scholarly journals Human resource management in modern enterprise in the advent of social networking

2013 ◽  
Vol 4 (2) ◽  
pp. 3
Author(s):  
Casius Darroux
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Social Networking ◽  
Human Resource ◽  
Information And Communication Technologies ◽  
Web Based ◽  
Business Context ◽  
Network Information ◽  
Modern Enterprise ◽  
Information And Communication

In this century, enterprises in all facets of society has evolved by redefining the role of managing human resource to adapt to the swift changes taking place locally and globally with regards to social-networking. From the last decades society has experienced the lightening speed of transformation from the factory model media into the modern electronic media that seems to have long encompasses the digital, computerized, network information and communication technologies. Institutions, in order to survive in this environment needs to be flexible, responsive and human resource based oriented. This paradigm has led to a systematic new approach as to how human resource personnel reintegrate the processes, policies and system to reflect such evolution. Social networking has lead to critically investigating how human resource management need to change to enhance the way they perform as institutions becomes more dependent on human resource management to maximize returns and competitiveness. Human resource management in the advent of social-networking has brought with it intense competition, liberalization, development of web based technologies, speed and accessibility across the globe. Rapid and critical transformation in human resource and social-networking will continue to dominate and revolutionize the business landscape well beyond the 21st century whilst posing new challenges and presenting new exciting possibilities. This article will attempt to study and analyze the management of human resource in the advent of social networking from a business context.

scholarly journals Digitalization in the development of human resource management in the Republic of Belarus

R-Economy ◽  
2021 ◽  
Vol 7 (2) ◽  
pp. 133-141
Author(s):  
Mohamad Tawbe ◽  
◽  
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Information And Communication Technologies ◽  
Management Strategies ◽  
Strong Relationship ◽  
Asset Development ◽  
Information And Communication ◽  
The Republic

Relevance. Digitalization has led to a global transformation in the field of human resource management. Modern HR professionals view their roles not as mere administrators but as strategic enablers for key organizational decisions. In this scenario, there is a need to describe a digital system for efficient HR management (HRM) which is able to improve the skills of the employees. Research objective. The purpose of this study is to analyze the current state of the labor market in the Republic of Belarus and assess how digitalization affects human resource management strategies Data and methods. The article used the method of comprehensive data analysis in the study of the labor market in Belarus. The systemic approach was used to describe the strategy of HR digitalization. The official data of the Statistical Committee of the Republic of Belarus are used as the source of information. Results. The article analyzes the labor market in the Republic of Belarus. The factors that should be taken into account in the formation of human resource management strategy have been identified. The introduction of information and communication technologies in the country's enterprises was assessed and conclusions about the prospects of digital technology in human resource management were made. This work explains a strong relationship between the technological progress and HRM in organizations and companies. The paper shows how innovation can lead to a more proficient administration in HRM and improve the overall performance of the workforce. Several main zones of digitalization and its effects on human asset development are described. Conclusion. HRM has been changed by the advancement of the digital era. HR professionals no longer have to engage in manual procedures or deal with overwhelming volumes of data. With modern innovative solutions that enhance human resource management and growth, HR teams have greater freedom to shape organizational culture and productivity. The introduction of technology in human resource management offers great opportunities to optimize company resources and maximize results.

Social Networking Mapping Software

2005 ◽  
pp. 68-85 ◽  
Author(s):  
Mousumi Bhattacharya ◽  
Christopher Huntley
Keyword(s):  
Social Network ◽  
Resource Management ◽  
Human Resource Management ◽  
Social Networking ◽  
Human Resource ◽  
Mapping Software ◽  
Recent Developments ◽  
Network Mapping ◽  
Mapping Information

Recent developments in social network mapping software have opened up new opportunities for human resource management (HRM). In this chapter we discuss how social network mapping information may provide critical inputs to managers for increasing the effectiveness of their HRM programs.

scholarly journals Hospital contextual factors affecting the use of health technologies: a systematic review

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
A Grossi ◽  
I Hoxhaj ◽  
I Gabutti ◽  
E Carini ◽  
A M Pezzullo ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Leadership Styles ◽  
Human Resource ◽  
Information And Communication Technologies ◽  
Contextual Factors ◽  
Future Research ◽  
Hospital Level ◽  
Health Technologies ◽  
Financial Factors

