CONCEPTUAL BASES OF STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic Management ◽

Human Resource ◽

Economic Activities ◽

Resources Management ◽

Industrial Enterprises ◽

Labor Resources

The main purpose of the research paper is to study the strategic management of human resources in industrial enterprises, career development and stimulation in the activity. Labor resources are active elements in the production of goods, the creation of material wealth and the provision of services to society. Human resources are important ones in all areas of the national economy. Human resources act as a creative component in the organization and management using their mental, spiritual and psychological capabilities. Human resources study and analyze technical, technological possibilities and financial sources, make management decisions as a leading resource in any organization. Research methodology is related in personnel policy and the comprehensive study of strategic human resource management. Human resource management in industrial enterprises is the main subsystem management system. This issue affects on the development of the enterprise, increasing the quality of products, economic efficiency and profits. The importance of the research paper - is to apply the results in the management of industrial enterprises. Human resource management contributes to sustainable operation in enterprises and organizations. The scientific novelty of the research is the definition of a successful personnel policy in the enterprise. Thus, the article identifies strategic goals in human resource management, and develops a corporate concept in this area. The article discusses the application of new technologies for career development. The application of innovations and methods in the implementation of management functions is the basis for motivating the workforce in an organization. All functions and management methods are applied in the process of strategic management of human resources. Management methods are social in nature, as well as ensure the direct development of employees, labor resources and actively influence on the outcome. Management methods lead to the expansion of financial and economic activities of the enterprise, the development of economic activities, the growth of labor resources. Management methods allow to increase competitiveness, as well as to attract partners, suppliers, customers and others. In this regard, our research can be commended in terms of the application of innovation in management.

HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS

Business Management and Education ◽

10.3846/bme.2010.04 ◽

2010 ◽

Vol 8 (1) ◽

pp. 51-65 ◽

Cited By ~ 3

Author(s):

Eugenijus Chlivickas ◽

Palmira Papšienė ◽

Arnas Papšys

Keyword(s):

Operating System ◽

Resource Management ◽

Human Resources ◽

Strategic Management ◽

Human Resource ◽

Global Market ◽

Active Part ◽

New Approach

The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.

Rethinking the strategic management of human resources: lessons learned from Covid-19 and the way forward in building resilience

International Journal of Organizational Analysis ◽

10.1108/ijoa-09-2021-2974 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Dorothea Roumpi

Keyword(s):

Resource Management ◽

Human Resources ◽

Strategic Management ◽

Human Resource ◽

Lessons Learned ◽

Organizational Resilience ◽

Content Type ◽

The Way

Purpose Numerous empirical studies and meta-analyses have offered ample evidence for the relationship between the strategic management of human resources and a variety of important organizational outcomes, such as individual- and firm-level performance. The outbreak of the COVID-19 pandemic, however, steered the discussion away from the traditional performance-related outcomes of the strategic human resource management and brought to the fore the importance of resilience. The purpose of this paper is to identify areas in which strategic human resource management can help organizations to become more resilient. Design/methodology/approach On the basis of a brief overview of the different phases of the COVID-19 pandemic and its impact on the management of human resources, this conceptual paper uses the Ability-Motivation-Opportunity framework as the backbone for the development of suggestions for the strategic management of employees to create and maintain organizational resilience. Findings A series of actionable suggestions regarding the way forward in building organizational resilience through the effective and ethical management of employees are presented and discussed. Specifically, the importance of using flexibility-oriented human resource management systems is highlighted. This “flexibility-orientation” involves all functions of human resource management, such as selection, training and compensation. Originality/value The proposed suggestions can benefit organizations by offering actionable recommendations regarding the management of human resources by taking stock of lessons learned during the COVID-19 pandemic.

