scholarly journals MODERN TRENDS IN HUMAN RESOURCE MANAGEMENT

2020 ◽  
Vol 8 (2) ◽  
pp. 84-90
Author(s):  
S. Kuznecov ◽  
V. Zayceva
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industrial Relations ◽  
Enterprise Management ◽  
Main Role ◽  
Economic Entity ◽  
Skilled Personnel ◽  
High Level ◽  
The Impact

Human resource management is one of the most important areas of enterprise management. If an organization wants to survive in a highly competitive environment, it must improve, develop this area, introduce modern, effective, progressive methods of personnel management. Qualified, purposeful, knowledgeable and skilled personnel is the key to the success of any company. The relevance of the topic of the article is due to the recognition of the main role of man in the system of industrial relations. For the enterprise to achieve its high goals, it is necessary to create conditions for reproduction, development, use of human resources, taking into account the interests of each person. Following modern trends in human resource management is an important step in the activities of any business entity. Competent human resource management affects economic performance, product quality and, most importantly, helps to maintain a high level in the competition. With competent management, a high level of job satisfaction and commitment to the common goals of employees is maintained, a positive dynamics of financial indicators is shown, which indicates a close dependence of the profitability and efficiency of an economic entity on effective HR management. In this paper, we will consider current trends in human resource management, the impact of improvements on the activities of the organization.

scholarly journals ROBOTIZATION IN MODERN CONDITIONS OF HUMAN RESOURCE MANAGEMENT

2020 ◽  
Vol 8 (2) ◽  
pp. 90-94
Author(s):  
S. Kuznecov ◽  
M. Kaschenko
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Large Scale ◽  
New Technologies ◽  
Control Practice ◽  
Economic Entity ◽  
Black Boxes ◽  
Business Entities ◽  
High Level

The study of the implementation of robotization in modern conditions of human resource management is becoming more and more relevant in our rapidly developing world. There are numerous discussions on the digitalization of the economy and humanity, large-scale and local trends in the use of advanced technologies and IT solutions by business entities are considered. The field of application of robots is rapidly expanding, and their actions are hidden for users, and in this sense HR-bots are "black boxes". Proceeding from this, scientists are faced with the task of thoroughly analyzing the structure, functions, etiquette and actions of robots on the efficiency of an economic entity. Researchers around the world are focusing on the transition to a human resource management model based on IT developments, opening up the ability to use big data for HR analysts. As for Russia, we can clearly see that new technologies are being introduced very progressively and the involvement of staff in the automation process within the organization is at a high level, but if we look much deeper, we will notice that in Russia automation is more focused on a separate business process rather than replacing the human unit with a robot. The purpose of this article is to study the development of robotization in modern conditions of human resource management, as well as to study the problems faced by business entities in connection with the implementation of robots in control practice.

scholarly journals Increase of productivity in small and medium-sized enterprises in Thailand

2020 ◽  
Vol 164 ◽  
pp. 10001
Author(s):  
Pisit Potjanajaruwit
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Small And Medium Enterprises ◽  
Productivity Increase ◽  
Multiple Correlation Analysis ◽  
High Level ◽  
Medium Enterprises ◽  
The Impact ◽  
One Way Anova

The purpose of this research was to study the association of human resource management and the increase of productivity of small and medium-sized enterprises in Thailand. The study was conducted in the sample group which included owners of 269 small and medium-sized enterprises in Thailand using questionnaires. The statistics used in the research were frequency, percentage, mean, standard deviation, One-way ANOVA, multiple correlation analysis, and multiple regression analysis. The research revealed that the association between human resource management and productivity increase of small and medium enterprises in Thailand was found at a relatively high level. When testing the impact of human resource management on productivity, it was found that human resource management in the areas of recruitment, rewarding, and the protection and maintenance of human resources have an impact on productivity increase of small and medium-sized enterprises in Thailand.

