Human Resources, Management Control, and Culture, an Exploratory Study of Indonesia's SME

2021 ◽  
Vol 12 (1) ◽  
pp. 93-93
Author(s):  
Marko S Hermawan ◽  
Burhanudin Burhanudin ◽  
Nurianna Thoha ◽  
Irene Oscarin
Keyword(s):  
Human Resources ◽  
Cultural Context ◽  
Research Question ◽  
Human Resources Management ◽  
Management Control ◽  
Point Of View ◽  
Company Strategy ◽  
Human Quality ◽  
Professional Capacity ◽  
Process Controls

This paper investigates the SME's management control, human resources, and cultural context in Indonesia. These perspectives come into 2 (two) themes; Professional Capacity and Company Strategy. Most SMEs show a struggle in developing human quality and in particular, Indonesia's SMEs, also lack process controls due to their beliefs and cultures. Nonetheless, despite the positive impacts for the business sustainability that previous researchers have found, the implementation of MCS still has not been adequately done by the SME due to their several limitations. Thus, this paper aims to analyze a company perspective regarding the MCS implementation, specifically in the new phenomenon related to the contingent factors that arise from company issues and challenges using a case study from a clothing manufacturing company. The research question proposes for this research study is "How does Indonesia's SME implement its management control within limited resources and local culture?" Keywords: management control system, SME, contingency-based research, SME Point of View, Business Issues, MCS strategy

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.

scholarly journals Relevance of human resource management on small business objective in digital era: A critical review of research evidence

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Abdul Samad Arief ◽  
Petrus Jacob Pattiasina ◽  
Sahat Parulian Remus
Keyword(s):  
Human Resources ◽  
Small Businesses ◽  
Evaluation System ◽  
Small And Medium Enterprises ◽  
Research Question ◽  
Human Resources Management ◽  
Phenomenological Approach ◽  
Essential Elements ◽  
Digital Era ◽  
Business Objective

One of the essential elements in advancing small and medium enterprises is the availability of Human Resources management. So HR development must be relevant to the needs of small businesses, especially now that small businesses are present in the digital era. So to see the suitability of HR development with the needs of small businesses in achieving their core goals. So we have reviewed dozens of papers on our efforts to find this relevance through reviewing the papers we search electronically on Google scholar-based data. We specialize in papers published between 2010 and 2021, so we can get the latest data. To get answers to this research question, we analyzed the data using a phenomenological approach. We also involve the coding, interpretation, and evaluation system to find accurate, valid, and reliable data findings. So the results include that there is a close relationship between the SDm system and the central ideals of SMEs. Logically, if the human resources are good, the company and the smallest business will quickly improve and efficiently achieve the final goal.

scholarly journals A Model to Measure the Performance of Human Resources in Organisations

2018 ◽  
Vol 28 (1) ◽  
pp. 57-73
Author(s):  
Magnolia Tilca ◽  
Elisabeta Mare ◽  
Anca Apatean
Keyword(s):  
Human Resources ◽  
Business Strategy ◽  
Performance Indicator ◽  
Employee Performance ◽  
Human Resources Management ◽  
Point Of View ◽  
Business Strategies ◽  
Economic Point ◽  
Weighted Arithmetic ◽  
It Systems

Abstract The economic crisis, demography, technology, globalization etc. are all factors which will influence the organizational structures and business strategies. A new business strategy will require, among others, that passive Human Resources Management (HRM) change into an active one with a decisive influence upon business. The vision of an active HRM requires that HR information (IT) dedicated systems assist human resources managers in their decision-making. The existing IT systems predominantly manage the salary calculations and, possibly, the employee's professional development, two of the tasks that a human resources manager has to pursue. However, tasks such as assisting, consulting and engaging the human resources in the organization are equally important. IT systems must also develop into these directions. The present paper proposes a solution to measure the performance of human resources by creating an employee performance indicator (EPI). The paper first describes the economic phenomenon involved in the HR performance process, then the mathematical model is formulated, the algorithm is implemented, the solution of the model is analysed from a technical and economic point of view, and finally the decision is made. We use the weighted arithmetic mean to compute the EPI indicator and the correlation formula to establish the degree of relevance between the EPI indicator and the variables involved in the model. An implementation in R is given.

Forest-River-Ocean Nexus-Based Education for Community Development

2019 ◽  
pp. 224-248
Author(s):  
Shimon Mizutani ◽  
Kai Liao ◽  
Tsuyoshi Goto Sasaki
Keyword(s):  
Global Warming ◽  
Community Development ◽  
Human Resources ◽  
Fossil Fuels ◽  
Human Resources Management ◽  
Sustainable Use ◽  
Point Of View ◽  
Sustainable Society ◽  
Biological Resources ◽  
Adaptive Cycle

Bioeconomic research aims at developing a more resource-efficient and sustainable society that uses renewable biological resources to produce food, materials, and energy. Economic supremacy causes many problems, such as global warming, depletion of fossil fuels and natural resources, and loss of biodiversity. In order to build a more sustainable society with resource efficiency, it is necessary to discuss the institutional framework, which includes environmental assessment, environmental monitoring, biological resource management, human resources management, and education. This chapter examined the effectiveness of forest-river-ocean nexus-based education for community development (FRONE) in encouraging the sustainable use of biological resources. Combined with the adaptive cycle, FRONE is considered to have the potential to promote the sustainable use of biological resources. In the future, further bioeconomic research from the point of view of the education system will be needed.

