Human-Computer Interaction

2009 ◽  
pp. 488-494
Author(s):  
Benet Campderrich
Keyword(s):  
Resource Management ◽  
Human Computer Interaction ◽  
Human Resource Management ◽  
Human Resource ◽  
Interface Design ◽  
Working Environment ◽  
Human Errors ◽  
Input And Output ◽  
Command Input ◽  
Computer Interaction

In order to get information from the computers people must give them information and commands, therefore human-computer interaction (HCI) consists of information input and output and command input through the so-called user interface (UI). In accordance with its very name HCI concerns both humans—hereinafter called users—and computers, so it is strongly related to ergonomics and human resource management on one hand, and computer technology on the other. Every domain of ergonomics is concerned, that is, physical (working environment, workstation layout), cognitive (perception, memory, learning, human errors), and organizational. Some points of contact between HCI and human resource management are employee profiles (as a basis to look for the interface design best fitted to the future users), task and workflow design, productivity, and learning period minimization.

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

scholarly journals Pengembangan Sistem Informasi Manajemen Sumber Daya Manusia

2019 ◽  
Vol 3 (4) ◽  
pp. 400
Author(s):  
Yuni Marlina Saragih ◽  
Winda Irma Wati Br Siagian ◽  
Fandi Halim ◽  
Zulpa Salsabila
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Storage ◽  
Interface Design ◽  
System Development ◽  
Integrated System ◽  
Flow Diagram ◽  
Information System Development

A human resource management is an integrated system important to a company, resulting in a need for better employee attendance and the need for more informed decision-making regarding new employee recruitment management, employee appraisal, position placement, employee training, employee service, and employee dismissal. Because of these, an integrated system is needed in handling the attendance process until the employee termination. So as to meet the needs of the company in the management of data attendance of employees better by minimizing the occurrence of fault, reduce paper use and worktime of HR department in attendance recording and help HR managers on making more appropriate decisions related to existing processes in company such as helping on determining appropriate employees occupy positions based on position qualification with the employee ability. This Information System Development using System Development Lifecycle methodology (SDLC) begin with designing Fishbone Diagram, Data Flow Diagram (DFD), PIECES Diagram, system interface design, Microsoft Visual Studio 2012 as input, Microsoft SQL Server 2012 as data storage and SAP Crystal Reports as output in reports. The authors hope, the results of this information system development can help companies to deal with existing problems in human resource management.

scholarly journals Enlightenment of Positive Psychology on Human Resource Management

2021 ◽  
Vol 5 (1) ◽  
pp. 212
Author(s):  
Yitong Niu
Keyword(s):  
Resource Management ◽  
Positive Psychology ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Planning ◽  
Employee Motivation ◽  
Point Of View ◽  
Working Environment ◽  
Enterprise Organization ◽  
Management And Development

This paper analyzes the concept and main ideas of positive psychology, discusses the theoretical basis of applying the principle of positive psychology to human resource management, analyzes the problems encountered in the development of modern enterprise organization from a practical point of view, and discusses its enlightenment to human resource management of enterprises. From how to establish enterprise culture and create a positive working environment for enterprise organization, to training enterprise employees, including employee recruitment, employee motivation, employee training and career planning. It has good practical value for the management and development of human resources in enterprises.

The Relationship Between Emotional Intelligence and a Positive Working Environment

2020 ◽  
Vol 12 (2) ◽  
Author(s):  
Stefka Masaldzhiyska ◽  
Keyword(s):  
Emotional Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Research ◽  
The State ◽  
Working Environment ◽  
Business Organizations ◽  
Theoretical Terms ◽  
The Relationship

The aim of this article is to explore the important role and the emotional intelligence impact on the working environment including summarized research in theoretical terms and transition to practical terms in selected Bulgarian organizations. The adopted approach in this article initially covers the relationship between emotions and emotional intelligence, opportunities for increasing emotional intelligence (ways, techniques), emotional intelligence impact on the working environment. On this basis, an empirical research has been done in five Bulgarian business organizations that are successful and have earned high achievements in human resource management. The research provides evidence of a strong emotional intelligence influence on the working environment. It describes the state of the working environment from the standpoint of the emotional intelligence state of the respondents included in it.

scholarly journals HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL CULTURE, AND NURSE STAFFING TURNOVER

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S743-S744
Author(s):  
Robert Weech-Maldonado ◽  
Akbar Ghiasi ◽  
Ganisher K Davlyatov ◽  
Justin C Lord ◽  
Kent Rondeau
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Nursing Homes ◽  
Human Resource Management ◽  
Human Resource ◽  
Nurse Staffing ◽  
Working Environment ◽  
Turnover Rates ◽  
Hrm Practices ◽  
Clan Culture

