Approaches and Concepts to Restructuring Human Resources Management Functions

2009 ◽  
pp. 48-55
Author(s):  
Peter M. Wald ◽  
Rainhart Lang
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Strategic Role ◽  
The Subject ◽  
Hr Managers ◽  
Management Functions ◽  
Hr Function ◽  
Practical Field

Nowadays, most human resources (HR) managers are confronted with cost pressure, the demand for offering “high-quality-HR services” and the necessity for strategic contributions (Hewitt, 2004). Human resource management (HRM) with its current structures and tools is often unable to completely fulfill these requirements. Therefore, a strong need for reorganization of HR as a function is obvious. In the last few years, many efforts have been undertaken by HRM practitioners to re-structure HRM at the level of organizations as reflected in surveys or case studies from leading firms. Examples can be found in Som (2003) and Fairbain (2005). Moreover, the restructuring of the HR function has been the subject of a broad discussion among scientists and researchers in the field of management (Becker & Huselid, 1999; Caldwell, 2003, 2004; Truss, Gratton, Hope-Hailey, Stiles, & Zaleska, 2002). It is remarkable that this discussion has mainly focused on the strategic role of HRM (Lawler III, 2005), and consultants in the practical field have particularly given advice to improve the quality of HR services (Hewitt, 2004; Towers Perrin, 2005). A more complex view on the restructuring of HRM is rarely to be found.

Approaches and Concepts to Restructuring Human Resources Management Functions

2011 ◽  
pp. 2120-2129
Author(s):  
Peter M. Wald ◽  
Rainhart Lang
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Strategic Role ◽  
The Subject ◽  
Hr Managers ◽  
Management Functions ◽  
Hr Function ◽  
Practical Field

Nowadays, most human resources (HR) managers are confronted with cost pressure, the demand for offering “high-quality-HR services” and the necessity for strategic contributions (Hewitt, 2004). Human resource management (HRM) with its current structures and tools is often unable to completely fulfill these requirements. Therefore, a strong need for reorganization of HR as a function is obvious. In the last few years, many efforts have been undertaken by HRM practitioners to re-structure HRM at the level of organizations as reflected in surveys or case studies from leading firms. Examples can be found in Som (2003) and Fairbain (2005). Moreover, the restructuring of the HR function has been the subject of a broad discussion among scientists and researchers in the field of management (Becker & Huselid, 1999; Caldwell, 2003, 2004; Truss, Gratton, Hope- Hailey, Stiles, & Zaleska, 2002). It is remarkable that this discussion has mainly focused on the strategic role of HRM (Lawler III, 2005), and consultants in the practical field have particularly given advice to improve the quality of HR services (Hewitt, 2004; Towers Perrin, 2005). A more complex view on the restructuring of HRM is rarely to be found.

Pengembangan Minat Baca Peserta Didik : Studi Peran Kepala Sekolah

2018 ◽  
Vol 2 (2) ◽  
pp. 84
Author(s):  
Fahrurrrazi Fahrurrrazi
Keyword(s):  
Descriptive Analysis ◽  
Field Research ◽  
Learning Ability ◽  
Analysis Technique ◽  
Role Of Principal ◽  
Strategic Role ◽  
Management Functions ◽  
Reading Interest

Penelitian ini dilatarbelakangi oleh fenomena minat baca siswa dan pengaruh minat baca terhadap pertumbuhan kemampuan belajar siswa pada jenjang-jenjang pendidikan selanjutnya. Kepala sekolah sebagai lokomotif perkembangan mutu pendidikan memiliki peran strategi bagi pengumbuhan dan pengembangan minat baca peserta didik. Penelitian ini bertujuan untuk mengetahui peran kepala madrasah sebagai edukator, manajer, dan innovator dalam pengembangan minat baca peserta didik di MIT Nurul Islam Kota Semarang. Penelitian ini merupakan penelitian kualitatif lapangan, data dikumpulkan melalui observasi, wawancara, dokumentasi dan triangulasi, serta dianalisis dengan teknik analisis deskriptif. Hasil penelitian ini menunjukkan bahwa: 1) Peran kepala madrasah sebagai edukator dalam pengembangan minat baca peserta didik meliputi meliputi tiga pembinaan, yakni pembinaan mental dan moral, serta pembinaan artistik. 2) Peran kepala madrasah sebagai manajer dalam pengembangan minat baca peserta didik di MIT Nurul Islam meliputi penerapan fungsi-fungsi manajemen dengan didasarkan pada pada kerjasama dengan USAID dan UIN Walisongo Semarang. 3) Peran kepala madrasah sebagai innovator dalam pengembangan minat baca peserta didik di MIT Nurul Islam Kota Semarang meliputi inovasi strategi, pola pikir (mindset) dan struktur. Abstract This research is motivated by the phenomenon of reading interest of students and the influence of reading interest on the growth of students' learning ability in the next level of education. The principal as a locomotive of the development of the quality of education has a strategic role for the growth and development of reading interest of learners. This study aims to determine the role of principal as an educator, manager, and innovator in the development of reading interest of learners in MIT Nurul Islam Semarang City. This research is a qualitative field research, data collected through observation, interview, documentation and triangulation, and analyzed by descriptive analysis technique. The results of this study indicate that: 1) The role of principal as an educator in the development of reading interest of learners includes three activities are coaching, namely mental and moral coaching, and artistic coaching. 2) The role of principal as manager in the development of reading interest of learners at MIT Nurul Islam covers the application of management functions based on cooperation with USAID and UIN Walisongo Semarang. 3) The role of principal as innovator in the development of reading interest of learners at MIT Nurul Islam Semarang City includes innovation strategy, mindset, and structure.

