scholarly journals Importance of Motivation and Work Pay of Young Employees in the Value Creation Chain of a Business Company: Assessment of Changes in and Formation of Expectations

2017 ◽  
Vol 15 (2) ◽  
pp. 211-226
Author(s):  
Laura Pilukienė
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Work Productivity ◽  
Special Focus ◽  
Successful Operation ◽  
New Employees ◽  
Resources Management ◽  
Quality Of Products ◽  
A Company

As business companies compete in the market and seek to acquire a competitive advantage, one of the most important factors is well-motivated employees who are satisfied with their job. The success of companies operating in various sectors is determined by the quality of products, while the quality is ensured by qualified employees having appropriate skills and knowledge, whose work should be appreciated by monetary work pay established based on reasonable and clear criteria as well as other means of motivation. The process of human resources management in a business company places an ever-growing importance on the development of competences of employees, strengthening of cooperation, empowerment of employees as well as their work pay and motivation in order to achieve an employee’s work quality and productivity, satisfaction of customer needs and successful operation of a company. In the process of the company’s human resources management, special focus should be given to the satisfaction of the expectations and needs of new employees (who are usually young and inexperienced) as well as their integration, which ensures the generation of new and creative ideas in the company and, at the same time, high quality of products and work productivity.

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

scholarly journals SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?

2021 ◽  
Vol 30 (30 (1)) ◽  
pp. 353-361
Author(s):  
Marie-Pier Côté ◽  
Doina Muresanu
Keyword(s):  
Human Resources ◽  
Relationship Quality ◽  
Social Identity Theory ◽  
Methodological Approach ◽  
Human Resources Management ◽  
Employment Relationship ◽  
Comparative Case Study ◽  
Resources Management ◽  
Social Organizational

This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.

scholarly journals MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Biljana Panić ◽  
Jana Cvijić ◽  
Nada Petrović
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategy ◽  
Practical Knowledge ◽  
Human Resources Management ◽  
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.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
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.

scholarly journals PECULIARITIES OF THE HUMAN RESOURCES MANAGEMENT PROCESS IN SERVICE ORGANIZATIONS - RESEARCH RESULTS

2020 ◽  
pp. 457-484
Author(s):  
Tijana Savić Tot ◽  
◽  
Vilmoš Tot ◽  
Marija Runić Ristić ◽  
Maja Aleksić ◽  
...  
Keyword(s):  
Quality Of Service ◽  
Human Resources ◽  
Human Resources Management ◽  
Business Environment ◽  
Service Organizations ◽  
Service Process ◽  
Management Process ◽  
Resources Management ◽  
Advantages And Disadvantages

Service organizations have, over the years, been constantly faced with increasing customer demand, growing competition, digitalization, and numerous changes in the business environment to which they must adapt in order to survive in the marketplace. As the main specificity of service organizations is reflected in the “intangibility” of their services, for customers who are participants in the service process and for employees who directly depend on the quality of service, service process and customer satisfaction, defining appropriate activities of Human Resources Management process, which manages employees, undoubtedly represents a priority that provides a competitive advantage. This paper will present the results of the research on the characteristics of eight selected sub-processes in the process of Human Resource Management in service versus production organizations of Rasina district, in order to define their specifics and point out their advantages and disadvantages.

scholarly journals Trends in the formation of state policy in the human resources management in public and local government authorities of Ukraine

2020 ◽  
Vol 45 (2) ◽  
pp. 168-172
Author(s):  
Iryna Gusak
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Public Service ◽  
State Policy ◽  
Professional Competence ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Public Authorities ◽  
Resources Management

