scholarly journals PECULIARITIES OF THE HUMAN RESOURCES MANAGEMENT PROCESS IN SERVICE ORGANIZATIONS - RESEARCH RESULTS

2020 ◽  
pp. 457-484
Author(s):  
Tijana Savić Tot ◽  
◽  
Vilmoš Tot ◽  
Marija Runić Ristić ◽  
Maja Aleksić ◽  
...  
Keyword(s):  
Quality Of Service ◽  
Human Resources ◽  
Human Resources Management ◽  
Business Environment ◽  
Service Organizations ◽  
Service Process ◽  
Management Process ◽  
Resources Management ◽  
Advantages And Disadvantages

Service organizations have, over the years, been constantly faced with increasing customer demand, growing competition, digitalization, and numerous changes in the business environment to which they must adapt in order to survive in the marketplace. As the main specificity of service organizations is reflected in the “intangibility” of their services, for customers who are participants in the service process and for employees who directly depend on the quality of service, service process and customer satisfaction, defining appropriate activities of Human Resources Management process, which manages employees, undoubtedly represents a priority that provides a competitive advantage. This paper will present the results of the research on the characteristics of eight selected sub-processes in the process of Human Resource Management in service versus production organizations of Rasina district, in order to define their specifics and point out their advantages and disadvantages.

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.

Digital Era and New Methods for Employee Recruitment

2020 ◽  
pp. 412-430
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.

scholarly journals Perencanaan Peningkatan Kualitas Jasa Pelayanan Perpustakaan Dengan Metode Rekayasa Nilai

2010 ◽  
Vol 1 (2) ◽  
pp. 91
Author(s):  
Dyah Retno P
Keyword(s):  
Quality Of Service ◽  
Customer Satisfaction ◽  
Human Resources ◽  
Human Resources Management ◽  
Value Engineering ◽  
Quality Service ◽  
Initial Value ◽  
Resources Management ◽  
Initial Design

A quality of service in UPT. Centre Library Muhammadiyah University of Malang especially in user devision and human resources management division is one of most used division which is complaint by users and need to increase of quality to satisfy users. Value engineering is a method which solue this problem to increase the quality service with keeping the rule of customer satisfaction. Based on the analysis with implement value engineering can be found the initial value design about I and advised design about 1.045 in other hand the initial design performance give about 45,799 and advised design about 51,488. It means that there is an increasing 4.5 % of value and 12,421 % of performance.

scholarly journals KEPUASAN BERDASARKAN PERSEPSI DAN HARAPAN WALI MURID TK X DI KABUPATEN LUMAJANG

2018 ◽  
Vol 2 (1) ◽  
pp. 192-205
Author(s):  
Noer Aisyah Barlian
Keyword(s):  
Quality Of Service ◽  
Service Quality ◽  
Human Resources ◽  
Research Method ◽  
Human Resources Management ◽  
Kindergarten Students ◽  
Resources Management ◽  
Perceptions And Expectations ◽  
The Guardian

This study aims to determine the perceptions and expectations of guardians of kindergarten X on the satisfaction of guardians of TK X students in Lumajang District. This research is expected to give description about perception and expectation of X kindergarten students and their satisfaction toward TK X in Lumajang Regency. This research prioritizes the variables of perception, expectation and satisfaction of guardian of pupil in TK X of Lumajang Regency.  This research takes samples of all X TK students in Lumajang District. The research method is descriptive by using questionnaires distributed to QK X pupil in Lumajang District. The result of this research is the satisfaction of the student guardian in TK X of Lumajang Regency to the highest service quality in tangible dimension, and the expectation and the perception of the guardian of the students on the quality of service is very satisfied. Furthermore, this research is expected to contribute in the development of the study of management science, especially human resources management, so it can be a reference and development for further research.

scholarly journals SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?

2021 ◽  
Vol 30 (30 (1)) ◽  
pp. 353-361
Author(s):  
Marie-Pier Côté ◽  
Doina Muresanu
Keyword(s):  
Human Resources ◽  
Relationship Quality ◽  
Social Identity Theory ◽  
Methodological Approach ◽  
Human Resources Management ◽  
Employment Relationship ◽  
Comparative Case Study ◽  
Resources Management ◽  
Social Organizational

This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.

scholarly journals MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Biljana Panić ◽  
Jana Cvijić ◽  
Nada Petrović
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategy ◽  
Practical Knowledge ◽  
Human Resources Management ◽  
Organizational Level ◽  
Resources Management

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

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