scholarly journals PENGELOLAAN ARSIP DI ERA TEKNOLOGI INFORMASI

2015 ◽  
Vol 11 (2) ◽  
pp. 109-117
Author(s):  
Triono Dul Hakim
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Electronic Information ◽  
Government Institutions ◽  
Access Data

The using of digital/ electronic information is a trend in this era of globalization and information technology. The role of digital archieve supports both private and government institutions from various aspects (commercial institutional and functional ones). There are some elements needed to manage an archieve such as human resource, hard and software and a room. Digital achieve can reduce papers, printed ink. It can also reduce time to access data, human resources and the possibility of data destroying. To be optimal, archieve management should be handled professionally. For that reason, the management needs those who understandthe philosophy and usage of archieve and those who master information technology.

scholarly journals Urgensi Pengelolaan Sumber Daya Manusia dalam Bisnis di Era Kontemporer

2018 ◽  
Vol 12 (1) ◽  
pp. 85
Author(s):  
S. Suparwi
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Business Environment ◽  
New Paradigm ◽  
Business People ◽  
Education Politics ◽  
Doing Business ◽  
Good Production

In today's globalization era companies be demanded must be able to compete with competitors who certainly not only sourced from domestic but also have to compete with competitors from abroad. The increasingly tight competition is what makes the business people must have quality human resources so that it has a good production process so that the productivity of the company can be realized. Human resources are key in every organization whether in the realm of education, politics, social, more so the business environment. although not as spaciously ancient time for its role in doing business activities but the role of human resources is quite significant and sometimes can't replaced in certain domain. Therefore, human resources as should be properly managed to function so always be productive and generate more profit for the company. Trend of human resource management in the contemporary era provides a new paradigm using information technology, so it’s very helpful in managing human resources.

Impulsion of Information Technology on Human Resource Practices

2017 ◽  
pp. 231-254
Author(s):  
ChandraSekhar Patro
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Work Force ◽  
Dynamic Growth ◽  
Impact Of Technology ◽  
Role Of It ◽  
The Impact ◽  
The Way

In recent years, adoption of Information Technology (IT) mechanism has had an intense effect on Human Resources (HR) processes and practices. IT has revolutionized the way in which the organizations execute their day-to-day activities, particularly in the HRM domain, where technology has redefined the way in which HR departments perform their operational, relational and transformational functions. Organizations have realized the emergent value of using IT in leveraging their Human Resource functions and the way they function in the market. Today the organizations are facing more challenges than they ever did due to the rapid and dynamic growth of e-businesses which has lead companies to seek greater opportunities to run HR functions more effectively by implementing technology in the HRM. The chapter provides a conceptual framework on the role of IT in HRM. It examines the impact of technology on HR practices and the factors influencing the effectiveness of human resource dashboards. It also investigates the effect of technology on organizational and work force productivity.

scholarly journals Improving the efficiency of human resources with the use of new technologies and reorganization process

2019 ◽  
Vol 9 (1) ◽  
pp. 31-38
Author(s):  
Arben Tërstena ◽  
Arta Jashari Goga ◽  
Bujar Jashari
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Business Processes ◽  
New Technologies ◽  
Work Process ◽  
Manufacturing Enterprises ◽  
New Information ◽  
The Impact

Information technology (IT) as a structural factor and instrument transforms the architecture of organizations, business processes, and communication which is increasingly integrated into human resource management (HRM). It is an important part of the human resources work process. IT is designed to support HR professionals at all stages of management. This paper is focused on analyzing how information technology affects the improvement of human resource efficiency. The survey was conducted in private enterprises in Ferizaj, region (Kosovo), through questionnaires. Twenty employees/managers of manufacturing enterprises were surveyed who were well informed about the role of human resources in general and the impact on the efficiency of information technology. The results of the empirical study show that the use of new information technology improves the efficiency of HR and enhances the performance of the enterprise.

scholarly journals THE ROLE OF SOCIAL CAPITAL IN IMPROVING INNOVATIVE BEHAVIOUR AND HUMAN RESOURCES PERFORMANCE IN SEMARANG REGENCY GOVERNMENT

2017 ◽  
Vol 2 (3) ◽  
pp. 137
Author(s):  
Ema Puspitosari ◽  
Heru Sulistyo
Keyword(s):  
Social Capital ◽  
Information Technology ◽  
Structural Equation Modeling ◽  
Human Resources ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Modeling ◽  
Innovative Behaviour ◽  
Performance Results

