scholarly journals The Difference of Human Resource Management Textbook between Western and Islamic Perspective

2019 ◽  
Author(s):  
Wisber Wiryanto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Islamic Perspective ◽  
The Difference

scholarly journals Sustainable HRM through Improving the Measurement of Employee Work Engagement: Third-Person Rating Method

2020 ◽  
Vol 12 (17) ◽  
pp. 7100
Author(s):  
Feng Zeng Xu ◽  
Yun Zhang ◽  
Huixin Yang ◽  
Bob T. Wu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Alternative Methods ◽  
Alternative Measure ◽  
Job Tenure ◽  
Third Person ◽  
The Difference ◽  
Employee Work Engagement

The purpose of the paper is to present the survey findings of two alternative methods (self-rating (SR) and third-person rating (TPR)) of measuring employee work engagement (EWE). The potential impacts of gender, job tenure, position, and work condition on TPR vs. SR were also investigated. A sample of 649 of hotel service workers, supervisors, and managers in China participated in the study. An accurate measure of employee work engagement serves as a leading indicator of turnover intention and an early diagnostic tool for sustainable human resource management. Despite its popularity as a work engagement measure, SR method has many limitations. This research attempted to demonstrate that TPR is a viable and better alternative measure of EWE. The results indicated that TPR does possess desirable measurement characteristics, such as convergent validity, nomological validity, and structure invariant. TPR also provides a more conservative, and perhaps more accurate as well, measure of EWE. The difference in mean EWE scores as measured by SR vs. TPR was found to be affected by the specific dimension under study, with the least observable absorption dimension the most affected. The difference was also found to be significantly higher for males than for females, bigger as an employee’s position moves higher, and larger as the length of job tenure increases. Additionally, the difference in satisfaction–EWE correlations, as measured by TPR vs. SR, were much higher when the work conditions were poor. For practitioners, the importance of this study lies in the fact that TPR, as a conservative measure of EWE, can play an important role in detecting early signs of employee troubles sooner and lead management to take timely actions, making human resource management more sustainable. For academics, the results that SR and TPR of EWE generally result in similar pattern of findings offer strong encouragement to build future research on EWE through the TPR method.

HR Analytics, People Analytics, Workforce Analytics and Talent Analytics. What is the difference between them

2021 ◽  
pp. 63-68
Author(s):  
I. Yu. Bokatenko ◽  
N.V. Sidorov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Scientific Article ◽  
The Difference ◽  
The Relationship

This article presents the results of a study aimed at analyzing the concepts in the field of human resource management. An attempt is made to identify and establish differences between the concepts of HR Analytics, People Analytics, Workforce Analytics and Talent Analytics. The aim of the work is to identify the differences between modern concepts in human resource management. The relevance of this work is based on the emergence of a large number of similar concepts in the field of personnel management, which many employees and employers use as synonyms. When preparing the scientific article, the following tasks were set and solved: the essence of the concepts of HR Analytics, People Analytics, Workforce Analytics and Talent Analytics was investigated, the relationship between these concepts was analyzed, the dynamics of people»s interest in the concepts of HR Analytics, People Analytics, Workforce Analytics, Talent Analytics was revealed, and the differences between these concepts were established.

scholarly journals Human Resource Management: An Islamic Perspective

2017 ◽  
Vol 1 (1) ◽  
pp. 10-13
Author(s):  
K. M. Anwarul Islam ◽  
Orobah Ali Barghouthi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Islamic Perspective

The point of this paper was "Practically equivalent to the different subjects in the board, HR is an exceptional topic as it manages living creatures rather than advertising where the most noteworthy subject is the "item/administration" or business morals where basic leadership in circumstances is the topic.    

scholarly journals SOLVING THE ALLY-VERSUS-ACQUIRE DILEMMA THROUGH THE DUAL LENSES OF SUBJECTIVE AND OBJECTIVE VIEWS

2017 ◽  
Vol 18 (3) ◽  
pp. 373-389
Author(s):  
Chiung-Hui TSENG
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Competitive Dynamics ◽  
Alliance Formation ◽  
Resource Based View ◽  
The Difference ◽  
Interfirm Governance ◽  
Resource Deployment ◽  
Acquisition Likelihood

Nowadays many firms seek hard-to-imitate assets via allying with or acquiring other firms that own desired resources. As such, how to choose between alliances and acquisitions becomes a critical decision, and one important determinant is interfirm factors. This study probes three crucial yet underexplored interfirm differences, and develops scales to capture managers’ perceptions of the differences that, based on managerial cognition literature, dictate the ally-versus-acquire choice. Further, we argue that managers adjust their judgement across varying objective conditions. Each perceived difference is thus paired with a moderator identified respectively from the resource-based view, competitive dynamics, and collaborative capability literature. Evidences on Taiwanese firms show that a larger resource-deployment difference enhances acquisition likelihood, while greater differences in marketing praxis and human resource management increase alliance formation. Moreover, the resource-deployment difference leads to alliances for relatively younger partners, and the difference in human resource management favors acquisitions when focal firms have more interfirm governance experience.

scholarly journals Rekrutmen, Seleksi dan Penempatan Syariah

2019 ◽  
Vol 5 (1) ◽  
Author(s):  
Nun Tufa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Islamic Law ◽  
Islamic Perspective

Abstract: The theme of the article is the business concept in Islamic economics. The purpose of writing is: to analyze recruitment, selection and placement based on Islamic law. This article is a study of literature. Islam is the most perfect religion. everything in Islam comes from God. God has revealed Al-Qur’an as a guideline for the Islamic ummah in carrying out every aspect of life. Hadiths are also used as a basis for Muslims. So is the case with the concept of Islamic human resource management. This paper explains how the Islamic Perspective regarding the process of recruitment, selection and placement of human resources. How is the process and implementation of recruitment, selection and placement in the Koran and Hadith which is the main reference for Muslims.

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