Abstract This study examines whether nursing homes’ (NHs) human resource management (HRM) practices and organizational culture are associated with nursing staff turnover. HRM practices are classified into traditional (employment selection tests, formal performance appraisal systems, and realistic job previews); employee-centered (flexible work hours and job sharing); and high involvement (incentive based/merit pay and self-managing teams). Organizational culture consists of four types: clan culture (friendly working environment); adhocracy culture (dynamic/creative working environment); market culture (results-based organization); and hierarchy culture (formalized/structured work environment). This study used facility survey data from approximately 324 NH administrators (30% response rate) from 2017- 2018, merged with secondary data from LTCFocus, Area Health Resource File, and Medicare Cost Reports. The dependent variables consisted of RN, LPN, and CNA turnover rates (% voluntarily quit), while the independent variables comprised HRM practices and type of organizational culture. Control variables consisted of organizational (ownership, chain affiliation, size, occupancy rate, and payer mix) and county-level factors (Medicare Advantage penetration, income, education, unemployment rate, poverty, and competition). Generalized linear model results show that every unit increase in high-involvement HRM practices is associated with a reduction of 6%, 4%, and 2% in RN, LPN, and CNA turnover rates, respectively. Also compared to hierarchical cultures, nursing homes with a clan culture are associated with a reduction of 62%, 49%, and 33% in RN, LPN, and CNA turnover rates, respectively. HRM practices and organizational cultures that promote employee participation, engagement, and empowerment have the potential to reduce nurse staffing turnover rates among underresourced nursing homes.

scholarly journals A study on organizational factors for successful execution of human resource management (HRM) practices in private hospitals

2017 ◽  
Vol 7 (1.1) ◽  
pp. 52 ◽  
Author(s):  
S. Ganapathy ◽  
M. Ashokkumar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Private Hospital ◽  
Organizational Factors ◽  
Working Environment ◽  
Private Hospitals ◽  
Hrm Practices ◽  
Significant Difference ◽  
Successful Execution

The existing thoughts in Human Resources Management put emphasis on knowledge sharing and team creation instead of individuals, informal learning, individual expertise, flexibility in use of skills, severe limits between healthcare organization and professionals. The organizational climate, efficiency, successfulness and innovativeness are the organizational factors for successful execution of Human Resource Management (HRM) practices in private hospital. The results also show that there is significant difference between socio economic profile of employees of paramedics and organizational factors for successful execution of Human Resource Management (HRM) practices in private hospital. The private hospitals should give conducive working environment to their employees of paramedics through applying advanced technologies, high organizational values, excellent organizational culture, rewards and incentives. In addition, they should promote sharing of knowledge and skills, inter personal relations and leadership among employees of paramedics for successful execution of human resource management practices. 

The Effect of Human Resource Management Practices on Organizational Commitment in SEMs in Hanoi

2020 ◽  
Vol 36 (4) ◽  
Author(s):  
Dang Thi Huong
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Support ◽  
Service Sector ◽  
Management Practices ◽  
Small And Medium Enterprises ◽  
Working Environment ◽  
Medium Enterprises

The article measures the effect of Human Resource Management (HRM) practices on organizational commitment in small and medium enterprises (SMEs). A survey of 379 employees working in Hanoi based SMEs in the commercial and service sector indicates that human resource training and development, performance evaluation, remuneration, job security, working environment, and organizational support have a positive affect on organizational commitment. The article then proposes several solutions to enhance organizational commitment in SMEs.

SOME ASPECTS OF MANAGING THE NEW GENERATION OF EMPLOYEES

2020 ◽  
Vol 10 (9) ◽  
pp. 2104-2111
Author(s):  
I.N. Belogrud ◽  
Keyword(s):  
Labor Market ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Development ◽  
Human Resource ◽  
Management Strategies ◽  
Working Environment ◽  
Digital World ◽  
The Future ◽  
New Generation

Human resource management is a key area of organizational development today. Human resource management strategies that can be developed in the course of organizationalchange must meet the wishes and emotional needs of the new generation of employees. Different generations require different approaches in terms of shaping human resource management strategies. Companies have to make great efforts to constantly attract employees and provide a comfortable working environment for representatives of different generations. Staff turnover is still reaching high levels, and in the future it may grow due to the replenishment of the labor market with workers of a new generation with a greater degree of mobility. The main reason employees remain employed is because they enjoy their job. With the influx of representatives of a new generation into the labor market, an increasing understanding has come and continues to come that it is impossible to do without the adoption, implementation and development of digital technologies, as well as all the things arising from their use. The generation born in the digital world will develop more and more. An increasing percentage of people will work remotely from different parts of the world and without being tied to a specific territory. A major challenge for businesses in the near future will be balancing the productivity gains and distraction generated by digital innovation. In the future, employers will have to be more flexible than ever before.

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