scholarly journals LEARNING OUTCOMES IN THE FIELD OF HUMAN RESOURCE MANAGEMENT AND LABOR MARKET AT ECONOMIC FACULTIES AND UNIVERSITY DEPARTMENTS - CRITICAL ANALYSIS

2019 ◽  
Vol 13 (1) ◽  
pp. 143-164
Author(s):  
Aleksandra Krajnović ◽  
Ivona Vrdoljak Raguž ◽  
Jurica Bosna
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Learning Outcomes ◽  
Human Resource ◽  
Critical Analysis ◽  
University Departments

Human resource management in tourism: a small island perspective

2012 ◽  
Vol 6 (2) ◽  
pp. 124-132 ◽  
Author(s):  
Tom Baum
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Cultural Dimensions ◽  
Small Island ◽  
Small Islands ◽  
Content Type ◽  
Tourism Sector ◽  
Management And Development

PurposeConceptually, this paper aims to consider the nexus created when the characteristics of the tourism sector workplace environment intersect with the contextual influences of the economic, social and labor market attributes of small islands.Design/methodology/approachSeveral studies relating to the employment and skills environment of human resource management and development in small island tourism contexts are synthesized.FindingsSeasonality, limited skills within the local labor market, access to formal education and training are identified as issues that impact on sustainability of employment, service and product quality. Further, while sourcing and recruitment of staff, employee retention, training and development, and career progression appear to mirror those faced by larger, frequently metropolitan locations. However, small islandness imposes particular nuances upon the management of human resources, directly related to location and scale. Thus, small island environments, the global economy, technology and employee mobility (inward and outward) exacerbate structural and cultural dimensions and issues in island tourism.Research limitation/implicationsThis paper provides an invaluable framework for future research, both comparative and specific.Practical implicationsManagement responses should be both local and global in focus, acknowledging the particularities of small islands, generic tourism sector influences and the effects of global mobility on the workforce and on management.Originality/valueThis synthesis addresses the effects of global, local and location specific dynamics on human resource management and development issues and demonstrates that the challenges faced by organizations in island tourism contexts have dimensions that set them apart in both kind and extent from other tourism environments.

scholarly journals Quality of Work as a Challenge for Modern Management of Human Resources in Relation to Employees from Z-Generation

2019 ◽  
Vol 1 (1) ◽  
pp. 93-100
Author(s):  
Elżbieta Robak ◽  
Anna Albrychiewicz-Słocińska
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Working Conditions ◽  
Modern Management ◽  
Quality Of Work

Abstract The goal of the paper is to present chosen problems of management of Z-Generations’ employees connected with the quality of work. The characteristics of the youngest employees revealing their specific attitude towards work and expectations toward employers as well as lack of competences show particular importance of the issue of quality of work in relation to this generation. Nowadays, focusing employees on the quality of work does not mean only precise implementation of strictly defined tasks, because this type of performed work can be ensured by the increasingly widespread automation and robotization of workplaces. Taking up the issues of challenges which for the contemporary human resource management is the quality of working conditions, in relation to the representatives of the Z-generation (Gen Z), paper presents the results of researches and reports illustrating the specificity of these young employees on the labor market. The article attempts to analyze the functioning of the youngest employees and showing instruments by means of which the managers of organizations can shape the involvement of these generation and thus improve the quality of their work.

scholarly journals Learning outcomes in the field of human resource management in business administration studies in the context of implementation of European Qualifications Framework (EQF) - examples from University of Valencia, Spain, and University of Dubrovnik, Croatia

2018 ◽  
Author(s):  
Jose Rodolfo Hernandez-Carrión ◽  
Ivona Vrdoljak Raguž
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Learning Outcomes ◽  
Human Resource ◽  
Business Administration ◽  
Business Economics ◽  
Case Study Methodology ◽  
Study Programs ◽  
Contemporary Management ◽  
The University

The study carried out in this paper involves the analysis of the content of the competencies in the field of human resource management in order to adquire the key competences of the students that will be alligned with the needs of the labor market according to the European Qualifications Framework (EQF). The method of comparative analysis and case study methodology is used in the paper. This research compares teaching courses that include the acquisition of competences in the field of human resource management in business administration studies, one of the key areas of contemporary management, with examples from the Departament of Economics and Business Economics of the University of Dubrovnik (Croatia) and the Faculty of Economics of the University of Valencia (Spain). The study may be a contribution to better alignement and compatibility between study programs of economics and management in the countries and beyond. In order to get answers to the research questions, the paper analyzes the learning outcomes of the two observed universities.

