scholarly journals Relevance of human resource management on small business objective in digital era: A critical review of research evidence

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Abdul Samad Arief ◽  
Petrus Jacob Pattiasina ◽  
Sahat Parulian Remus
Keyword(s):  
Human Resources ◽  
Small Businesses ◽  
Evaluation System ◽  
Small And Medium Enterprises ◽  
Research Question ◽  
Human Resources Management ◽  
Phenomenological Approach ◽  
Essential Elements ◽  
Digital Era ◽  
Business Objective

One of the essential elements in advancing small and medium enterprises is the availability of Human Resources management. So HR development must be relevant to the needs of small businesses, especially now that small businesses are present in the digital era. So to see the suitability of HR development with the needs of small businesses in achieving their core goals. So we have reviewed dozens of papers on our efforts to find this relevance through reviewing the papers we search electronically on Google scholar-based data. We specialize in papers published between 2010 and 2021, so we can get the latest data. To get answers to this research question, we analyzed the data using a phenomenological approach. We also involve the coding, interpretation, and evaluation system to find accurate, valid, and reliable data findings. So the results include that there is a close relationship between the SDm system and the central ideals of SMEs. Logically, if the human resources are good, the company and the smallest business will quickly improve and efficiently achieve the final goal.

scholarly journals Human Capital Analytics: A Game Changer for HR Professionals

2019 ◽  
Vol 8 (2S11) ◽  
pp. 3963-3965
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Essential Elements ◽  
Main Function ◽  
Resources Management ◽  
Digital Era ◽  
Basic Concepts ◽  
Recruitment System ◽  
Game Changer

In the digital era, Human resource practices has digitally transformed over the last decades. In that human capital analytics is one of the essential elements for HR professionals. Human capital analysis replaces the traditional HR practices. It assists the HR Professional to measure and monitor employees performance. The main function of human resources management is to achieve the goal of the organization through its human capital. Beginning from searching right workforce to retaining the finest workforce, HR is striving to take smart decisions to recruit the workforce with the help of human capital analysis. The target of this study is to provide insight about the basic concepts of human capital in HR system generally and more exclusively in recruitment system. Human capital analytics provides information to have insight for decision making to support the management of employees in an organization

Human Resources, Management Control, and Culture, an Exploratory Study of Indonesia's SME

2021 ◽  
Vol 12 (1) ◽  
pp. 93-93
Author(s):  
Marko S Hermawan ◽  
Burhanudin Burhanudin ◽  
Nurianna Thoha ◽  
Irene Oscarin
Keyword(s):  
Human Resources ◽  
Cultural Context ◽  
Research Question ◽  
Human Resources Management ◽  
Management Control ◽  
Point Of View ◽  
Company Strategy ◽  
Human Quality ◽  
Professional Capacity ◽  
Process Controls

This paper investigates the SME's management control, human resources, and cultural context in Indonesia. These perspectives come into 2 (two) themes; Professional Capacity and Company Strategy. Most SMEs show a struggle in developing human quality and in particular, Indonesia's SMEs, also lack process controls due to their beliefs and cultures. Nonetheless, despite the positive impacts for the business sustainability that previous researchers have found, the implementation of MCS still has not been adequately done by the SME due to their several limitations. Thus, this paper aims to analyze a company perspective regarding the MCS implementation, specifically in the new phenomenon related to the contingent factors that arise from company issues and challenges using a case study from a clothing manufacturing company. The research question proposes for this research study is "How does Indonesia's SME implement its management control within limited resources and local culture?" Keywords: management control system, SME, contingency-based research, SME Point of View, Business Issues, MCS strategy

Human Resources Management and Its Contribution to Colombian SME Sustainability

2022 ◽  
pp. 1052-1073
Author(s):  
Rafael Ignacio Pérez-Uribe ◽  
María Teresa Ramírez-Garzón
Keyword(s):  
Regression Analysis ◽  
Human Resources ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Small And Medium Enterprises ◽  
Human Resources Management ◽  
Organization Management ◽  
Resources Management ◽  
The Core ◽  
Medium Enterprises

Based on the hypothesis that human resources management directly depends on a set of organizational components that are the core for SMEs sustainability, this chapter expands previous findings in the literature. Based on a multiple regression analysis and MMOM (modernization model for organization management) implementation in 246 Colombian SMEs (small and medium enterprises), the authors show that some organizational components explain and generate 64.86% of human resources management best practices.

