scholarly journals Study on Human Resource Management in Agriculture

2002 ◽  
pp. 171-181
Author(s):  
Márta Zalainé Piros
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Point Of View ◽  
Career Support ◽  
Resource Information ◽  
Top Managers ◽  
The Future

The human factor has been reassessed with regard to strategic initiatives towards obtaining and preserving competitive advantage. Knowledge, experience and special skills are a specific form of capital, forming part of the organisations’ assets and serving as an organisational strategic resource. Their development and use require major investments, both on the part of the individual and the organisation. In a Europe undergoing integration, the quality of human resources enjoy priority among our really important values and specific features. The opportunities of the near future can be utilised, and agricultural economic organizations can survive and increase their organizational effectiveness, if they possess a basis of human capital which is able to make a shift in perspective and behaviour which is of primary importance from the point of view of incorporating market mechanisms and implementing them in practice. My investigations were focused on the current position of human resource management in a comprehensive manner; further, on the approach of top managers regarding the future. Analysing the business and other indicators of the companies studied, I have set the objective to describe the differences and special features of the human resource management practice of companies, which are different in size, operational form, and from the perspective of success or failure.Human resource management is directed to attracting, retaining, motivating and utilising labour. A given work process can be successful or unsuccessful – given the same conditions – depending on who performs it. Therefore, human resource management related tasks require special attention when enterprises are planned, established and operated. On analysing the responsibilities of human resource management, I have found that the functions and responsibilities of human resource have low or medium importance in the operation of economic organisations today. Regarding the future, top managers have expressed higher expectations of human resource management responsibilities in all areas and they consider individual functions to be more important. The establishment and operation of a human resource information system has been presented as the most important need for change. Correlation analyses have proved that the higher the sales revenues of a company, the higher the development of human resources is regarded by its manager, and the same holds for training, career support and a proper establishment and continuous evaluation of job profiles.

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.

Artificial Intelligence in Human Resource Practices With Challenges and Future Directions

2022 ◽  
pp. 222-230
Author(s):  
Himani Saini ◽  
Preeti Tarkar
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Science And Technology ◽  
Future Directions ◽  
Smart System ◽  
Advanced Technologies ◽  
The Future

Artificial intelligence is a branch of science and technology that has been used effectively over the decades in various fields, and now it has become an indispensable part of organizational practices as it is one of the leading technologies in the current era, and now there is an emerging trend of applying AI technologies within the businesses. The central necessity of human resource management is also majorly based on technological approaches as it became a potential need for any human resources department to perform its role in the development of the whole organization. Technologies based on AI are and will be the smart system of the future and it's also changing the processes of human resource management by making it more dependent on advanced technologies. Through the chapter, the researcher will get to know the artificial technologies being practiced in HR practices and explore the probable and potential of technicality of AI in HRM and also the challenges associated with AI in HRM and its future possibilities.

A Human Resource Management Practice on Working Remotely During and After the COVID-19 Pandemic

2022 ◽  
pp. 64-78
Author(s):  
Hale Alan ◽  
Mustafa Kemal Topcu
Keyword(s):  
Public Health ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Labour Markets ◽  
Human Resource Management Practice

COVID-19 caused great effects on public health and unprecedented losses to economies and labour markets. Companies mostly chose working remotely rather than laying employees off. However, COVID-19 introduced radical changes to all aspects of life. Regarding workplace, human resources practices are not enough for managing behaviour, motivation, and competencies of the employees working remotely. In addition, the workplace's design is not in compliance with regulations newly made by national and international authorities. Towards this end, this chapter discusses the design of the office that will be used during and after pandemic. Meanwhile, the chapter discusses human resources practices that may be employed in order to facilitate the process of working remotely.

Human Resource Management in the Caribbean: Planning for the Future

1989 ◽  
Vol 18 (2) ◽  
pp. 227-233
Author(s):  
Hedy Isaacs
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Resource Planning ◽  
Human Resource Planning ◽  
The Public ◽  
Resource Information ◽  
The Future ◽  
The Caribbean ◽  
Resources Planning

Human resources planning is becoming more important as the Public Services (primarily of Belize, Grenada, Guyana and Jamaica) face the scarcity of “human capital”, and begin to plan for, rather than react to, human resource management problems. The effectiveness of human resource planning depends largely on how well the information resource is managed. This article focuses on general considerations for implementing and managing human resource information systems, shares related Caribbean experiences and imperatives for the future.

E-HRM in Competence Recognition and Management

2009 ◽  
pp. 293-300
Author(s):  
Marko Kesti ◽  
Antti Syväjärvi ◽  
Jari Stenvall
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Leadership Studies ◽  
Organizational Environments ◽  
Resource Information ◽  
Current Topic ◽  
Management Context

The human resource management (HRM) can be structured according to different key perspectives (e.g., Stone, 2002). One viewpoint concerns the applications and information technology-based human resource information systems (HRIS) that can be seen as an additional solution to carry out the successful human resource management. The historical perspective of the current topic shows how organizations have had various management information systems and decision supportive systems. Both of these have direct links to human-computer interaction and human behavior (e.g., Zhang & Dillon, 2003). In management context, however, demand for successful HRM is challenging as human resources are led in specific situations (Hershey, Blanchard, & Johnson, 2000) and managed in changing organizational environments (Sashkin & Sashkin, 2003). Leadership studies have shown that management should be accompanied with the widerange of managerial options. Hence, as one element of e-governance, there is need for advanced electronic human resource management (e-HRM) systems that are acceptable and effective (rf. Stone, Stone-Romero, & Lukaszewski, 2006).

