◽  
The People ◽  
History Of ◽  
International Border

Tangkhul is a Naga tribe living in the Indo-Myanmar border area occupying the Ukhrul district in Manipur, India and the Somra Tangkhul hills in Myanmar. Despite this international border, the Tangkhul have continued to regard them as one nation. the history of the Tangkhul Nagas were not written in the early days. Still then, history can be read and understood through oral conversation, songs and cultures of the people. The book explores various cultural and sociological aspects of the Tangkhul Naga tribe. About the Author: Mohammad Amiri was born on 10th January 1991 at Tehran in Iran. He did his B.A (Public Administration) degree between 2010 to 2014 at Qazvin Islamic Azad University with Grade of First Class with Distinction. He Joined the Bharati Vidyapeeth Deemed University for his higher studies in the year 2014 and obtained his Post-Graduate degree M.S.W with specialization of Human Resource Management &Labour Welfare in 2016 with Grade of First Class with Distinction. He received from Panjab University, Chandigarh in the year 2016 and pursuing PhD from the same University. He is the author of ISI, and International articles.

scholarly journals Concept Paper on The Efficacies and Twist of Human Resource Management future with the New Era of Coronavirus Pandemic (Covid-19) for Organisational and Institutional Action

2021 ◽  
Vol 2 (4) ◽  
pp. 288-321
Author(s):  
Abdul-Kahar Adam ◽  
Isaac Yaw Manu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
New Era ◽  
The People ◽  
Human Resource Management Practices ◽  
New Directions ◽  
International Hrm ◽  
Institutional Challenges

The essence of this paper is eminent to advance the study of Human Resource Management (HRM) in the profound new directions that has been introduced due to the covid-19 pandemic. This particular review elaborates on the following such as: Challenges Caused by Covid-19 to HRM Principles and Practice, HRM Outlook within Continents in this Coronavirus Pandemic, How Information Technology can still grow HRM in new Practices, The Case of HRM Practice in Developing World with Covid-19, How Both National and International HRM Practice is portrayed with Covid-19, Moving Forward with HRM Practice and Covid-19, and Organisational and Institutional Challenges and Demands in HRM Policies and Law. The general conclusion with this new Human Resource Management is associated with massive application of technology that Human Resource Management practices in various organisational operations and ways of doing things in the traditional HRM way has changed. Many of the roles are been performed remotely using internet and relevant HRM laws, applications and policies to deliver in managing work and the people. This is eminent for HRM practitioners and professionals to further educate and train themselves in this covid-19 era to avert themselves with the new principles instituted by organisations and governments in the area of HRM of activities and people. In this review the HRM is been twisted and thereby its efficacies are challenged which is why this new study is important to the practitioners and professionals to adapt and/or adopt.

To the Source of Profession. Part Two: Periodization of the History of Human Resource Management

2015 ◽  
Vol 4 (5) ◽  
pp. 5-10
Author(s):  
Титов ◽  
Vladimir Titov ◽  
Суханова ◽  
Gulshat Sukhanova
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Evolutionary Theory ◽  
Separate Area ◽  
Personnel Manager ◽  
History Of ◽  
The Subject

In the previous study the authors examined the key problems of periodization of the history of management in general. They were identified and analyzed problems related to the subject, criteria and benchmarks of different periodizations, as well as the problems associated with the choice of the trajectory and flexibility of approaches to periodization. The periodization of the history of HRM (human resource management) is a separate area of research and involves additional challenges. In this article, the study’s authors try to compare and critically analyze various approaches to periodization of the history of human resource management and the evolution of «personnel manager» profession. The article contains classic models and views of modern researchers in the field of evolutionary theory of human resource management.

Personnel Management Department in Ryazan: History of Development and Current Achievements

10.12737/2635 ◽  
2014 ◽  
Vol 3 (1) ◽  
pp. 71-75
Author(s):  
Рулёва ◽  
Yulia Ruleva
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Vocational Training ◽  
State University ◽  
History Of Development ◽  
History Of

The paper describes how the Personnel Management Department in Ryazan State University named for S.A. Yesenin have been developed and shows the role of the Department in the growth of vocational training in the field of human resource management in the Ryazan region.

Human resource management impact on knowledge management

2016 ◽  
Vol 26 (4) ◽  
pp. 497-528 ◽  
Author(s):  
Elisa Figueiredo ◽  
Leonor Pais ◽  
Samuel Monteiro ◽  
Lisete Mónico
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Short Form ◽  
Predictive Capacity ◽  
Content Type ◽  
The People ◽  
Close Relationship

Purpose – The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention. Design/methodology/approach – This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses. Findings – Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict and impact positively on KM processes. Practical implications – The findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices. Originality/value – The main contribution of this study is to confirm the close relationship of dependency between organizational management processes regarding people and knowledge, showing the positive effect of best practices of HRM on KM processes, as opposed to traditional or transactional practices.

scholarly journals Strategic Research on Automated Network for HRM using Knowledge Management

2019 ◽  
Vol 9 (2) ◽  
pp. 4590-4593
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Assessments ◽  
Strategic Research ◽  
The People

In this paper the strategic research on automated network for human resource management using knowledge management. The main intent of HRM is to manage the people in the organizations. The proposed system gives effective and efficient outputs by ensuring the human talent based on the goals of organization. Here the main intent of KM is to compensate, trained and recruited by using human resources. RMA is used in the proposed system to improve the performance assessments in effective way. The HRM based KM provides the contribution between the people to share the knowledge. Hence the proposed system ensures the knowledge focus and reinforces the management goals in effective way.

scholarly journals Industrial Voluntarism in Canada

2010 ◽  
Vol 65 (2) ◽  
pp. 215-235
Author(s):  
Sean Tucker ◽  
Alex Mucalov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Auto Workers ◽  
Labour Relations ◽  
Human Resource Management System ◽  
Resource Management System ◽  
History Of ◽  
Post War

The term “industrial voluntarism” has been used to describe the norm that dominated union organizing and, more broadly, union-management relations in Canada during most of the first half of the 20thcentury. In practical terms, the principle defines situations in which unions and employers initiate, develop, and enforce agreements without state assistance or compulsion. This paper investigates the history of voluntarism in Canada with attention to post-war legal accommodations and various manifestations of voluntarism related to union recognition. We show how aspects of the Framework of Fairness Agreement (FFA) negotiated between Magna International and the Canadian Auto Workers (CAW) in 2007 is informed by industrial voluntarism. The FFA facilitates voluntary recognition of CAW locals at Magna plants in exchange for a no-strike promise and acceptance of many features of Magna’s existing human resource management system. Overall, the historical and contemporary evidence show that voluntarism continues to manifest in different forms in response to changing labour relations conditions.

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