B2E Relationships, Intranets, and Competency Management

2009 ◽  
pp. 77-83
Author(s):  
Jorge Valdés-Conca ◽  
Lourdes Canós-Darós
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Information And Communication Technologies ◽  
Management Practices ◽  
Dynamic Task ◽  
Competency Models ◽  
Decision Making System ◽  
Management Approaches ◽  
Definition Of ◽  
Competency Management

Achieving success in today’s uncertain environment is a complex and dynamic task. Companies are forced to make keen decisions for survival, anticipating and even provoking the changes of the environment. In this context, the role played by the employees is the key to achieve such a goal. They are required to develop the adequate skills, attitudes, and behaviors for reaching excellent results in their daily tasks, in order to comply with the adaptation needs of the firm. For an efficient management of the staff, human resources (HR) managers may use several means. Two of most outstanding are the development of competency management practices and the implementation of information and communication technologies (ICT) to support business to employee (B2E) relationships. Regarding the former, current and trendy HR management approaches such as knowledge management or coaching are based in competency models (Fernández, 2005). As for the latter, the use of Web technologies has changed the way in which data and computational resources are brought to the desktop of the employees. Since Web based solutions are easy to establish (Power & Kaparthi, 2002), a plenty and quickly increasing number of resources can be made available in the intranet (Güntzer, Müller, Müller, & Schinmkat, 2007). The intranet’s main advantages are the increase in decision making efficiency and the decrease in the required time for internal and external communication. Both of these result in cutting down on coordination and communication costs, removing bottlenecks in the decision making system, and eliminating duplicated and routine administrative tasks. These positive effects could also be transferred onto human resource management (HRM) policies to lessen their subjectivity, with the help of a rigorous competency management system. This article presents a review and foundation for the design of an intranet for the development of B2E relationships, based in competency management theory as a means for transforming the firm’s HR into sources of competitive success. This proposal is the result of the authors’ research in competency-based HRM, after the HR models used in Spanish, American, or British companies. A stepwise methodology is outlined consisting of six stages: definition of objectives, data collection, intranet implementation, competency map analysis, competencies and job inventory preparation, and control of performance. Suggestions are provided for each stage on ways to leverage the strengths of the intranet application for enhancing the performance of human resources.

Sustainability in Information and Communication Technologies

2021 ◽  
pp. 375-396
Author(s):  
Clara Silveira ◽  
Leonilde Reis
Keyword(s):  
Information And Communication Technologies ◽  
Organizational Context ◽  
Management Practices ◽  
Communication Technologies ◽  
Software Systems ◽  
Organizational Strategies ◽  
The Sustainable Development ◽  
Information And Communication ◽  
Definition Of ◽  
The Impact

Information and communication technologies (ICT) can provide added value in an organizational context in order to enhance the definition of business support strategies. The purpose of the chapter is to focus on the contribution of ICT to implement a sustainability policy in the organizations, in the context of the sustainable development goals to improve cooperation and promote development. In this context, the principles of the Karlskrona Manifesto are applied to the development of software systems. The methodology focused on the literature review of the domain and on a case study, in order to analyze the impact of ICT as an engine of sustainability in organizations. The main conclusions focus on the analysis of the impact of established practices in organizations to design and develop sustainable software systems. The results point to a greater consciousness of the potential effects of software systems on sustainability, which will improve management practices, reducing the quantity of material to be recycled, and aligning organizational strategies with Green IT.

A framework to monitor sustainability in the grains industry

1999 ◽  
Vol 39 (5) ◽  
pp. 605 ◽  
Author(s):  
R. C. Dalal ◽  
P. Lawrence ◽  
J. A. Doughton ◽  
J. Walker ◽  
R. J. Shaw ◽  
...  
Keyword(s):  
Decision Making ◽  
Management Practices ◽  
Sustainable Use ◽  
Farming Systems ◽  
Sustainability Indicators ◽  
Catchment Management ◽  
Sustainable Farming ◽  
Best Management ◽  
Decision Making System ◽  
Land Water

