scholarly journals Enhancing the human resources quality by adopting an adventure learning method in their development

2020 ◽  
Vol 26 (123) ◽  
pp. 28-41
Author(s):  
Hussein Waleed Hussein
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Academic Library ◽  
Main Tool ◽  
Local Environment ◽  
Research Problem ◽  
Developed Countries ◽  
Added Value ◽  
Learning Method ◽  
Adventure Learning

The research aims to identify how to enhance the quality of the human resources, focusing on four dimensions (efficiency, effectiveness, flexibility, and reliability), by adopting an adventure learning method that combines theoretical and applied aspects at the same time, when developing human resources and is applied using information technology, and that Through its dimensions, which are (cooperation, interaction, communication, and understanding), as the research problem indicated a clear deficiency in the cognitive perception of the mechanism of employing adventure learning dimensions in enhancing human resources quality, so the importance of research was to present treatments and proposals to reduce this problem. To achieve the goals of the research, the descriptive analytical approach was adopted. The researcher used the questionnaire as the main tool to collect data. As for the research sample, it consisted of (25) individuals from managerial positions in the General Company for Iraqi vegetable oils. Among the most prominent results that the research came out with is the significance of the correlation and influence relationships between the variables discussed, and here the researcher was able to achieve the scientific implications of the research in proposing a set of solutions to address the problems that the researched organization suffers to the extent of correlation with the researched variables, while the added value and scientific originality of the research were represented by a collection Contemporary variables in the field of human resources management in research, to enrich the academic library with contemporary sources and vital concepts. As for the research findings, they were represented by the presence of the variables discussed within the organization in the field of the application without clearly identifying them. Therefore, the researcher recommended the need to review the experiences of successful organizations in developed countries and transfer their effects to the local environment.

Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Bader Yahya Alshahrani, Adullah Ali Alammar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Statistical Significance ◽  
Human Resources Management ◽  
Relative Weight ◽  
Main Tool ◽  
Private Hospitals ◽  
Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

scholarly journals Social Economic Development and the Human Resources Management

2017 ◽  
Vol 6 (1) ◽  
pp. 73-76
Author(s):  
Nada Krypa
Keyword(s):  
Economic Development ◽  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Developed Countries ◽  
Economic Policies ◽  
Resources Management ◽  
Socio Economic Development ◽  
Economic Development Plan ◽  
Set Up

Abstract Bratton & Gold (2000) stated that socio economic development is playing crucial role in managing human resource progression in developed and developing countries. In the contemporary era developed countries such as USA, UK, Australia and many other European countries are using such progression strategies. National Socio-Economic Development Plan is one of the major strategies that involve welfare of unemployment, poverty, infrastructural development and transportation up gradation. Moreover, socio economic development also includes set up of hospitals and educational institutions (Bambangi, 2007). Such development statistics and process are outlined in various newspapers, magazines and periodical articles. These informative papers help the local human resource management in gaining proper insights on working and economic policies. In the current study importance and relation between socio-economic development and the human resources management will be outlined.

scholarly journals The Impact of Internal Marketing for Human Resources on Strategic Flexibility An Analytical Descriptive Research in the Iraqi Ministry of Health

2021 ◽  
Vol 11 (4) ◽  
pp. 5045-5056
Author(s):  
Ruaa Abdel Moeen Hassan Al-Khateeb ◽  
Dr. Muhammad Yassin Rahim Al-Hashmawi
Keyword(s):  
Human Resources ◽  
Main Tool ◽  
Research Problem ◽  
Training And Development ◽  
Internal Marketing ◽  
Research Community ◽  
Internal Communication ◽  
Strategic Flexibility ◽  
Ministry Of Health ◽  
The Impact

The current research aims to show the impact of internal marketing on human resources in its dimensions (training and development, incentives and rewards, internal communication, and empowerment) (as an independent variable in strategic flexibility, production) with its dimensions (Ministry of Health, flexibility, flexibility, market flexibility) The center of the ministry, specifically the administrative, financial and legal department, to represent the research community and implement the practical aspect. Where the research community reached (180) employees, while the size of the researched sample was (120) employees of the research community. The research problem was the weakness of incentives, rewards, internal communication and empowerment in the researched ministry. The researcher relied on the descriptive approach and dimensional analysis in completing the current research. The researcher used the questionnaire as a main tool, in addition to conducting field visits and personal interviews and collecting a lot of data by diagnosing the actual reality of the ministry under study. The researcher sought to use a set of statistical methods and measures such as the arithmetic mean, relative importance, standard deviation, and coefficient of variance to describe the answers of the sample. Has been tested hypotheses and (relationship correlation and influence) and reached the researcher to the group of conclusions, most notably there is the impact of internal marketing in strategic flexibility, and that the administration ministry surveyed more focused suspicion on the training and development of staff and its keenness to establish training courses for all categories within the internal marketing process, either Incentives and rewards are the least in terms of the focus of the ministry’s management, and recommendations have been developed based on the conclusions, including that the ministry maintains its focus on training and development of employees and increases its focus on internal marketing procedures for human resources, especially incentives and empowering workers and relying on focus on.