This article substantiates the essence and problems of state policy in the human resources management in public and local government authorities of Ukraine. The quality of specialist training for work in public and local government authorities is analyzed and the ways to improve the level of personnel professional competence are determined. The main problems of human resources management in the system of public authorities are covered. They are adaptation of state policy in the human resources management, increase in the demands and responsibility of the civil servant for the quality of tasks performed, etc. The purpose of the human resources management is to provide personnel, organize its effective use, professional and social development. Therefore, the task of this article is to determine the main directions of restructuring the human resources to improve the functioning, to expand the functional responsibilities of employees of relevant services, to increase their independence in solving problems of human resources management. The unresolved parts of the general problem are considered: the creation of a professional institute of public service; ensuring its effectiveness; the issue of improving the functioning of human resources of public authorities in Ukraine given modern achievements of the theory and practice of human resources management remains relevant. The changes in human resources in public authorities for the purpose of modernization of the legislation of Ukraine on public service and service in local government authorities are studied. The directions of improving the modern management system in public authorities to form the effective public policy are proposed.

scholarly journals IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KUALITAS PENDIDIKAN DI PAUD PELANGI BUNDA KOTA METRO

2019 ◽  
Vol 3 (01) ◽  
pp. 98
Author(s):  
Era Margaretha
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Learning Motivation ◽  
Quality Education ◽  
Educational Institutions ◽  
Quality Of Education ◽  
Resources Management ◽  
Childhood Education ◽  
Management Quality

Early childhood education (PAUD) Pelangi Bunda is one of the educational institutions that is very concerned about human resources, especially in an effort to prosper his life. Teachers as human resources are an important component in school organizations. The quality of human resources can be a support for the creation of quality education. However, quality human resources will not run as it should if it is not supported by sufficient financial. Therefore, Human Resources Management in PAUD Pelangi Bunda must be done well in order to improve the quality of education. learning motivation of learning citizens / communities.Keywords: Human Resource Management, Quality of Education

scholarly journals PENGELOLAAN DIVERSITAS KARYAWAN DALAM MEMBANGUN KEUNGGULAN KOMPETITIF

1970 ◽  
Vol 14 (1) ◽  
Author(s):  
Sri Lestari
Keyword(s):  
Human Resources ◽  
Total Quality Management ◽  
Human Resources Management ◽  
Total Quality ◽  
Business World ◽  
Resources Management ◽  
Scarce Resources ◽  
Competitive Edge ◽  
The Face ◽  
A Company

This article entitled management diversity of employees to develop competitive advantage. Currently the business world increasingly tight competition. The company increasingly hard in fighting over scarce resources and consumers. The competition took place at both levels local, regional, national and international level. Companies are able to compete will be the winner in the competition. In the face of environmental conditions that increasingly erratic company should be able to operate optimally, that by having the competitive edge. Diversity can give you an advantage for the company especially in serving customers who are also diverse. HUMAN RESOURCES company that came from many different backgrounds have the talent of individuals and different experiences so that it can give you different ideas and can serve a diverse market anyway. It is certain that the diversity of employees at a company many benefits, however it is not denied that the diversity also poses many challenges. human resources management should plan and manage their employees being multiform in such a way that would give maximum performance for the company .To create this company should apply the principle of total quality management and Total Quality Control in managing their employees.

IT Governance and Human Resources Management: A Framework for SMEs

2013 ◽  
Vol 4 (3) ◽  
pp. 40-57 ◽  
Author(s):  
Helena Garbarino-Alberti
Keyword(s):  
Human Resources ◽  
Simple Structure ◽  
Human Resources Management ◽  
It Governance ◽  
Lessons Learned ◽  
Resources Management ◽  
Material Resources ◽  
It Human Resources

Information Technology (IT) plays an important role in organizations, particularly in small and medium-sized enterprises (SMEs). These firms have a simple structure with less specialized tasks and tight human, financial and material resources, so it is particularly important to use an appropriate IT governance framework (ITG) to such enterprises. This paper shows the results of applying an ITG framework designed for SMEs in a case study focused on IT Human Resources (IT HR) and the lessons learned. Conclusions highlight the importance of the quality of IT HR along with the key role played by related enterprise policies.

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