scholarly journals La retribución financiera como herramienta de la dirección estratégica

2020 ◽  
Vol 21 (1) ◽  
pp. 31-44
Author(s):  
Santiago Almadana ◽  
Jesús Molina ◽  
Pere Mercadé
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Human Resources Management ◽  
Structural Equations ◽  
Fixed Rate ◽  
Financial Compensation ◽  
Total Compensation ◽  
Resources Management ◽  
Strategic Direction ◽  
Human Resources Managers

This study focuses on the importance of financial compensation as an element of total compensation, and its relationship with strategic management. For this, each type of financial compensation has been analyzed, these being fixed, variable and indirect. The results obtained are based on a sample of 92 human resources managers in organizations from different sector. The causal relationship between each of the different types of financial compensation is demonstrated through a model of structural equations, the most intense being that between the strategic direction and the variable rate, followed by the fixed rate and finally the type indirect. In addition, it is demonstrated that there is a significant relationship between the human resources management and the strategic management of the organization, which is of great importance for the development of total compensation strategies as an important tool of the human resources management.

Need for corporate training to implement a human resources management strategy under the present-day conditions

2021 ◽  
pp. 13-17
Author(s):  
A.N. Gornostaeva ◽  
◽  
I.N. Gornostaeva ◽  
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Personnel Management ◽  
Network Model ◽  
Management Strategy ◽  
Human Resources Management ◽  
Corporate Training ◽  
Organization Management ◽  
Resources Management ◽  
New Approaches

The article gives reasons for the necessity of new approaches to the personnel management system, implemented with the help of corporate training in the context of the transition to a new stage of strategic management, from the «serf» to the «network» model of organization management. The article considers the process of corporate training, offers the concept of key competence as a system of two portfolios of the organization. The analysis of the needs for corporate training has been developed. New approaches to the selection, development, encouragement and evaluation of employees in connection with changes in strategic management have been formulated.

Industrial relations (Union) issues at Asian Paints Ltd.

2018 ◽  
Vol 8 (2) ◽  
pp. 1-22
Author(s):  
Nikunj Kumar Jain ◽  
Subhashis Sinha ◽  
N.S. Iyer
Keyword(s):  
Graduate Students ◽  
Human Resources ◽  
Strategic Management ◽  
Human Resources Management ◽  
Union Leader ◽  
Industrial Relations ◽  
Content Type ◽  
Post Graduate ◽  
Resources Management ◽  
The Impact

Subject area Human Resources Management (HRM), Industrial Relations and Strategic Management. Study level/applicability Post-graduate students or executive post-graduate students, Core course in Human resources Management (HRM), Industrial Relations or Strategic Management or in elective courses in Industrial Relations and Strategic HRM. Case overview The Personnel manager of Asian Paints Ltd., Cuddalore (Tamil Nadu) factory, found himself in a Catch 22 situation when a Union leader of the manufacturing unit refused to work. The Union leader had been transferred from the Quality Assurance department to the Production department. The case describes the sequence of events and the backdrop in which the aforementioned situation had unfolded. Given the circumstances that prevailed in the factory, the personnel manager’s decision was likely to have significant impact on the factory’s output. Expected learning outcomes The student will be able to understand the industrial relations/Union issues in a company and the role of different stakeholders, namely, management, Union, workmen and the government in a conflict scenario. The student will learn the application of principles of natural justice and will be able to evaluate the Industrial Relations (IR) strategy adopted by the organizations to prevent labor unrest at the workplace. The student will understand the impact of critical management decisions on the organization’s performance in an uncertain global environment. 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.

scholarly journals The mediating role of wellbeing in the effect of human resources management on performance

2020 ◽  
pp. 19-44
Author(s):  
Fernando J. Garrigós Simón ◽  
Esther Pagán Castaño ◽  
Javier Sánchez García
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Structural Equations ◽  
Mediating Effect ◽  
Psychological Wellbeing ◽  
Educational Performance ◽  
Emotional Symptoms ◽  
Resources Management ◽  
Mediating Role ◽  
Physical Wellbeing

