HUMAN RESOURCE MANAGEMENT IN THE CENTERS FOR DEVELOPMENT OF THE PLANNING REGIONS IN THE REPUBLIC OF MACEDONIA

2018 ◽  
Author(s):  
Vesna Zabijakin Chatleska ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Republic Of Macedonia ◽  
The Republic

scholarly journals Ownership Structure of the Organisation as a Determinant of Human Resource Management in the Context of Transition Countries

2018 ◽  
Vol 15 (26) ◽  
Author(s):  
Branka Zolak Poljašević ◽  
Gordana Ilić ◽  
Darko Milunović
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ownership Structure ◽  
Transition Period ◽  
Transition Countries ◽  
Foreign Companies ◽  
Significant Difference ◽  
The Republic

Transition period of the post-socialist countries and opening of their markets have led to the positive shift in understanding the role of employees in organizations and the importance of proper management of this specific resource. An important factor in spreading modern principles of human resource management in transition countries is the arrival of foreign companies on their market. In that context, this paper focuses on the relationship between the ownership structure of the organisation and the level of development of the core activities of human resource management. The subject of the empirical research was companies which operate on the territory of the Republic of Srpska, and employ more than 200 employees. Empirical data were collected by using questionnaire, and some of them were generated from the official websites of the observed companies. Testing of hypothesis was performed with the Analysis of Variance. The research results show that in the foreign-ownedcompanies there is a statistically significant difference in the level of development ofhuman resources management, compared to the state-owned and national privatecompanies. On the other hand, among foreign-owned companies, which differ in thecountry of origin of the majority owner and the number of years in business in thedomestic (BiH/RS) market, there is no statistically significant difference in the levelof development of basic activities of human resource management.

scholarly journals Strengthening Network Ties through Mentoring of Alienated Personnel

2011 ◽  
Vol 26 (3) ◽  
pp. 53-67
Author(s):  
Ryu Sang Yub ◽  
Lee Soo Yong
Keyword(s):  
Social Network ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Employees ◽  
Control Groups ◽  
Network Ties ◽  
The Social ◽  
The Republic ◽  
The Impact

This study examines the social network aspects of mentoring in order to suggest ways to manage alienated public employees. It also explores the impact of mentoring that requires closer relationships between mentors and mentees to develop network ties. Networks of trust, respect, and friendship among soldiers in four barracks of the Republic of Korea Army (two experimental groups and two control groups) were measured using a social network survey. Alienated soldiers in the experimental groups were mentored by fellow soldiers with stronger ties, while no such mentoring was conducted in the control groups. After three months of mentoring, changes in network strengths were found among alienated soldiers in the experimental groups, while no significant changes were found among alienated soldiers in the control groups. This study is expected to contribute to human resource management by suggesting ways to strengthen the network ties of alienated personnel through mentoring.

scholarly journals Relevance of Improving Human Resource Management in the Organization of Primary Healthcare

2020 ◽  
Vol 4 (39) ◽  
pp. 31-39
Author(s):  
Gulzhan Mukhanova ◽  
◽  
Sultanbek Tultabaev ◽  
Keyword(s):  
Health Care ◽  
Primary Health Care ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Health Care Organizations ◽  
Systems Approach ◽  
Primary Health ◽  
The Republic ◽  
Effective Use

The aim of this study: To determine the trajectory of improving human resource management as an element of operational management in the organization of primary health care. Methods. Within the framework of the study, a comparative analysis of statistical data on the provision of PHC doctors by regions for 2017-2019 was carried out according to the information system of the Ministry of Health of the Republic of Kazakhstan «Additional component of the per capita standard». Results. When analyzing the provision of health care organizations with general practitioners, district pediatricians, district therapists at the level of primary health care (PHC) in the republic, a dynamic decrease in the quantitative indicator of doctors providing PHC was revealed. And also noted a stable tension in the workload of a doctor in terms of the number of served (attached) population. Conclusions. Staff-oriented approaches, such as calculating the required number of staff or creating formulas and algorithms, provide only partial solutions. More comprehensive solutions are needed that will focus on effective multifactor human resource management. For the most effective use of human resources, health care organizations must expand a systems approach that takes into account organizational and institutional conditions

scholarly journals The impact of human resource management activities on job satisfaction

2021 ◽  
Vol 57 (45) ◽  
pp. 117-131
Author(s):  
Dragana Došenović ◽  
Branka Zolak-Poljašević
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
The Republic ◽  
Basic Hypothesis ◽  
Recruitment And Selection ◽  
The Impact ◽  
The Relationship