scholarly journals HRM in Brazil: an institutional approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wilson Aparecido Costa de Amorim ◽  
Marcus Vinicius Gonçalves da Cruz ◽  
Amyra Moyzes Sarsur ◽  
André Luiz Fischer
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Labor Relations ◽  
Human Resources Management ◽  
National Level ◽  
Local Conditions ◽  
Content Type ◽  
Institutional Approach ◽  
The Subject ◽  
Hr Managers

PurposeThe purpose of this work is to comparatively study human resources management (HRM) areas in Brazil, at the national level, analyzing how companies considered labor market and labor relations aspects when building their strategies and when configuring people management models in place in the country (2014–2019), based on local conditions.Design/methodology/approachThe subject was approached through qualitative analysis, encompassing document survey, systematic literature review, specialists' panel discussions, eight focus groups (43 human resources [HR] managers), interviews (16 union members), applying institutional approach to people management.FindingsIn regards to labor market and unions, HR areas faced different conditions across Brazilian regions. They have dealt with those influences on their strategic and quotidian decisions in an unstructured fashion. HR areas remain constructed as traditional, adjuvant and far from strategic level. In the institutionalization process – normative isomorphism – a professional HR jargon use was identified. HR areas usually act in collective bargaining, resorting to specialized professionals or consulting companies. During the economic crisis, HR professionals' attitude had a reactive nature, responding to organizations leadership, with little dedication to the emerging context.Practical implicationsThis work enables important players like HR managers, union members and specialists in public policies to interpret the institutionalization phenomena of practices related to management, labor market and labor relations in the country.Social implicationsUnderstanding the effects of the relations among state, companies and unions allows the different power vectors, acting upon the institutionalization process of people management areas in the Brazilian case, to be outlined.Originality/valueThis study applies the institutional approach to understand the economic and social heterogeneity affecting organizations in Brazil. It enhances the knowledge on HRM areas scope and their articulation toward labor market and relations.

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 Strategic Human Resource Management in the Afghanistan Ministry of Mines and Petroleum: A Network Perspective

2019 ◽  
Vol 11 (14) ◽  
pp. 3830
Author(s):  
Latifi ◽  
Lim
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Public Organizations ◽  
Strategic Human Resource Management ◽  
Organizational Level ◽  
Strategic Hrm ◽  
Strategic Role ◽  
Decision Making Processes

The focus of this paper is to examine the strategic role of human resource (HR) management in organizational level goal-setting and decision-making processes and to determine how the Human Resources department collaborates with other departments or outside organizations to execute its practices both within and outside the Afghanistan Ministry of Mines and Petroleum (MoMP). In this study, social network analysis (SNA) is utilized to analyse the formation of networks for each practice of human resources management (HRM) in the Ministry of Mines and Petroleum. This research has found that although public organizations in Afghanistan lack a modern administrative system due to the unsuccessful implementation of administrative reform, some features of strategic HRM are apparent in the current HRM within public organizations in Afghanistan, particularly in the MoMP. This finding provides insight into the strategic HRM concept, which can contribute more than traditional HRM to improving the sustainability of the MoMP.

scholarly journals The Model of Green HRM in Improving Service Quality With OCBE and Organizational Commitment as Mediation In the Hospital of State-Owned Enterprises (Conceptual Framework)

2020 ◽  
Vol 20 (2) ◽  
pp. 171
Author(s):  
Asep Saifudin Memet ◽  
Ahmad Hidayat Sutawidjaya ◽  
Sugiyono Sugiyono ◽  
Havidz Aima
Keyword(s):  
Organizational Commitment ◽  
Service Quality ◽  
Human Resources ◽  
Conceptual Framework ◽  
Human Resources Management ◽  
Organizational Level ◽  
Environmental Aspects ◽  
Research Gap