Aims:The objective of this study is to build a scale of the wellbeing of teachers in education centres. In addition, it examines the incidence of human resources management on educational performance, both directly and through the mediating effect of the wellbeing of teachers in terms of both the psychological and the physical. Methodology: The study uses the methodology of structural equations, and a sample of 315 questionnaires for teachers working in secondary education. Results: This study corroborates the significant effect of human resources management on educational performance. The relationship was observed both directly and through the mediating effect achieved when improving psychological wellbeing. Although human resources management reduces physical wellbeing, we did not observe any direct relationship between this physical wellbeing and a reduction in performance. Limitations: The study is intended as an exploratory analysis of these relationships. Consideration of a larger sample, or its extension to other areas, could further support our results. Practical implications: These results imply the need for improvement in human resources policies in schools, especially positive policies linked to improving the psychological wellbeing of teachers. Thus, better management of human resources produces an improvement in both the wellbeing of teachers (their satisfaction, their happiness and their relationship with students) and also educational performance. Furthermore, this management process has a significant effect on reducing discomfort (negative emotions, emotional symptoms, and negative physical states).

scholarly journals Competency-based approach to human resources management

2013 ◽  
Vol 59 (No. 11) ◽  
pp. 496-504 ◽  
Author(s):  
S. Lišková ◽  
P. Tomšík
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Work Performance ◽  
Human Resources Management ◽  
Resources Management ◽  
Competency Models ◽  
Competency Based

 The paper deals with the competency approach to human resources management. The approach is seen as one of the possibilities to effectively manage work performance. The paper focuses on defining the term competency, components of competency, types of competencies, and on identification of competencies. The paper also focuses on the competency models, their types, approaches to them, and the procedures of their creation. Finally, the paper summarizes the possibilities of the use of the competency approach in various spheres of management of human resources, and it describes the connection of the competency approach with the strategic management.  

scholarly journals THE IMPACT OF HUMAN RESOURCES MANAGEMENT STRATEGY ON ORGANIZATIONAL COMPETENCIES DEVELOPMENT

2019 ◽  
Vol 7 (5) ◽  
pp. 2299-2307
Author(s):  
Ahmed E. M. GHAREEB ◽  
Ali Ben Mohamed EL MEDABSH
Keyword(s):  
Human Resources ◽  
Management Strategy ◽  
Human Resources Management ◽  
Resources Management ◽  
Organizational Competencies ◽  
Human Resources Managers ◽  
Study Population ◽  
Hr Managers ◽  
Competencies Development ◽  
The Impact

The researchers through this study aimed at determining The Impact of Human Resource Management Strategy (HRMS) on organizational competencies development, the methodology was chosen for the study undertaken is a descriptive-analytical method. The software SPSS (statistical package for Social Sciences) version 19 has been applied in the statistical analysis. Moreover, the researchers have used the tools of Regression. The study population included all Human Resources Managers and Supervisors of companies. The sampling method used in this study is stratified sampling, with a population size of 200 HR managers and supervisors from Egypt. The results of the regression analysis show that human resources management strategy has a positive effect on organizational competencies development.

Expanding the Boundaries of Healthcare Human Resources Planning

2011 ◽  
pp. 1-20
Author(s):  
Christopher L. Pate ◽  
Nancy M. Leahy ◽  
Leonard Leos
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Healthcare Delivery ◽  
Workforce Planning ◽  
Healthcare Services ◽  
Resources Management ◽  
Human Resources Planning ◽  
Healthcare Settings ◽  
Human Resources Managers ◽  
Resources Planning

Human resources are central to healthcare services, yet leveraging these resources to meet strategic operations and operational outcomes can present challenges to leaders and human resources professionals because of the complex and dynamic nature of healthcare delivery. Although the traditional roles of human resources management are necessary in supporting an organization in meeting its goals, economic, strategic, and cultural considerations are becoming increasingly important to human resources management and workforce planning in healthcare settings. This chapter presents several features of these different lenses to assist human resources managers in developing a holistic view of human resources planning in health care.