scholarly journals Optimization Of Human Resources Management In Islamic Banking

2021 ◽  
Vol 2 (2) ◽  
pp. 150-164
Author(s):  
Fitra Azkiya Firdiansyah
Keyword(s):  
Human Resources ◽  
Rapid Development ◽  
Human Resources Management ◽  
Descriptive Analysis ◽  
Training And Development ◽  
Added Value ◽  
Islamic Banking ◽  
Managerial Skills ◽  
Coaching Process ◽  
Development Of Attitudes

So far, the rapid development of Islamic banking has not been supported by competent resources according to Islamic principles. The resources contained in Islamic banking so far have been a shift from conventional banking, resulting in the incompetence of these resources in Islamic banking. This study aims to analyze the optimization of human resource management in Islamic banking following Islamic principles. The method in this research is descriptive analysis with a qualitative approach. The analysis uses deductive and inductive techniques from various published literature. The results of the study show that human resources in Islamic banking are not yet optimal. The development and development of available resources must align with the position, training, and development of attitudes and managerial skills instilled with Islamic financial and ethical principles. Islamic banking must cooperate with universities in the coaching process to absorb potential resources with added value and have Islamic-based competencies.

The Role of the Human Resources Information System in the Practice of Human Resources Management Strategies: A survey of the views of a sample of teaching staff at the faculties of Cihan University-Erbil

2019 ◽  
Vol 8 (3) ◽  
pp. 83
Author(s):  
Mohammed A. Ahmad ◽  
Mudhafar H. Ali
Keyword(s):  
Information System ◽  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Management Strategies ◽  
Research Problem ◽  
Teaching Staff ◽  
Human Resources Information System ◽  
Training Compensation

The research aims at clarifying the role of the human resources information system (Activities field ، Employee field ، Employees field totally ، Positions field) in the practices of HRM (human resource management strategy) (Recruitment, Performance Evaluation, Training, Compensation and incentives activities). The research problem is in the weakness of HRM strategy because of lack of information. The study was launched from two main assumptions to explore the correlation and influence between the two research variables by analyzing the answers of the research sample, which included 64 teacher in faculties at the University of Cihan-Erbil, and then analyzing the data using the SPSS program and a set of statistical methods, arithmetic mean, the standard deviation, repetition, percentages, correlation coefficient and simple linear regression equation. The study reached a number of conclusions, the most important of which are: The relationship and impact of the human resources information system in human resource strategy practices. The researcher recommended increasing the interest and investment in the human resources information system for its role in activating and enhancing Human Resources Strategy Practices.

scholarly journals Testing The Moderating Effect of the Strategy on the Relationship between Human Resources Management and Performance: A Subgroup Analysis. The Case of Tunisia

2016 ◽  
Vol 7 (1) ◽  
pp. 64
Author(s):  
Hamid JERY ◽  
Saloua SOUAÏ
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Subgroup Analysis ◽  
Management Practices ◽  
Human Resources Management ◽  
Added Value ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
And Performance

<p>In a fast movement environment where organizations are struggling to survive and succeed in the market, the focus is increasingly placed on resources that can provide a sustainable competitive advantage. Wright, McMahan and McWilliams (1994), like other researchers have realized that human resources can generate this advantage since they are rare, difficult to substitute and imperfectly imitable. The more human resources are exploited and the more they get enriched and provide added value to the organization through creativity and innovation.</p><p>We note that the prerequisite for the added value creation is individual motivation and competence at work. Thus, it is assumed that the development of human resources management enables to meet the competitiveness challenge. Human resources managers have to enhance staff motivation and to ensure continuous knowledge improvement.</p><p>In this research, we try to explain the link between the human resource management practices and performance through the contingency approach. To do this, we opt for the subgroup analysis as a methodological framework. Our results lead to recognize that the interaction effect between certain human resource management practices and innovation level can provide an explanation as to changes in the level of performance of the Tunisian industrial firms.</p>

scholarly journals MANAJEMEN SUMBER DAYA INSANI (Konsep Dasar Perencanaan dan Analisis Jabatan di Perbankan Syariah)

2020 ◽  
Vol 4 (1) ◽  
Author(s):  
Nur Rahmawati
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Developed Countries ◽  
Management Planning ◽  
Resources Management ◽  
World Community ◽  
Free Competition ◽  
Left Behind ◽  
The Right

