scholarly journals The Impact of Strategic Intelligence on adopting Human Resources Best Practices in Ministry of Housing and Urban Planning -  Sultanate of Oman: أثر الذكاء الاستراتيجي في تبني الممارسات الأفضل لإدارة الموارد البشرية في وزارة الإسكان والتخطيط العمراني بسلطنة عمان: دراسة ميدانية

2021 ◽  
Vol 5 (22) ◽  
pp. 42-21
Author(s):  
Saif Salim Alsalmi, Jaber Shouib Alesmail Saif Salim Alsalmi, Jaber Shouib Alesmail
Keyword(s):  
Urban Planning ◽  
Best Practices ◽  
Human Resources ◽  
Human Resource ◽  
Systems Thinking ◽  
Sultanate Of Oman ◽  
Strategic Intelligence ◽  
Future Vision ◽  
High Degree ◽  
The Impact

This research aims to measure the impact of strategic intelligence dimensions (foresight, systems thinking, future vision, motivation, and partnership) on adopting best human resource management practices in the Ministry of Housing and Urban Planning in Sultanate of Oman. For this purpose, survey form was designed and distributed to (104) managers at the higher administrative levels in the Ministry of Housing and Urban Planning in Sultanate of Oman. The researcher used SPSS to analysis The results showed that the managers in Ministry of Housing and Urban Planning in Sultanate of Oman adopt strategic intelligence dimension (foresight) with a medium to high degree. While they adopt systems thinking dimension with a medium degree, Also they adopt future vision dimension with a higher than average degree. While they adopt motivation and partnership dimensions at a high degree, and they also adopt the best human resources practices with a medium degree. The study also showed that there is no significant impact of strategic intelligence dimensions (foresight, future vision, motivation, and partnership) on best human resource practice, while there is a significant impact of systems thinking on best human resources practices. The researcher recommends senior management should increase awareness of the importance of strategic intelligence and its dimensions due to its impact on the decision- making process, problem- solving and increasing performance in the Ministry of Housing and Urban Planning in Sultanate of Oman through meetings, discussions and seminars. Promoting strategic intelligence practices through training courses, and development sessions that can be accomplished by managers meeting with global managers to benefit from global experiences through discussions and seminars. Forming a bank for best human resources practices, in particular in terms of defining policies that enhance job security, policies and initiatives for selecting the best people, how to use self- managed work teams, and identifying best practices in performance management to link salaries and bonuses to organization’s performance results.

Do cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era?

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaojun Yao ◽  
Masoumeh Azma
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Resource Planning ◽  
Equation Modeling ◽  
Planning Systems ◽  
Privacy And Security ◽  
Content Type ◽  
Enterprise Resource Planning Systems ◽  
The Impact

PurposeThis study aims to investigate the impact of skills and knowledge of employees, economic situations of the company, current IT infrastructure, payment fashion, cloud availability, and cloud privacy and security on the productivity of the human resources in the COVID-19 era.Design/methodology/approachOver the past few years, the advent of cloud-assisted technologies has dramatically advanced the Information Technology (IT)-based industries by providing everything as a service. Cloud computing is recognized as a growing technology among companies around the world. One of the most critical cloud applications is deploying systems and organizational resources, especially systems whose deployment costs are high. Manpower is one of the basic and vital resources of the organization, and organizations need an efficient workforce to achieve their goals. But, in the COVID-19 era, human resources' productivity can be reduced due to stress, high labor force, reduced organizational performance and profits, unfavorable organizational conditions, inability to manage and lack of training. Therefore, this study tries to investigate the productivity of human resources in the COVID-19 era. Data were collected from the medium-sized companies through a questionnaire. Distributed questionnaires were conducted on the Likert scale. The model is assessed using the structural equation modeling technique to examine its reliability and validity. The study is a library method and literature review. A case study was conducted through a questionnaire and statistical analysis by SPSS 25 and SMART-PLS.FindingsBased on the findings, the skills and knowledge of employees, the economic situations of the company, payment fashion, cloud availability and the current IT infrastructures of the company have a positive impact on human resource efficiency in the COVID-19 era. But cloud privacy and security have a negative effect on the productivity of human resources. The findings can be the basis for companies and organizations in the COVID-19 era.Research limitations/implicationsThis study has some restrictions that need to be considered in evaluating the obtained results. First, due to the prevalence of Coronavirus, access to information from the companies under study was limited. Second, this research may have overlooked other variables that affect human resource productivity in the COVID-19 era. Prospective researchers can examine the impact of Customer Relationship Management (CRM) and Supply Chain Management (SCM) on the human resource's productivity in the COVID-19 era.Practical implicationsThe results of this research are applicable for all companies, their departments and human resources in the COVID-19 era.Originality/valueIn this paper, human resources' productivity in the COVID-19 era is pointed out. The presented new model provides a complete framework for investigating cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era.