The Diffusion of Employment Practices in Multinationals: `Americanness' within US MNCs in Spain?

2008 ◽  
Vol 50 (5) ◽  
pp. 680-696 ◽  
Author(s):  
Javier Quintanilla ◽  
Lourdes Susaeta ◽  
Rocío Sánchez-Mangas
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Host Country ◽  
Management Practices ◽  
Critical Role ◽  
Industrial Relations ◽  
Successful Implementation ◽  
The Impact

Drawing on several theoretical perspectives, including institutionalism and strategic choice, this article examines the impact of home and host country national business systems on the diffusion of human resource management practices by American multinational corporations to their subsidiaries in Spain. Our evidence suggests that the tight control that American multinational corporations usually exert over their subsidiaries has recently increased. In most of the case studies, successful implementation of corporate human resource policies has mainly been achieved due to the degree of malleability and openness that characterized the Spanish business system. However, increased control also reflects the legitimacy given to managerial human resource practices originating in the USA and the willingness of host country managers to implement corporate policy. To this extent, it can be argued that subsidiary management plays a critical role in the configuration and implementation of human resource management and industrial relations policies and practices in multinational corporations.

Human Resource Management and Impact on Performance on Employee in Kosovo Tourism

2021 ◽  
Vol 12 (4) ◽  
pp. 1064
Author(s):  
Avni Ekrem KRASNIQI
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Multiple Regression Model ◽  
P Value ◽  
Level Of Satisfaction ◽  
Statistical Program ◽  
High Level ◽  
The Impact

This research presents the impact of human resource management on the performance of employees in tourist centers in Kosovo.This research also measures the badness of foreign tourists with the tourist services that are offered. Employee performance is one of the factors that dictate the flow of tourism work in any country of the world, especially it depends on the forms of human resource management, ie how attentive managers are in creating a working climate and achieving performance.This research was conducted for this purpose, and involved a total of 200 workers of different levels and 230 foreign trusses, through a well-structured questionnaire, and its scientific impact lies in the fact that it helps tourist centers to improve or increase appropriate forms of human resource management. The multiple regression model was used to analyze the results, while the statistical program is SPSS.The results show that the performance of workers of tourist places in Kosovo depends directly on their motivation (p-value = M1: 0.006 / M2: 0.034) and their satisfaction with the workplace and the conditions offered (p-value = 0.047), whereas no impact of cooperation and communication with the performance of workers was found. Based on the results, it is confirmed that tourists in Kosovo have expressed a high level of satisfaction with the structure and tourist services provided.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

Human Resource Management and Industrial Relations in the Latin American Context

2021 ◽  
pp. 285-305
Author(s):  
Wilson Aparecido Costa de Amorim ◽  
Antonio Carvalho Neto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Latin American ◽  
Industrial Relations ◽  
Institutional Setting ◽  
Theoretical Point ◽  
Contextual Influences ◽  
Comparative Analyses ◽  
Hrm Practices

With a particular focus on the Mercosur bloc, this chapter examines key features of human resource management (HRM) and industrial relations systems (IRS) in Latin America. Several key themes are explicated in the chapter. The first theme is whether the dissemination of HRM practices in an institutional setting that emphasizes the hierarchical and market characteristics of IRS will also produce some kind of convergence in these practices. The second theme is to what extent the rather different national institutional environments generate similar or different HRM practices. The third theme, relatedly, is whether evidence exists of mimetic influences in the spread of HRM practices. The framework discussed in the chapter could serve as a useful theoretical point of departure for identifying both national and regional contextual influences on HRM and IRS. It may ignite interest in comparative analyses in the Latin American context. Accounts of HRM in the Latin American context, along with comparative analyses of IRS of specific countries in the region, are significantly underrepresented in the literature. Furthering national comparative research on HRM practices of organizations in the Mercosur region could open up new lines of inquiry, in particular, on the likelihood of convergence or divergence.

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