scholarly journals Challenges Experienced with Online Tutoring in an ODL Institution

2018 ◽  
Vol 39 (1) ◽  
pp. 126-145
Author(s):  
Yvonne T. Joubert ◽  
Annette M. Snyman
Keyword(s):  
Distance Learning ◽  
Qualitative Study ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Online Teaching ◽  
Online Tutoring ◽  
Lack Of Commitment ◽  
Voluntary Basis

The objectives of this exploratory qualitative study were to determine the challenges of online teaching that were experienced by e-tutors in an open distance learning (ODL) institution, and to suggest possible solutions to overcome these challenges. The study was conducted with a sample of 31 (out of a total of 50) e-tutors in the Human Resource Management Department. Two main open-ended questions were sent to e-tutors in this department via email, to be completed on a voluntary basis. The results indicated that the e-tutors experience challenges such as low participation and lack of commitment by students. Students prefer to interact with the lecturers directly, there is limited or no interaction between lecturers and e-tutors, the e-tutors experience a sense of isolation and feel that their training is inadequate, and students are unclear about the role of the e-tutor, have limited access to technology and experience administrative problems. By analysing the findings of the literature review, as well as the results of the exploratory qualitative study, the researchers were able to identify the solutions by means of which an ODL institution can overcome the challenges of e-tutoring and ensure greater success for both students and the institution.

scholarly journals Green Human Resource Management: An Evidence-Based Systematic Literature Review

2020 ◽  
Vol 12 (15) ◽  
pp. 5974 ◽  
Author(s):  
Paula Benevene ◽  
Ilaria Buonomo
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Systematic Literature Review ◽  
Future Research ◽  
Evidence Based ◽  
Green Human Resource Management

The United Nations’ report “Our Common Future” contributed to underline the crucial role of human resource management in strategically greening the organization and, in turn, economics and society at large. This awareness gave birth to green human resource management (GHRM). Despite the high number of papers addressing GHRM, this topic lacks a proper theoretical, methodological, and empirical systematization. A possible step towards a better understanding of GHRM is an evidence-based analysis of its practices’ outcomes. Developing these reflections and considerations, we conducted a systematic literature review on the evidence-based literature about the antecedents and outcomes of GHRM practices, following the PRISMA guidelines. We selected 48 papers. Most selected studies (n = 25) did not tackle single GHRM activities and processes. Studies considering specific GHRM areas tackled some dimensions more frequently (e.g., “training and development”, “performance management and appraisal”), while underrepresenting others (e.g., “Job analysis and description”). At the same time, selected studies focused on GHRM consequences for organizations, showing a high adherence to the ability, motivation, opportunity (AMO) theoretical framework. Suggestions for future research are provided.

scholarly journals Sustainability Adoption through Sustainable Human Resource Management: A Systematic Literature Review and Conceptual Framework

2020 ◽  
Vol 5 (6) ◽  
pp. 1014-1031
Author(s):  
Anil Kumar ◽  
Preeti Bhaskar ◽  
Simon Peter Nadeem ◽  
Mrinal Tyagi ◽  
Jose Arturo Garza-Reyes
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Human Resource ◽  
Systematic Literature Review ◽  
Raw Materials ◽  
Sustainable Products ◽  
Product And Process

Sustainability is a key aspiration of most businesses as they face pressure from regulatory authorities as well as consumer demand for sustainable products. Sustainability discussion often revolves around the areas of raw materials, product and process design and innovation. However, the role of human resources is least discussed in this regard. This research utilises a systematic literature review approach to explores the concept of Sustainable Human Resource Management (SHRM) and identifies the indicators, drivers, barriers, and benefits of SHRM adoption. Based on the findings, an integrated conceptual framework that can be utilised by organisations for developing a long-lasting sustainability adoption through SHRM is proposed.

scholarly journals New avenues for HRM roles: A systematic literature review on HRM in hybrid organizations

2021 ◽  
pp. 239700222110495
Author(s):  
Anja Belte
Keyword(s):  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Hybrid Organizations ◽  
Management Research ◽  
Organizational Goals ◽  
Organization And Management ◽  
Stakeholder Requirements ◽  
Insight Into

In recent decades, the emergence of hybrid organizational forms has placed new demands on the role of human resource management (HRM) contributing to organizational goals. Moreover, research emphasizes that the increasing hybridity of contexts, stakeholder requirements, and goals lead to organizational tensions that, if not properly addressed, can lead to organizational downfall. However, although organization and management research recognize the importance of elaborating HRM roles for hybrid contexts, drawing upon findings from the hybrid literature has been widely neglected. Thus, by mapping the research landscape regarding hybridity, this article provides insight into the configuration of organizational HRM roles and functions that contribute to the development of hybrid goals and are associated to the management of tensions. Significantly, this article introduces three specific HRM roles— hybrid strategist, capability adapter, and identification generator—as essential HRM roles for hybrid contexts.

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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