Resource cell for juvenile justice: challenges of motivation of social workers

2020 ◽  
Vol 10 (1) ◽  
pp. 1-18
Author(s):  
Mihir Ajgaonkar ◽  
Keith D’Souza ◽  
K. P. Asha Mukundan
Keyword(s):  
Resource Management ◽  
Juvenile Justice ◽  
Human Resource Management ◽  
Social Integration ◽  
Social Workers ◽  
Learning Outcomes ◽  
Human Resource ◽  
Employee Motivation ◽  
Content Type ◽  
The Social

Learning outcomes The learning outcomes are as follows: understanding issues involved in the employee motivation, particularly those engaged in social change and development in emerging economies; develop insights into how to motivate team members by drawing on relevant theories of motivation; and orient students towards the application of these theories in the organization. Case overview/synopsis Resource cell for juvenile justice (RCJJ) was initiated as a field action project at the centre for criminology and justice, Tata Institute of Social Sciences with the objective of working on issues of children with a special focus on juveniles in conflict with law (JCL). RCJJ aimed at highlighting the socio-legal issues of juvenile children who were in conflict of law providing aid to these children and their families, and working towards their eventual social reintegration. RCJJ also trained stakeholders in the juvenile justice system and facilitated rehabilitation and social integration of JCLs as directed by the juvenile justice boards (JJBs). RCJJ had teams at six places within India. These teams worked with various government institutions, parents and JCLs to eventually effect change in the conditions of JCLs. The social workers engaged by RCJJ had a challenging task of facilitating social integration of the children, in coordination with the police, JJBs, families and lawyers. They had to actively manage help desks at the judicial observation homes where JCLs were housed. The social workers were under great stress because of antagonism from lawyers and police. The JJBs were prejudiced against them for being “outside watchdogs”. This resulted in high demotivation and attrition among employees. Jyoti Mhatre, project manager, interviewed past and present field workers to gauge the extent and reasons for demotivation. This intervention highlighted the positive and negative aspects of the organizational culture and the stress points that were causing demotivation. The situation was alarming and Jyoti had to develop an action plan to improve the motivation of the social workers to bring down the attrition. Complexity academic level Courses in human resource management, organizational behaviour and general management as part of masters-level programmes in business administration and management, and executive development programmes on employee motivation for middle/senior management. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human resource management.

THEORETICAL FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT IN TERMS OF INNOVATIVE DEVELOPMENT

2020 ◽  
pp. 274-287
Author(s):  
M MUNASSIPOVA ◽  
S YDYRYS
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Training System ◽  
Economic Management ◽  
Social Partnership ◽  
Active Population ◽  
Labor Potential

The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building highquality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services. The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists. The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.

Baahubali’s Kattappa: servant leadership in practice

2018 ◽  
Vol 8 (2) ◽  
pp. 1-12
Author(s):  
Esrafil Ali ◽  
Yasmeen Khan
Keyword(s):  
Resource Management ◽  
Servant Leadership ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Learning Outcomes ◽  
Human Resource ◽  
Leadership Style ◽  
Team Leadership ◽  
Content Type

Subject area Leadership and team building, Human resource management, Organizational behavior. Study level/applicability The case may be most useful for MBA or any other PG level courses, particularly in human resource management, team leadership, motivation and morale. The Case could also be appropriate in the courses that cover General Management or Business Management, Executive Education Programs. This case can also be taught to the middle level and senior level managers in Management Development Programs. Case overview The case study describes the leadership lessons drawn from the role of Kattappa in the movie Baahubali. He took bold decisions to save the Mahishmati kingdom from Bijjaladeva. Being a slave and agile swordsman, he obeyed all the orders of the king of the realm. He made strategic decisions which resulted in positive outcomes for the kingdom. His leadership style can be linked with the theories of servant leadership style. The case tells us about some selected instances from the movies Baahubali: The Beginning and Baahubali 2: The Conclusion, which had happened with Kattappa which can be used to understand the different principles and philosophy of servant leadership. Expected learning outcomes The expected learning outcomes are as follows: to understand the different dimensions and essential skills of servant leadership; to analyze and learn the servant leadership style from the role of Kattappa; and to evaluate the appropriateness of servant leadership in context to other leadership styles. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 6: Human Resource Management.

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