scholarly journals The Power of Mentoring and Digitization as Processes of Strengthening the Human Resource Departments' Activity

2019 ◽  
Vol 8 (3) ◽  
pp. 47
Author(s):  
Hamid Hazim Majid
Keyword(s):  
Human Resources ◽  
Technological Change ◽  
Human Resource ◽  
Market Share ◽  
Top Management ◽  
The Core ◽  
The Way ◽  
Research Studies

Human resources (HR) represent the core of any organization. The way the human resources activities are understood, managed, standardised and mentored is vital for the survival, development and success of any organization in market competitions. In the digitization era HR and HR departments activities contribute to the safety and efficiency of the company, sharing part of assets, investment and profits.The professionals working in the HR department (HRD) are undergoing a profound transformation of mentality and technological change as main challenges of finding specialists and retaining employees.There present research studies the way the coming years will influence the company top management and staffs’ activities so that the profit and market share not to be diminished or lost 

scholarly journals DEVELOPMENT OF ISLAMIC EDUCATION IN PHILOSOPHY OF EXISTENTIALISM PERSPECTIVE

2017 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Jam'ah Abidin
Keyword(s):  
Learning Environment ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Educational System ◽  
Learning Process ◽  
Resource Development ◽  
Islamic Education ◽  
The Way

Theories of human resource development in the context of existentialism really uphold the fundamental principles inherent in every individual. That's, in the development of human resources through the efforts of Islamic Education must provide guarantees of freedom (hurriyyah/liberalism) to all students subject to be imaginative and creative according to their talents and their irâdah (will). For this flow, just the way a subject so students can develop their potential, so they were able to become a man of independent, creative, innovative and dynamic. This guarantees certainly described in the overall of educational system, both in the context of the curriculum, the learning process and the learning environment.

Impulsion of Information Technology on Human Resource Practices

2017 ◽  
pp. 231-254
Author(s):  
ChandraSekhar Patro
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Work Force ◽  
Dynamic Growth ◽  
Impact Of Technology ◽  
Role Of It ◽  
The Impact ◽  
The Way

In recent years, adoption of Information Technology (IT) mechanism has had an intense effect on Human Resources (HR) processes and practices. IT has revolutionized the way in which the organizations execute their day-to-day activities, particularly in the HRM domain, where technology has redefined the way in which HR departments perform their operational, relational and transformational functions. Organizations have realized the emergent value of using IT in leveraging their Human Resource functions and the way they function in the market. Today the organizations are facing more challenges than they ever did due to the rapid and dynamic growth of e-businesses which has lead companies to seek greater opportunities to run HR functions more effectively by implementing technology in the HRM. The chapter provides a conceptual framework on the role of IT in HRM. It examines the impact of technology on HR practices and the factors influencing the effectiveness of human resource dashboards. It also investigates the effect of technology on organizational and work force productivity.

Rethinking the strategic management of human resources: lessons learned from Covid-19 and the way forward in building resilience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dorothea Roumpi
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Lessons Learned ◽  
Organizational Resilience ◽  
Content Type ◽  
The Way

Purpose Numerous empirical studies and meta-analyses have offered ample evidence for the relationship between the strategic management of human resources and a variety of important organizational outcomes, such as individual- and firm-level performance. The outbreak of the COVID-19 pandemic, however, steered the discussion away from the traditional performance-related outcomes of the strategic human resource management and brought to the fore the importance of resilience. The purpose of this paper is to identify areas in which strategic human resource management can help organizations to become more resilient. Design/methodology/approach On the basis of a brief overview of the different phases of the COVID-19 pandemic and its impact on the management of human resources, this conceptual paper uses the Ability-Motivation-Opportunity framework as the backbone for the development of suggestions for the strategic management of employees to create and maintain organizational resilience. Findings A series of actionable suggestions regarding the way forward in building organizational resilience through the effective and ethical management of employees are presented and discussed. Specifically, the importance of using flexibility-oriented human resource management systems is highlighted. This “flexibility-orientation” involves all functions of human resource management, such as selection, training and compensation. Originality/value The proposed suggestions can benefit organizations by offering actionable recommendations regarding the management of human resources by taking stock of lessons learned during the COVID-19 pandemic.

scholarly journals Del territorio a la empresa: conocimientos productivos entre los ingenieros del norte de México

2016 ◽  
Vol 13 (21) ◽  
Author(s):  
Alfredo Hualde Alfaro
Keyword(s):  
Human Resources ◽  
Technological Change ◽  
Foreign Investment ◽  
Knowledge Creation ◽  
Useful Knowledge ◽  
Know How ◽  
Northern Mexico ◽  
Industrial Employment ◽  
Recursos Humanos ◽  
The Way

Resumen:El crecimiento del empleo industrial con el aumento de la inversión extranjera ha producido un incremento de los mercados profesionales de ingenieros en las ciudades del norte de México. En los casos a los que el artículo se refiere, dicho crecimiento es mucho más importante en Tijuana que en Hermosillo. En una época de valoración creciente del conocimiento, la pericia y las competencias para el desarrollo local y regional, es necesario preguntarse por la naturaleza de dichos conocimientos, la forma de transmisión de los mismos y los actores e instituciones que intervienen en la producción y reproducción de los conocimientos productivos. El artículo toma el caso de las maquiladoras de Tijuana y de la empresa Ford de Hermosillo con el objetivo de reflexionar acerca de la forma en que dichos conocimientos constituyen (o no) nexos de articulación entre las empresas y el territorio.Palabras clave: inversión extranjera, empleo industrial, desarrollo, cambio tecnológico, recursos humanos, creación de conocimientos.Abstract:The growth in industrial employment as a result of a rise in foreign investment has caused an increase in the engineer occupational markets in towns in northern Mexico. In the instances this article refers to this growth is much more important in Tijuana than in Hermosillo. In this age of increasing appreciation of knowledge, know-how, and local and regional development competences, we must ask about the nature of such knowledge, the way it is transmitted, and actors and institutions participating in the production and reproduction of useful knowledge. The article studies the Tijuana maquiladora plants and Ford Company in Hermosillo cases with the aim of reflecting on the way this knowledge establishes (or not) links between companies and the country where they are working.Palabras clave: foreign investment, industrial employment, development, technological change, human resources, knowledge creation.

