scholarly journals HR management and human resource management: differences in approaches to managing labor relations in an organization

2020 ◽  
Author(s):  
Oksana Evgenevna Ivanova ◽  
Vladimir Nikolaevich Vesnin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Labor Relations ◽  
Hr Management

Features of human resource management in the digital economy

2020 ◽  
pp. 70-72
Author(s):  
A.A. Dragel ◽  
A.V. Kolesnikov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Digital Economy ◽  
Qualitative Assessment ◽  
Hr Management ◽  
Factors Of Influence

The article discusses the key trends in human resource management in the framework of digitalization of the economy, lists the main «digital» factors of influence on the HR management and gives its qualitative assessment.

scholarly journals Digital shifts in human resource management in the global economy

2021 ◽  
Vol 2 (3) ◽  
pp. 70-82
Author(s):  
Amirreza Nikpour ◽  
Svetlana Semushkina
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Global Economy ◽  
Digital Technologies ◽  
Human Resource Management System ◽  
Brics Countries ◽  
Hr Management ◽  
Key Issues ◽  
Theoretical Foundations

This article examines the key issues related to digital shifts in human resource management in the global economy. The purpose of the article is to identify the features and key trends in the introduction of digital technologies on the example of the BRICS countries. The study yielded a number of results. In the course of the research, the theoretical foundations of the digitalization of HR management are analyzed. The current situation and the contemporary level of human development in the BRICS countries is also noted. The features and problematic aspects of digital transformations in the human resource management system are outlined on the example of Russia, China and Brazil. In addition, the main digital technologies that are widely used in the countries under consideration are described.

E-HRM As a Human Resource Management Tool in the Digital Economy

2021 ◽  
pp. 73-77
Author(s):  
Elena Mitrofanova ◽  
Aleksandra Mitrofanova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Bank ◽  
Management Tool ◽  
Online Support ◽  
Hr Management ◽  
Productive Activities ◽  
Management Processes

The article substantiates the need to create a new model of a personnel management system - electronic human resource management, which is an advanced business solution that provides full online support in the management of all processes, actions, data and information necessary for human resource management in a modern company, it is determined the essence and content, the goal, objectives, levels of electronic human resource management are shown, functions and results are shown, methods and opportunities for the implementation of electronic human resource management are proposed. It is shown that the introduction of electronic human resource management increases the efficiency of HR management processes by concentrating information about personnel in a centralized data bank, speeding up information processing, reducing errors and the amount of duplicate work, reducing less productive activities in the field of human resources and its reorientation to strategic tasks.

The Lessons of Human Resource in The Theory of Constraints

2019 ◽  
pp. 121-135
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Labor Relations ◽  
Health And Safety ◽  
Theory Of Constraints ◽  
The Third ◽  
Fairness Concerns

This article describes how human resource management is a field encompassing the interactions between people working within an organization. This area incorporates the process of acquiring, training, appraising, and compensating employees as well as attending to their labor relations, health and safety, and fairness concerns. In this article, the roles of human resource management and how they impact the overall business are discussed in three sections. The first section uses Eli Goldratt's The Goal as a template to discuss the functions of human resource. The second section discusses how technology impacts human resource management. Lastly, the third section discusses human resource management's ability to create continuous improvements and increase overall quality.

The Impact of Blockchain Technology on Human Resource Management

2022 ◽  
pp. 136-151
Author(s):  
Erhan Atay ◽  
Jane L. Y. Terpstra Tong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Dark Side ◽  
Credit Score ◽  
Hr Practices ◽  
Blockchain Technology ◽  
Hr Management ◽  
The Impact ◽  
Score Systems

Blockchain technology could be extended to benefit human resource (HR) practices. With the lack of definitions and best practices in the literature on the applicability of blockchain in HR, there is a need to define the terms related to blockchain technology and its possible applications in HR. In addition, it is also important to address the downside and dark side of adopting blockchain in HR practices. This chapter aims to review the developing literature on blockchain technology, relate concepts to HR practices, present a model for applying blockchain technology in transforming HR practices, and explain the limitations and disadvantages of using blockchain technology in HR management. The chapter also contains two cases that illustrate the applicability issues of blockchain technology based upon the USA's credit score systems and Turkey's e-government application.