scholarly journals Impact of Globalization on Human Resource Management

2018 ◽  
Vol 7 (2) ◽  
pp. 51-62
Author(s):  
Manna Akter Lina
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Business Practices ◽  
Demand And Supply ◽  
Business Executives ◽  
Job Opportunities ◽  
The World

Globalization has a most important implication for human resource management practice in general. For some, globalization creates pressures for taking best, a transferable set of HRM practices that can spread around the world. It is a force that touches the lives of people living in all countries of the world. In the age of globalization, there is an opportunity to enter new markets, to improved job opportunities and higher remuneration for skilled employees. The challenges are equally numerous. Organizations need to deal with a mature workforce; and they must attract, integrate and maintain multicultural employment pools; human rights and business practices to be successful. The shortage between the demand and supply of talent is likely to increase, notably for high skilled employees and for the next generation of business executives. Global staffing and management of the workforce effectively in diverse culture are the key goals of global human resources. Organizations that manage these challenges effectively will find success and improve the lives of human resources throughout the world.

scholarly journals MANAJEMEN PERENCANAAN SUMBER DAYA MANUSIA DI BIDANG PENDIDIKAN : MANIFESTASI DAN IMPLEMENTASI

2019 ◽  
Vol 11 (1) ◽  
pp. 81
Author(s):  
FAHMIAH AKILAH
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Essential Role ◽  
Educational Institutions ◽  
The Future ◽  
Education Needs ◽  
Main Thing

Planning is the main thing in human resource management activities. Without outlining, their functions are not able adequately fulfilled. Therefore, it plays an essential role because preparation is the process of determining the direction and purpose of activity to be performed. Rational resource devising in the field of education needs to be involved in examining the needs of workers who will occupy the position of human resources required by educational institutions. The demand for human resources in the future can be planned as immeasurable as possible to obtain quality human resources asexpected.

scholarly journals Innovative Processes Within Communication and Motivation, Work Environment Care and Creativity Support of Human Resources

2020 ◽  
Vol 68 (2) ◽  
pp. 395-405
Author(s):  
Zuzana Lušňáková ◽  
Silvia Lenčéšová ◽  
Veronika Hrdá ◽  
Mária Šajbidorová
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Point Of View ◽  
Branch Development ◽  
Creativity Support ◽  
Spearman Test ◽  
The Given ◽  
Domestic Products

The given issue applied in the practise of food businesses in Slovakia is very actual. The objective reason is especially the fact that the food businesses are producers of domestic foodstuffs, production of which is considered very important not only from nutritional point of view for the population and availability of quality domestic products but from sustainability of employment in this branch, development and application of quality, qualified and committed employees, point of view as well. The objective of the paper is to find out how food businesses working in Slovakia implement and use new trends, in selected areas of human resource management, in reality. The research actively included 453 food businesses from all the Slovakia. The statistical relations and correlations between variables were performed by Cronbach alpha, Spearman test, Kruskal-Walis test using programs EXCEL and SAS Enterprise Guide 7.1. We found out that food businesses in Slovakia show significant reserves and shortcomings in a practical application of new trends within human resource management despite of the fact that their representatives realize the importance of human resources. In the conclusion, we provide suggestions and recommendations to improve the company practise.

HUMAN RESOURCES MANAGEMENT IN SCHOOL

2020 ◽  
Vol 11 (1) ◽  
pp. 188-193
Author(s):  
Ivaylo Staribratov ◽  
Keyword(s):  
Resource Management ◽  
Secondary Schools ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
School Management ◽  
Point Of View ◽  
Strong Connection ◽  
Resources Management

The article discusses the main aspects of human resource management in secondary schools. Emphasis is placed on the differences between school management and business. The essential factors influencing the management of human resources in secondary schools are pointed out. The strong connection between the ability of principals to create a positive environment and attitudes for full-fledged work in school was studied. The article promotes the idea that good human resource management is important for the image of a school, not only from the point of view of the principal, but also of each teacher managing his class and communication with parents. Unfortunately, there is a lack of competence in this area, which leads to negatives in the management of schools.

scholarly journals Aligning Strategic Human Resource Management To Human Resources, Performance And Reward

2013 ◽  
Vol 12 (11) ◽  
pp. 1405
Author(s):  
Melody Brauns
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Changes ◽  
Business Environment ◽  
Strategic Human Resource Management ◽  
Business Strategies ◽  
The World ◽  
The Future

In a rapidly changing business environment, one may recognise the words the only thing constant in life is change by French author Francois de la Rockefoucauld. Yet, with on-going change, it can be difficult to know what to do and how to do it. The world out there is harsh and competition is fierce. Indeed, the world is changing at a rapid pace. Therefore, both public and private sectors have to plan for the future and prepare for any unforeseen circumstance. This paper will discuss the link between Strategic Human Resource Management, Human resources, Performance and Reward, what we know, and the future direction of Strategic Human Resource Management. Strategic Human Resource Management involves making those decisions that define the overall vision, mission, core values and objectives of the organisation, thus determining the most effective utilisation of its resources. Walker (1992: 16) states that Strategic Management enables managers to respond to environmental changes based on a defined business mission, vision and values. Strategies are directional plans that guide management actions in the pursuit of opportunities. In essence, strategies point the way for the most promising changes. They are plans that give direction and address people related business issues. Human Resource strategies are important because they help determine how to manage people in relation to business strategies. Strategic Human Resource Management aligns Human Resources, which is necessary for the success of the organisation.

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