The Role of E-HRM Practices on Digital Era

2020 ◽  
pp. 1-20
Author(s):  
Nurten Polat Dede
Keyword(s):  
Human Resources ◽  
Business Processes ◽  
Human Resources Management ◽  
Rapid Change ◽  
Resources Management ◽  
Knowledge Based ◽  
Digital Era ◽  
Knowledge Based Economy ◽  
Technological Developments ◽  
Management Functions

The changes brought about by trends such as globalization, technological developments, and knowledge-based economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter.

Human Resources Management and Its Contribution to Colombian SME Sustainability

2020 ◽  
pp. 215-236
Author(s):  
Rafael Ignacio Pérez-Uribe ◽  
María Teresa Ramírez-Garzón
Keyword(s):  
Regression Analysis ◽  
Human Resources ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Small And Medium Enterprises ◽  
Human Resources Management ◽  
Organization Management ◽  
Resources Management ◽  
The Core ◽  
Medium Enterprises

Based on the hypothesis that human resources management directly depends on a set of organizational components that are the core for SMEs sustainability, this chapter expands previous findings in the literature. Based on a multiple regression analysis and MMOM (modernization model for organization management) implementation in 246 Colombian SMEs (small and medium enterprises), the authors show that some organizational components explain and generate 64.86% of human resources management best practices.

Extending Relationship Marketing to Human Resources Management Using the CaRM Approach to Personnel Recruitment

2011 ◽  
pp. 2112-2119
Author(s):  
Tobias Keim ◽  
Kerstin Fritsch
Keyword(s):  
Human Resources ◽  
Relationship Marketing ◽  
Research Question ◽  
Human Resources Management ◽  
Recent Change ◽  
Customer Relationship ◽  
Personnel Recruitment ◽  
New Concepts ◽  
Potential Benefits ◽  
Traditional Approaches

Since the early 1990s, relationship-oriented approaches to product and services marketing have gained increasing interest by research and practice. While the overall approach of managing customer interactions has been inherent to the ways of doing business ever since, the recent change from transaction-oriented to relationship-oriented marketing is typically considered as a major paradigm shift (Grönroos, 2004). The current boom of customer relationship management concepts and solutions is only one indicator of this development. However, while relationship marketing has been discussed in various contexts such as business-to-business and business-to-consumer marketing, little attention so far has been paid to the question of what such an approach could add to the human resources field. This is astonishing as labor markets due to demographic effects and other changes in labor offer and demand tend to get increasingly narrow. Thus, traditional approaches to personnel marketing might no longer be sufficient and new concepts for the successful recruitment of qualified staff might be needed. Therefore, our research question is: How can we transfer the concepts of relationship marketing to personnel recruitment and what are potential benefits of such an approach? In order to answer this question, we present an approach for the ISsupported management of employer-candidate relationships. We outline two major dimensions of the approach together with selected validation results. The objective is to enhance human resources information systems (HRIS) research and to present an approach that could potentially assist employers in better facing mid-term shortages of qualified staff on a drastically changing labor market.

Digital Era and New Methods for Employee Recruitment

2022 ◽  
pp. 1908-1926
Author(s):  
Elif Baykal
Keyword(s):  
Human Resources ◽  
Change Process ◽  
Business Processes ◽  
Human Resources Management ◽  
Business Environment ◽  
Resources Management ◽  
Employee Recruitment ◽  
Advantages And Disadvantages ◽  
Digital Era

The ever-increasing digitalization in today's business processes—and incredibly fast-growing markets—have created a more competitive business environment. And, this more competitive business environment has led companies to be more demanding regarding the employee qualifications as well as the quality of tasks carried out by these employees. Moreover, this change process has rendered the traditional human resources management methods inadequate, further digitizing the field of human resources. In this study, the authors examine the handling of recruitment functions within human resources management and the digitization process. Furthermore, they discuss both the basic dynamics of the e-recruitment processes, the tools of e-recruitment, as well as its advantages and disadvantages.

The Role of E-HRM Practices on Digital Era

2022 ◽  
pp. 180-199
Author(s):  
Nurten Polat Dede
Keyword(s):  
Human Resources ◽  
Business Processes ◽  
Human Resources Management ◽  
Rapid Change ◽  
Resources Management ◽  
Knowledge Based ◽  
Digital Era ◽  
Knowledge Based Economy ◽  
Technological Developments ◽  
Management Functions

The changes brought about by trends such as globalization, technological developments, and knowledge-based economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter.

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