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم الاقتصادية والإدارية والقانونية ◽

The Impact of Modern Models on Strategic Human Resources Management on Promoting Organizational Agility for Institutions, Analytical and Descriptive Study: أثر النماذج الحديثة لإدارة الموارد البشرية الاستراتيجية على تعزيز الرشاقة التنظيمية للمؤسسات: دراسة تحليلية وصفية

10.26389/ajsrp.r040320 ◽

2020 ◽

Vol 4 (11) ◽

Author(s):

Maha Mohammad Al- Rakhis, Fatima Mohammad Al- Rakhis

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Organizational Agility ◽

Resources Management ◽

Strategic Human Resources ◽

The Impact

The study aimed to identify the impact of modern models of strategic human resource management on enhancing organizational agility for institutions, and by relying on the descriptive analytical approach to the previous literature in this field through four hypotheses that were discussed, it was clear from the results of the study that there is a relationship between modern models of strategic human resource management on Strengthening organizational agility and validating the four assumptions, the study recommended preparing and implementing a human resources strategy based on the dimensions of the four models, aligning and amending human resource management policies in a manner that achieves facilitation and facilitation of wages Categories according to staff in the performance of the strategic models of human resources management, development work harmoniously with the organizational agility environment.

Issues of human resources management in the enterprises of the machine-building complex of the Tyumen region

MATEC Web of Conferences ◽

10.1051/matecconf/201817001066 ◽

2018 ◽

Vol 170 ◽

pp. 01066 ◽

Cited By ~ 3

Author(s):

Victoria Lez’er ◽

Miroslava Gusarova ◽

Anna Kopytova

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Machine Building ◽

Enterprise Management ◽

Resources Management ◽

Industrial Enterprises ◽

Machine Building Complex

This article, the authors have considered theoretical-methodological and practical aspects of human resource management in the process of restructuring enterprises of the machine-building complex of the Tyumen region. Based on the study of the evolution of theories concerning the human factor in the economy, the systematization and generalization of the provisions contained therein, the system of categories in the field of human resource management is substantiated. The basic principles of such management have been identified and supplemented, the tasks facing the enterprise management have been clarified, new tools for human resource management have been proposed, to ensure the completeness, continuity and validity of the decisions made in the field of human resources management in the restructuring of industrial enterprises.

Reinventing Public Personnel Administration as Strategic Human Resource Management

Public Personnel Management ◽

10.1177/009102609302200406 ◽

1993 ◽

Vol 22 (4) ◽

pp. 565-578 ◽

Cited By ~ 7

Author(s):

Donald Klingner

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Work Force ◽

Public And Private ◽

Asset Development ◽

Position Management ◽

Personnel Administration

Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم الاقتصادية والإدارية والقانونية ◽

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 –

10.26389/ajsrp.d220620 ◽

2021 ◽

Vol 5 (1) ◽

Author(s):

Bader Yahya Alshahrani, Adullah Ali Alammar

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Statistical Significance ◽

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.

Impact of National Culture on International Human Resource Management

Economic Themes ◽

10.1515/ethemes-2016-0014 ◽

2016 ◽

Vol 54 (2) ◽

pp. 281-300 ◽

Cited By ~ 1

Author(s):

Biljana Đorđević

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

National Culture ◽

Resources Management ◽

Policies And Procedures ◽

Business Conditions ◽

The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

EMC Review - Časopis za ekonomiju - APEIRON ◽

10.7251/emc16153p ◽

2016 ◽

Vol 11 (1) ◽

Author(s):

Biljana Panić ◽

Jana Cvijić ◽

Nada Petrović

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Management Strategy ◽

Practical Knowledge ◽

Organizational Level ◽

Resources Management

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

Covid-19 and Human Resource Management: a study on Moldavia, Romania

10.31237/osf.io/9jvyd ◽

2021 ◽

Author(s):

Liam James

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

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.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

JMiE (Journal of Management in Education) ◽

10.30631/jmie.2020.51.1-6 ◽

2021 ◽

Vol 5 (1) ◽

pp. 1-6

Author(s):

Dedy Alamsyah ◽

A Khalik ◽

Dian Nisa Istofa

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Resources Management ◽

Qualitative Descriptive ◽

Education Personnel ◽

Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.