A Study on the Validation of Human Resource Panel Data for Future Organization and Workforce Management

Workers as the main actors of SMEs need to understand environmental management as an aspect in order to increase business productivity. Green Human Resource Management (Green HRM) is a tool that can be used to manage the SME workforce by involving environmental aspects. The purpose of this study is to determine the priority of Green HRM criteria for SMEs in Bandung Regency. It is hoped that by producing Green HRM criteria for SMEs and the level of importance for each criterion, strategic steps can be formulated in optimizing Green HRM for SMEs in Bandung Regency. In this research, the research method used is descriptive qualitative method. The method of data collection is done by using a questionnaire with a scale of comparison, interviews and field observations. The data analysis technique was performed using analytical hierarchy process (AHP). The results showed that the implementation of green HRM in SMEs was carried out in an organized manner starting from the recruitment process, selection, training and development, performance evaluation, awards, job descriptions of the workforce and workforce management based on the green concept. Among these processes, the training and development process has the highest weight, which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and manpower management which is based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and workforce management based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs.

Download Full-text

Productivity and Efficiency of Banking Sector in Nepal

Nepalese Journal of Management Science and Research ◽

10.53056/njmsr-2019.001.2 ◽

2019 ◽

Vol 3 (ii) ◽

Author(s):

Kishor Hakuduwal

Keyword(s):

Panel Data ◽

Human Resource ◽

Banking Sector ◽

Joint Venture ◽

Stochastic Frontier ◽

Stochastic Frontier Approach ◽

Policy Makers ◽

Systematic Random Sampling ◽

Resource Cost ◽

Input Variables

The paper aims to analyze the productivity and efficiency of banking sector in Nepal. Using systematic random sampling, 20 banks including both commercial and development are selected. The 180 observations of nine year’s panel data from FY 2006/07 to FY 2014/15 has been used. Stochastic Frontier Approach is used taking three input variables i.e. capital, deposit and human resource cost, and one output variable i.e. loans and advance of sampled banks for analysis. The study found that the productivity of human resource, deposit and capital is significant. The joint venture banks are the most efficient than private and Government owned banks. The commercial banks are more efficient than development banks. The study has important implications for the policy makers to take corrective actions for improving the productivity and efficiency of banking sector in Nepal. Keywords: Productivity, Efficiency, Stochastic Frontier approach, Panel data, Banking sector

Download Full-text

The impact of human resource factors on university patent technology transfer activities in China – based on the analysis of provincial panel data

Knowledge Commercialization and Valorization in Regional Economic Development ◽

10.4337/9781781004074.00020 ◽

2013 ◽

pp. 258-283

Author(s):

Kai Rao ◽

Andrea Piccaluga ◽

Xian-fei Meng

Keyword(s):

Technology Transfer ◽

Panel Data ◽

Human Resource ◽

The Impact ◽

University Patent

Download Full-text

People capability

Journal of Modelling in Management ◽

10.1108/jm2-04-2014-0028 ◽

2016 ◽

Vol 11 (3) ◽

pp. 811-841 ◽

Cited By ~ 5

Author(s):

Seyyed Amin Terouhid ◽

Robert Ries

Keyword(s):

System Dynamics ◽

Human Resource Development ◽

Human Resource ◽

Organizational Capabilities ◽

Workforce Management ◽

Content Type ◽

Organizational Excellence ◽

Construction Organizations ◽

Capability Building ◽

And Training

Purpose This paper aims to find out how construction organizations can achieve excellence and enhance excellence through knowledge and workforce management. The combination of knowledge and workforce management, referred to here as the People Capability, is the key area of concern in this study. Design/methodology/approach The European Foundation for Quality Management (EFQM) model of organizational excellence is used as the basis for organizational excellence assessment and system dynamics is used as the modeling tool. Scenario analysis is conducted to identify the enabling factors that are more significant for organizational excellence, as well as how these factors operate and interact. Findings Based on the outcomes of the model, human resource development and training is the most important enabling factor that enhances organizational capabilities. Both workforce management and knowledge management are key components of People Capability, and they play crucial roles in the performance of construction firms. There is a high degree of dependence on these two components. Human resource development and training affect all capability areas and are key to the effective implementation of capability building programs. Originality/value Organizations might have various options in choosing different policies, and those policies can be planned and expressed in different manners and scales. How can an organization determine which scenarios end up producing desired performance results? Simulation techniques, especially system dynamics, have been used to answer these types of questions due to their ability to model causal relationships among various system components. The results of this research can help construction organizations identify effective knowledge and workforce management policies and capability-building programs that improve their organizational capabilities.

Download Full-text

Workforce Management Decisions in the Construction Industry in the UAE

Journal of Comparative International Management ◽

10.7202/1071509ar ◽

2020 ◽

Vol 23 (1) ◽

pp. 55-69

Author(s):

Mohammed Abdul Nayeem

Keyword(s):

Decision Making ◽

Human Resource Management ◽

Construction Industry ◽

Human Resource ◽

Productivity Growth ◽

Management Decisions ◽

Workforce Management ◽

Construction Companies ◽

Contextual Framework

This study is guided by the need to develop a framework for workforce management decisions in the context of the construction industry in the UAE. A full contextual framework involving all the factors that can possibly play a role in the success of workforce management decisions has been delineated. The factors considered are related to hiring, selection, and quality of workers. The literature has focused not only on the overarching strategies and tactics but also on how day-to-day decision-making occurs while using human resource management for productivity growth of an organization. The data was collected from three construction companies in the UAE. The findings of the study are in line with the findings of previous works.

Download Full-text