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

scholarly journals Whose Health in Whose City? A Systems Thinking Approach to Support and Evaluate Plans, Policies, and Strategies for Lasting Urban Health

2021 ◽  
Vol 13 (21) ◽  
pp. 12225
Author(s):  
Silvio Cristiano ◽  
Samuele Zilio
Keyword(s):  
Public Health ◽  
Urban Planning ◽  
Systems Thinking ◽  
Urban Health ◽  
Urban Governance ◽  
Well Being ◽  
World Health ◽  
Urban Systems ◽  
Health Issues ◽  
The Impact

An increasing interest has been present in scientific literature and policy making for the links between urban environments and health, as also learnt from the COVID-19 pandemic. Collaboration between urban planning and public health is therefore critical for enhancing the capabilities of a city to promote the well-being of its people. However, what leverage potential for urban health can be found in existing plans, policies, and strategies that address urban health? Starting from the relationship between urban systems and health issues, the purpose of this contribution is to broaden the systemic knowledge of urban systems and health so as to try to figure out the impact potential of local urban governance on public health. Considering the systemic nature of health issues, as defined by the World Health Organisation, this is done through a systems thinking epistemological approach. Urban health proposals are studied and assessed in four European cities (Copenhagen, London, Berlin, and Vienna). Current criticalities are found, starting from the guiding goal of such proposals, yet a systemic approach is suggested aimed at supporting and evaluating lasting and healthy urban planning and management strategies.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

scholarly journals THE CAPABILITIES OF THE HUMAN RESOURCES OF AL-RAFIDAIN COLLEGE IN LIGHT OF THE EXERCISE OF ITS LEADERSHIP ENTREPRENEURIAL

2021 ◽  
Vol 11 (2) ◽  
Author(s):  
Dr. Zahraa Ghanim Mirjah ◽  
Hameed Salim Al-Kaabi ◽  
Dr. Abdul Kareem Mezaal Taher
Keyword(s):  
Community College ◽  
Human Resources ◽  
Human Resource ◽  
Positive Influence ◽  
Arithmetic Mean ◽  
Teaching Staff ◽  
Entrepreneurial Leadership ◽  
Linear Regression Equation ◽  
Moral Significance ◽  
The Impact

The current research aims to know the impact of the pioneering leadership on the resource capabilities of Al-Rafidain Community College, and in order to achieve the goal of the research, Al-Rafidain National College was chosen. The research adopted the questionnaire as a tool to collect the necessary data to complete the research and achieve the goals it seeks. Form was distributed as 50 questionnaires on the teaching staff in the civil Rafidain College, was obtained (40) form a valid analysis. The research used a number of statistical methods, for example the arithmetic mean, the standard deviation, the simple linear correlation coefficient Pearson, and the simple and multiple linear regression equation. The results showed the existence of a positive significant significant correlation between human resource capabilities and entrepreneurial leadership, and the existence of a positive influence relationship with positive moral significance for entrepreneurial leadership in human resource capabilities

Identifying the impact of meritocracy on human resource productivity from the perspective of police academy lecturers

2020 ◽  
Vol 3 (2) ◽  
pp. 56-61
Author(s):  
Mohammad Ali Fetrat ◽  
Sema Mutahar
Keyword(s):  
Regression Analysis ◽  
Human Resources ◽  
Human Resource ◽  
Police Academy ◽  
Alpha Coefficient ◽  
Statistical Population ◽  
Resource Productivity ◽  
Spss Software ◽  
Descriptive Survey ◽  
The Impact

The present study was conducted to "identify the impact of meritocracy on human resource productivity from the perspective of police academies". This research is a descriptive-survey research in terms of purpose and methodology. The statistical population of this study is all lecturers of Kabul Police Academy. Morgan table was used to determine the sample size, which according to the population of the sample required 121 people. The instrument or the device of this study is a complex questionnaire. The reliability of this questionnaire was confirmed by Cronbach's alpha coefficient of 0.85. SPSS software was used to analyze the data using regression analysis. The results of this study show that meritocracy has a significant effect on human resource productivity, it also the effect of meritocracy components (knowledge, consciousness, abilities, skills, attitudes, education, training, and retention) on productivity. Human resources are influential and the hypotheses are confirmed.