Managing Human Resources in E-Commerce

2021 ◽  
pp. 229-256
Author(s):  
Roksana Binte Rezwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Driving Force ◽  
Business Success ◽  
Success Factor ◽  
The Core ◽  
Hrm Practices ◽  
Critical Success ◽  
Business Requirements ◽  
Start Ups

Human resources are the driving force and source of the core competitive advantage of any business. The purpose of this chapter is to discuss how human resource management (HRM) practices and human resource (HR) strategies are formulated and utilized in the context of e-commerce firms. When discussing e-commerce, relatively less attention is paid to HRM-related issues. However, analyzing, carefully, both the successful start-ups (i.e., Dollar Shave Club and Warby Parker) and e-commerce giants (i.e., Amazon and Alibaba) treat HRM as a critical success factor. Because business success depends on the careful integration of HRM strategies with business requirements and strategies. In this chapter, the different HRM practices and strategies adopted by different e-commerce firms will be discussed.

scholarly journals Legal and Ethical Implications of Using Social Media in Human Resource Management

2014 ◽  
Vol 2 (1) ◽  
pp. 65-76
Author(s):  
Lu Zhang
Keyword(s):  
Social Media ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
New Employees ◽  
Social Media Networks ◽  
Ethical Implications ◽  
The Way

Now more than ever we live in a society saturated with technology and media. We are captured by the technology whirlwind such as the internet, instant messages, emails, and social media such as Twitter and Facebook. Technologies not only are changing the way people live, work, and interact with each other but also the way companies conduct their businesses. Social media no doubt is one of such technologies that enables companies to market their products and services in new and unique dimensions. Beyond marketing, social media is also changing the way human resource professionals recruit and select employees. Recruiting and selecting potential new employees using social media, is gaining popularity. There are even software programs that capitalize on the information available on social media sites to assist human resources professionals to source, screen, and track job applicants. Although there are many advantages in using social media networks to assist HR to select and filter job candidates, there are reasons for concerns. In this paper, we’ll examine the legal and ethical consequences of using social media in the area of human resource management. Keywords: Social Media, Facebook, Human Resources, Management.

scholarly journals HUMAN RESOURCES MANAGEMENT IN BRAZILIAN SUGAR AND ETHANOL MILLS: AN ANALYSIS UNDER THE CORPORATE CONTROL POINT OF VIEW

2015 ◽  
Vol 23 (4) ◽  
Author(s):  
ROBERTO LOUZADA
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Control Point ◽  
Corporate Control ◽  
Structured Interview ◽  
Adopted Model ◽  
The Way

This article presents the results of a survey carried out in ten sugar and ethanol mills, which were grouped into three categories: closely-held corporations, publicly-held corporations and companies controlled by an international group. The aim was to verify if the model of human resource management and corporate control revel any differentiation in the way the human resource management is conducted. The data were collected through a semi-structured interview, which was answered by the head of the Human Resources Department of the companies, allowing us to describe the practices and to identify the guiding concepts of the adopted model. Data analysis led us to conclude that the corporate control is a component that may differentiate the way human resources are managed in the mills taken as the object of this study. 

Managing Human Resources in E-Commerce

2022 ◽  
pp. 1549-1577
Author(s):  
Roksana Binte Rezwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Driving Force ◽  
Business Success ◽  
Success Factor ◽  
The Core ◽  
Hrm Practices ◽  
Critical Success ◽  
Business Requirements ◽  
Start Ups

Human resources are the driving force and source of the core competitive advantage of any business. The purpose of this chapter is to discuss how human resource management (HRM) practices and human resource (HR) strategies are formulated and utilized in the context of e-commerce firms. When discussing e-commerce, relatively less attention is paid to HRM-related issues. However, analyzing, carefully, both the successful start-ups (i.e., Dollar Shave Club and Warby Parker) and e-commerce giants (i.e., Amazon and Alibaba) treat HRM as a critical success factor. Because business success depends on the careful integration of HRM strategies with business requirements and strategies. In this chapter, the different HRM practices and strategies adopted by different e-commerce firms will be discussed.

scholarly journals Lessons from Malaysian Local Government: Does Resource Management Matter in Enforcement Actions?

2018 ◽  
pp. 477-487
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Local Government ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Local Governments ◽  
Structured Interview ◽  
Top Management ◽  
Enforcement Action

The purpose of this study is to examine the barriers of the implementation of human resource management and information technology on enforcement actions in five local governments in Kedah, Malaysia that have been selected. By identifying the barriers that influences enforcement actions would lead to efficiency in managing organisational resources. This study employed semi-structured interview with 13 top management officers to gain insight on enforcement execution. The Nvivo application was used to identify the most relevant theme as informed by the data. The finding indicates that the internal resource management, specifically Human Resources and Information Technology greatly influences the effectiveness and successfulness of enforcement action in local governments. The study indicated that the lack of Human Resources and Information Technology are among the barriers to the effectiveness of the enforcement action in selected Malaysian local government.

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