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 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 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.

A1. International Crisis Group (ICG), Report on the Palestinian Authority under Israeli Occupation, Amman and Brussels, 28 September 2004 (excerpts)

2005 ◽  
Vol 34 (2) ◽  
pp. 193-199
Keyword(s):  
Political Parties ◽  
West Bank ◽  
Law And Order ◽  
Informal Networks ◽  
Palestinian Authority ◽  
The West ◽  
National Elections ◽  
International Crisis ◽  
International Crisis Group ◽  
Israeli Occupation

The ICG's 36-page report, ““Who Governs the West Bank? Palestinian Administration under Israeli Occupation,““ is based on months of research in the West Bank by a team of analysts. It covers not only the Palestinian Authority and its affiliated institutions and forces, but also the informal networks, political parties and movements, and the issues of law and order and the prospects for local and national elections. The following excerpts concern the PA and the al-Aqsa Martyrs Brigade. Footnotes have been omitted for reasons of space. The entire report can be found at www.icg.org.

scholarly journals Draft Methodology of the Age Management Implementation in Human Resource Management in a Transport Company

2021 ◽  
Vol 14 (4) ◽  
pp. 183
Author(s):  
Martina Hlatká ◽  
Ondrej Stopka ◽  
Ladislav Bartuška ◽  
Mária Stopková ◽  
Daniela N. Yordanova ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Ability ◽  
Relevant Literature ◽  
Careful Consideration ◽  
Recruitment Strategy ◽  
Management Approach ◽  
Negative Consequences ◽  
Work Ability Index

At present, companies should definitely be able to adapt to their environment. It entails being able to successfully predict and eliminate flaws and undesirable steps which may result in negative consequences. It can only be executed by careful consideration of three basic enterprise’s components which comprise the following: material resources, financial resources and human resources. An effective corporate coordination and human resource management is a cornerstone of the enterprise’s success while these components are of the same importance to this success. To this end, the aim of this manuscript is to design innovative recruitment procedures when using age management approach for a specific transport company; in particular, its human resource management is taken into consideration. In the initial parts of the manuscript, an analysis of quantitative and qualitative data is performed, wherein introduction into the addressed subject, relevant literature review, as well as description of utilized data and methods within the conducted research are elaborated. Consequently, in a case study section, the Work Ability Index (WAI) method is used to focus on the chosen group of employees in order to profoundly investigate their work abilities. The very examination of employees’ life cycle encompasses multiple age categories and measures a decrease in their work ability level. As for the ensuing (final) parts of the manuscript, a thorough evaluation of results obtained, appropriate discussion and, last but not least, conclusion section are compiled, in which the most imperative findings of the performed investigation are comprehensively summarized. Following the above, the purpose of this study is to compile a novel methodological procedure in terms of using the principles of age management in human resource management; specifically, in an opted transport company, and thus helping towards more effective and sustainable corporate recruitment strategy.

scholarly journals International human resource management and organizational learning

2005 ◽  
Vol 50 (167) ◽  
pp. 171-198
Author(s):  
Biljana Bogicevic-Milikic ◽  
Ana Aleksic
Keyword(s):  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Human Resource ◽  
Transfer Of Learning ◽  
Relevant Literature ◽  
Global Market ◽  
Global Companies ◽  
Important Challenge ◽  
International Hrm

Global companies are pressed by the need to simultaneously manage globally since they consider the whole world as their own market, and locally, because the global market consists of various different and weakly connected market segments. The need to be global and local at the same time presents, perhaps the most important challenge for management of global companies in 21st century. Searching this balance presents also an important challenge for human resource management (HRM), regarding the ways of accomplishing it. HRM is expected to contribute to achievement of global competitive advantage worldwide efficiency, local responsiveness, as well as transfer of learning within global organizations. The transfer of learning gains on its importance as many authors see it as the main motive of establishing global companies. However, regardless of recognized significance of organizational learning for global companies, international HRM literature simply lacks studies related to transfer of learning, recommendations about how to develop this organizational ability, how to improve it and measure, and how to provide permanency of the learning process. Therefore, the aim of this paper is through reviewing the relevant literature, to shed light on different aspects of the responsiveness-integration paradigm and its implications on the transfer of learning in global companies.

scholarly journals A Conceptual Model for Green Human Resource Management: Indicators, Differential Pathways, and Multiple Pro-Environmental Outcomes

2020 ◽  
Vol 12 (17) ◽  
pp. 7089 ◽  
Author(s):  
Engin Ari ◽  
Osman M. Karatepe ◽  
Hamed Rezapouraghdam ◽  
Turgay Avci
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Conceptual Model ◽  
Human Resource ◽  
Social Exchange ◽  
Environmental Sustainability ◽  
Relevant Literature ◽  
Future Research ◽  
Environmental Behaviors ◽  
Green Human Resource Management

