scholarly journals Human Resources Management in the Environment of Non-profit Organizations

2020 ◽  
Author(s):  
Zuzana Rosnerova ◽  
Dagmar Hraskova
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Non Profit ◽  
Resources Management ◽  
Non Profit Organizations

scholarly journals Strategy and Human Resources Management in Non-Profit Organizations: Its Interaction with Open Innovation

2021 ◽  
Vol 7 (1) ◽  
pp. 75
Author(s):  
Márcio Oliveira ◽  
Marlene Sousa ◽  
Rui Silva ◽  
Tânia Santos
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Human Resources Management ◽  
Structural Factors ◽  
Public And Private ◽  
Non Profit ◽  
Resources Management ◽  
Socioeconomic Changes ◽  
Non Profit Organizations ◽  
The Way

The socioeconomic changes that many countries have been experiencing in recent decades, caused by structural factors or by specific circumstances, where the pandemic crisis of COVID-19 is only the most recent example, have posed challenges to organizations, which present themselves more and more and in various forms as threatened by the possibility of fulfilling their mission. Public and private sectors increasingly present themselves as insufficient to respond effectively to day-to-day requests. This context of instability and the resulting impacts for non-profit organizations pose serious problems to the way in which governance is exercised and served as a motivation for carrying out a study that aimed to understand the influence of strategy and human resources on the governance of these organizations. A review of the literature on the variables under study made it possible to identify the sub-dimensions associated with each one of them and the respective indicators. Thus, for a quantitative study, it was possible to apply a questionnaire to 242 Holy Houses of Mercy in Portugal to understand the direct and indirect influences of strategic management and human resources management on the governance of these institutions. The results obtained show the existence of a positive relationship between the variables under analysis, confirming that not only do these variables influence, by themselves and directly, the governance of the institutions studied, but also the strategy influences human resources policies, which in turn have implications for the way the Holy Houses of Mercy deal with aspects associated with governance. It is concluded that, in general, for these organizations to be more effective in efforts to improve their governance processes, they must focus on strategic management and human resources management instruments.

scholarly journals STRATEGIC HUMAN RESOURCES MANAGEMENT AND BUSINESS INTELLIGENCE SYSTEMS IN THE PURPOSE OF SOCIAL AND ECONOMIC DEVELOPMENT

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Helena Lajšić
Keyword(s):  
Economic Development ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Intelligence ◽  
Information Technologies ◽  
Human Resources Management ◽  
Non Profit ◽  
Resources Management

Interesting knowledge is gained by researching and re-examining how human resources management works in our region - the city. Human resource management in every business system becomes completely different from what it has been. It is no longer understood only as a mere functional activity, but as a new business philosophy to be implemented at all managerial levels. In this century, human resources are not only the key competitive advantage of any organization, but of every country. A holistic, coherent human resource management of the organization in order to ensure the maximum value added and the best positioning for the achievement of organizational strategic goals, in broad terms, leads directly to general socio-economic development and progress. One of the key functions of HRM is to spread the various components of the strategic plan to all employees in the organization. An important function of human resources management can and should be to provide information on the strategic readiness of human capital - whether and to what extent available human resources have the required knowledge, skills and motivation to support and implement an organization’s strategy. There is no efficient strategic management of human resources without the support of information technologies and information systems. The development of information technologies and information systems dramatically changes the management of human resources. The strategic readiness of information capital (IT and systems) is the most meaningful measure of the value of the information capital of the organization. The greatest availability of information capital in human resources management is measured by the level of development of online transaction processing systems, whether it is a module of an ERP system, or that it is HRIS (Human Resources Information Systems). Another technology that has even more strategic significance is BI (Business Intelligence) technology and BI decision support systems. A particular challenge is to examine the state of and opportunities for the development of human resources in profit and non-profit institutions in our narrower region. This scientific work will attempt to obtain the missing information on the content and method of human resources management in the profit and non-profit sector, observed in the context of information systems.

scholarly journals Young people as a subject of human resources management in the third sector organizations

Management ◽  
2017 ◽  
Vol 21 (2) ◽  
pp. 62-74 ◽  
Author(s):  
Janina Stankiewicz ◽  
Bartosz Seiler ◽  
Hanna Bortnowska
Keyword(s):  
Young People ◽  
Work Experience ◽  
Human Resources Management ◽  
Third Sector ◽  
Non Profit ◽  
Resources Management ◽  
Third Sector Organizations ◽  
Social Sphere ◽  
The Social ◽  
Non Profit Organizations