Community awareness of the sustainable use of land, water and vegetation resources is increasing. The sustainable use of these resources is pivotal to sustainable farming systems. However, techniques for monitoring the sustainable management of these resources are poorly understood and untested. We propose a framework to benchmark and monitor resources in the grains industry. Eight steps are listed below to achieve these objectives: (i) define industry issues; (ii) identify the issues through growers, stakeholder and community consultation; (iii) identify indicators (measurable attributes, properties or characteristics) of sustainability through consultation with growers, stakeholders, experts and community members, relating to: crop productivity; resource maintenance/enhancement; biodiversity; economic viability; community viability; and institutional structure; (iv) develop and use selection criteria to select indicators that consider: responsiveness to change; ease of capture; community acceptance and involvement; interpretation; measurement error; stability, frequency and cost of measurement; spatial scale issues; and mapping capability in space and through time. The appropriateness of indicators can be evaluated using a decision making system such as a multiobjective decision support system (MO-DSS, a method to assist in decision making from multiple and conflicting objectives); (v) involve stakeholders and the community in the definition of goals and setting benchmarking and monitoring targets for sustainable farming; (vi) take preventive and corrective/remedial action; (vii) evaluate effectiveness of actions taken; and (viii) revise indicators as part of a continual improvement principle designed to achieve best management practice for sustainable farming systems. The major recommendations are to: (i) implement the framework for resources (land, water and vegetation, economic, community and institution) benchmarking and monitoring, and integrate this process with current activities so that awareness, implementation and evolution of sustainable resource management practices become normal practice in the grains industry; (ii) empower the grains industry to take the lead by using relevant sustainability indicators to benchmark and monitor resources; (iii) adopt a collaborative approach by involving various industry, community, catchment management and government agency groups to minimise implementation time. Monitoring programs such as Waterwatch, Soilcheck, Grasscheck and Topcrop should be utilised; (iv) encourage the adoption of a decision making system by growers and industry representatives as a participatory decision and evaluation process. Widespread use of sustainability indicators would assist in validating and refining these indicators and evaluating sustainable farming systems. The indicators could also assist in evaluating best management practices for the grains industry.

scholarly journals Anti-Crisis Personnel Management in the Modern Realities of Business Development

2020 ◽  
Vol 24 (1) ◽  
pp. 6-11
Author(s):  
Irina Abramova ◽  
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Crisis Management ◽  
Personnel Management ◽  
Management Practices ◽  
Negative Impact ◽  
Theory And Practice ◽  
Management Activity ◽  
Definition Of ◽  
Management Functions

Annotation. Introduction. The main problem of modern crisis management is associated with the lack of preventive crisis management practices of socio-economic systems, resulting in a set of emergency response measures: staff reductions, salary cuts, curtailment of training programs and staff development, which destroys the foundation of the organization – human capital. Purpose. At the same time, there are certain problematic and debatable points in terms of the formation of anti-crisis management of human resources in terms of theory and practice. Results. Accordingly, the article forms approach to the interpretation of the concept of crisis management of personnel in terms of discussion aspects such as definition, elements, principles and functions, stages. It is determined that anti-crisis personnel management is considered in terms of preventive, reactive and comprehensive approach depending on the situation in the personnel system of the enterprise. The author’s definition of “anti-crisis personnel management” is formed, which means a type of management activity that includes a set of specific functions, forms, methods and means of preventive and reactive management influence on human resources, aimed at identifying crisis phenomena, preventing crisis, its localization and liquidation; minimization of its negative impact on the further development of the enterprise. It is proved that anti-crisis personnel management is a type of anti-crisis management, ie it is characterized by specific methods, subjects and tools. The causes of personnel crises are systematized and the varieties depending on the situation in the personnel and personnel policy of the enterprise are singled out. Conclusions. Regardless of the source (external or internal), the crisis is always accompanied by extremely negative phenomena for both the organization and staff: falling production and sales, financial insolvency, a clear deterioration in the financial situation of workers, lack of employment guarantees, uncertainty of the future, lack of initiative, etc. Therefore, the issues of forming an effective system of anti-crisis personnel management, based on a clear mechanism and tools for personnel management, are relevant. Keywords: anti-crisis management; personnel; principles of anti-crisis personnel management; functions and methods of management.

Sustainability in Information and Communication Technologies

2022 ◽  
pp. 771-792
Author(s):  
Clara Silveira ◽  
Leonilde Reis
Keyword(s):  
Information And Communication Technologies ◽  
Organizational Context ◽  
Management Practices ◽  
Communication Technologies ◽  
Software Systems ◽  
Organizational Strategies ◽  
The Sustainable Development ◽  
Information And Communication ◽  
Definition Of ◽  
The Impact

Information and communication technologies (ICT) can provide added value in an organizational context in order to enhance the definition of business support strategies. The purpose of the chapter is to focus on the contribution of ICT to implement a sustainability policy in the organizations, in the context of the sustainable development goals to improve cooperation and promote development. In this context, the principles of the Karlskrona Manifesto are applied to the development of software systems. The methodology focused on the literature review of the domain and on a case study, in order to analyze the impact of ICT as an engine of sustainability in organizations. The main conclusions focus on the analysis of the impact of established practices in organizations to design and develop sustainable software systems. The results point to a greater consciousness of the potential effects of software systems on sustainability, which will improve management practices, reducing the quantity of material to be recycled, and aligning organizational strategies with Green IT.

scholarly journals Human resources’ student’s sensitivity to factors of sustainability

2016 ◽  
Vol 24 (91) ◽  
pp. 337-358 ◽  
Author(s):  
Maria Helena Pestana ◽  
Artur Parreira
Keyword(s):  
College Students ◽  
Human Resources ◽  
Quantitative Data ◽  
Management Practices ◽  
Human Resources Management ◽  
Semantic Differential ◽  
Resources Management ◽  
Sustainability Concept ◽  
The Subject ◽  
Definition Of

