Critical Thinking of Human Resources in the Goal

2019 ◽  
Vol 10 (1) ◽  
pp. 19-29
Author(s):  
Brian J. Galli
Keyword(s):  
Organizational Culture ◽  
Critical Thinking ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Processes ◽  
Theory Of Constraints

Recently, changes within the business industry have led to human resource management (HRM) positions and structures being reconsidered. Human resources (HR) used to be centralized, but the constant changes to organizational culture has caused HR to become decentralized. The HR operations have been incorporated into other departments, as well. Now, HRM is essential to business processes that mirror other departments, such as accounting and finance, but HR is still centralized in specialized areas, such as recruitment and compensation. Examining Goldratt & Cox's “The Goal” reveals its involvement with HRM. This study evaluates the implication of HRM on a business, its relationship to the Theory of Constraints (TOC), and the ways in which these concepts can aid a business in reaching its main objective.

Critical Thinking of Human Resources in the Goal

2021 ◽  
pp. 1692-1703
Author(s):  
Brian J. Galli
Keyword(s):  
Organizational Culture ◽  
Critical Thinking ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Processes ◽  
Theory Of Constraints

Recently, changes within the business industry have led to human resource management (HRM) positions and structures being reconsidered. Human resources (HR) used to be centralized, but the constant changes to organizational culture has caused HR to become decentralized. The HR operations have been incorporated into other departments, as well. Now, HRM is essential to business processes that mirror other departments, such as accounting and finance, but HR is still centralized in specialized areas, such as recruitment and compensation. Examining Goldratt & Cox's “The Goal” reveals its involvement with HRM. This study evaluates the implication of HRM on a business, its relationship to the Theory of Constraints (TOC), and the ways in which these concepts can aid a business in reaching its main objective.

scholarly journals Problems with Modernizing Human Resources in The Lithuanian Service Sector

2019 ◽  
Vol 11 (4) ◽  
pp. 146-157
Author(s):  
Aleksandras Bortnikas
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Service Sector ◽  
Level Of Service ◽  
Culture Model ◽  
High Level

Abstract Objective: Problems in modernizing human resources of Lithuania’s service sector are discussed in the article. The objective of the article is to reveal the issues of human resources modernization, identify the trends and measures for human resources’ modernization in the service sector of Lithuania. The process of human resource management is understood as a continuous procedure where the main activities are planning, recruitment, selection, socialization, training and improvement, assessment of activity, promotion, displacement, downgrading or dismissal. The essential trends and measures for modernizing management of human resources is strategic management of human resources, growth of employee competencies and development of electronic human resources. Noteworthy to mention that in the modern world, when striving for competitive advantage, it is important to follow the guidelines of strategic management of human resources. The significance of information technologies cannot be forgotten, because the instalment of these technologies helps to coordinate innovations in science, originality and practical experience, all of which is oriented towards creation of new services and products for the society. Methodology: The research methods are based on the insights of the researchers using the analysis of scientific literature and synthesis methods. The study analyzes issues related to the modernization of human resources management in the Lithuanian service sector. Findings: Summarizing the study results, aspects of a modern organizational culture can be distinguished: promotion of friendly communication among employees (this allows solving problems in the organization among employees without the need for the employer to interrupt); constructive conflict solving with the help of a mediator; an employee who is valued in the organization becomes initiative, able to independently make decisions, is more involved in achieving goals of the organization; organizational culture is being modernized by promoting employee creativeness, or through pleasant and beneficial tasks; a manager in a modern organization is distinguished by a democratic leading style, is not a sole controller – decisions are made with the involvement of the entire team; it is modern to seek for a high level of service provision (not to be only profit-oriented). Value Added: Based on the results of the research, a way of modernizing human resource management in Lithuanian catering establishments was suggested in order to maintain high level of services provided by modern motivation methods and other elements of the organizational culture model. Recommendations: Summarizing the results of the research it is possible to distinguish aspects of modern organization culture, which showed that modernization of human resource management in Lithuanian catering establishments includes ensuring of microclimate in the organization; healthy workplace emotional and physical well-being; employee socialization; motivation of employees and encouragement to seek a high level of service in modern ways of motivation and other elements of the organizational culture model that are recommended to be emphasized in the organization.

A strategy for human resources management in enterprises

2019 ◽  
pp. 83-90
Author(s):  
Тетяна Володимирівна Романова ◽  
Світлана Богданівна Іваницька ◽  
Тетяна Олександрівна Галайда
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Management Strategy ◽  
Business Processes ◽  
Human Resources Management ◽  
General Concept ◽  
Resources Management

The essence of modern problems in the field of human resource management is revealed. It is proved that the development of personnel strategy and its implementation allow the company to improve the efficiency of personnel use. There are formed the stages of formation of strategic personnel management. The directions of the implementation of management activities for the effective formation and use of personnel potential are developed. The authors proposed a general concept for developing a personnel management strategy for an enterprise. As a result of the research, it was established that the methods of forming the strategy for managing the personnel potential of an enterprise should be based on the active use of modern opportunities. Effective personnel policy in the system of strategic personnel management is one of the tools for managing business processes.

Designing a Paradigm Model for Green Human Resource Management using Data-based Method (Case study on Municipality of Mashhad)

2020 ◽  
Author(s):  
Mahdi Janali ◽  
Azar Kaffashpoor ◽  
Amir Rahimpour ◽  
Mosayeb Samanian
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
City Council ◽  
Sustainable Urban Development ◽  
Organizational Level ◽  
Green Human Resource Management

Abstract Purpose This paper aims are establishment of management systems such as the Green Human Resource Management System can be effective in achieving the sustainable development and the use of an environmental management system.Design/methodology/approach The research strategy used in this study is the Grounded Theory with Qualitative Research Approach. In order to achieve this goal, a semi-structured interview was conducted in the beginning with human resources experts, including management professors and environment and human resources specialists.Finding Codes of green human resource management in 23 categories including: Green motivation, knowledge, personality, organization, Partnership, Maintenance, compensation, Promotion, Organizational Culture, City, City Council, Rules and Regulations, Government, International Organizations, Suppliers, Media and Green NGOs. Practical implications Management system in urban areas, Prevention with the environmental crisis,Promoting organizational culture in urban planning, Sustainable urban development using green human resources.Social implications A more general implication of the proposed argument for GHRM the concept of "green" has been changed in to a norm and "green actions" refer to activities that not only do not harm the environment, but also improve it. Green human resource management suggests that human resources should be redesigned or re-engineered to be sensitive to laws, policies, resources, proper consumption, non-extravagance, and so on so that they provide optimal and targeted consumption of resources and reduce environmental pollution.Originality/value Designing the model of dimensions of green human resource in 23 categories and in three categories or levels: individual level, organizational level and supra-organizational level.

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.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

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.

Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer

2015 ◽  
Vol 6 (1) ◽  
pp. 12-19
Author(s):  
Angellia Debora Suryawan ◽  
Marlene Martani ◽  
Mahenda Metta Surya
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Support System ◽  
Performance Indicator ◽  
Management Support ◽  
Key Performance Indicator ◽  
Literature Study ◽  
Operational Support System

Human resources are an important asset in the entire company operations activity. A human resources management support system should be provided to improve performance in  accordance with the company target. The purpose of this study is to design a model of operational and human resource management support systems that can integrate employee performance data, simplify management of employee data, and generate reports in the form of Key Performance Indicator (KPI) and Binusian Level. Methodology used in this study is using literature study, design, and test a model to make operational and human resource management information system. Index Terms - human resources, operational support system, Key Performance Indicator (KPI)  

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