People Management – The Emerging Dimensions

2013 ◽  
Vol 3 (2) ◽  
Author(s):  
Preshita Neha Tudu ◽  
Pramod Pathak
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Human Resource ◽  
Review Paper ◽  
Quality Service ◽  
Human Resource Professionals ◽  
Business World ◽  
Effective Utilization ◽  
Fierce Competition

The business world has become more global and competitive and organizations are looking forward to seek new means to combat fierce competition, in order to bring the organization to a bright future. Competition in the market is tough and company that can win the war is one that provides better services and products to the customer. Cut throat competition has made employers realize that employees are the only source of competitive advantage. Much attention has been directed to provide quality service and products. This can be achieved through effective utilization of the human resources. The present review paper is an attempt to critically examine how the human resources function has changed over the years in order to cope with the changing market scenario and how has role of human resource professionals being transformed.

scholarly journals Human Resource Management and Quality Assurance System to achieve Competitive Advantage

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Salim Keffane ◽  
Hocine Bachioua ◽  
Ahmed Zerzour
Keyword(s):  
Quality Assurance ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Human Resources Management ◽  
Quality Assurance System ◽  
Assurance System

This study aims at the role of human resources management and quality assurance system to achieving the competitive advantage for the organization. Human resource management are the most important component among the organization's components, because, even an organization owns all other resources (materials, financial, technological) without the appropriate, skilled and experienced human resources, failure will be the expected result. Addressing By the Mobilis Telecom company, the study and through exploring the recruitment resources and methods that used by the company, in hiring the best employees, and the role of these methods in achieving the competitive advantage in Telecommunications sector. The findings of the study were that the company success in the recruitment process was rely on the employment agencies, firstly and on the universities, secondly. Also the company aimed on maintaining quality assurance system through recruiting method that based on Telecommunications experience and advancement in studying. In order to achieve the competitive advantage, the Company focused on innovation and creating new products and services for its clients. The statistical analysis proved that there is a strong relationship between recruitment resources used by the Company and achieving the competitive advantage, Also a relationship between the quality assurance system of the employees and the ability to gain the competitive advantage.

scholarly journals E-recruitment: A Social Media Perspective

2020 ◽  
pp. 51-62
Author(s):  
Md. Sajjad Hosain ◽  
Abu Hena Mohammad Manzurul Arefin ◽  
Md. Altab Hossin
Keyword(s):  
Social Media ◽  
Human Resource ◽  
Review Paper ◽  
Human Resource Professionals ◽  
Recruitment Process ◽  
Secondary Sources ◽  
The World ◽  
Literature Evidence ◽  
Practical Guidelines

Electronic recruitment (E-recruitment) has become a common phenomenon due to the increasing utilization of information technology by the human resource departments in many organizations around the world. However, recently, we can also observe the integration of social media as a part of e-recruitment although the practice is limited. This review paper aims at discussing the role of social media on e-recruitment process based on existing literature. Most of the previous studies indicate that social media is not being used as the main source of e-recruitment, rather as one of the secondary sources. Further, it has been revealed that such utilization of social media as complementary source is getting popular due to the inexpensive availability of information. The paper is expected to be beneficial for the scholars as a substantial literature evidence for reference as well as for human resource professionals for some practical guidelines (based on recommendations provided) regarding the utilization of social media information for e-recruitment.

scholarly journals The Role of Human Resource Management in Developing the Human Capital for Global Excellence-An Empirical Study

2021 ◽  
Vol 12 (5) ◽  
pp. 804-809
Author(s):  
Dr. Kapil Bansal
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Leadership Role ◽  
Business World ◽  
Growth And Change ◽  
Management Students ◽  
Business Challenges

Companies currently are facing various crucial business challenges; Intellectual capital, Technology, Globalization, Profitability through growth, and Change. These challenges require organizations to build new capabilities in a collaborative manner, and it is human resource management developing these capabilities. It enables the organizations by playing the leadership role in meeting competitive challenges. HR professionals have shed their traditional image of policing rule making policy. Today HR professionals are held responsible for the employee’s engagement and commitment towards the organization and making them contribute and stepping into the shoes of ownership. It is no longer administrative dinosaur. It has changed from a narrow picture, reactive role to a much wider canvas. By bringing the management of the organization together with the employees, a new management of human resources triggers, a merging of the reservoir of knowledge of the person and the organization, culminating in the combined triumph of both. Competitiveness at the global level can be achieved not by only using the upgraded technologies and facilities, but by motivating employees efficiently and effectively, to comply with universal standards. Every company on the world stage, human resources professionals have the mission to affect the business world; HR is now on a paradigm shift and as a support function, withered on the board, called on to help others and to  hire and fire from the companies are rapidly eroding. Human resources playing a very proactive role in managing the problems of globalization. It brings change and improves the individuals' ability to learn and collaborate, manage diversity, ambiguity and complexity. The research is an attempt to understand the role of HRM in building national talent for global achievement and to study and compare the perception of corporate employees, management faculties & management students.