Abstract This paper analyzes the sensitivity of college students to sustainability factors, including their definition of the concept and their perception of human resources management as a factor of sustainability. The prospects of the construct of sustainability – from the United Nations Conference in 1972, in Stockholm, to contemporary achievements and theoretical explorations-are reviewed as a conceptual framework. The research among college students has been developed along two lines: the study of their idea of sustainability; and the assessment of people’s management practices as a factor of sustainability. The research combined the use of a semantic differential questionnaire and a focus group to collect data and to complement the quantitative data with a more qualitative vision and understanding. The results consolidate the idea that: it is interesting to use the sustainability concept in combination with the complexity level of contexts; students of HRM are well informed about the concept; and that their attitudes on the subject are positive, as they are motivated to lead companies to adopt sustainable practices in human resource management, as an effective sustainability factor.

scholarly journals A Systematic Review Of The Impact Of Performance Appraisal Systems And Competency Management Framework On The Performance of Employees In The Telecom Sector

2021 ◽  
Vol 58 (1) ◽  
pp. 2515-2531
Author(s):  
Uttam Sahay, Dr. Gagandeep Kaur
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Work Performance ◽  
Management Practices ◽  
Appraisal System ◽  
Managerial Decision ◽  
Appraisal Systems ◽  
The Impact ◽  
Competency Management

Among themost efficient employee related management practices identified in both the developed and the developing nations is performance appraisal system, which is alsorecognized as a strong motivator for employees. It also enables smooth functioning of managerial decision making, administrative decision making and the employee development. The present study reviews prominent and key studies conducted in recent past systematically in order to assess how organizational performance appraisal systems and competency management frameworks affect employees’ work performance in the telecomsector.

scholarly journals Perancangan Model Hirarki Keputusan dan Sistem Basis Data pada Sistem Informasi Sumber Daya Manusia Sub-Sistem Rekrutmen dengan Metode Berjenjang

2013 ◽  
Vol 4 (1) ◽  
pp. 240
Author(s):  
Eka Miranda ◽  
Julisar Julisar
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Human Resource ◽  
Success Factors ◽  
Process Efficiency ◽  
Resource Information ◽  
Critical Success ◽  
Hierarchical Decision ◽  
Decision Making System ◽  
Two Phases

Management of employees as a resource is essential to enhance the effectiveness of employee’s performance, and the process efficiency of for organizations or companies. Possible problems related to the management of human resources need to be diagnosed which one to be solved as a priority. The problem is how to design the decision making model to help the Human Resource Department in determining the criteria for recruitment which can be used to take decisions on recruitment of human resources. This research aims to design a model of decision making systems and databases to support accuracy of decision making in human resource information system to create high loyalty and productivity so that the productivity of the company can be further improved. The research is divided into two phases: collection as well as analysis of data and design model. Specifically target to be achieved in this research are to identify the critical success factors of the model of decision making system for recruitment and develop models of decision-making system. The results obtained from this research are hierarchical decision models using analytical hierarchy process and its database design for the recruitment sub-system of human resource.

Framing ERP Success from an Information Systems Failure Perspective

2017 ◽  
Vol 15 (2) ◽  
pp. 31-47 ◽  
Author(s):  
Pierluigi Zerbino ◽  
Davide Aloini ◽  
Riccardo Dulmin ◽  
Valeria Mininno
Keyword(s):  
Project Management ◽  
Information Systems ◽  
Enterprise Resource Planning ◽  
Management Practices ◽  
Resource Planning ◽  
Complex Issue ◽  
Management Approaches ◽  
Definition Of ◽  
Systems Failure ◽  
Is Failure

To the best of our knowledge, extant definitions of Enterprise Resource Planning (ERP) success are not comprehensive, and they do not address all of the most relevant dimensions of this complex issue. Consequently, current ERP success models may lead to deceptive evaluations. Through a rigorous logical shift starting from IS failure, and diverging from classical project management approaches, this paper attempts to define ERP success by means of four factors: Process, Correspondence, Interaction, and Expectation. Results formally integrates the literature gaps and enable the future definition of appropriate measurement items that could steer management practices towards a sounder approach to ERP success.

scholarly journals Discussion on the Feasibility of Nudge in Education

2021 ◽  
Vol 5 (1) ◽  
pp. 68
Author(s):  
Liu Hongyang ◽  
Kremenkova Lucie
Keyword(s):  
Decision Making ◽  
Behavioral Science ◽  
Specific Behavior ◽  
Self Interest ◽  
Decision Making System ◽  
History Of ◽  
Policy Shift ◽  
Definition Of ◽  
Public Decision

This paper first introduces the definition of nudge, the history of nudge and the advantages of nudge. This concept means a relatively subtle policy shift that encourages people to make decisions that are in their broad self-interest. It relies on insights from behavioral science, and when used ethically, it can be very helpful. Subsequently, the research results of the nudge method in public decision-making fields such as health and environmental protection are listed, inferring the feasibility of nudge method in the field of education, especially learners’ specific behavior decision. Then according to the classification of the nudge method by the decision-making system, the research on nudge used in the education field is enumerated. It demonstrates that nudge still has a lot of room for expansion in the field of education.

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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