The Effect of Explicit Knowledge Sharing on Human Resource Performance Efficiency: Moderating Role of Human Capacity Development

2020 ◽  
Keyword(s):  
Human Resources ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Quantitative Study ◽  
Explicit Knowledge ◽  
Capacity Development ◽  
Moderating Effect ◽  
Wide Range ◽  
Human Capacity ◽  
The Impact

There are numerous causes responsible for attaining performance efficiency of human resource within the organizations. In this pursuit, the current research has been aimed to further evaluate the relationship exists between Explicit Knowledge Sharing (EKS) within organizations and performance efficiency of the human resources. A quantitative study for the said purpose has been undertaken to ascertain the impact of EKS on performance of human resources while considering the moderating effect of Human Capacity Development (HCD). Quantitative study approach was adopted, and a structured questionnaire was developed based on the relevant studies already conducted in this field. The questionnaires were distributed among 500 respondents, out of which 345 responded, which provided the researcher with 69% response rate. Population of the study comprises wide range of organizations such as Government, Non-Government, International & Private Sector, which were consulted for the primary data collection across the province of Khyber Pakhtunkhwa & Capital Territory of Islamabad by adopting Simple Random Sampling technique. Analysis were drawn through the application of statistical software tools i.e. Amos for factor analysis & SPSS for statistical analysis.The analysis of the data revealed that organizations with EKS practices, subsequently accomplishes efficiency in the performance of their human resources through a positive moderating effect of Human Capacity Development. The usefulness of findings has been endorsed through numerous studies by the local and international scholars of the area. Keywords: Explicit Knowledge Sharing, Human Resource Performance Efficiency, Knowledge Management, Knowledge Sharing

An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha

2018 ◽  
Vol 5 (2) ◽  
pp. 58-67
Author(s):  
Monalisha Patel
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
End Users ◽  
Business Culture ◽  
Complex Data ◽  
Compatibility Factor ◽  
The Impact

The complex data and information from all sectors are integrated together by the ERP within an organisation. Because of the various kinds of end users, the implementation of the ERP is a complex process to handle. Some of the effects of individual, technological and organisational factors are taken into consideration as in the impact of the usage upon ERP and its effect upon the end user. The results however suggests that the system functionalization supports the organisation in the functioning of the HR practices, training and development, self-dependency of employees (end users) and the compatibility factor of the end users as well. The usage of ERP has no doubt an impact upon human resources functions and operations. Because human resources involve the human capital, therefore the process of human resource management (HRM) is undergoing changes implementing various tools of technology while improving performance. The amalgamation between HRM processes with information technology being termed as electronic human resources management. (E-HRM). So, the phenomenon of E-HRM works to functionalise all operations and activities that the human resource management system dealt with. Both in terms of E-HRM and the virtual human resource management systems do not go with the same interpretations as those streamlined by Lepak and Snell's “The network founded structure built on partnerships and typically framed by networking technologies to support the organisation attain, develop and deploy intellectual capital.” It is not wrong to say that the decentralization of human resource functions is the essence of E-HRM. Those functions typically can be availed through an intranet or other web technology channel. When such facilities are provided within an organisation it helps the managers and employees empower themselves to perform the chosen HR functions themselves, relieving the HR department of those tasks. It is even foreseen that as E-HRM grows and renovates business culture, there would be changes, but the need is to be inculcated to a substantial measure.

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

scholarly journals The Important of Training and its Impact on the Performance of Employees in Banking Sectors (Abu Dhabi – UAE) to Rise Efficiency

2017 ◽  
Vol 11 (9) ◽  
pp. 138
Author(s):  
Burhan Mahmoud AwadAlomari Alomari ◽  
AlaEldin Mohammad Hasan Awawdeh ◽  
Main Naser Alolayyan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Human Resource Management Practices ◽  
The Impact ◽  
Creativity And Innovation

The study aims at measuring the impact of human resource management practices on creativity and innovation with the presence of competencies as an intermediary variable. The study highlights the importance of human resource management practices for UAE banks and explores the role of human resource management practices in enhancing the creativity and innovation of employees. To achieve this goal, six UAE banks were selected as a study area. A questionnaire was designed and distributed to a random sample of 150 respondents. The analytical, descriptive method was used for analysis. Data analysis and testing were carried out using SPSS.Some of the most important outcomes of this study are: Human resource management practices such as compensation and benefits, employment, empowerment and human resources planning have a positive impact on innovation. Compensation, benefits, employment, training and development, also have a positive effect on creativity. Human resource management practices have a positive impact on training. The study recommends that giving the UAE banks the priority of human resource management practices is of great importance in their dimensions according to the scale of human resource management practices that are interested in achieving innovation and creativity for employees within the banks. The further studies are suggested related to human resources management practices and creativity and innovation because of their impact on achieving competitive advantage.

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