scholarly journals The Role of Formal and Informal Structures In Shaping the Corporation’s Relational Capital

Management ◽  
2014 ◽  
Vol 18 (1) ◽  
pp. 136-153 ◽  
Author(s):  
Lesław H. Haber
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Negative Influence ◽  
Management Systems ◽  
Corporate Management ◽  
Relational Capital ◽  
Human Relations ◽  
Resources Management ◽  
Corporate Management System

Abstract The paper presents the origin of the term of ‘relational capital’ by reference to such previous management systems as human relations, organizational culture, or human resources management. At the same time, the author indicates the significance of relational capital in the recent conceptions associated with the treatment of management as a process. On that background, the roles of formal and informal structures in shaping relational capital are discussed, marking both positive and negative influence of such capital in the corporate management system.

scholarly journals Place and Role of Personnel Audit in Slovak companies in the Industrial Revolution Stage 4.0 and 5.0

2020 ◽  
Vol 83 ◽  
pp. 01065
Author(s):  
Miroslava Szarková
Keyword(s):  
Human Resources ◽  
Industrial Revolution ◽  
Developmental Stages ◽  
Slovak Republic ◽  
Human Resources Management ◽  
Corporate Management ◽  
Effective Management ◽  
Resources Management

The need to effectively use the intellectual and physical potential of human resources increased especially in the phase of the fourth industrial revolution 4.0 and the onset of the fifth industrial revolution 5.0. At these stages the quality of human resources as well as their effective management create a basis for the very existence of the company and at the same time represent a "hatchery" of employees for the future development and competitiveness of the company. In these developmental stages sophisticated information on human resources, their management and leadership as well as on possible reserves in personnel processes gain great importance. This information can be provided to corporate management by a personnel audit. Based on the results of primary and secondary research, the aim of the paper is to give an overview of the use of personnel audit in companies operating in the Slovak Republic. Keywords: personnel audit, human resources, human resources management, intellectual capital.

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.

Modern problems and challenges of human resources management in international organizations

2021 ◽  
pp. 86-90
Author(s):  
M.S. Safarli ◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
International Organizations ◽  
Human Resources Management ◽  
International Organization ◽  
Special Role ◽  
Resources Management ◽  
Research Challenges

Researched is the problem of management of human resources in international organization, that is significantly different from human resources’ management in own country. The article discusses issues, related to personnel management in international enterprises. The purpose of the article is to identify factors that influence personnel management in the international aspect, and also to research challenges and problems, associated with them. On results of the analyses, offered are measures, as to solution of showed up challenges and problems, and also point out the special role of cadre departments in solution of this problem.

Globalization and Human Resources Management

2013 ◽  
pp. 1-13 ◽  
Author(s):  
Yasemin Bal ◽  
Serdar Bozkurt
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Workforce Diversity ◽  
Global Organizations ◽  
International Context ◽  
Resources Management ◽  
Diverse Workforce ◽  
International Hrm ◽  
Global Arena

As a result of globalization, many firms have begun to compete on a worldwide basis. This situation has led Human Resources Management (HRM) to gain more importance in the global arena and “international HRM” field. Over the past few decades, international HRM has gained considerable attention from both academicians and practitioners. The increasing globalization of business has required organizations to manage their workforces effectively. Managing a foreign workforce can differ drastically from managing a domestic one. HRM in the international context requires managing diverse workforces originating from different nationalities with various cultures. Therefore, workforce diversity has become increasingly important for organizations that plan to expand into global markets and target different consumer groups. Organizations can adopt different approaches for managing their workforces and every function of HRM systems should be designed consistent to the workforce diversity of the organization. The purpose of this chapter is to investigate the concept of international HRM and diverse workforce in global organizations. Additionally, the importance of managing diverse workforces effectively in global organizations in the context of HRM functions and the role of HRM in this process will be discussed briefly.

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