Using Service Learning to Improve Interviewer and Interviewee Effectiveness

2017 ◽  
Vol 3 (1) ◽  
pp. 20-36
Author(s):  
Melissa J. Mann ◽  
Regina Yanson ◽  
Alysa D. Lambert
Keyword(s):  
Service Learning ◽  
Experiential Learning ◽  
Human Resources ◽  
Competitive Advantage ◽  
Human Resource ◽  
Learning Experience ◽  
Critical Component ◽  
Human Resource Professionals ◽  
Job Candidates ◽  
Job Openings

Interviews are a critical component of assessing a candidate’s fit in an organization. Students aspiring to be managers or human resource professionals will need to complete an interview to successfully gain employment and then, in turn, will be responsible for conducting interviews to effectively ascertain the capabilities and motivation of job candidates. The service-learning experience presented here offers students a competitive advantage when competing against peers for limited job openings. This article outlines a service-learning experience aimed at improving both interviewee and interviewer effectiveness. This activity is interdisciplinary and can be beneficial for students across all industries. It is particularly useful for instructors who want to add an experiential learning component to their courses and who are teaching units on human resources and interviewing.

scholarly journals Strategic Management of Human Resources For Global Competitive Advantage

1970 ◽  
Vol 18 (1) ◽  
pp. 1-24
Author(s):  
Abagail McWilliams ◽  
David Van Fleet ◽  
Patrick Wright
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Multinational Firms ◽  
Resource Based View ◽  
Labor Pools

This article extends the literature on the role of human resources in globalcompetitiveness by focusing on the ability of transnational firms to create asustainable competitive advantage through the strategic management of theirwork force. We focus on the ability of managers to strategically draw frommultiple human resource labor pools, creating a competitive advantage fortransnational firms vis-a-vis domestic and multinational firms. A model, whichextends the resource-based view of the firm, is developed.

Collaborative Advantage Framework for HRD: Need, Issues and Interventions

1998 ◽  
Vol 2 (2) ◽  
pp. 23-28
Author(s):  
Gitika Kapoor
Keyword(s):  
Economic Development ◽  
Human Resources ◽  
Competitive Advantage ◽  
Human Resource Development ◽  
Human Resource ◽  
Collaborative Advantage ◽  
Daunting Task ◽  
Collaborative Networking ◽  
The Status

Human Resource Development (HRD) is critical for a state’s development. The level of prosperity and economic development of state is contingent upon the status of development of its human resources. However, developing human resources is a daunting task for which active collaboration beween State and organisations is needed. The states foster HRD through collaborative networking with organisations. The role of state is outlined through three factors - Harbinger, Booster and Extension. These factors create the infrastructure necessary for HRD - ranging from basic need fulfilment to competitive advantage. The state’s role varies across the three factors. The paper discusses the nature of these factors and the interventions for each factor.

The role of human resources in processes of portuguese firms’ RD&I certification and development

2014 ◽  
Author(s):  
Sérgio Gomes ◽  
Vítor Braga ◽  
Alexandra Braga
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Scientific Knowledge ◽  
Management Systems ◽  
Research Development ◽  
Innovation Activities

Innovation is seen as a competitive advantage that many companies use to ensure the continuity and success of your business.NP 4457:2007 is the Portuguese norm that supports management, based on a model of innovation backed up by interfaces and interaction between technical/scientific knowledge, its specific mechanisms and the overall society.Our paper aims to analyse innovation activities and the involvement of human resources in Portuguese firms certified by NP4457 and associated to the implementation of Research, Development, and Innovation (RD&I) management systems. We have collected the data through IPAC’s database, using a survey administered to all firms.Our results suggest the existence of a Human Resources (HR) involvement policy, customers and suppliers. The involvement of stakeholders with innovation activities results of its acceptance as a mechanism able to generate wealth, with benefits for both firms and the community.

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

Applicability of Six Sigma in Human Resource Management

2018 ◽  
pp. 226-244
Author(s):  
Nagaraj Shenoy
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Six Sigma ◽  
Real Problem ◽  
Best Effort ◽  
Norms And Values ◽  
Staff Function ◽  
Uniform Policy ◽  
The Right

The role of HR has become like that of a firefighter, remembered only in emergencies. Their presence is felt only in their absence. HR is seen as a reactive staff function and a cost centre. The message is clear. Despite its best effort to keep organization together with uniform policy, norms, and values, HR is compelled to prove its financial worth to the organization. HR is under constant pressure for showing their results in quantifiable and financially measurable terms. Introducing Six Sigma in processes of HRM functions seems to be a solution to this problem. However, in some of “Total Six Sigma Organizations,” the human resources department has been practically untouched by Six Sigma. The main reason being the difficulty in quantifying and measuring the financial returns of HR processes. But, some others feel that this is as easy as identifying the gaps and using the right formula. The real problem therefore lies in the perception of an individual HR professional. It takes an HR manager to think statistically and analyze how a process can be quantified.

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