The purpose of this study was to test a model in which social capital and information technology predict innovative behaviour� and human resource performance. A total of 105 respondents completed questionnaires on social capital, information technology, innovative behaviour, and human resource performance. Results from structural equation modeling based smartPLS 3.0 confirmed that 1) social capital was positively related to innovative behaviour and human resource performance; 2) innovative behaviour was positively related to human resource performance; and 3) information technology moderated the relationships between innovative behaviour and human resource performance.Keywords:� Social�� �capital,�� �Innovative. behaviour, Information technology, Human resource performance.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

Applicability of Six Sigma in Human Resource Management

2018 ◽  
pp. 226-244
Author(s):  
Nagaraj Shenoy
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Six Sigma ◽  
Real Problem ◽  
Best Effort ◽  
Norms And Values ◽  
Staff Function ◽  
Uniform Policy ◽  
The Right

The role of HR has become like that of a firefighter, remembered only in emergencies. Their presence is felt only in their absence. HR is seen as a reactive staff function and a cost centre. The message is clear. Despite its best effort to keep organization together with uniform policy, norms, and values, HR is compelled to prove its financial worth to the organization. HR is under constant pressure for showing their results in quantifiable and financially measurable terms. Introducing Six Sigma in processes of HRM functions seems to be a solution to this problem. However, in some of “Total Six Sigma Organizations,” the human resources department has been practically untouched by Six Sigma. The main reason being the difficulty in quantifying and measuring the financial returns of HR processes. But, some others feel that this is as easy as identifying the gaps and using the right formula. The real problem therefore lies in the perception of an individual HR professional. It takes an HR manager to think statistically and analyze how a process can be quantified.

The Role of Human Resource Management in Agriculture Sector Enterprises

2020 ◽  
pp. 378-400
Author(s):  
Nemanja Berber ◽  
Agneš Slavić
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
World Wide ◽  
New Technologies ◽  
Human Resources Management ◽  
Practical Implementation ◽  
Agriculture Sector

Agribusiness firms are faced with several challenges like globalization, internationalization of business, the introduction of new technologies, especially the digitalization process, higher competitiveness of foreign agribusiness firms, etc. One of the very important challenges is the effective management of human capital. Although it is one of the most important management activities in each firm, human resource management (HRM) in the agribusiness sector is still unexplored in terms of scientific research and practical implementation. This chapter explores the nature and specifics of human resources management in agribusiness enterprises, and presents the practice of the basic and most important HRM activities in agribusiness firms in Serbia, on the example of 12 organizations that were investigated. The methodology used in the research is based on a theoretical investigation of available literature and data from worldwide databases but also from Cranet project, one of the largest and well-known, world-wide HRM projects.

Recognizing the Significance of Human Resource Through Human Resource Information Systems in the Construction Sector

2021 ◽  
pp. 233-249
Keyword(s):  
Information Technology ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource ◽  
Relevant Information ◽  
Industrial Sector ◽  
Construction Sector ◽  
Human Relations ◽  
Resource Information ◽  
Optimum Utilization

The value of human resources in every commercial and industrial sector cannot be over-emphasized. Even in the age of automation, management of human resources has never been more significant or relevant. Information technology can help in management of human resources such that companies can make optimum utilization of skills and experience while keeping costs low. In this chapter, the authors touch upon the various aspects of human resource information systems and the usefulness of such in managing human relations across all levels of employment.

scholarly journals Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation

2020 ◽  
pp. 239700222095273
Author(s):  
Phyllis Messalina Gilch ◽  
Jost Sieweke
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Absorptive Capacity ◽  
Digital Technology ◽  
Digital Transformation ◽  
Target Group ◽  
Sensory Organ ◽  
Resource Base ◽  
Strategic Role

Recruitment plays a central role during digital transformation because companies in many industries need to hire employees who possess IT-related knowledge, skills and abilities to digitalise their products, services and processes. However, extant research so far mainly has focussed on the use of digital technology in recruiting processes and its outcomes, whereas strategic aspects have received little attention. Based on 26 interviews with recruiters in 22 organisations, this study examines the interplay between recruitment and digital transformation beyond the use of digital technology in recruitment, focussing on more strategic aspects. The study examines recruitment’s role in organisations’ digital transformation. We found that the recruitment of digital talent as a new target group triggers change within the company, and does so in three ways: First, recruiters have realised the necessity to adapt their measures and processes to the new target group. Second, recruiters have developed a new self-understanding. Third, recruiters have recognised the need to support the organisation’s digital transformation by taking on a bridging function. Our study makes two contributions: First, we identified two new roles for recruitment during digital transformation: It acts as a ‘sensory organ’ that enhances the organisation’s absorptive capacity; and it takes on the role of a ‘mediator’ between external and internal groups. Second, this study builds on the human resources (HR) literature by analysing the strategic implications that digital transformation imposes on recruitment, highlighting recruitment’s part in renewing an organisation’s human resource base, which is crucial for its digital transformation.

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