Labor Relations

2009 ◽  
Author(s):  
E. Kevin Kelloway ◽  
C. Gail Hepburn ◽  
Lori Francis
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Labor Relations ◽  
Human Resource Practices ◽  
Critical Importance ◽  
Collective Agreements ◽  
Considerable Impact

Although the extent of unionization may have declined in some jurisdictions, the practice of labor relations continues to have considerable impact on both individuals and organizations. On the organizational front, labor relations practice has implications for the implementation of human resource practices in organizations. For individuals, the dynamic of labor relations has been characterized as involving both conflict and change. This article reviews research on labor relations, highlighting its impact on individuals and organizations. It begins by considering the extent and nature of unionization in various jurisdictions. The article then considers the major “events” characterizing labor relations; from an individual's decision to join a union, through the negotiation of collective agreements and related strike action, to the administration and enforcement of agreement provisions via member grievances. It concludes with a review of other research assessing consequences of labor relations that are of critical importance for human resource management.

The Lessons of Human Resource in The Theory of Constraints

2018 ◽  
Vol 8 (1) ◽  
pp. 13-27 ◽  
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Labor Relations ◽  
Health And Safety ◽  
Theory Of Constraints ◽  
The Third ◽  
Fairness Concerns

This article describes how human resource management is a field encompassing the interactions between people working within an organization. This area incorporates the process of acquiring, training, appraising, and compensating employees as well as attending to their labor relations, health and safety, and fairness concerns. In this article, the roles of human resource management and how they impact the overall business are discussed in three sections. The first section uses Eli Goldratt's The Goal as a template to discuss the functions of human resource. The second section discusses how technology impacts human resource management. Lastly, the third section discusses human resource management's ability to create continuous improvements and increase overall quality.

Application of International Best Practices in Strategic Personnel Management by Domestic Enterprises

2020 ◽  
pp. 119-129
Author(s):  
Ljudmila Romaniuk ◽  
Keyword(s):  
Resource Management ◽  
Best Practices ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Evaluation System ◽  
Management Strategy ◽  
Strategic Human Resource Management ◽  
Hr Management ◽  
Global Standards

The purpose of the article is to define the measures for increasing the efficiency of strategic human resource (HR) management of domestic enterprises in order to improve their competitive positions, considering the international experiences and the current advanced state of human resource management strategy. The article is focused on the analysis of international best practices in HR management. The essence of the concept "strategic human resource management" is studied. The main approaches and factors of the development of a human resource management strategy by the leading corporations of the world are analyzed. The influence of an effective human resource management strategy on competitive positions of international companies is defined. The methods of building an effectively functioning team, the system of moral values and rules of relations between management and employees are analyzed. A survey of respondents was conducted to analyze human resource management strategy at domestic enterprises. The measures are proposed, which take into consideration the modern tendencies in strategic HR management, introduction of which will increase the work efficiency at the domestic enterprises and their overall competitiveness: ensuring the compliance of HR management strategy with the business strategy of the enterprise; implementation of the principles of meritocracy – a system of recruitment, selection and promotion of personnel based on professional and business qualities; development of highly effective and transparent systems for employees, including clearly structured processes of training, mentoring, rotation; creation of personnel reserve; creating a trusting atmosphere in the team; supporting of a steady financial and emotional conditions by creating an effective motivational system; creating of an effective employee evaluation system, based on performance and potential development as well as development of value scales; understanding the strategic importance and key role of talented personnel; implementing of high-level global standards such as safety, health, language, laws and regulations, local practices and etiquette. The realization of necessary strategic changes at different management levels and at the level of an individual enterprise depends on the strategy of human resource management.

The Company Union Movement, 1900–1937: A Reexamination

1982 ◽  
Vol 56 (3) ◽  
pp. 335-357 ◽  
Author(s):  
Daniel Nelson
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Labor Relations ◽  
Major Goal ◽  
Union Movement ◽  
History Of ◽  
Company Union ◽  
Company Unions

The fostering of worker confidence in the organization has been a major goal of big business for a century. Professor Nelson, a well-known authority on the history of human resource management, here provides a new look at company unions. His view shows that the characterization of these organizations by liberal and labor critics was not always accurate. Some company unions represented noteworthy contributions to the development of a professional approach to labor relations.

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