Although there are numerous and various factors that can affect job satisfaction, human resource management has been identified as one of the most important causes of job satisfaction. For this reason, this paper analyses the impact of human resource management and its activities on job satisfaction in various organizations in the Republic of Srpska, with the main goal to investigate and determine the existence and nature of the relationship between human resource management activities, as an independent variable, and job satisfaction, as a dependent variable. In order to analyse the observed relationship, an empirical research was conducted on a sample of 738 employees from 283 organizations from the Republic of Srpska. The research was conducted using a specially created survey questionnaire, and the reliability of the created instrument was calculated using the Cronbach's Alpha coefficient. Based on the results of the research, which were obtained by correlation analysis, the basic hypothesis was confirmed, which proved that human resource management activities have a statistically significant effect on job satisfaction. Also, all additional hypotheses, claiming that individual human resources management activities (recruitment and selection, training, development and rewarding) have a positive effect on job satisfaction, were confirmed.

scholarly journals Formal experience of SME owners in the field of HRM: A case study in Kosovo as a country with an emerging economy

2021 ◽  
Vol 10 (2, special issue) ◽  
pp. 343-351
Author(s):  
Jyxhel Spahi ◽  
Venet Shala ◽  
Demir Limaj
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Small And Medium Enterprises ◽  
Sample Selection ◽  
Structured Interviews ◽  
Human Resource Management Practices ◽  
The Republic ◽  
Medium Enterprises

In this paper, an attempt has been made to identify the extent of formal experience of small and medium enterprises (SMEs) in the field of human resource management (HRM). It also views the manifestations of SME owners’ experience in human resource management practices as well as in recruitment processes. On the other hand, it attempts to see if there is a connection between informality and the experience of the owners in the field of HRMs. Qualitative methods were used in this study. A random sample selection technique was used in the sample selection. Five small and medium enterprises were selected for this paper and semi-structured interviews were conducted with the owners of these enterprises. For the evaluation of the results, topics and categories were defined and afterwards interpreted based on the research questions of this paper. The results of this study have shown that there is a correlation between the formal experience of owners in relation to the implementation of human resource management practices and the informality of the enterprise. In this study, it is understood that owners of small and medium enterprises do not have formal experience in the field of HRMs and recruitment processes. The lack of experience of the owners in these fields has resulted in these SMEs not having formal practices in HRM and has influenced the increase of informality. The results of this paper can be considered as the first in this regard which is done in the Republic of Kosovo, known as a country with a developing economy. We also consider that this paper will open the possibility to conduct other researches in relevant areas which have not yet been addressed in Kosovo. Therefore, this paper can be considered as the first contribution in this area.

scholarly journals Digitalization in the development of human resource management in the Republic of Belarus

R-Economy ◽  
2021 ◽  
Vol 7 (2) ◽  
pp. 133-141
Author(s):  
Mohamad Tawbe ◽  
◽  
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Information And Communication Technologies ◽  
Management Strategies ◽  
Strong Relationship ◽  
Asset Development ◽  
Information And Communication ◽  
The Republic

Relevance. Digitalization has led to a global transformation in the field of human resource management. Modern HR professionals view their roles not as mere administrators but as strategic enablers for key organizational decisions. In this scenario, there is a need to describe a digital system for efficient HR management (HRM) which is able to improve the skills of the employees. Research objective. The purpose of this study is to analyze the current state of the labor market in the Republic of Belarus and assess how digitalization affects human resource management strategies Data and methods. The article used the method of comprehensive data analysis in the study of the labor market in Belarus. The systemic approach was used to describe the strategy of HR digitalization. The official data of the Statistical Committee of the Republic of Belarus are used as the source of information. Results. The article analyzes the labor market in the Republic of Belarus. The factors that should be taken into account in the formation of human resource management strategy have been identified. The introduction of information and communication technologies in the country's enterprises was assessed and conclusions about the prospects of digital technology in human resource management were made. This work explains a strong relationship between the technological progress and HRM in organizations and companies. The paper shows how innovation can lead to a more proficient administration in HRM and improve the overall performance of the workforce. Several main zones of digitalization and its effects on human asset development are described. Conclusion. HRM has been changed by the advancement of the digital era. HR professionals no longer have to engage in manual procedures or deal with overwhelming volumes of data. With modern innovative solutions that enhance human resource management and growth, HR teams have greater freedom to shape organizational culture and productivity. The introduction of technology in human resource management offers great opportunities to optimize company resources and maximize results.

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