scholarly journals Rethinking undergraduate curricula: A Delphi study of human resource management and industrial and organisational psychology

2005 ◽  
Vol 31 (3) ◽  
Author(s):  
A Venter ◽  
N Barkhuizen
Keyword(s):  
Resource Management ◽  
Qualitative Study ◽  
Curriculum Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Delphi Study ◽  
Delphi Technique ◽  
Fields Of Study ◽  
Similarities And Differences ◽  
National Analysis

The aim of this qualitative study is to bring clarity to the confusion about the interconnectedness, similarities and differences between the fields of Human Resource Management (HRM) and Industrial and Organisational Psychology (I&OP), for the purposes of curriculum development. The Delphi technique was used to gather data from 13 participants (five international and eight national). Analysis was done interpretively using Atlas.ti. Results indicate that HRM and I&OP are distinct but interrelated fields of study and can therefore be presented in separate but interrelated undergraduate curricula. Opsomming Die doel van die kwalitatiewestudie is om duidelikheid te verkry oor die verwarring rakende die interverwantskap, ooreenkomste en verskille tussen die velde van Menslike Hulpbronbestuur (MHB) en Bedryfs- en Organisasie Sielkunde vir die doeleindes van kurrikulumontwikkeling. Die Delphi tegniek is gebruik om data van 13 deelnemers (vyf internasionaal en agt nasionaal) te versamel. Ontleding is op ’n interpreterende wyse gedoen deur gebruik te maak van Atlas.ti. Die resultate toon dat MHB en Bedryfs- en Organisasie Sielkunde onderskeibare, maar verbandhoudende studievelde is en daarom aangebied kan word in afsonderlike, maar interverwante voorgraadse kurrikula.

scholarly journals Selected aspects of human resource management in uniformed services

2019 ◽  
Vol 7 ◽  
pp. 97
Author(s):  
Tomasz Krzewiński
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Research ◽  
Human Resources Management ◽  
Employee Selection ◽  
Legal Regulations ◽  
Review Of Literature ◽  
Resources Management ◽  
Similarities And Differences

<p class="Standard">The aim of the article is to identify the process of human resource management and factors that influence officers’ motivation in selected uniformed services. This analysis concerns the Police, Border Guard and Customs and Fiscal Service. This choice was made due to the diversity of the tasks carried out by the officers of these services. The concept of uniformed services, characteristics of the analysed services and the requirements for officers, the process of employees recruitment and activities aimed at maintaining officers through appropriate motivation and promotion as a form of professional development were presented. Promotion to successive levels of work is not only an important element in shaping the HR policy but also a determinant of the position of a given officer in the organization. The layout of this work presents elements of multi-aspect status of an officer in each of the studied formations in the context of the characteristics of individual services.</p><p class="Standard"><strong>Purpose </strong>- Identification of the human resource management and factors that influence the motivation of officers in selected Polish uniformed services - the Police, Border Guard and Customs and Fiscal Service</p><p class="Standard"><strong>Design / methodology / approach</strong> - Review of literature, reports on empirical research and applicable legal regulations</p><p class="Standard"><strong>Findings</strong> - The basic mutual element of the Police, the Border Guard and the Customs and Fiscal Service is the use of uniforms and officers subordination system, but also the centralism of the organizational structure and hierarchical subordination. The activities of these services, including the implementation of the human resource management process, are regulated by relevant legal regulations. Service requirements, the scope of tasks, obligations and responsibilities, the process of employee selection, evaluation, promotion, but also retirement provisions are strictly determined. Similarities and differences in this area have been presented. The analysis of the results of empirical research allows to identify motivating and demotivating factors for officers.</p><p class="Standard"><strong>Originality/value</strong> - A comparison of selected areas of human resources management in the Police,  the Border Guard and the Customs and Fiscal Service was made. The similarities and differences appearing in this respect were pointed out. Recommendations regarding motivating officers were presented</p>

scholarly journals Designing a Roadmap for Human Resource Management in the Banking 4.0

2021 ◽  
Vol 14 (12) ◽  
pp. 615
Author(s):  
Iwa Kuchciak ◽  
Izabela Warwas
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Delphi Study ◽  
Management Practices ◽  
Banking Sector ◽  
Good Practice ◽  
Practical Applications ◽  
Customer Expectations ◽  
Human Resource Management Practices

The banking sector has been going through a rapid transformation due to digitalization, regulatory requirements, customer expectations, and demographic trends. The purpose of this paper is to provide an advanced overview of the practical applications of human resource management (HRM) in Banking 4.0. This study used quantitative and qualitative methods to present the results of good practice form inventory and a Delphi study. The results of a European study show that human resource management practices such as reskilling, upskilling, and redeployment are a solution to mitigate challenges in the Banking 4.0 era. The HRM roadmap for banks will be a major guide to ensure effective workforce management.

Job satisfaction of certified employees in viticulture: A qualitative study

Work ◽  
2020 ◽  
Vol 67 (2) ◽  
pp. 467-475
Author(s):  
Eva Anna Regel ◽  
Astrid Forneck ◽  
Elisabeth Quendler
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Qualitative Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Qualitative Interviews ◽  
Working Hours ◽  
Wine Industry ◽  
Perceived Satisfaction ◽  
Major Factors

BACKGROUND: The need for qualified employees in wineries leads to a gain in importance of human resource management in the wine industry. Knowledge on job satisfaction of employees in wineries and cooperatives as well as research in human resource management is rare. OBJECTIVE: The aim of this qualitative study is to find aspects affecting job satisfaction of employees in Austrian and German wineries. These identified aspects were analysed with regard to the perceived satisfaction or dissatisfaction of the employees. METHOD: Sixteen qualitative interviews were conducted in Austria and Germany with employed winemakers, production managers and vineyard managers. RESULTS: Aspects of job satisfaction which were found in agricultural studies were validated for employees in wineries. In addition to these influencing factors of job satisfaction, interviewed workers mentioned other important aspects, such as equality issues, development of the company and attachment to the final product, which affect their job satisfaction. CONCLUSIONS: The positive image of the product wine, the wine sector and the profession contributes to a high job satisfaction overall. The personal interest in wine is one of the major factors of job satisfaction. It reduces dissatisfaction with remuneration, monotonous work processes and long working hours. However, employees in wineries saw problems in reconciling family life and work. Furthermore, employees complained about physical strains leading to possible changes in job or position.

Understanding the eHRM Promise and Adoption Imperatives

2019 ◽  
pp. 263145411987320 ◽  
Author(s):  
Suryanarayan Iyer
Keyword(s):  
Resource Management ◽  
Qualitative Study ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Key Factors ◽  
Factors Influencing ◽  
Hr Function ◽  
Performance Gains

Organisations invest in Electronic Human Resource management (eHRM) by buying into its potential of strategically transforming the Human Resource (HR) function. However, the posited performance gains are often obstructed by users and organisations alike in adopting the systems towards realisation of stated outcomes. The article aims to provide an understanding of the promise of eHRM in terms of the posited goals and outcomes of eHRM. Through a qualitative study with Chief Human Resources Officers of 15 large organisations, the article also highlights the key factors influencing adoption of eHRM in organisations.

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