scholarly journals The Impact of Employee Empowerment in Organizational Performance with Special Reference to it Sector

2019 ◽  
Vol 8 (2S8) ◽  
pp. 1502-1506
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Special Reference ◽  
Organizational Performance ◽  
Employee Motivation ◽  
Business Environment ◽  
Employee Empowerment ◽  
Individual Factors ◽  
Technology Sector ◽  
The Impact

In view of the rapidly changing business environment, the success of an organization depends on committed, highly motivated, satisfied and innovative human resources. Employee empowerment is gaining momentum in the effective functioning of an enterprise. This paper focuseson the role and importance of employee empowerment with reference to organizational, occupational and individual factors supported by employee motivation based on Maslow’s theory, in the Information technology sector

Trust Multidimensionality

2009 ◽  
pp. 883-890
Author(s):  
Alfonso Miguel Márquez-García
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Organizational Behavior ◽  
Human Resources Management ◽  
Business Environment ◽  
Competitive Advantages ◽  
Computer Mediated ◽  
New Business ◽  
Competitive Success ◽  
The Impact

Trust always exists in any form of personal relationship (Deutsch, 1958; Gambetta, 1988) and it is a basic concept to describe social interactions (Rotter, 1967) and ways to act, including organizational behavior (Couch & Jones, 1997; McEvily, Perrone, & Zaheer, 2003). Trust favors the creation and maintenance of competitive advantages (Jarillo, 1988; Barney & Hansen, 1994; Bibb & Kourdi, 2007) and it has become a precondition for a better performance and competitive success in the new business environment (Bradach & Eccles, 1989; Ring & Van de Ven, 1992; Sako, 1998; Kramer & Tyler, 1996; Kramer, 1999). Considering the impact of information technology (IT) on society and business, the consolidation of knowledge as the main source of competitiveness, the fact that frontiers among firms, and among people and firms, are becoming blurred, and the growing sharing of sensible information in computer mediated relationships, trust will become a must in the electronic human resources management (e-HRM) field.

Strategic Alignment of Information Technology in Public and Private Organizations in India: A Comparative Study

2020 ◽  
pp. 097215091989383 ◽  
Author(s):  
Sourabh Sharma ◽  
Ramesh Behl
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Strategic Alignment ◽  
Business Environment ◽  
It Infrastructure ◽  
Validity And Reliability ◽  
Public And Private ◽  
Private Organizations ◽  
It Human Resources ◽  
The Impact

Strategic alignment of information technology (IT) is required to be included in the firms’ core activity in today’s business environment. The purpose of this study is to understand the impact of ‘IT connectivity, IT infrastructure and IT human resources’ on ‘IT business strategic alignment’ by developing a model, in public and private organizations in India. A questionnaire was used to measure the constructs after its validity and reliability. The findings discovered that firms’ IT strategic alignment was significantly impacted by three IT dimensions, that is, IT connectivity, IT infrastructure and IT human resources (combined as IT capability). The IT investments and expenditures of a firm are aligned with its business objectives and priorities. Furthermore, the significant role of these dimensions in public and private organizations in India was examined.

scholarly journals THE IMPACT OF THE GLOBAL COVID-19 PANDEMIC ON THE SELECTED PRACTICES OF HUMAN RESOURCES MANAGEMENT IN THE RELATIONSHIP TO THE PERFORMANCE OF TOURISM COMPANIES

2021 ◽  
Vol 35 (2) ◽  
pp. 525-530
Author(s):  
Ľuba TOMČÍKOVÁ ◽  
◽  
Nella SVETOZAROVOVÁ ◽  
Jana COCUĽOVÁ ◽  
Zuzana DAŇKOVÁ ◽  
...  
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Management Practices ◽  
Slovak Republic ◽  
Human Resources Management ◽  
Business Environment ◽  
The Other ◽  
Resources Management ◽  
Performance Development ◽  
The Impact

