Proposing an Integrative Model for Reshoring Antecedents

2019 ◽  
pp. 193-212
Author(s):  
Joel Pedroso Vaz ◽  
Ana Maria Soares ◽  
José Carlos M. R. Pinho ◽  
Susana Costa e Silva
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Integrative Model ◽  
Manufacturing Processes ◽  
Comprehensive Model ◽  
Managerial Implications ◽  
One Step ◽  
Strategy Innovation ◽  
The Impact

The economic reasons that dictated offshoring for countries such as China are vanishing. Customers are increasingly demanding and more informed about the origin and methods of production of the products they buy, and governments are realizing the impact of manufacturing. This new reality is encouraging many companies to relocate their activities and, in some stances, returning manufacturing processes back to their home countries. This rather recent process, known as reshoring poses challenges of all kind with managerial implications in logistics, marketing, strategy, finances, commercial strategy, innovation, and human resources management. Reshoring antecedents are fundamental concepts for the understanding of the sources that may conduct those activities back home. This chapter takes one step in this direction and proposes a comprehensive model of the antecedents of reshoring that can be applied to a specific industry or sector. In particular, the authors examine the important role of economic, marketing, and social/political antecedents.

scholarly journals The Role of Human Resources Management Towards Healthcare Providers Retention during Covid-19 Pandemic in Egypt

2021 ◽  
Vol 14 (8) ◽  
pp. 67
Author(s):  
Ashraf Elsafty ◽  
Mohammad Ragheb
Keyword(s):  
Human Resources ◽  
Intrinsic Motivation ◽  
Significant Role ◽  
Human Resources Management ◽  
Healthcare Providers ◽  
Past Research ◽  
Resources Management ◽  
The Past ◽  
The Impact

HRM has a significant role in motivating the employees and ensuring that every employee is satisfied with the HR practices. Healthcare providers have been facing stress and depression especially in Egypt, due to COVID-19. In this country, the healthcare providers are looking for alternatives to achieve satisfaction as COVID-19 has affected their jobs, salaries, incentives, and bonuses. The past studies have focused on assessing the HRM’s role in employee retention and satisfaction during the COVID-19 pandemic in Egypt. The past research discussed the impact of motivation, incentives, and rewards on the employees’ motivation. This study focused on evaluating the role of HRM towards the healthcare providers' retention during COVID-19 in Egypt. This study relied on the quantitative approach for achieving the findings and conclusion. The sample size of the study involved 120 healthcare providers working in different hospitals. The results revealed that intrinsic motivation, rewards, incentives, monetary benefits, and non-monetary benefits have an essential role in maintaining the healthcare providers during COVID-19. It is concluded that HR can play a significant role in retaining key healthcare providers in COVID-19. The elements including intrinsic motivation, incentives, non-monetary, and monetary benefits can play a significant part in retaining healthcare providers. HR departments should focus on releasing salaries on time, providing specific bonuses, and providing incentives to healthcare providers whenever they perform at their best level.

scholarly journals The Impact of Human Resources Management on Job Involvement. The Mediating Role of Vertical Trust

2018 ◽  
Vol 18 (2) ◽  
pp. 34-45
Author(s):  
Dagmara Lewicka ◽  
Monika Pec
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Job Involvement ◽  
Psychological Needs ◽  
Medium Size ◽  
Resources Management ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

Abstract The purpose of the study was to identify the relationship between Human Resources Management system (HRM system), vertical trust, and job involvement. This type of involvement in work is considered very important for an organisation because it affects the added value generated employees. It is also associated with the well-being felt by individuals and testifies to the satisfaction of their psychological needs. The study was conducted on a group of 227 employees of large and medium-size entities. The application of the Structural Equation Modelling (SEM) made it possible to confirm the relationship between the HRM system and job involvement with the mediating role of vertical trust in the examined relationship. In order to verify to what extent the job involvement variation can be explained by the HRM system, a multi-dimensional linear regression analysis was applied.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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