scholarly journals Conceptualising Islamic Human Resource Management Principles in the Context of Palestine

2020 ◽  
Vol 1 (2) ◽  
pp. 9-15
Author(s):  
Shaban Jamal Ayyat ◽  
Md. Faruk Abdullah ◽  
Bahyah Abdul Halim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
West Bank ◽  
Empirical Studies ◽  
Relevant Literature ◽  
The West ◽  
Current Trends ◽  
Primary Focus ◽  
Standard Practices

Purpose - The purpose of this study is to conceptualise Human Resource Management Principles in the context of Palestine by investigating the current and standard practices of Islamic HRM principles in the West Bank in Palestine. The primary focus is more on the implementation and awareness about Islamic HRM principles in the large institutions and organisations including governmental and non-governmental influential bodies like banks, universities, ministries and other key organisations. Approach – The paper takes the form of a qualitative approach based on an extensive review of relevant literature. It examines the different available research works and studies done in the field of HRM and Islamic Human resources in the West Bank in Palestine. It aims to summarise the current trends and possible future implications of the present behaviours and practices in the Palestinian organisations and their awareness about the importance of Islamic HRM. Findings – The reviewed literature reveals a considerable misunderstanding of the critical concepts of the Islamic HRM and a lack of awareness about their nature and importance to the organisations. Although most organisations claim that their practices are in line with the principles of Islam and they care a lot about fair treatment and honesty, nevertheless the reality is that the literature reveals a minimal implementation of these principles. Furthermore, the Israeli occupation has created many limitations on Palestinian organisations. Research limitations – The limitations that this study faced are the lack of data from primary resources and official data. Furthermore, there is a lack of research papers on Islamic HRM in the Palestinian context because of the limited resources and empirical studies in this area. Value –The study has an excellent value for decision-makers and policymakers in Palestine and shows them the importance of implementing Islamic HRM for their organisations

scholarly journals Challenges of Human Resource Management in Palestine

2021 ◽  
pp. 17-22
Author(s):  
Md. Faruk Abdullah ◽  
Shaban Jamal Ayyat ◽  
Bahyah Binti Abdul Halim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
West Bank ◽  
Relevant Literature ◽  
Daily Practice ◽  
Palestinian Authority ◽  
The West ◽  
Basic Functions ◽  
Israeli Occupation

The study investigated the challenges faced by the Palestinian Authority Institutions (PNA) in their practice of Human Resource Management. It adopted a qualitative approach based on a review of relevant literature to find out the major challenges handicapping the efforts to improve HRM in the West Bank in Palestine. The study reflected that with a specific focus on Palestine, the daily practice of HRM is a real challenge especially under the Israeli occupation and the different strategies Israel employs to destroy any improvement plans. The study showed that in the era of global technology, the Palestinian National Authority and its organisations in the West Bank are facing both internal and external challenges, namely the low organisational position of the management of human resources and its confinement to basic functions. In addition, the Procedural aspects, lack of planning and developmental aspects, and limitation of their practice in routine matters related to employment, calculation of salaries and dues, as well as follow-up and permits which constitute a significant challenge. Moreover, the external challenges include the Israeli occupation, which has a major role in these challenges as the occupation prevents public employees of different positions and deputies from reaching their workplaces by dividing the cities of Palestine, military checkpoints, and frequent arrests of ministers and legislators.

scholarly journals Impact of Information Technology on Human Resource Management Procurement Functions: A Case of A Nigerian University

2020 ◽  
Author(s):  
Isiaka Sulu Babaita ◽  
Amosa Jimoh Rafiu ◽  
Suleiman Ahmed Aremu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Studies ◽  
It Impacts ◽  
Initial Cost ◽  
Nigerian University ◽  
The University ◽  
Higher Institutions

Information Technology’s (IT) role in Human Resource Management (HRM) has attracted minimal interest and attention in the academia industry. The few empirical studies available did not examine the effect of IT on HRM on a comparative basis. Therefore, this study seeks to examine the nexus between IT and HRM procurement process in Nigerian Universities (education sector) with reference to the University of Ilorin. Other objectives are to:(i) examine the extent to which IT influences the HR procurement functions (ii) determine the nature of relationship that exist between/among IT tools and HR procurement functions. Questionnaire was served to the entire 50 members of the staff of the University HR department being census approach. Two hypotheses stated were tested using regression and correlation analysis. The findings revealed that IT has a significant effect on HR procurement functions and that IT tools and HR procurement functions are correlated. The study concludes that IT impacts strongly on HR Procurement activities. This study recommends that the management of Nigerian higher Institutions, inclusive of University of Ilorin, should consistently upgrade their HRIT software to cover a significant number of HR activities in line with the best HR practice as its long-term benefits exceed the pains of its initial cost.  

Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations

2019 ◽  
pp. 879-891
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Human Capital ◽  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Current Trends ◽  
Strategic Goals

This chapter describes the concept of strategic human resource management (SHRM), the concept of electronic human resource management (e-HRM), the importance of SHRM in modern organizations, and the current trends of organizational learning and knowledge management (KM) in modern organizations. SHRM is the strategic practice of attracting, developing, rewarding, and retaining employees with the important goal of increasing various benefits to both employees as individuals and organization as a whole. SHRM strategically utilizes organizational resources and talent within HR functions to make organizations more effective in the modern workforce. Organizational learning and KM allow for organizational employees to share knowledge and learn exactly what is relevant to their specific tasks toward encouraging human capital and knowledge creation. The chapter argues that promoting SHRM, organizational learning, and KM has the potential to enhance organizational performance and achieve strategic goals in modern organizations.

Rewarding Knowledge Workers

2011 ◽  
pp. 309-320
Author(s):  
Sofiane Sahraoui
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Customer Service ◽  
Knowledge Workers ◽  
Knowledge Work ◽  
Goods And Services ◽  
New Strategy ◽  
Intellectual Assets ◽  
Primary Focus

In a business environment characterized by digitization, globalization, mobility, workgroups, immediacy, and disintermediation (Tapscott, 1996), organizations have become ever more reliant on delivering maximum value to their customers to keep competitive. Knowledge workers using computing and communication technologies produce intangible goods and services. They represent the primary leverage through which organizations maximize the value offered to their customers. Leveraging the intellectual assets of knowledge workers should be the primary focus of planning processes where customer service systems are designed along with accompanying IT solutions. Knowledge work will require new forms of management and, implicitly, a new strategy for human resource management (Collins, 1998). Consequently, human resource management is increasingly trying to reinvent itself around the emerging concepts of knowledge work and core competencies (Lawler, 2000).

scholarly journals On a Silk Military Colour of Russia during Peter I

2017 ◽  
Vol 13 (8) ◽  
pp. 176
Author(s):  
Miao SU ◽  
Feng ZHAO ◽  
Rulin YANG
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Pattern Analysis ◽  
Comprehensive Analysis ◽  
University Graduates ◽  
The West ◽  
Intrinsic Rewards ◽  
Russian Military ◽  
Silk Fabrics

This paper studies a silk military colour during the reign of Tsar Peter I in the collection of the Swedish Army Museum, discussing the colour from the perspectives of several aspects including the background, the shape and form, the decorative theme, the fabric variety and the silk pattern. Analysis and researches on the fabric weave and pattern are the main focuses of this paper and the recovery of the fabric’s pattern is also included. And on the basis of physical research, combining with the comprehensive analysis of the wars and the style of the colour, the authors identify that these silk fabrics used for the Russian military colour are Chinese satin damask of late Ming and early Qing dynasties. d intrinsic rewards were strongly related to OC. Especially, intrinsic rewards had the strongest association with OC. These findings suggest that the antecedents of OC in Vietnam are different from those in the West and China. The comparison between university graduates and others showed that fatigue and autonomy had stronger influence on OC in university graduates than in others. Discussions and implications concerning human resource management in Vietnam are offered.

The Oxford Handbook of Human Resource Management

2009 ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
High Performance ◽  
Industrial Relations ◽  
Industrial Psychology ◽  
Teaching And Research ◽  
Current Trends ◽  
Performance Teams

The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals for managers at all levels in organizations. The text is divided into four parts: foundations and frameworks; core processes and functions; patterns and dynamics; and finally measurement and outcomes.

scholarly journals Framework for Exploring Fit and Flexibility in Strategic Human Resource Management in Jordanian Telecommunication Companies

2020 ◽  
Vol 5 (1) ◽  
Author(s):  
Hisham Abdul Kareem Shaheen ◽  
Ahmad Ali Almohtaseb
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Studies ◽  
Business Environment ◽  
Strategic Human Resource Management ◽  
Strategic Flexibility ◽  
Telecommunication Sector ◽  
Telecommunication Companies ◽  
Telecommunications Companies