Abstract Background Healthcare systems are facing great challenges due to increased share of aging population, growing health needs and economic restraints. To keep a high quality of assistance it is important to invest in health technologies (HTs) that have the potential of improving health outcomes. Even though a lot of guidance does exist on how HTs should be introduced, used and dismissed, there is a surprising gap in literature concerning the awareness of hospitals in the actual utilization of HTs, namely utilization in daily practice after formal adoption. Methods We performed a systematic literature review of qualitative and quantitative studies aimed at investigating hospital contextual factors that influence the actual utilization of HTs at hospital level. PubMed, Scopus, Web of Science, Econlit and Ovid were searched to retrieve studies published in English from 1st January 2010 to 31st May 2018. Results A total of 33 studies were included mostly addressing information and communication technologies (ICTs). Findings suggest that contextual factors that impact on actual utilization of HTs at hospital level are ascribable to four main families: financial factors, leadership styles, human resource management and hospital infrastructure. It emerges also that involving professionals at all levels and planning people’s work and competencies are major determinants of HTs actual utilization. Conclusions The evidence suggests that several contextual factors play a major role in HTs actual utilization at hospital level even though data are mostly referred to ICTs being the other HTs unexplored. Indeed, findings from this study suggest that numerous items should be evaluated when considering to use a new HTs at hospital level. Nevertheless, evidence regarding actual utilization of medical and surgical HTs is still lacking and future research is needed. Key messages Financial factors, leadership styles, human resource management, hospital infrastructure are relevant determinants of actual utilization of new HTs at hospital level. The evidence on contextual factors that influence actual utilization of HTs is mostly referred to ICTs and further research is indeed deserved.

Research on the Realization of Human Resource Management System

2014 ◽  
Vol 926-930 ◽  
pp. 3930-3933 ◽  
Author(s):  
Xie Jie
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Computer Network ◽  
Web Based ◽  
J2ee Framework ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Internal Network

Along with the development of the computer network techniques and the database techniques, the human resource management has become the important part of the enterprise’s informational management. According to the actual needs of human resource management, the paper designs and implements a set of human resource management system. The Paper in-depth research and analyze the Struts2, Spring and Hibernate (three lightweight J2EE framework). Summarizes the advantages and methods of the framework of the Struts2+Spring+Hibernate (SSH) integration technology and determine the overall architecture of the system construction.Adopting B/S structure that is popular currently, the Web-based human resource management system developed by busing enterprise’s internal network externalizes the features of the commonality, the augment ability, and the security, etc.

scholarly journals Web based Application for Resource Management with Report Generation

2020 ◽  
Vol 9 (7) ◽  
pp. 906-910
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Web Application ◽  
Data Privacy ◽  
Privacy And Security ◽  
Report Generation ◽  
Web Based ◽  
Project Management System

Web-based resource management in an enterprise is important because it automates complicated and time-consuming activities directly related to human resource management. Not only does it make the job quicker and simpler for the Human Resource (HR) division but it also eliminates unnecessary manual work and offers an effective way to handle an individual in an organization. This paper is based on a computerized system with advancements primarily related with human resource management to develop a web application deployed over the internet on application server that provides authorized users with access to all information. This framework allows one to use report generation to handle the data with more visualization that ultimately helps in decision making. The system provides various functions such as recruiting employees, managing the payroll, approving leave and measuring biometric hours. It can be classified mainly as Administration Employee Management System (EMS), Timesheet management system (TMS), Leave management system (LMS) and Project management system (PMS). With technology upgrading and the way things are done, the entire organisation's management has become more complex. All organizations opt for a software solution like the proposed system to manage all such key resources, performance, and to assure data privacy and security.

scholarly journals How to retain motivated employees in their jobs?

2018 ◽  
Vol 41 (4) ◽  
pp. 910-953 ◽  
Author(s):  
Ludivine Martin
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Information And Communication Technologies ◽  
Job Search ◽  
Personal Growth ◽  
Western Europe ◽  
Communication Technologies ◽  
Data Set ◽  
Representative Random Sample ◽  
Information And Communication

This article examines the contribution of human resource management (HRM) and information and communication technologies (ICTs) in the retention of motivated employees. The author uses a representative random sample of private sector employees from Western Europe. The data set contains information on employees’ motivations, on-the-job search and workplace environment. The results show that HRM and ICT bundles are positively related to motivations. Being motivated for intrinsic and personal growth reasons decreases the likelihood to search while being motivated for rewards or compulsion reasons increases it. HRM strengthens the likelihood to search in the same way, while ICTs tend to increase the likelihood to search of all employees.

scholarly journals Role of Electronic Human Resources Management Systems in the Growth of Web Based Business

2019 ◽  
Vol 8 (2S11) ◽  
pp. 3814-3817 ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Human Resources Management ◽  
Web Based ◽  
Resources Management ◽  
Face To Face ◽  
Business Applications

Activity of face to face human resource management is replacing with electronic human resource management (E-HRM) in many organizations. For creating operational and dynamic capabilities and on effectiveness of HRM contributes greatly the term E-HRM facilitates the functions of HRM. Within an organization it can consider that electronic human resource is the function of human resource that is focused with regulation, use and management of electronic processes and information. For web based business applications electronic human resource management plays an important role. As management is done through online is taking less resources and time.

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