Optimization Theory in the Application on the Flexible Management of Human Resource

2012 ◽  
Vol 155-156 ◽  
pp. 206-210
Author(s):  
Xiao Yan Jia ◽  
Wei Wang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Optimization Theory ◽  
Mathematics Model ◽  
Business Enterprise ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Flexible Management ◽  
Study Type

Along with the emergence of the knowledge-based economy and the study type organization, the thought of flexible management is led to go into human resource, and develop a more and more important function.In human resource flexible management, the personnel is excellent to turn to install，while adjustment is the most decisive working talent in the whole human resource management. With the superior foundation for turning a theory，this paper made its thought use of the optimzation and adjustment in the optimzation and adjustment of business enterprise and the personnel, then built up the mathematics model of the optimzation and adjustment, and solved the mathematics model by applying MATLAB.Finally, proved the possibility and usefulness of the method.by a solid example verification.

HRM Practices and Problems in Family-Owned SMEs

2014 ◽  
pp. 113-130
Author(s):  
Burcu Özge Özaslan Çalişkan
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Businesses ◽  
Hrm Practices ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Modern Knowledge

In exchange for the need for more highly trained employees, there is not enough qualified labor in the market. Small- and Medium-Sized Enterprises (SMEs) play an important role in the economies of countries because of their characteristics about generating employment. Effective Human Resource Management (HRM) is becoming increasingly important in the modern knowledge-based economy and vital for the success of small- and medium-sized enterprises. However, there are few studies concerning HRM practices of SMEs. The purpose of this study is to analyze the current HRM practices of SMEs, especially which are family businesses, and to identify HRM practices and the problems within these SMEs. With the help of the literature review, helpful suggestions about HRM practices are developed for SMEs.

scholarly journals Factors Influencing Investments into Human Resources to Support Company Performance

2022 ◽  
Vol 15 (1) ◽  
pp. 19
Author(s):  
Jarmila Duháček Šebestová ◽  
Cristina Raluca Gh. Popescu
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Sustainability Assessment ◽  
Business Environment ◽  
Company Performance ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Development Goals

Human resources are very important in a business; however, the return on investment in human resources is longer than in fixed assets, so entrepreneurs frequently consider how much to actually invest. This article, based on primary research, examines the motivations for investment when a 20% profit is typically invested with a model return of around 14%. Those findings are supported by the results presented in Archetype models based on similarity clustering. The results are based on an empirical study (278 respondents, omnibus survey) in the Czech Republic. Moreover, the study concludes that the business experience positively influences human resource management and future development to increase the investment share. In essence, this article displays the paramount importance of human resources and human resource management in the international business environment, demonstrating that investments in human resources are crucial to the success of all businesses, positively and consistently supporting organizations’ performance, and entrepreneurship will continue to remain a vital component of the activities belonging to the post COVID-19 era. In addition, in an era governed by the influences specific to the knowledge-based society and the knowledge-based economy, in which intellectual capital will be considered one of the most relevant intangible assets of entities all over the world, the measurement of human resources investment will turn out to be essential for the success of all businesses, while taking the necessary steps in supporting sustainability, sustainability assessment and Sustainable Development Goals (SDGs).

HRM Practices and Problems in Family-Owned SMEs

2016 ◽  
pp. 2304-2322
Author(s):  
Burcu Özge Özaslan Çalişkan
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Businesses ◽  
Hrm Practices ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Modern Knowledge

In exchange for the need for more highly trained employees, there is not enough qualified labor in the market. Small- and Medium-Sized Enterprises (SMEs) play an important role in the economies of countries because of their characteristics about generating employment. Effective Human Resource Management (HRM) is becoming increasingly important in the modern knowledge-based economy and vital for the success of small- and medium-sized enterprises. However, there are few studies concerning HRM practices of SMEs. The purpose of this study is to analyze the current HRM practices of SMEs, especially which are family businesses, and to identify HRM practices and the problems within these SMEs. With the help of the literature review, helpful suggestions about HRM practices are developed for SMEs.

scholarly journals Why Not Knowledge-Based HRM? Its Direct and Indirect Effect on Innovative Service Offerings

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402098300
Author(s):  
Norwan Ahmad ◽  
Ng Siew Imm ◽  
Yuhanis Abdul Aziz ◽  
Norazlyn Kamal Basha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Management Practices ◽  
Business Service ◽  
Marketing Capability ◽  
Cross Sectional Survey ◽  
Knowledge Based ◽  
Human Resource Management Practices

This article is aimed at examining the effect, direct and indirect, of knowledge-based human resource management on innovative offerings of service small and medium-sized enterprises (SMEs). Knowledge-based human resource management essentially reflects the central role played by the embedded knowledge-centric human resource management practices, which may lead to new or improved services. A cross-sectional survey was implemented involving a sample of 278 business service SMEs from Malaysia and indicated two key findings from the study. First, knowledge-based human resource management was found to positively influence innovative service offerings. Second, dynamic capability in the aspects of entrepreneurial orientation, marketing capability, and technological capability were found to mediate the knowledge-based human resource management–innovative service offerings relationship. This study espouses the potentials of creating innovative service offerings among business service SMEs through embedding knowledge perspective in human resource management practices as well as investment in dynamic capabilities.

Presenting an evaluation model of human resource management’s effect on corporate entrepreneurship

2016 ◽  
Vol 12 (3) ◽  
pp. 228-242 ◽  
Author(s):  
Babak Ziyae
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Evaluation Model ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Content Type ◽  
Knowledge Based ◽  
The Relationship

Purpose – The purpose of this paper is to clarify the attention to the elements of human resource strategic management that can promote motivation of employees of knowledge-based institutions for developing corporate entrepreneurship. Design/methodology/approach – This study is considered as an empirical one in terms of objective, and its research methodology is descriptive-correlative type. More specifically, structural equation modeling was used for data analysis. Findings – The findings demonstrate that promotion of skill and knowledge levels of people, as an operational strategy in the development of human resource in knowledge-based institutions, increases the demand for job promotion and enhances employees’ motivation in corporate entrepreneurship. On the other hand, organizational culture moderate the relationship between human resource management and corporate entrepreneurship. Originality/value – This paper fulfills an identified need to study the relationship between human resource management and corporate entrepreneurship. The manuscript creates a paradigm for future studies of the evolution of corporate entrepreneurship and human resource management.

scholarly journals Sustainable Human Resource Management and Organisational Performance: An Integrating Theoretical Framework for Future Research

2020 ◽  
Vol 4 (2) ◽  
pp. e281
Author(s):  
Lucía Muñoz-Pascual ◽  
Jesús Galende
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Future Research ◽  
Organisational Performance ◽  
Resource Based View ◽  
Knowledge Based

This paper identifies and analyses six relevant approaches for the analysis of Sustainable Human Resource Management and Organizational Performance: Resource-Based View, Dynamic Capabilities View, Knowledge-Based View, Behavioral Theory, Human Relations Theory, and Cooperative Systems and Ambidextrous Organizations. They are complementarity approaches. They can all be applied to the analysis of a specific resource or capability for sustainable human resource management (HRM) and, consequently, organisational performance. However, the contributions made by the Resource-Based View and the new approach of Ambidextrous Organizations seem to be the most comprehensive approaches for studying sustainable HRM from an internal perspective of firms that allows the long-term development of their organizational and society performance.

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