This article focuses on human resources management in relationship to organizational performance in global Covid-19 pandemic times, particularly in the tourism companies operating in the Slovak Republic. From the theoretical part, the paper focuses on the evaluation of the situation in hospitality caused by Covid-19 in tourism companies in the current business environment and look at the more detailed human resources management, as many scholars point to some irregularities. The paper also presents the research results that was carried out on 274 respondents of managers who work in hospitality and the other sectors in this field. For research purposes, we suggested and tested the research hypothesis to analyze the statistically significant relationship between the impact of Covid-19 on the selected human resource management practices and the performance development of tourism companies in the Slovak Republic. There were the following practices: recruitment and selection of employees, education (training) and development, evaluation and management of employees´ performance, rewarding and employee participation. The hypothesis was verified by correlation analysis with the use of inductive statistic. The hypothesis was verified at the end. The article points at the fact, that the procedures and practices of human resources are affected by Covid-19, as the other sector of human resources management. Also, the impact of Covid-19 affects the changes in the performance development of tourism companies operating in the Slovakia.

The Impact of Cloud Computing on Organizational Performance

2021 ◽  
Vol 11 (4) ◽  
pp. 136-151
Author(s):  
Thura Al-Azzawi ◽  
Tugberk Kaya
Keyword(s):  
Cloud Computing ◽  
Human Resources ◽  
Organizational Performance ◽  
Business Performance ◽  
Direct Relation ◽  
Organizational Agility ◽  
Cloud Computing Adoption ◽  
The Cost ◽  
The Impact ◽  
The Relationship

The use of cloud computing has remarkable advantages in business performance. It is related especially in the portion of the organizational environment, such as organizational culture and organizational agility. Organizational agility provides an easier process to search and retrieve knowledge and allow the businesses to utilize and apply this knowledge to get high-quality services. Agility and culture factors can help organizations to enhance their cloud computing adoption. The achievement of any organization is dependent upon human resources. With human resources, the organization can develop its employees by sharing knowledge, skill, and experience of personnel. Expert cloud has a significant impact on and direct relation with human resources as it facilitates the communication among human resources better, more efficiently, and reduces the cost of the service. In this paper, the authors discuss the relationship between expert cloud and human resources to enhance the organizational performance through the assistance of organizational agility and culture.

scholarly journals Organizational Learning and Motivation: Assessing the impact on Employee Performance

2016 ◽  
Vol 5 (2) ◽  
pp. 355 ◽  
Author(s):  
Puja Sareen ◽  
Parikshit Joshi
Keyword(s):  
Organizational Learning ◽  
Organizational Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Employee Motivation ◽  
Primary Data ◽  
Hygiene Factors ◽  
And Performance ◽  
The Impact

<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>

scholarly journals Influence of Human Resource Management Policy on Customer Loyalty

2021 ◽  
pp. 76-83
Author(s):  
Kamilė Mitašiūnaitė
Keyword(s):  
Resource Management ◽  
Customer Satisfaction ◽  
Human Resource Management ◽  
Human Resource ◽  
Customer Loyalty ◽  
Employee Motivation ◽  
Business Environment ◽  
Management Policy ◽  
Loyal Customer ◽  
The Impact

The business would not be able to achieve the set goals without qualified specialists. Therefore human resource management is one of the most important processes to an organisation. HRM policy aspects – employee motivation and job satisfaction – directly contribute to customer satisfaction and loyalty. The problem is that in today’s business environment, where there is a big rivalry, maintaining customer loyalty becomes a huge task for the business. The aim of this article is to evaluate the impact of human resource management policy on customer loyalty. The article analyses concept of human resource management, evaluates the development of loyal customer behaviour, distinguishes traditional and innovative concepts of human resource management. Also, the article notices a relationship between employee satisfaction and customer satisfaction. Analysis of empirical research level shows the impact of human resource management policy on customer loyalty and provides a research model.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

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