Extending Relationship Marketing to Human Resources Management Using the CaRM Approach to Personnel Recruitment

2011 ◽  
pp. 2112-2119
Author(s):  
Tobias Keim ◽  
Kerstin Fritsch
Keyword(s):  
Human Resources ◽  
Relationship Marketing ◽  
Research Question ◽  
Human Resources Management ◽  
Recent Change ◽  
Customer Relationship ◽  
Personnel Recruitment ◽  
New Concepts ◽  
Potential Benefits ◽  
Traditional Approaches

Since the early 1990s, relationship-oriented approaches to product and services marketing have gained increasing interest by research and practice. While the overall approach of managing customer interactions has been inherent to the ways of doing business ever since, the recent change from transaction-oriented to relationship-oriented marketing is typically considered as a major paradigm shift (Grönroos, 2004). The current boom of customer relationship management concepts and solutions is only one indicator of this development. However, while relationship marketing has been discussed in various contexts such as business-to-business and business-to-consumer marketing, little attention so far has been paid to the question of what such an approach could add to the human resources field. This is astonishing as labor markets due to demographic effects and other changes in labor offer and demand tend to get increasingly narrow. Thus, traditional approaches to personnel marketing might no longer be sufficient and new concepts for the successful recruitment of qualified staff might be needed. Therefore, our research question is: How can we transfer the concepts of relationship marketing to personnel recruitment and what are potential benefits of such an approach? In order to answer this question, we present an approach for the ISsupported management of employer-candidate relationships. We outline two major dimensions of the approach together with selected validation results. The objective is to enhance human resources information systems (HRIS) research and to present an approach that could potentially assist employers in better facing mid-term shortages of qualified staff on a drastically changing labor market.

Extending Relationship Marketing to Human Resources Management Using the CaRM Approach to Personnel Recruitment

2009 ◽  
pp. 406-412 ◽  
Author(s):  
Tobias Keim ◽  
Kerstin Fritsch
Keyword(s):  
Human Resources ◽  
Relationship Marketing ◽  
Research Question ◽  
Human Resources Management ◽  
Recent Change ◽  
Customer Relationship ◽  
Personnel Recruitment ◽  
New Concepts ◽  
Potential Benefits ◽  
Traditional Approaches

Since the early 1990s, relationship-oriented approaches to product and services marketing have gained increasing interest by research and practice. While the overall approach of managing customer interactions has been inherent to the ways of doing business ever since, the recent change from transaction-oriented to relationship- oriented marketing is typically considered as a major paradigm shift (Grönroos, 2004). The current boom of customer relationship management concepts and solutions is only one indicator of this development. However, while relationship marketing has been discussed in various contexts such as business-to-business and business-to-consumer marketing, little attention so far has been paid to the question of what such an approach could add to the human resources field. This is astonishing as labor markets due to demographic effects and other changes in labor offer and demand tend to get increasingly narrow. Thus, traditional approaches to personnel marketing might no longer be sufficient and new concepts for the successful recruitment of qualified staff might be needed. Therefore, our research question is: How can we transfer the concepts of relationship marketing to personnel recruitment and what are potential benefits of such an approach? In order to answer this question, we present an approach for the IS-supported management of employer-candidate relationships. We outline two major dimensions of the approach together with selected validation results. The objective is to enhance human resources information systems (HRIS) research and to present an approach that could potentially assist employers in better facing mid-term shortages of qualified staff on a drastically changing labor market.

HRM in the Tourism Industry

2022 ◽  
pp. 1944-1964
Author(s):  
Maria Carolina Martins-Rodrigues ◽  
Luciana Aparecida Barbieri da Rosa ◽  
Maria José Sousa ◽  
Larissa Cristina Barberi ◽  
Tais Pentiado Godoy
Keyword(s):  
Human Resources ◽  
Research Question ◽  
Human Resources Management ◽  
Tourism Industry ◽  
Literature Survey ◽  
The Other ◽  
Multiple Perspectives ◽  
Resources Management ◽  
Strategic Value ◽  
The Web

This chapter aims to analyze the research from the last 20 years about human resources management in the tourism industry. The research question is: What are the contributions of the international publications on human resources management and tourism in the Web of Science and Scopus databases in the last two decades? In order to accomplish this goal, the research methodology will be a literature survey using the Scopus and WoS databases. To develop this research, first, it will be performed a literature review on HRM as strategic value, and also on the multiple perspectives of the concept of tourism. Moreover, it will be made state of the art on human resources management in the tourism industry. Furthermore, the results of the literature survey are presented. The main findings show that there is still a need for more production about human resources management in the tourism industry, which was based on the importance of one segment to the other, as well as the infinite possibilities of incremental actions that allow a mutual benefit between these two fields.

An Integration of Human Resources and Supply Chain Management for a Sustainable Competitive Advantage

2022 ◽  
pp. 358-373
Author(s):  
Çağlar Doğru
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Literature Review ◽  
Human Resources ◽  
Competitive Advantage ◽  
Research Question ◽  
Human Resources Management ◽  
Sustainable Competitive Advantage ◽  
Chain Management ◽  
To Come

In this chapter, a multi-disciplinary approach for creating sustainable competitive advantage is examined. This is the integration of human resources management and supply chain management. The primary aim is to come up with a solution to the research question of ‘how do organizations create sustainable competitive advantage by integrating human resources and supply chain management?' In order to put forth the solutions, the resource-based approach is employed. A detailed literature review is given on the integration of two business functions to create sustainable competitive advantage. This chapter contributes to the literature, first by laying out the importance of resource-based view in both human resources and supply chain management, second by examining how do these two functions unite in order to obtain sustainable competitive advantage, and lastly, by enriching the limited number of studies so far on the integration of human resources and supply chain management with the help of a literature review.

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.

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