ABSTRACT In this globalization era, there are many issues in the development of global competition, including unlimited free competition in a particular region or country. This freedom to do business has become the demands and needs of the world community from any angle. So the existence of Human Resource Management (MSDI) is very important for Islamic banking in managing and using Human Resources that function productively, effectively, and efficiently to be able to survive and compete in the global arena.Human Resources is an infinite gift from Allah SWT, but if human resources are not managed properly, then an institution or company, even the country will be left behind and could be down. An institution, company and country that is unable to progress, the problem is not the quality of the Human Resources, but on the quality of Human Resources Management, how many bad the Human Resources there, if managed properly, it will produce  institutions, companies and developed countries. To that end, human resources must be planned carefully, must be analyzed in depth related to positions(jobs) in accordance with the SDI field owned by a sharia banking, so that what is called the right man in one place wasformed.Keywords : Management, Planning, Job Analysis and Banking

Faktor-Faktor yang Memengaruhi Persepsi Efektivitas Perencanaan Kas Satuan Kerja Kementerian Negara/Lembaga di Wilayah Kerja KPPN Lingkup Kanwil DJPb Provinsi Bengkulu

2018 ◽  
Vol 3 (1) ◽  
pp. 13-22
Author(s):  
Muhammad Irfan Rizaldi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Research Problem ◽  
Primary Data ◽  
Research Use ◽  
Regional Office ◽  
Resources Management ◽  
And Training ◽  
Reward And Punishment

The purpose of this study is to understand the factors that affect effectiveness perception of satker’s cash planning in the working area of KPPN within the scope of DJPb Regional Office in Bengkulu Province. This research use primary data from 491 satkers from various Ministries/Institutions, while the number of samples are 51 of 97 satkers who meet criteria that represent the research problem. The variables used in this research are the quality of renkas G2 application, quality and quantity of human resources, management of satker organization, reward and punishment, and socialization and training. The result of this research which used PLS-SEM based analysis, shows the factors that significantly affected on the perception of cash planning effectivity are the quality of Renkas G2 spplication and the quality and quantity of human resources.       Abstrak Tujuan dari penelitian ini adalah untuk mengetahui faktor-faktor yang memengaruhi persepsi efektivitas perencanaan kas satker di wilayah kerja KPPN di lingkup Kanwil DJPb Provinsi Bengkulu. Penelitian ini menggunakan data primer yang dikumpulkan dari 491 satker dari berbagai Kementerian/Lembaga. Jumlah sampel sebanyak 51 dari 97 satker yang memenuhi kriteria yang mewakili masalah penelitian. Variabel yang digunakan dalam penelitian ini adalah kualitas aplikasi renkas G2, kualitas dan kuantitas SDM, manajemen organisasi satker, reward dan punishment, serta sosialisasi dan pelatihan. Hasil penelitian dengan menggunakan SEM berbasis PLS menunjukkan bahwa faktor-faktor yang berpengaruh signifikan terhadap persepsi efektivitas perencanaan kas adalah kualitas Aplikasi Renkas G2 dan Kualitas dan Kuantitas SDM.

scholarly journals An Investigation Of The Human Resources Management Practices Of Japanese Subsidiaries In The Arabian Gulf Region

2011 ◽  
Vol 7 (2) ◽  
pp. 82 ◽  
Author(s):  
Dean Elmuti ◽  
Yunus Kathawala
Keyword(s):  
Human Resources ◽  
Management Practices ◽  
Human Resources Management ◽  
Arabian Gulf ◽  
Local Environment ◽  
Management Systems ◽  
Management Effectiveness ◽  
Gulf Region ◽  
Resources Management ◽  
Arabian Gulf Region

This paper addresses the topic of Japanese human resources management effectiveness in non-Japanese environments by trying to identify management systems and practices of selected Japanese subsidiaries in the Arabian Gulf Region. The findings indicate that Japanese subsidiaries in the Arabian Gulf Region have not been able to apply the Japanese-style management systems. The management systems for these Japanese subsidiaries in the Arabian Gulf Region have been apparently modified to suit the local environment.

scholarly journals The Application of Human Capital for Business Development in PT.Zaps Teknologi

2021 ◽  
Vol 8 (8) ◽  
pp. 597-601
Author(s):  
Edesico Prima ◽  
Rhian Indradewa ◽  
Tantri Yanuar Rahmat Syah
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Added Value ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Resource Needs ◽  
Market Needs ◽  
The Times ◽  
The Right

Background - PT. Zaps Technology is a company engaged in technology and information by producing application products under the name Dokter Tunggu ( Doku ). As there are many hospital that needs to reduce their queue line. At present, PT. Zaps Teknologi has strategies in meeting human resource needs. To capture market needs, companies must have added value to their resources, especially for the expert resources. A strong HR recruitment strategy who is always able to keep up with the times is needed. Thus, this study aims to analyse the human capital strategies at PT. Zaps Teknlogi. In the implements fertility specialist selection strategies to enhance the performance of the application yet also to improve the fitures that needs by the society and environment. This is inseparable from the selection and recruitment to meet competency needs. Method – Through the recruitment, training and development, compensation, work evaluation. Result - This analysis help IT companies in making the right decisions to manage the human resources management Keywords: Human Resources Management, IT Companies, Selection, Recruitment Program, Compensation, and Work Evaluation.

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