scholarly journals Strategic human resource management in the knowledge-based economy

2013 ◽  
Author(s):  
Marko Slavkovic
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Knowledge Based ◽  
Knowledge Based Economy

HRM Practices and Problems in Family-Owned SMEs

2014 ◽  
pp. 113-130
Author(s):  
Burcu Özge Özaslan Çalişkan
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Businesses ◽  
Hrm Practices ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Modern Knowledge

In exchange for the need for more highly trained employees, there is not enough qualified labor in the market. Small- and Medium-Sized Enterprises (SMEs) play an important role in the economies of countries because of their characteristics about generating employment. Effective Human Resource Management (HRM) is becoming increasingly important in the modern knowledge-based economy and vital for the success of small- and medium-sized enterprises. However, there are few studies concerning HRM practices of SMEs. The purpose of this study is to analyze the current HRM practices of SMEs, especially which are family businesses, and to identify HRM practices and the problems within these SMEs. With the help of the literature review, helpful suggestions about HRM practices are developed for SMEs.

scholarly journals Factors Influencing Investments into Human Resources to Support Company Performance

2022 ◽  
Vol 15 (1) ◽  
pp. 19
Author(s):  
Jarmila Duháček Šebestová ◽  
Cristina Raluca Gh. Popescu
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Sustainability Assessment ◽  
Business Environment ◽  
Company Performance ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Development Goals

Human resources are very important in a business; however, the return on investment in human resources is longer than in fixed assets, so entrepreneurs frequently consider how much to actually invest. This article, based on primary research, examines the motivations for investment when a 20% profit is typically invested with a model return of around 14%. Those findings are supported by the results presented in Archetype models based on similarity clustering. The results are based on an empirical study (278 respondents, omnibus survey) in the Czech Republic. Moreover, the study concludes that the business experience positively influences human resource management and future development to increase the investment share. In essence, this article displays the paramount importance of human resources and human resource management in the international business environment, demonstrating that investments in human resources are crucial to the success of all businesses, positively and consistently supporting organizations’ performance, and entrepreneurship will continue to remain a vital component of the activities belonging to the post COVID-19 era. In addition, in an era governed by the influences specific to the knowledge-based society and the knowledge-based economy, in which intellectual capital will be considered one of the most relevant intangible assets of entities all over the world, the measurement of human resources investment will turn out to be essential for the success of all businesses, while taking the necessary steps in supporting sustainability, sustainability assessment and Sustainable Development Goals (SDGs).

HRM Practices and Problems in Family-Owned SMEs

2016 ◽  
pp. 2304-2322
Author(s):  
Burcu Özge Özaslan Çalişkan
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Businesses ◽  
Hrm Practices ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Modern Knowledge

In exchange for the need for more highly trained employees, there is not enough qualified labor in the market. Small- and Medium-Sized Enterprises (SMEs) play an important role in the economies of countries because of their characteristics about generating employment. Effective Human Resource Management (HRM) is becoming increasingly important in the modern knowledge-based economy and vital for the success of small- and medium-sized enterprises. However, there are few studies concerning HRM practices of SMEs. The purpose of this study is to analyze the current HRM practices of SMEs, especially which are family businesses, and to identify HRM practices and the problems within these SMEs. With the help of the literature review, helpful suggestions about HRM practices are developed for SMEs.

Optimization Theory in the Application on the Flexible Management of Human Resource

2012 ◽  
Vol 155-156 ◽  
pp. 206-210
Author(s):  
Xiao Yan Jia ◽  
Wei Wang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Optimization Theory ◽  
Mathematics Model ◽  
Business Enterprise ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Flexible Management ◽  
Study Type

Along with the emergence of the knowledge-based economy and the study type organization, the thought of flexible management is led to go into human resource, and develop a more and more important function.In human resource flexible management, the personnel is excellent to turn to install，while adjustment is the most decisive working talent in the whole human resource management. With the superior foundation for turning a theory，this paper made its thought use of the optimzation and adjustment in the optimzation and adjustment of business enterprise and the personnel, then built up the mathematics model of the optimzation and adjustment, and solved the mathematics model by applying MATLAB.Finally, proved the possibility and usefulness of the method.by a solid example verification.

Combination of human resource management methods during in times of change

2020 ◽  
pp. 144-150
Author(s):  
V.A. Morozov
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Crisis Management ◽  
Human Resource ◽  
Management Strategies ◽  
Strategic Human Resource Management ◽  
Crisis Period

This article focuses on the aspects of human resource management strategies in crisis management, as well as the comparison of classical and modern ways to overcome the consequences of crises for human capital. The possible consequences of ongoing and possible crises, as well as ways to prevent and overcome them, are investigated. Personnel strategies in human resource management are disclosed. The presentation of strategic human resource management in a crisis period is given.

scholarly journals SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation

2021 ◽  
Vol 7 (2) ◽  
pp. 159
Author(s):  
Khaliq Ur Rehman ◽  
Mário Nuno Mata ◽  
José Moleiro Martins ◽  
Sabita Mariam ◽  
João Xavier Rita ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Human Resource Management Practices ◽  
Resilient Behavior

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

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