Human resources management in the formulation and implementation of strategic alliances

2002 ◽  
Vol 21 (3) ◽  
pp. 205-215
Author(s):  
Bartolomé Marco Lajara ◽  
Francisco García Lillo ◽  
Vicente Sabater Sempere
Keyword(s):  
Human Resources ◽  
Corporate Culture ◽  
Strategic Alliances ◽  
Human Resources Management ◽  
Point Of View ◽  
Resources Management ◽  
Strategic Process ◽  
Management And Leadership

The aim of the present study is to synthesise the main aspects associated with human resources and their influence on the success or failure of strategic alliances. With this purpose, and starting from the strategic process of co-operation, we analysed the role played by such variables as the management and leadership system, the corporate culture or human resources practices in general in the formulation and implementation of an agreement. The study was carried out both from the perspective of the co-operating firm and from the alliance's point of view.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

The use of marketing in human resource management

2016 ◽  
Vol 6 (2) ◽  
pp. 107-114
Author(s):  
Pavol Durana ◽  
Darina Chlebikova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Corporate Culture ◽  
Human Resources Management ◽  
Current Status ◽  
Resources Management ◽  
Research Problems ◽  
Status Level ◽  
Search And Retrieval

One of the decisive factors of the long-term functioning and effectiveness of any company business is human resources. The article discusses the approaches and insights on human resources management through the eyes of various authors and explains that human resources are not linked only to the field of management but also in areas such as planning, searching, selection, evaluation, motivation, training, remuneration and of course the release of human resources. The globalized market sharpens competition and human resources management can decide if the company stands on the side of winners. The aim of the article is to assess how companies in the Slovak economy cope with the challenges raised by human resources. Based on the realized survey aimed at identifying the current level of human resources management in organizations operating in Slovakia for the years 2010 - 2012 will analyze and evaluate the current status level of human resources. The gaps in research problems will be identified and will be provided recommendations for improvement of activities related to human resources and enhancing the competitive position of the company through personnel marketing tools. A personnel marketing is used primarily for search and retrieval quality people, their stabilization and strengthening their solidarity with the company. An application of personnel marketing leads to specific staff and corporate culture.   Keywords: Human resource, Recruitment of employees, Personnel marketing;  

Definition of the Guidelines for Implementation of the Human Resourcemanagement STrategy in the Context of Ensuring Its Correlation with the Competitive Strategy of the Enterprise

2020 ◽  
pp. 210-219
Author(s):  
Ljudmila Romaniuk ◽  
◽  
Ihor Kharchenko ◽  
Keyword(s):  
Human Resources ◽  
Corporate Culture ◽  
Competitive Strategy ◽  
Management Strategy ◽  
Human Resources Management ◽  
Competitive Strategies ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management ◽  
Recruitment And Selection

The purpose of the article is to identify and substantiate the implementation of human resource management strategy in accordance with the competitive strategy of an enterprise and to develop its characteristics. The analysis of the essence of a company's competitive strategies has been made: cost leadership, differentiation, optimal costs, targeted strategy of low costs and differentiation as well as requirements for qualification and assessment of personnel that are determined in accordance with these strategies. The competitive strategy of the enterprise determines the human resources management strategy, which should ensure the achievement of competitive strategy. The corresponding human resources management strategy is carried out by realization of following objectives: recruitment and selection of personnel, development and enhancement of skills and competences, determining the required level of expertise, development of personal qualities, ensuring the adaptation of personnel, further training, maintaining the necessary motivation of personnel and establishment of corporate culture. The constituent elements that are necessary in order to implement the human resources management strategy – the requirements for each of the objectives – were identified. These sets of requirements were developed in 2019 for the enterprises of the Kropyvnytskyi city „LLC Agrokhim“ and „LLC Astra-S“ (Ukraine). It is of a great importance for the modern enterprises to implement a strategic human resources management. Along with the ongoing improvement of the personnel management it is necessary to introduce strategic management and to provide conformity with competitive strategy of an enterprise. In order to forecast the needs of an enterprise regarding the personnel and to define the requirements to the personnel it is necessary to have a clear description of distinctive features for the realization of the human resources management strategy and to analyse the corelation of the human resources management strategy with competitive strategy of the enterprise. The level of importance of the specific requirements to the personnel changes depending on the competitive strategy of the enterprise, since different strategic directions or preferences cause the need for different types of employees. The developed guidelines for the realization of the human resources management strategy shall contribute to ensuring its compliance with the competitive strategy of the enterprise as well as achievement of competitive advantages.

scholarly journals MAIN CHALLENGES OF HUMAN RESOURCES MANAGEMENT IN EMPLOYEE CAREER DEVELOPMENT