Summary In democratic societies, citizens join as volunteers in the management of various areas of the social sphere. They do this by engaging in non-profit organizations’ activities. People are the basis for the functioning of these entities, so it is possible to use appropriately adapted HRM methods and tools. The important part of the social workforce of non-profit organizations is young people (up to the age -of 26). The article presents the results of research on the experiences of young volunteers - the characteristics of their involvement and their participation in personnel processes. The purpose of the article is to identify the number and types of third-sector organizations, which young people have been involved in, as well as the characteristics of work performed by them in those subjects. Moreover, the article’s aim is to diagnose of personal processes that these persons have been engaged in and to ascertain how do they evaluate their work experience in the organizations, which were analyzed.

scholarly journals Electronic Human Resources Management (e-HRM) Adoption Studies: Past and Future Research

2018 ◽  
Vol 13 (1) ◽  
pp. 100
Author(s):  
Winarto Winarto
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Social Science Citation Index ◽  
Individual Characteristics ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Adoption Studies ◽  
Non Profit ◽  
Resources Management ◽  
Business Source Premier

<p>Electronic human resource management (e-HRM) systems become more widely used by profit and non-profit organization. However, the field currently lacks sound theoretical frameworks that can be useful in addressing a key issue concerning the implementation of e-HRM systems, in particular to obtain a better understanding of the factors influencing the adoption of e-HRM systems. The objective of this paper is to provide a foundation towards the development of a theoretical framework for the implementation of e-HRM systems and develop a conceptual model that would reflect the nature of e-HRM systems’ adoption through systematic literature review. Adopting Crossan and Apaydin’s procedure of systematic review, this paper investigated 21 empirical papers of electronics human resources management, then categorized them into 4 characteristics which influence the adoption; System and technology characteristics; Organizational characteristics; User/individual characteristics, and Environmental and contextual characteristics. Finally, the e-HRM adoption research framework is drawn and based on the framework; avenues for future research are discussed.</p><p> </p><p><strong>Bahasa Indonesia Abstrak</strong>: <em>Manajemen sumber daya manusia elektronik (selanjutnya disebut dengan e-HRM) semakin banyak digunakan oleh organisasi profit dan nonprofit. Namun, bidang dan topik ini belum memiliki kerangka teori yang mapan, yang dapat digunakan untuk menganalisis isu-isu terkait penerapan e-HRM, terutama mengenai faktor-faktor yang mempengaruhi adopsi sistem e-HRM. Tujuan penelitian ini adalah untuk memberikan landasan bagi pengembangan kerangka teoritis untuk implementasi sistem e-HRM dan mengembangkan model konseptual yang akan menggambarkan adopsi sistem e-HRM melalui tinjauan literatur sistematis. Mengadopsi prosedur dan metode Crossan dan Apaydin untuk melakukan telaah literatur secara sistematis, </em><em>paper</em><em> ini menyelidiki 21 publikasi empiris manajemen sumber daya manusia elektronik dari 2 database internasional; Business Source Premier dan Social Science Citation Index (SSCI), kemudian mengelompokkannya ke dalam 4 karakteristik yang mempengaruhi adopsi e-HRM; (1). Karakteristik sistem dan teknologi, (2). Karakteristik organisasi, (3). Karakteristik pengguna / individu, dan (4). Karakteristik lingkungan dan kontekstual. Paper ini juga menggambarkan kerangka penelitian adopsi e-HRM serta usulan-usulan untuk penelitian mendatang.</em></p>

TALENT MANAGEMENT IN NON-PROFIT INSTITUTIONS AT THE EXAMPLE OF POLISH SCOUTING AND GUIDING ORGANISATION

2017 ◽  
Vol 18 (4) ◽  
pp. 149-169
Author(s):  
Jadwiga Bakonyi ◽  
Marta Wojtaszek
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Talent Management ◽  
Survey Method ◽  
Non Profit ◽  
Resources Management ◽  
Second Stage

The topic of talent management is particularly popular in the context of enterprises. However, this issue is also related to organisations, which aim not at earning or multiplying capital, but at social commodity. This article raises the issue of talent management in non – profit institutions. The research has been carried out in Polish Scouting and Guiding Organisation (Związek Harcerstwa Polskiego – ZHP) – one of the largest non – governmental organisations in Poland with over 100 years of tradition and over 100 000 members. The aim of this research was to assess the validity of talent management in Polish Scouting and Guiding Organisation as well as the means of the management and identification of tools applied in this scope. In addition, the research aims at defining the possibilities of development of this aspect of management in the context of whole institution. At the first stage of the research the human resources management documents of ZHP were analysis. At the second stage of the research the diagnostic survey method was applied, the members of the organization were evaluated for the implementation of the guidelines included in the documents analyzed at a first stage.

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