<p>Hospitals today are not only socially managed but also as a health service business that considers aspects of service quality and environmental issues. Therefore, hospital human resources must be handled with Green Human Resources Management so that the quality of services becomes better not only from the business, social aspects but also from the environmental aspects. The role of Organizational Civilization Behavior for the Environment (OCBE) and Organizational Commitment is considered important as mediation. For this reason, this research will examine the Green HRM model in improving Service Quality with OCBE and Organizational Commitment as mediation in the Hospital of State-Owned Enterprises. This study answers the research gap of Green HRM research at the organizational level with more specific outcomes. This research also focused on Green HRM in hospital organizations to see its influence on service quality through OCBE and OC, which were rarely examined before. The application of the concept of Healthcare Service Quality (HEALTHQUAL) in the SQ Variable is also to support or deny the conceptual framework for which there is no empirical study when done in hospitals in Indonesia. Through the hypothesis of the research conducted can be in the form of a FrameWork concept as a basis for further research.</p>

scholarly journals Care Ethics Management and Redesign Organization in the New Normal

2021 ◽  
Vol 12 ◽  
Author(s):  
Silvio Carlo Ripamonti ◽  
Laura Galuppo ◽  
Sara Petrilli ◽  
Sharon Dentali ◽  
Riccardo Giorgio Zuffo
Keyword(s):  
Social Relationship ◽  
Care Ethics ◽  
Ethical Values ◽  
New Normal ◽  
Ethics Management ◽  
Protective Actions ◽  
Hr Managers ◽  
Hr Function

The pandemic period has placed the organizations in a state of great tension. It has generated a situation of confusion, lack of rules, and production-related criticalities that have called into question the very existence of many productive realities. This article aims to highlight the dimensions of care and ethics put in place by HR managers in COVID-19. The objective that animated the authors have focused on the HRM level of medium and large companies in Italy to highlight the protective actions toward people and the organization in the period COVID 19, highlighting what were the ethical values and actions of care put in place. In this article, we wanted to give voice to managers (N = 45, including 21 women and 24 men, aged between 40 and 55 years old) who had management tasks in their organizations by asking them to tell us how they dealt with the challenges imposed by the emergency. In the research, we start from a way of understanding workplaces understood as a “process of ongoing social relationship” within which the HR function is dedicated to the care of the quality of relationships. HR managers have to manage a complex role of mediating between the interests of people and employers by trying to find good mediations.

scholarly journals The Methodical Bases of Statistical Analysis of the Labor Market in Ukraine and the Role of HR Management in Improving the Quality of Human Resources

2020 ◽  
Vol 10 (513) ◽  
pp. 220-227
Author(s):  
I. O. Lazebnyk ◽  
◽  
Y. А. Аrnаutоvа ◽  
Keyword(s):  
Labor Market ◽  
Statistical Analysis ◽  
Human Resources ◽  
Human Resources Management ◽  
Hr Management ◽  
Labor System ◽  
Methodological Principles ◽  
Selection Of

The article discusses topical issues of peculiarities of labor market analysis in Ukraine, efficiency of use and improvement of quality of personnel potential at the enterprise. The article is aimed at forming the methodological principles of statistical analysis of the labor market in Ukraine and studying the role of HR management in improving the quality of personnel potential on the basis of the use of the formed system of indicators and a detailed analysis of the efficiency of work and selection of candidates at different enterprises and organizations. The necessity of analyzing the personnel potential of the enterprise is substantiated, which is due to the importance of identifying the conformity of the qualitative characteristics of the enterprise’s personnel to its labor system, as well as forecasting the possibility of expanding the potential of available workers. The peculiarities of application in HR management of HRM systems (human resources management system) and HRIS (human resources information system) are covered. The main functions of HR-information systems, such as identifying potential workers, maintaining accounts of available workers and creating programs for the development of talents and skills of personnel, have been defined and analyzed. The main tasks that HRIS systems help to solve are considered. For a statistical analysis of the quality of personnel potential and efficiency of HR management of the company in the sphere of recruitment, a system of statistical indicators was formed and proposed for use, the main indicators are the following: number of employees, turnover of personnel per year (per quarter), the average age of personnel in the company, the average duration of work in the company, etc. On the basis of international data, mechanisms for improving the model of selection of candidates are defined. In the course of statistical analysis of the labor market in Ukraine, on the basis of official data of the State Employment Service, the processes of selection of candidates were investigated, the number of unemployed by professional groups and the number of vacancies and the number of unemployed by types of economic activity were analyzed.

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