Theory of Constraints and Human Resource Management Applications

2022 ◽  
pp. 526-544
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Operation Management ◽  
Theory Of Constraints ◽  
Performance Measurements ◽  
Management Philosophy ◽  
Manufacturing Environments ◽  
Critical Chain ◽  
The Relationship

This purpose of this article is to assess constraints and suggest a theory that can improve Human Resource Management Systems (HRMS's). It investigates the relationship between Theory of Constraints (TOC) and operation management, which is based on the Critical Chain PMs book entitled The Goal. In 1984, the author, Goldratt, introduced an entire management philosophy about the TOC. The mental process and improvement theory tools discussed in his book mainly focus on manufacturing environments. However, the practice and examples in the book helped many organizations succeed, even in the private sectors. This study offers definitions of throughput, operating expense, and inventory measurements, and uses the principle of TOC to identify bottlenecks and constraints in every business process. By using these analyses, the study remodels the system to increase performance measurements of HRMS.

Theory of Constraints and Human Resource Management Applications

2019 ◽  
Vol 2 (1) ◽  
pp. 61-77 ◽  
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Theory Of Constraints ◽  
Performance Measurements ◽  
Operating Expense ◽  
Management Philosophy ◽  
Manufacturing Environments ◽  
Critical Chain ◽  
The Relationship

This purpose of this article is to assess constraints and suggest a theory that can improve Human Resource Management Systems (HRMS's). It investigates the relationship between Theory of Constraints (TOC) and operation management, which is based on the Critical Chain PMs book entitled The Goal. In 1984, the author, Goldratt, introduced an entire management philosophy about the TOC. The mental process and improvement theory tools discussed in his book mainly focus on manufacturing environments. However, the practice and examples in the book helped many organizations succeed, even in the private sectors. This study offers definitions of throughput, operating expense, and inventory measurements, and uses the principle of TOC to identify bottlenecks and constraints in every business process. By using these analyses, the study remodels the system to increase performance measurements of HRMS.

How Can Human Resource Management Help the Theory of Constraints

2019 ◽  
Vol 2 (1) ◽  
pp. 1-13
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Management ◽  
Theory Of Constraints ◽  
Implementation Support ◽  
Strategic Objectives ◽  
The Relationship

Now, more companies consider human resource management (HRM) as part of strategic business management. A critical analysis of The Goal: A Process of Ongoing Improvement by Goldratt as it relates to HRM allows for discussion and evaluation of HRM implications. However, does HRM implementation support achieving a companies' strategic objectives? If so, how is it related to The Goal? This report seeks answering these questions by evaluating HRM in the book's context. This article discusses the role of HRM in companies, HRM principals that impact operations, roles of stakeholders and their value in the Theory of Constraints (TOC), HRM and its impact on the TOC, roles of HRM management and leadership, and the relationship between technology and human resources. Discussing these topics, this article provides an overview of HRM's impact on organizations. The main findings indicate that HRM implementation is a strategic management resource to be implemented by any businesses.

How Can Human Resource Management Help the Theory of Constraints

2022 ◽  
pp. 114-128
Author(s):  
Brian J. Galli
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Critical Analysis ◽  
Theory Of Constraints ◽  
Implementation Support ◽  
Strategic Objectives ◽  
The Relationship

Now, more companies consider human resource management (HRM) as part of strategic business management. A critical analysis of The Goal: A Process of Ongoing Improvement by Goldratt as it relates to HRM allows for discussion and evaluation of HRM implications. However, does HRM implementation support achieving a companies' strategic objectives? If so, how is it related to The Goal? This report seeks answering these questions by evaluating HRM in the book's context. This article discusses the role of HRM in companies, HRM principals that impact operations, roles of stakeholders and their value in the Theory of Constraints (TOC), HRM and its impact on the TOC, roles of HRM management and leadership, and the relationship between technology and human resources. Discussing these topics, this article provides an overview of HRM's impact on organizations. The main findings indicate that HRM implementation is a strategic management resource to be implemented by any businesses.

Research on the practice of modern apprenticeship training from the perspective of competency

2021 ◽  
pp. 002072092110032
Author(s):  
Wang Shuwei ◽  
Zhang Yong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Moral Education ◽  
Human Resource ◽  
Work Motivation ◽  
Apprenticeship Training ◽  
Work Meaning ◽  
Apprenticeship Education ◽  
The Relationship

Whether the apprentice is competent for the job and produces performance for the organization is the key index to test the quality of apprenticeship education. Based on competency theory, this paper investigates the influence of competency dimensions and work meaning on performance. Through the competency questionnaire analysis of 224 shop managers in apprentice project enterprises, it is found that: the part of the competency dimension of personality traits, motivation and values hidden in the iceberg model has a significant impact on performance through work meaning; the relationship between work values and work meaning of apprentices is stronger, and that the relationship between work motivation and work meaning of non-apprentices is stronger. Therefore, we should pay more attention to the cultivation of multiple values of apprenticeship, especially the significance of moral education. The results provide reference for upgrading the quality of talent training in Colleges, reconstructing talent training objectives and the practice of human resource management in enterprises.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

Human Resource Management, TQM, and Firm Performance in Small and Medium-Size Enterprises

2000 ◽  
Vol 25 (1) ◽  
pp. 43-58 ◽  
Author(s):  
Gaylen N. Chandler ◽  
Glenn M. Mcevoy
Keyword(s):  
Resource Management ◽  
Firm Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Best Practice ◽  
Medium Size ◽  
Current Debate ◽  
Total Quality ◽  
The Relationship

This study analyzes the moderating effect of two key human resource practices on the relationship between organizational strategy and firm performance. In a sample of 66 small to medium-sized manufacturing firms we found that a total quality management strategy was most effective when supported by significant training and group-based incentive compensation. This result is discussed in light of the current debate in the field about “best practice” versus “fit” models of human resource management and business strategy.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

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