There is a growing awareness of green human resource management (GHRM) in the environmental sustainability research in hospitality and tourism literature. The extant literature also delineates review studies about GHRM. Despite the existence of these studies, there is still a paucity of research about a parsimonious model that includes the underlying mechanisms linking GHRM to multiple pro-environmental behaviors. In view of such a gap, using the ability-motivation-opportunity framework, social exchange theory, social information processing and reformulation of attitude theories, and the happy-productive thesis as the theoretical underpinnings, our study proposes a conceptual model of GHRM. Specifically, our study links GHRM to organizationally valued pro-environmental behaviors such as task-related pro-environmental behaviors, proactive pro-environmental behaviors, green recovery performance, and green voice behavior through the mediating roles of work engagement and job satisfaction. In addition, our search of the relevant literature highlights eight indicators of GHRM such as green selective staffing, green training, green empowerment, green rewards, green career opportunities, green teamwork, green work-life balance, and green participation in decision making. Theoretical contributions and avenues for future research are discussed in the paper.

scholarly journals Human Resource Management in Sports: A Critical Review of its Importance and Pertaining Issues

2016 ◽  
Vol 69 (1) ◽  
pp. 15-21 ◽  
Author(s):  
Ranjan Kumara Weerakoon
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Relevant Literature ◽  
Resource Planning ◽  
Strategic Human Resource Management ◽  
Sports Management ◽  
Efficient Operation ◽  
Human Resource Planning

AbstractThis paper will illustrate the meaning and importance of human resource management (HRM), human resource planning, and strategic human resource management, which are critically important for an organization’s effectiveness and must be effectively managed (Doherty, 1998). This study used the literature review method to acquire its final results. The relevant HRM literature review was done according to the purpose of the study. It used the purposive random sample method for selecting relevant literature. This study shows the current economic environment in the sports industry; the second part of the study critically analyzes the value of the strategic management of employees for the effective and efficient operation of sports organizations. It also critically evaluates human resource planning and other pertinent issues in terms of legislation, recruitment, selection, training, induction, and reward management from different international examples in sports management. Over the past few decades, increasing competition, globalization, and continuous changes in the market and in technology have emphasized the need to rethink the management of the organization and of human resources for the sake of overcoming significant challenges (Taylor et al., 2006). Therefore, managers should use strategic human resource management to overcome significant issues and to form well-planned strategies so that the organization may succeed.

scholarly journals Employment of people with disabilities: Implications for HR management practices

2007 ◽  
Vol 7 (1) ◽  
Author(s):  
P. Gida ◽  
K. Ortlepp
Keyword(s):  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Best Practice ◽  
Management Practices ◽  
Relevant Literature ◽  
People With Disabilities ◽  
Legal Compliance ◽  
Human Resource Management Practices

Purpose: The purpose of this paper is to, firstly, present the findings of an empirical study in which the human resource management practices associated with the employment of people with disabilities were investigated. The human resource management challenges related to employment of people with disabilities were also identified in the empirical study and are presented in this paper. A further purpose of this paper is to propose a number of recommendations focused on human resource management practices and principles aimed at assisting managers and human resource management specialists in their endeavours to effectively deal with the employment of people with disabilities. Design/Methodology/Approach: This paper is based on an empirical study in which interviews were conducted with respondents from 19 different organisations identified in the Financial Mail's 'Top 100 Organisations in South Africa' list. Findings: The findings from the empirical study suggest that very few organisations are dealing with the employment of people with disabilities as a priority in their equity strategies. Where attention is being given to this issue, respondents seem to either address it as a legal compliance issue or a social responsibility 'project'. Furthermore, very little has been done to review current human resource management practices to determine whether they are discriminatory towards people with disabilities. Based on the insights gained from these findings and in line with best practice principles identified in the relevant literature, a number of recommendations focusing on human resource management practices and principles in relation to the employment of people with disabilities are proposed. Implications: This paper provides a number of practical steps to consider as part of an organisation's response to equity strategies related to the employment of people with disabilities.Originality/Value: In the Employment Equity Commission's Annual Report (2003-2004), it is noted with concern that there is no indication of real change being achieved in the employment of people with disabilities. Furthermore, there is a dearth of empirical research in this field and thus the exploration of issues related to the employment of people with disabilities is clearly an area requiring urgent attention in terms of South Africa's transformation agenda.

The Palestinian zakat committees 1993–2007 and their contested interpretations

2016 ◽  
Author(s):  
Jonathan Benthall
Keyword(s):  
West Bank ◽  
Central Control ◽  
Palestinian Authority ◽  
The West ◽  
Community Based ◽  
Grass Roots ◽  
Hard Evidence ◽  
West Bank And Gaza ◽  
Islamic Resurgence ◽  
Israeli Occupation

This chapter was published in 2008, shortly after the decision of the Palestinian Authority in the West Bank to reorganize some 90 zakat committees and bring them under central control. The chapter (originally published by the Graduate Institute of International and Development Studies, Geneva) set out to review competing interpretations of the nature of the West Bank committees during the “Oslo period”, after limited autonomy was ceded by Israel to the Palestinian Authority but before the split between the West Bank and Gaza which took place in 2007. Allegations in the counter-terrorist literature that the zakat committees had been simply fronts for Hamas are considered here and found to be unpersuasive, short of hard evidence and especially in the light of the confidence that – according to reputable opinion surveys – they earned from the Palestinian public. A more benign interpretation is offered in this chapter – that these zakat committees were a result of the “Islamic resurgence” and were typically grass-roots, community based organizations that were beginning to tap into the international aid system, in response to urgent humanitarian needs and the pressures inflicted by the Israeli Occupation.

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