2019 ◽  
Vol 4 (7) ◽  
pp. 182-186
Author(s):  
KRISTINE ODISHVILI ◽  
MAIA NIKVASHVILI
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Human Resources Management ◽  
Clear Understanding ◽  
Resources Management ◽  
Product Service

It is known that the creation of a perfect product / service is directly connected to the qualification of the employees. Competition between companies has led to any organization that needs to constantly improve its product / service. The company can offer the novelty only through the employees. In addition, the process of establishing the novelty must be permanent. Thus it makes clear the need of management for the process. Obviously this is not easy because it is associated with the management of living people, with the development of creative skills, which is unpredictable. Witch is the responsibility of human resources management. The survey examines that the Human resource management must overcome for employee career development. In the article the discussion is about human resource management approaches to strategic management, development, motivation and corporate culture of employees. The structure of the article: introduction, researches review of the relevant direction, career development research findings, main challenges and recommendations. The study showed an interesting picture in terms of career development. We hope that the findings of this study will provide Human resources management specialists with a clear understanding of the challenges and will pay more attention to the career development of the employees. the problems and challenges.

scholarly journals Analysis of human resources management practices: the impact of training on performance efficiency of employees of Akhmet Yassawi University

2021 ◽  
Vol 101 (1) ◽  
pp. 4-15
Author(s):  
B. Abdrasilov ◽  
Keyword(s):  
Human Resources ◽  
Corporate Culture ◽  
Management Practices ◽  
Human Resources Management ◽  
Performance Level ◽  
Working Environment ◽  
Resources Management ◽  
Training Activities ◽  
Questionnaire Method ◽  
The Impact

Object: Human resources management (HRM) provides the necessary guidance in order to reach the most efficient result through the most effective way. This paper aims to determine the relation between the descriptive characteristics and HRM practices, and the impact of training practices on the performance of employees. Methods: The authors used the questionnaire method in collecting data and the 5-point Likert system to assess them. Then, the obtained data were analyzed by using SPSS Statistics program. The authors applied the factor analysis, T-test, ANOVA test, regression analysis methods. Findings: This paper determines the impact of training practices, namely, the satisfaction factor and motivation factor, to the performance efficiency of the employees. When the satisfaction factor increases by one unit, the performance level will decrease by 0.145 units. There is a positive correlation between the performance and the motivation factor. If the motivation factor increases by one unit, performance level will also increase by 0.413 units. Conclusion: Training activities increase the professional and technical knowledge of the employees as well as improve their abilities and corporate culture. Thus, it is necessary to provide a working environment where employees can continuously learn and develop themselves through training.

scholarly journals Organizacja i zarządzanie podmiotami leczniczymi. Otoczenie i nowe wyzwania

2018 ◽  
Vol 111 ◽  
pp. 63-78
Author(s):  
Paulina Ilnicka
Keyword(s):  
Health Care ◽  
Health Services ◽  
Human Resources ◽  
Health Care System ◽  
Human Resources Management ◽  
Point Of View ◽  
Management Study ◽  
Resources Management ◽  
Organization And Management ◽  
Development Policies

ORGANISATION AND MANAGEMENT OF ENTITIES. ENVIRONMENT AND NEW CHALLENGESMedical entities play important role In health care system as they are direct providers of health services, so organization and management of these entities won’t be of less importance for health care customers — patients. This publication deals with subject of medical entities from organization and management study point of view. The analysis will be subjected to medical entities development policies, methods of medical entities management and Human Resources management in medical entities.

scholarly journals The Concepts of Merit and Equal Opportunities in Law No. 30057, Civil Service Law [Los Conceptos de Mérito e Igualdad de Oportunidades en la Ley N° 30057, Ley del Servicio Civil]

2020 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Fernando Luis Marquez Condeso
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Point Of View ◽  
Social Needs ◽  
Equal Opportunities ◽  
Public Servants ◽  
Resources Management ◽  
The Public ◽  
New Public ◽  
Selection Of

The human resources management of the public administration is of great importance corresponding to the purposes assigned to the State by constitutional mandate. Hence the need to develop a human resources policy in accordance with the attention to social needs. A State cannot be conceived that maintains within it a heterogeneity of labor regimes with different rights and obligations and, above all, without a single race regime. One of the most important factors raised by Law No. 30057 is merit as a condition for the incorporation of new public servants. However, the aforementioned norm does not adequately develop said factor, which implies the possibility of a discretionary interpretation of its content and, consequently, a selection of applicants who may not adequately meet the needs of suitable human resources. The purpose of this research is to investigate from a theoretical and factual point of view the concept of merit, in order to arrive at a tentative definition that allows us to provide objective elements for its evaluation.

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