Perceptions of responsible human resources management and credibility of the Public Administration: the mediating role of service quality and satisfaction

2014 ◽  
Author(s):  
José Luis Vázquez Burguete ◽  
Ana Lanero Carrizo ◽  
María Purificación García Miguélez
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Human Resources Management ◽  
Total Sample ◽  
Structural Equations ◽  
Survey Study ◽  
Resources Management ◽  
The Public ◽  
Mediating Role

This study extends previous literature on corporate social responsibility (CSR) in private firms and consumer behavior to set a model of citizen perceptions of responsible human resources management (HRM) in the public administration. Particularly, the main goal of the paper is to analyse the effect of perceived internal responsibility on credibility, by considering the mediating role of quality of service and satisfaction. A survey study was conducted with a total sample of 660 Spanish citizens. Structural equations modelling with PLS (Partial Least Squares) was used to test the overall fit of the model. In sum, results provided support for all the relations hypothesised. Findings and their implications are described.

scholarly journals Structural equations model to analyze the incidence of variables related to innovation management in organizations

2019 ◽  
Vol 11 ◽  
pp. 184797901985626 ◽  
Author(s):  
Reyner Pérez-Campdesuñer ◽  
Jenny Ruiz-de la Peña ◽  
Gelmar García-Vidal ◽  
Alexander Sánchez-Rodríguez ◽  
Rodobaldo Martínez-Vivar
Keyword(s):  
Human Resources ◽  
Integrated Management ◽  
Innovation Management ◽  
Human Resources Management ◽  
Innovation Process ◽  
Structural Equations ◽  
Resources Management ◽  
Proposed Model ◽  
Structural Equations Model ◽  
The Impact

Previous works have demonstrated the possibilities to influence the innovation process in organizations. Although the presented initiatives have their merits, they suffer from a lack of integrated perspective. They are focused on the evaluation of the link between the innovation process and only one of the subsystems of the administration, without considering the implications of the other subsystems. The aim of this article is to define a model of structural equations that summarizes the impact of the variables related to innovation management in organizations. This article first presents the identified variables according to the analyzed literature and then shows which variables were selected by consulting experts on the field. To measure the selected variables some questionnaires were elaborated. The questionnaires were applied in 111 entities of different production sectors. A confirmatory factorial analysis was developed with the obtained measures. Thanks to this analysis, it was possible to verify the incidence of the evaluated variables in the innovation management, allowing the elaboration of the model. The proposed model shows the link between the different variables that contribute to the innovation management process. The analysis confirmed that innovation, as a construct, has a multifactorial nature. The information used as input for the elaboration of the model allowed introducing a new sequence of innovation management from the integrated management of the variables that can influence it. This integrated management ensures effective human resources management, production, and marketing. The findings confirm that innovation needs to be managed in an integrated way with the rest of the administrative subsystems rather than as an isolated process. This way of working allows obtaining better results for the organizations. Based on the multisectorial nature of the research sample, it can be assumed that the obtained results can be corroborated in several fields.

scholarly journals Strategy and Human Resources Management in Non-Profit Organizations: Its Interaction with Open Innovation

2021 ◽  
Vol 7 (1) ◽  
pp. 75
Author(s):  
Márcio Oliveira ◽  
Marlene Sousa ◽  
Rui Silva ◽  
Tânia Santos
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Human Resources Management ◽  
Structural Factors ◽  
Public And Private ◽  
Non Profit ◽  
Resources Management ◽  
Socioeconomic Changes ◽  
Non Profit Organizations ◽  
The Way

The socioeconomic changes that many countries have been experiencing in recent decades, caused by structural factors or by specific circumstances, where the pandemic crisis of COVID-19 is only the most recent example, have posed challenges to organizations, which present themselves more and more and in various forms as threatened by the possibility of fulfilling their mission. Public and private sectors increasingly present themselves as insufficient to respond effectively to day-to-day requests. This context of instability and the resulting impacts for non-profit organizations pose serious problems to the way in which governance is exercised and served as a motivation for carrying out a study that aimed to understand the influence of strategy and human resources on the governance of these organizations. A review of the literature on the variables under study made it possible to identify the sub-dimensions associated with each one of them and the respective indicators. Thus, for a quantitative study, it was possible to apply a questionnaire to 242 Holy Houses of Mercy in Portugal to understand the direct and indirect influences of strategic management and human resources management on the governance of these institutions. The results obtained show the existence of a positive relationship between the variables under analysis, confirming that not only do these variables influence, by themselves and directly, the governance of the institutions studied, but also the strategy influences human resources policies, which in turn have implications for the way the Holy Houses of Mercy deal with aspects associated with governance. It is concluded that, in general, for these organizations to be more effective in efforts to improve their governance processes, they must focus on strategic management and human resources management instruments.

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