The Fit and flexibility is now very imperative for an effective strategic human resource management.  Theoretical and empirical studies however could not agree on a single framework to accommodate both of its concepts (orthogonal and complimentary) to solve human resource management issues globally. The lack of a framework is a concern because there are still pertinent issues relating to human resource management specifically in Jordan. The purpose of this study was to carry out a conceptual framework to explore the fit and flexibility concept in strategic human resource management in Jordanian Telecommunication companies. This study suggests that emphasis should be placed on strategic flexibility in a dynamic sector like the Jordanian telecommunication sector to improve their productivity, performance and achieve a competitive advantage. Also, Jordanian Telecommunications companies' strategic flexibility will be achieved only if they rely on developing innovative and sustainable HR practices to stay competitive in their rapidly changing and dynamic business environment.

scholarly journals Identification of Some Research Gaps in Green Human Resource Management

2020 ◽  
Vol 13 (12) ◽  
pp. 63
Author(s):  
Hewapathirana, R. A. ◽  
Opatha, H. H. D. N. P. ◽  
Prasadini Gamage
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Empirical Studies ◽  
Research Strategy ◽  
Future Research ◽  
Extensive Literature ◽  
Research Gaps ◽  
Green Human Resource Management

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

MENINGKATKAN KINERJA PERUSAHAAN DENGAN MENERAPKAN KONSEP MANAJEMEN SUMBER DAYA MANUSIA STRATEGIK DALAM MENYONGSONG PERSAINGAN GLOBAL

2020 ◽  
Vol 1 (2) ◽  
pp. 73-82
Author(s):  
Kadar Nurjaman ◽  
Ajam Mustajam ◽  
Syaifuddin Syaifuddin ◽  
Yusniar Lubis ◽  
Yusuf Abadi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Best Practice ◽  
Empirical Studies ◽  
Strategic Human Resource Management ◽  
Company Performance ◽  
Global Era ◽  
Research Problems

The concept of Strategic Human Resource Management has been a very important topic since the late 1980s. A company, if it wants to succeed in the competition in this global era, must be able to make human resource management plans that are capable and responsive to changes in world business in the future (strategic). This research aims to explain the concept of strategic human resource management (MSDMS) in an effort to contribute to company performance. MSDS research using a qualitative approach by using a literature review in presenting theories about research problems that are currently being carried out. There are two things that are analyzed in the concept of strategic human resource management (MSDMS). First, the relationship between HR strategy, HR practice and organizational performance is reviewed. As a result, the best practice approach has been used and yields useful results comparatively to the contingency approach and the configurational approach. Second, intervening factors and the causal relationship between HRM practice and organizational performance are analyzed. Retention results and multiple factors are found and placing too much control on causal relationships is unrealistic in empirical studies.

How to attract and retain the best in government

2008 ◽  
Vol 74 (4) ◽  
pp. 637-652 ◽  
Author(s):  
Pan Suk Kim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Policy Implications ◽  
Negative Consequences ◽  
Current Trends ◽  
The World ◽  
New Ideas ◽  
Hr Managers ◽  
Employer Of Choice

The purpose of this article is to discuss challenges and strategies of attracting and retaining the best in government, particularly from the perspective of government in developing countries or transitional economies. This article will first touch briefly on the technical and practical issues of how to attract and retain the best, followed by an elaboration of current trends in human resource management (HRM). It will also look at a case of the Korean experience on HRM, followed by discussion of the theoretical and policy implications on HRM. Various kinds of best practices and new ideas are available through diverse venues around the world, but it is difficult to determine what really works for whom and how. It is not feasible to apply the same reform strategy to all countries. The challenge is, therefore, to find out what is applicable to the specific country; and how things can be applied while minimizing negative consequences. Points for the practitioners Under rapidly changing circumstances around the world with increasing pressure on performance and innovation in government, old-fashioned personnel management must be significantly transformed, in order to attract and retain the best in government as well as to win the war for talent. Thus HR managers should initiate far-reaching, much needed change in talent management in terms of how they source, attract, select, train, develop, retain, promote, and move employees through the organization. In order to make government the model employer of choice, HR managers need to make a new Copernican transition in finding a new way of human resource management.

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