scholarly journals „Emotional Intelligence and Communication in Human Resources Management to Avoid Occupational Stress”

2021 ◽  
Vol 18 (2) ◽  
pp. 36-41
Author(s):  
Camelia Angelica Dambean
Keyword(s):  
Emotional Intelligence ◽  
Human Resources ◽  
Occupational Stress ◽  
Interpersonal Relationships ◽  
Human Resources Management ◽  
Organizational Stress ◽  
Professional Communication ◽  
Conceptual Basis ◽  
Topical Issue ◽  
Resources Management

Abstract This study is part of a larger paper and brings to the fore a topical issue in today’s society, namely the importance of emotional intelligence in interpersonal relationships in an organization, its connection with the ability of individuals to communicate empathetically, directly, concisely in properly manage working time to avoid occupational stress. This article includes: basics about the importance of emotional intelligence in an organization, the causes of organizational stress, and factors that lead to decreased job satisfaction. The article includes the objective, purpose, research hypothesis, conceptual basis and methodology, tools for measuring stress, emotional intelligence and professional communication.

scholarly journals Yogic Science for Human Resource Management in Public Enterprises

2021 ◽  
Vol 25 (1-2) ◽  
pp. 26-38
Author(s):  
Naresh C. Saxena
Keyword(s):  
Adverse Effect ◽  
Human Resources ◽  
Occupational Stress ◽  
Human Resource ◽  
Human Resources Management ◽  
Public Enterprises ◽  
Resources Management ◽  
The Public ◽  
Health And Wellbeing ◽  
The Individual

Human resources management is the process of managing people in a structured manner to help the organisation to meet its objectives. In public enterprises the objectives are multifarious and sometimes opaque; and hence human resources management is more complex. An increase in occupational stress which has an adverse effect not only on the health and wellbeing of the individual but also on the health of the organisation. In the frenetic world of today where management principles are being turned on their heads there are some principles and precepts which are constant and which can help in the development of human resources in such a way that the health of the organisation and the health of the individual is safeguarded. In this paper we will see how the techniques and practices of Yoga – a time-tested oriental science – may be helpful in the public enterprises by reducing the stress level of the employees and increasing their greedlessness and public spiritedness.

scholarly journals Critical Thinking in the Digital Age: Strategies of Human Resource Management

2019 ◽  
Vol 7 (3) ◽  
pp. 139-148
Author(s):  
Olga E. Ivanova
Keyword(s):  
Critical Thinking ◽  
Human Resources ◽  
Human Resources Management ◽  
Digital Age ◽  
Professional Communication ◽  
Digital Environment ◽  
Resources Management ◽  
Intellectual Courage ◽  
Independent Thinking

The research introduces a strategy of utilising critical thinking (CT) as an instrument of developing professional skills set in the digital age. The research aims to evaluate the potential of CT in human resources management (HRM). It has been established that the strategy of CT offers a way of intellectual improvement within the framework of professional communication. Therefore, a systematic fostering of CT allows for successful integration of affective and cognitive aspects of communication in the context of HRM. Conversely, this research has identified the potential of the offered strategy in change- and risk management. The  CT strategy has proved itself to be an effective way of professional decision-making in key cognitive aspects as well as in effective ones (intellectual courage, perseverance, confident reasoning, independent thinking in tandem with overcoming egocentrism and sociocentrism). Based on the results of the empirical research within the modern digital environment, the long-term efficiency of the offered strategy has been substantiated; the researchers  have outlined the potential ways of implementing the results of the study, as well as strategy’s growth point.

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

MSDM Pondok Pesantren

2019 ◽  
Vol 4 (4) ◽  
pp. 403-422
Author(s):  
Ahmad Saefulloh ◽  
Fisher Zulkarnaen ◽  
Dewi Sadiah
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Know How ◽  
Highly Educated ◽  
The Times ◽  
And Control ◽  
Descriptive Method

ABSTRAK Penelitian ini bertujuan untuk mengetahui bagaimana implementasi manajemen sumber daya manusia pondok pesantren pagelaran II sumedang, dan mengetahui bagaimana hasil kinerja santri di pondok pesantren pagelaran II sumedang.Metode yang digunakan dalam penelitian ini adalah metode deskriptif, pengumpulan data dilakukan dengan menggunakan teknik observasi, studi dokumentasi dan wawancara.Hasil Penelitian ini menemukan bahwa peran manajemen sumber daya manusia dalam mengoptimalkan kinerja santri di pondok pesantren pagelaran II sumedang yang diawali dengan pengolaan dalam bentuk fungsi perencanaan dan operasional yang baru.Terutama pengrekrutan jajaran assatidz yang berdedikasi dan berpendidikan tinggi masuk ke pondok pesantren pagelaran II. Sehingga keberlangsungan pesantren akan berinovasi dan pengendalian selalu sesuai dengan perkembangan zaman. Sehingga dapat disimpulkan bahwa manajemen sumber daya manusia di pondok pesantren pagelaran II sumedang telah dijalankan dengan baik dan menunjukan keberhasilan dalam upaya menyiapkan insan kamil. ABSTRAK It aims to know how to implementation of human resources management hut pesantren by fire ii, and find out How did santri's performance result in the pesantren pagelaran 2 Sumedang. The method used in this study is a descriptive method, data collection is done using observation techniques, a documentary study and debriefing. This study found that human resource management's role in optimizing santri's performance in pondok pesantren pagelaran 2 Sumedang. That begin with processing in the form of new planning and operational functions. Particularly recruits for the dedicated, highly educated assatidz went into the pagelaran 2 Sumedang. So martial arts have continued to innovate and control always conforms to the development of The Times. So it is inadmissible that the human resources management at pesantren pagelaran 2 sumedang has been well run and show that is successful in preparing for the perfect human being.

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